Guide for Hiring Faculty

The hiring manager gives the guest Username and Password created in the Position Requisition to Screening Committee members. The hiring manager and/or committee logs into the PeopleAdmin system to review applications.
https://jobs.uhd.edu/hr

When the faculty candidates to be interviewed are determined, the department chair prepares an Interview Request for Faculty Candidate form for each and sends it through the normal approval process.
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Before any selection, interview, and/or hiring action is taken, the hiring manager and/or committee consults with the Affirmative Action Officer or designee to ensure that all such actions are in compliance with equal employment opportunity and that a diverse pool of applicants has been sought, unless qualified minority candidates did not apply.

To be considered for an interview, the applicant's file must include the following:
A copy of the candidate's online application, cover letter and vitae;
three current letters of recommendation and/or documentation of telephone conversations with references, if requested and;
official transcripts/certificates or telephone verification of degrees.

After all interviews are completed, interviewers contact the hiring manager and/or committee chair with their comments and submit Strengths and Weaknesses to the appropriate dean, if applicable.

The hiring manager, after discussion with and concurrence of the appropriate administrative officer, will decide upon the primary candidate. Once the primary candidate is identified, the dean, in consultation with the Provost, will authorize the chair to extend the offer.

If the position is classified as security sensitive, a background investigation is requested on the final candidate before a formal offer is made. The applicant fills out the Security Sensitive Position Questionnaire, which is forwarded to ESO to process. Upon completing the Security Sensitive Position Questionnaire, the applicant will be provided with a copy of A Summary of Your Rights Under the Fair Credit Reporting Act.
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ESO will notify the hiring manager of the result of the criminal background investigation, once received. If the results reflect positive criminal history, the VPESO will evaluate the results against job-related criteria and will make a recommendation as to whether the applicant is “employable” or “not recommended for employment.” If the applicant is “not recommended for employment,” the VPESO will issue a report to the hiring authority, who may accept the recommendation and reject the employment of the applicant, or may request permission to hire through the Provost and VPESO.

The final status of all applicants must be updated by the hiring manager in the PeopleAdmin system. The hiring proposal section is filled in by the hiring manager, and Employment Services is notified by the system that the position is filled. https://jobs.uhd.edu/hr
The new employee is sent to Employment Services and Operations to complete new hire and benefits sign-up.
If the position is for an executive management appointment, the personnel item is prepared for the Board of Regents agenda by the Office of the President.