红领巾瓜报

Purpose

The purpose of this statement is to set forth University policy on how a hiring decision can appropriately be made without having a search process.

Preamble

The primary focus and purpose of a search process is to employ persons whose qualifications enhance the University's commitment to academic excellence, while providing equal opportunity and taking affirmative steps toward employing a workforce which is representative of the available labor supply. While recognizing that an open and competitive search process is the preferred methodology to recruit faculty and staff, it is recognized that there are situations where a hiring decision can be appropriately made without a formal search process when the candidate meets the minimum requirements established for the position.

Policy

1. An individual may be hired without a formal search process if the individual, or the position the individual is to assume, was provided for and/or referenced in a grant application or contract proposal that has been approved and funded.

2. An individual may be hired without a formal search process if the position is funded by a grant or contract and the employment relationship is anticipated to be no longer than eighteen (18) months in duration.

3. An individual may be hired without a formal search process if the individual has been previously employed by the University as a student employee or a research assistant for a minimum of eighteen (18) months prior to the proposed hire.

4. An individual may be hired without a formal search process if the position is a Visiting Professor or Visiting Scholar position anticipated to be no longer than three (3) years in duration.

5. An individual may be hired without a formal search process if the individual has previously been employed in private business or industry or in a governmental position, and possesses unique qualifications, experiences, talents and skills that would benefit current or prospective University students.

6. An individual may be hired without a formal search process if the individual meets the minimum requirements for the position and helps the University meet its goal of a diverse workforce. This applies to those who fall within job groups with goals targeted by the Affirmative Action Plan including individuals with disabilities, veterans, minorities and females. Job groups not targeted by the Affirmative Action Plan will be considered under appropriate circumstances. An interview process is necessary to ensure the candidate meets the job qualifications and is committed to WSU鈥檚 goals.

7. Any request for a search waiver must be submitted to the Associate Vice President and University Title IX Coordinator, or  designee, and the Chief Human Resources Officer for review and comment prior to a final decision being made by the responsible vice president or the President of the University.

Implementation

This policy shall be included in the WSU Policies and Procedures Manual and shared with appropriate constituencies of the University.

Revision Dates

1. March 25, 2016
2. April 25, 2023 (maintenance updates only)
3. August 22, 2023 (maintenance updates only)
4. October 3, 2023 (maintenance updates only)