{"id":852,"date":"2024-12-04T12:17:02","date_gmt":"2024-12-04T18:17:02","guid":{"rendered":"https:\/\/uwm.edu\/hr\/?page_id=852"},"modified":"2026-03-30T16:15:32","modified_gmt":"2026-03-30T21:15:32","slug":"open-recruitment-and-waiver-request-guidelines","status":"publish","type":"page","link":"https:\/\/uwm.edu\/hr\/policies\/open-recruitment-and-waiver-request-guidelines\/","title":{"rendered":"Open Recruitment and Waiver Request Guidelines"},"content":{"rendered":"\n
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Date:<\/strong> 8\/22\/2025 (Revised)<\/p>\n\n\n\n

Responsible Party:<\/strong> Department of Human Resources<\/p>\n<\/div>\n\n\n\n

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51ÁÔÆæ, as an equal opportunity employer and by using Human Resources best practices, expects any newly created or vacant position to be filled using a competitive, merit-based recruitment process that yields a qualified, diverse candidate pool.  A robust recruitment process ensures that all potential candidates are given an opportunity to apply for and be considered for a vacancy, in keeping with our policies and principles. Open recruitment is required for faculty, academic staff, university staff, and limited appointment positions. Further, Deans and Division Heads are expected to strive towards meeting the 51ÁÔÆæ strategic goals in diversifying our workforce. Specifics of the recruitment process are outlined on the Department of Human Resources web site in the Recruitment Toolkit.<\/p>\n\n\n\n

Positions funded through grants or external sources must also meet criteria detailed in these Guidelines. While external funding may impact specific position needs, it does not alone preclude a position from open recruitment processes.<\/p>\n\n\n\n

In limited circumstances, a recruitment may not be appropriate or may be waived. These circumstances include:<\/p>\n\n\n\n

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  1. Title change for a current employee.<\/li>\n\n\n\n
  2. Request to waive an open recruitment.<\/li>\n\n\n\n
  3. Short-term\/temporary hire.<\/li>\n\n\n\n
  4. Student Hourly Employment. (Typically, student recruitments are managed via Handshake)<\/li>\n\n\n\n
  5. Graduate Assistant, Trainee or Post-Doctoral Fellow (Research Associates).<\/li>\n<\/ol>\n\n\n\n
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    1. Title Review vs. Recruitment<\/h2>\n\n\n\n

    Allocation of a position from one title to another is based on the substantial, permanent change in an employee\u2019s assigned duties and responsibilities. Job duties shall be analyzed by Human Resources for a title change to occur. This change process is \u201cincumbent neutral\u201d and thus not dependent upon personal employee characteristics, such as educational attainment, length of service nor certifications. Review of a position for classification will also rely on UW System title definitions, review of comparable positions, and title precedents. Deans\/Division Heads must consider these and the following factors as they review organizational structure, reassign duties, fill unanticipated vacancies, and reorganize departments, without creating an adverse impact on their current workforce. Deans\/Division Heads are required to work with Human Resources to determine the appropriateness of a title review.<\/p>\n\n\n\n

    A title change may be appropriate when the following apply:<\/p>\n\n\n\n