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Training Requirements and Posting Periods

The following information contains procedural guidance on the training requirements and minimum posting periods for faculty and staff recruitment and selection processes.

Position Type

Requirements

Minimum Posting Periods (By Calendar Days)

University Staff, Professional Research Staff, or Faculty

Search Committee Composition*

Hiring Official and Search CommitteeTraining Required?

External

Underutilized

University Staff: Operational & Administrative (O&A) and Managerial & Professional (M&P)

Hiring Official required. Search committee optional

Yes

5

10

University Staff: Executive & Senior Administrative

Search Committee Required

Yes

21

30

Professional Research Staff (PRS)  All Scientist Classifications

Search Committee Required

 

Yes

21

30

Professional Research Staff: Research Associate/Post Doc Classification (only)

Hiring Official required. Search committee optional

 

Yes

 

10

 

Faculty: Teaching & Research (T&R)

Search Committee Required

Yes

21

30

Faculty Wage

Hiring Official required. Search committee optional

Yes

10

 

Medical Center

Hiring Official required. Search committee optional (Required for Executives)

Yes

5

5

 

*The composition of a search committee and the charge to the committee from the hiring official are likely to have significant effect on the search, and should be addressed prior to posting a position.

The committee should consist of at least three members, including the chair or hiring official.

Search committee members should understand the position’s substantive areas and be qualified to evaluate applicants/candidates qualifications in these areas.

The search committee should be as diverse as possible - bringing different perspectives, expertise, and backgrounds to the process.

  • It is recommended, but not required, that women and members of historically underrepresented groups be included. As needed and appropriate for the position, these individuals may come from other departments or administrative units on the basis of their expertise.
  • The hiring official should always consider appointing an Equity Coordinator to the search committee. This individual should have a deep knowledge of inclusive recruitment and hiring practices that recognize and mitigate implicit bias in the search process.