The purpose of this guide is to assist you, the hiring supervisor, through every step in the process of selecting new employees. The two fundamental matters covered in this guide are University hiring procedures and the requirements of anti-discrimination law.
Recruitment and hiring is a complex process - one that may involve situations and issues that do not lend themselves to easy answers that fit into a "recipe book" manual. This is why we stress that this guide provides general recommendations only. When dealing with particular recruitment or hiring situations, supervisors should seek the assistance of the offices listed below.
As a supervisor charged with making decisions about hiring, your responsibilities are:
In addition to this handbook, personal assistance with the hiring process is available from:
Financial Analysis & Budgeting, 440
College Street, 656-3244
Financial Analysis & Budgeting staff review position budget and line information, and coordinate the strategic hiring approval process with the Provost Office. These steps are completed prior to posting any position. FAB maintains a line management system that records, reports, and allows for analysis of the kind, number, and funding of the University's positions.
Human Resource Services, 228 Waterman Building, 656-3150
HRS Consultants assist managers and supervisors with classification of staff positions. HRS Compensation staff determine pay bands for recruitment and, in conjunction with hiring departments, all starting salaries and salaries for internal transfers, returning employees, and selected nonexempt positions with documented market conditions.
HRS prepares the Hot Line, a 24-hour, 7-day telephone recording listing all job vacancies, maintains and updates the UVM Employment website. HRS staff will either answer your questions about hiring new employees or refer you to the appropriate office.
Office of Affirmative Action/Equal Opportunity, 428
Waterman Building, 656-3368
The Office of Affirmative Action/Equal Opportunity works with hiring managers to assist them in understanding and conducting an active search that includes networking and building a diverse pool of candidates. In addition, the Office monitors interviewing and hiring to ensure that the University's policy on Affirmative Action/Equal Employment Opportunity is followed. For certain positions, AA/EO must approve all appointments, interviewees, and final candidate selection.
© 2009 Human
University of Vermont, Burlington, VT