Last Revised: October 2014
The University of Nevada, Reno is committed to Equal Opportunity/Affirmative Action in recruitment of its faculty. The university adheres to all federal and state laws and regulations and our policy is to hire the most qualified applicant. The following policies have been established to ensure a fair and equitable search process that conforms to applicable laws, regulations and policies.
Exceptions to these policies must be approved by the Provost's Office.
Administrative Search Process:
The hiring cycle, reporting structure, and hierarchical relationships are very different for academic and administrative faculty. The traditional search and recruitment process for administrative faculty is grounded in the academic model of shared governance and peer evaluation. The responsibilities of positions in administrative departments can be varied, and administrative departments do not have the same shared governance. Therefore, the process for recruiting and hiring administrative faculty may be different than for academic faculty. The appointing authority for the open administrative faculty position approves the type of search model for the recruitment.
Traditional Search - This search is characterized by the use of a search committee of peers and constituents. The search committee will be selected by the appointing authority.
Administrative Search - This search is characterized by the hiring manager assuming the responsibility for all aspects of the search.
Rules for Use of the Administrative Search Model
Below are the minimum requirements for administrative searches. The hiring manager or appointing authority may involve additional input at any point during the process.
1. The e-search system is used for all levels of approval.
2. Hiring authority/search chair must attend search chair training.
3. The hiring manager may independently decide on the appropriate recruitment plan which must include:
a. Posting the position on at least two advertising outlets in addition to the outlets provided by Human Resources. At least one of these sites must be diversity targeted.
b. Consultation and/or discussion with the hiring authority, department and/or Human Resources regarding diversity recruitment and how to attract diverse candidates.
c. The hiring manager is encouraged to engage department faculty/staff and human resources in the sourcing of candidates. d. All state funded positions must remain open for a minimum of 4 weeks.
4. The hiring manager may independently review all applications and decide which candidates are selected for first (telephone) interviews.
5. The hiring manager may independently complete the telephone interviews and select candidates for campus interviews, which must include a minimum of two candidates, unless waived by the HR department.
6. The campus interview process must include the opportunity for a representative group of peers and/or constituents to meet with the candidates and provide feedback to the hiring manager.
7. Once the hiring manager has made a selection, a "Request to Offer" must be routed through e-search before an offer can be made.