PART IV – HUMAN RESOURCES
Chapter 04.03 - Recruitment and Staffing
P04.03.010. Recruitment Procedure.
Standardized procedures for recruitment will be established by university regulation. No recruitment will occur without available or anticipated budgeted funds.
P04.03.020. Screening and Selection Process.
Standardized procedures with appropriate constituent participation for applicant screening and candidate selection and notification will be established by university regulation.
P04.03.030. Special Recruitment Categories.
Categories and standardized procedures for alternative methods of recruitment will be established by university regulation. The university encourages promotional opportunities for existing employees.
P04.03.040. Public Disclosure.
The university will comply with Alaska law when responding to requests for employment applications and application materials.
04.03 1 Recruitment and Staffing
PART IV - HUMAN RESOURCES
Chapter 04.03 - Recruitment and Staffing
R04.03.010. Recruitment Procedure.
Each regional human resources office will post the following statement:
"Applications from all persons are welcomed; women, minorities, persons with
disabilities, and veterans are especially encouraged to apply. The University of
Alaska does not discriminate on the basis of race, color, religion, national origin,
citizenship, marital status, changes in marital status, pregnancy, childbirth or
related medical conditions, parenthood, sex, age, disability or status as a veteran
in employment proscribed by:
? Titles VI and VII of the Civil Rights Act as amended in 1991
? Title IX of the Education Amendments of 1972
? Executive Order 11246 as amended
? Vocational Rehabilitation Act as amended in 1992
? Americans with Disabilities Act
? Pregnancy Discrimination Act
? Equal Pay Act of 1963
? Civil Rights Restoration Act of 1987
? Immigration Reform & Control Act
? Vietnam Era Veterans Readjustment Assistance Act
? Age Discrimination in Employment Act
? Alaska Statute 18.80.220 and 14.40.050 of the Alaska Code
Inquiries concerning the application of these regulations to the university may be directed to
the regional or local human resources office and/or affirmative action office, Statewide
Office of Human Resources, Office of Federal Contract Compliance Programs, Department
of Labor, Alaska Human Rights Commission, Department of Justice Office of Civil Rights,
or the Equal Employment Opportunity Commission." (01-12-07)
R04.03.011. Recruitment Procedure: Affirmative Action Goals and Recruitment.
A. The affirmative action officer will monitor hiring activities for progress towards
affirmative action goals. The AAO will meet with senior administrators, deans, directors,
human resources, and hiring officials to discuss affirmative action goals and to
recommend recruitment strategies to meet those goals.
B. Hiring officials, with the assistance of the affirmative action and regional human
resources offices shall make good faith efforts to recruit minorities, persons with
disabilities, and persons in underrepresented categories, and will offer reasonable
accommodation as appropriate.
04.03 2 Recruitment and Staffing
R04.03.012. Recruitment Procedure: Reasonable Accommodation.
Applicants will be informed of the university policy to provide reasonable accommodation for applicants and employees with disabilities. They will be informed that they can request accommodations during any part of the application process, including interviews.
R04.03.013. Recruitment Procedure: Approval and Training.
A. Each MAU will establish a process for approval to recruit to include, at a minimum,
budgetary approval and approval by the regional human resources office.
B. The regional human resources or affirmative action office will provide training to hiring
authorities and search committees as needed to promote effective selection processes that
comply with policy, regulations, and applicable state and federal law.
R04.03.014. Recruitment Procedure: Employment Process.
A. The hiring official will:
1. develop the vacancy announcement and advertising copy;
2. develop screening and evaluation criteria;
3. select the screening committee/individual screeners;
4. conduct interviews and reference checks;
5. select the best qualified candidate based on job-related criteria and available
6. obtain approval for the recruitment process from the regional human resources
office prior to making the job offer;
7. for staff positions, identify appropriate starting salary in conjunction with the
human resources office, and obtain authorization from the human resources office
to offer the position and the approved salary;
8. for faculty positions, identify appropriate starting salary and obtain authorization
from the Provost, or designee, to offer the position at the approved salary;
9. offer the position;
10. notify unsuccessful candidates;
04.03 3 Recruitment and Staffing
11. submit required reports and documentation to the regional human resource office;
12. forward recruitment records to the regional human resources office or maintain
the records for the required period of time.
B. The regional human resources office will:
1. develop guidelines and processes for conducting and documenting recruitment
and selection processes;
2. provide training on recruitment and selection processes;
3. approve vacancy announcements and advertising copy;
4. approve posted position requirements;
5. post vacancy announcements;
6. approve screening and evaluation criteria and processes prior to releasing
applications to the hiring official;
7. approve screening documentation, including equal employment opportunity and
affirmative action compliance, prior to proceeding to the interview process;
8. approve the recruitment process prior to authorizing the extension of a job offer;
9. for staff positions, approve the starting salary and step placement; and
10. maintain recruitment records and documentation for required period of time.
R04.03.015. Recruitment Procedure: Recruitment Requirements.
A. Recruitments may be opened with or without specific closing dates. Sufficient time will
be allowed to produce a pool of applicants and to document affirmative action efforts, as
B. Recruitments may be limited, with the approval of the human resources office, to current
employees system-wide or at the regional, major organizational, or departmental level.
Employees described in this subsection are also known as “internal applicants.”
04.03 4 Recruitment and Staffing
C. Recruitment notices must include the following:
1. posting period;
2. position title;
3. position number;
4. notice of internal or external posting;
5. description of duties;
6. position requirements;
7. affirmative action statement;
8. reasonable accommodation statement;
9. public disclosure statement;
10. contact information.
D. The following affirmative action and public disclosure statements must be included in
1. "An Equal Employment Opportunity/Affirmative Action employer and
2. "Your application for employment with the University of Alaska is subject to
public disclosure under the Alaska Public Records Act."
E. Advertisements are condensations of the recruitment notice and must include, at a
minimum, the position title, posting period, contact information and the abbreviated
affirmative action statement “EEO/AA.”
F. Required education and experience will reflect the knowledge, skills, and abilities needed
to perform the job satisfactorily based on the position description. Equivalencies to
minimum education and experience qualifications may be allowed, except where required
for licensing or accreditation.
R04.03.020. Screening and Selection Process.
A. Screening is a process of reviewing applicants using uniform and consistent criteria to
identify the most qualified candidates. Screening processes will be consistent with
accepted human resource practice. All phases of the screening process and all evaluation
criteria will be non-discriminatory, content valid, and job related, based on the position’s
duties and responsibilities.
B. At a minimum, screening for a position will include evaluation of written applications,
interviews, and reference checks. With approval of the regional human resources office,
screening may be expanded or modified. Additional screening steps may include skills