麻豆破解版

The Search Exception process 鈥� including search waivers, emergency hires, and promotions 鈥� is used in place of a formal search. Before utilizing the Search Exception process it is important to read through and follow the steps below:

Identify Type of Request

1. Review the respective policy in the WSU Policies and Procedures to ensure the reason for the Search Exception Request is justified by the respective policy. The types of Search Exceptions are described below:
   1. Search Waiver 鈥� A tool used to hire a position without conducting a search when certain conditions apply:
      • 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.
      • 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.
      • 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.
      • The position is a Visiting Professor or Visiting Scholar position anticipated to be no longer than three (3) years in duration.
      • 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.
   2. Emergency Hire 鈥� A tool used to fill a vacancy that was sudden and/or unexpected without conducting a search. Emergency hires may hold the vacant position for only twelve (12) months with a full local, regional or national search for the replacement to be concluded by the end of the 12th month.
   3. Promotion 鈥� Movement of a current employee to a position classification in a higher pay grade or pay grade with a higher midpoint, based on the increased scope of responsibility, which requires more advanced skills, education, or certification.

Initiate Request

1. Department contacts the assigned HR Business Partner to communicate the need for and creation of the position, and finalize the position description. The HR Business Partner will work with HR Total Rewards to determine FLSA status (i.e. exempt vs. non-exempt) and position classification (PCLASS), and to receive a pay recommendation for the Search Exception Request.
2. Department completes the  with the appropriate signatures and submits the information and required supporting documentation electronically (i.e. email or DropBox) to HR Talent.

Provost approval must be obtained for all faculty positions prior to submitting documentation to HR.

The supporting documentation that is required for each type of Search Exception is outlined below:

1. Search Waiver 鈥� Position description and resume/CV of the candidate. Provost approval must be included for all faculty positions.
2. Emergency Hire 鈥� Position description, and resume/CV of the candidate if an individual has been identified. If a candidate has not been identified, 鈥淣/A鈥� can be entered in the 鈥淐andidate/Employee Information鈥� section of the Search Exception Form. Provost approval must be included for all faculty positions.
3. Promotion 鈥� Position description, annual performance evaluations for the previous two years, a list of those individuals who are being considered for the promotion opportunity, and resume/CV of the candidate. Provost approval must be included for all faculty positions.

Routing Steps

1. Requestor sends the completed form to the College Dean or Division VP for review and approval.
2. Provost (Academic Affairs only) 鈥� The completed form is sent to Academic Affairs for review and approval.
3. Academic Affairs or Division VP sends the approved form and required documentation electronically (i.e email or DropBox) to HR Talent.
4. HR Talent reviews the information to confirm that the candidate is eligible for hire/promotion based on the minimum qualifications of the position description and rehire eligibility (if applicable). HR Talent sends the information to HR Total Rewards (FLSA Queue in PeopleAdmin) to complete a compensation analysis. This analysis includes final determination of position classification (鈥淧CLASS鈥�), FLSA status (i.e. exempt vs. non-exempt), ADA requirements, and salary recommendation based on comparison of positions in the same PCLASS.

HR will contact the College Dean or Division VP prior to review by the HR Leader if there is any discrepancy between the Search Exception Request and the analysis, or if the candidate is not eligible for hire/promotion.

5. HR Total Rewards provides the Search Exception Request information and analysis to the HR Leader for review
6. Review is completed by HR Leader and sent to CTAC Leader.
7. Review is completed by CTAC Leader and sent to HR Talent.
8. HR Talent communicates the status of the Search Exception Request with the approved justification to the requestor, College Dean or Division VP, and Academic Affairs (if applicable) once it has completed the routing steps.

Offer and Onboard

1. HR Talent enters the position description and starts the routing process in PeopleAdmin. Verbal offer is made to the candidate.
   1. Search Waiver/Emergency Hire:
      1. Teaching positions 鈥揟he college makes the verbal offer and notifies HR Talent of the acceptance.
      2. Non-teaching positions 鈥� HR Talent makes a verbal, contingent offer to the candidate.
   2. Promotion:
      1. Verbal offer is made by the department to the candidate.
      2. Department notifies HR Talent of the acceptance of the offer.
2. Once the position description is approved in PeopleAdmin, an email is sent from HR Talent to the candidate providing information about applying for the position. The supervisor, as indicated on the Search Exception Request Form, also receives the email to keep them apprised of the status of the process.
3. Once the candidate has applied to the position, the following steps are completed by HR Talent:
   1. The hiring proposal is started and routed in PeopleAdmin.
   2. A written offer letter, contingent upon successful completion of the background check (if required), is emailed to the candidate. (For teaching positions, the written offer letter is sent by the respective college.)
   3. A link with information about the background check is emailed to the candidate (if required) to complete prior to approval of the hiring proposal, and prior to the first day of work/promotion.
   4. A link with new hire paperwork (Onboard) is sent to the candidate to complete prior to the first day of work/promotion, if required.

An agency may be used to secure a temporary employee when the hiring department does not have a person in mind to fill a temporary opening.

Checklist for Hiring an Agency Temp

1. The hiring manager should complete the appropriate agency request form, which provides information concerning the position to be filled. Once completed you will need to secure all required approvals.

2. The hiring manager should note the rate of pay for positions as outlined on the following pay charts. The rate of pay listed here is the billing rate for the agency, not what the employee will receive as an hourly wage. For current agency pay rates, email HR Talent.

3. The completed form should be emailed to HR Talent. In the email, please include the following information:

a. Actual work schedule (ex 8 am to 2 pm).
b. Whether you would like to interview candidates or have the agency select a candidate for you.
c. Any other special requirements for position not included on the request form.

4. Human Resources will coordinate with the temp agencies and secure candidates for interview or a candidate for placement, depending on the hiring manager鈥檚 preference.

5. If the hiring manager is interviewing, Human Resources will work with as a liaison to the agency in getting interviews scheduled.

6. Once a candidate is selected, Human Resources will work with the agency to ensure that a background check is complete and a start date is set.

7. Agency temps will not need to report to Human Resources on the first day of work. They will, however, need to complete the Employee Information sheet. This form should be completed on the first day of work and emailed to the HR Service Center.

8. If Banner access is required for the agency temp, please contact the HR Service Center.

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Unclassified Temporary Employees

Unclassified Temporary Employee positions do not receive benefits and are usually employed for a specific project up to one year. There are two types of temporary employee positions. U3 positions are nonexempt (hourly) and U4 positions are exempt (salary). A background check is required for all employees who have an appointment for six months or more.

U3 positions are paid based on the number of hours reported on the biweekly exception reports. U4 positions are paid a biweekly salary until termination.

Unclassified temporary employees are considered "at will employees" and they have no entitlement or expectation to continue employment during or beyond the appointment period.

Unclassified temp searches will not use PeopleAdmin as the positions are not benefits eligible. A position description should be created and emailed to HR Total Rewards, for exempt temporary positions (U4). The position description will be reviewed to ensure it meets the qualifications for exempt status. A position description is not necessary for non-exempt temporary positions (U3).

A temporary appointment may not be used as a trial period for assessing an individual's ability and performance prior to regular appointment. Recruitment for a regular position shall not be expanded upon or tailored to insure the selection of a temporary employee.

The following information outlines hiring procedures for temporary employees.

• ACA Considerations

Student employees are individuals whose primary role at 麻豆破解版 State University is the pursuit of a course of academic study and who, incidental to that primary role, are employed by WSU to work on campus. The rules of the Affordable Care Act apply to all employees of the University, including student employees. Categories of student employment include:

• Regular student employment
• Federal work study
• Graduate assistantship

Student employment is considered a type of financial aid and should be used to enhance the recruitment and retention of students. A person may not be employed as a classified or unclassified employee simultaneous to student employment. Criteria for student employment includes:

• Students may not be employed in an unclassified professional or university support staff position simultaneous to student employment.
• All student employment applicants must be enrolled at the university.
• Student employment applicants must be able to provide a social security card prior to employment at the university.
• International students must complete an International Student Employment Verification Form. This must be presented to the Social Security Administration to receive a social security card, which is required to work on campus. 

Eligibility Requirements - Enrollment

Academic Year - Includes Fall and Spring semesters when school is in session. Additional information can be found on the HR-Payroll Schedule.

1. Students must maintain minimum enrollment of six (6) credit hours when working 16-30 hours per week, or maintain minimum enrollment of three (3) credit hours when working 15 hours or less per week. Students may work up to 30 hours per week during academic breaks such as spring and fall breaks, and during the summer semester.
2. International students must maintain lawful F-1 or J-1 status in order to be eligible for employment. Generally, that requires undergraduate students to maintain 12 credit hour minimum enrollment as an undergraduate, and 9 credit hour minimum enrollment as a graduate student for each semester they are employed. In addition to maintaining lawful F-1 or J-1 status, international students will be subject to the same eligibility requirements for student employment as resident students.

Summer - Students may work up to 30 hours per week during the summer semester, typically beginning the week of Finals during Spring semester. Additional information can be found on the HR-Payroll Schedule.

1. Students must meet one of the following enrollment criteria to work during the Summer semester.

• Admitted to the University as a first semester freshman or graduate student.
• Did not work Spring semester as a regular student employee and enrolled in six (6) hours in Spring semester.
• Worked Spring semester, and enrolled in the following minimum credit hours in the Spring semester:
  • Domestic: 3 credit hours
  • International graduate: 9 credit hours
  • International undergraduate: 12 credit hours
• Enrolled I Summer semester for two (2) continuous credit hours.

2. F-1 and J-1 students must comply with one of the criteria in #1 above.

Refer to the following policies for specific guidelines regarding student employment.

• 8.02 Regular Student Employment
• 8.03 Federal Work Study
• 8.04 Graduate Assistantships

1. Inquire if applicant is currently working for another State of Kansas agency. If so, contact HR before continuing the hiring process.
2. Remote Hire - If the applicant will not physically work on campus and is unable to complete the I-9 Form and other new hire paperwork in person, the department representative needs to contact HR at least four weeks prior to the start date to allow for long distance processing.
3. Check the Enrollment - Employment Verification report in Banner Reporting Services. This report is located in the HR-Timekeepers Reports or HR-EPAF Reports and indicates if the individual has a current I-9, current background check and/or if she/he is working in another position.
4. Background Checks must be completed for all new lecturers. For more information, visit the background checks page.  
5. The applicant completes new hire paperwork electronically. 
6. The department originates the Lecturer New Hire (LPNEWH) ePAF.

Policy 3.20 / Initiation of Employment - No individual shall begin her/his appointment and/or perform work for the University unless and until all University forms required for the appointment of a new employee, or the change of status of an existing employee, are properly completed and on file in the appropriate offices. This policy applies to all categories of University employment: university support staff, unclassified professional employees, faculty, and student employees.

• ACA Considerations