Human Resources Policy and Procedure
Number 10.0: Staff Employment
The University strives to recruit and select the best qualified candidates to support the University’s vision and mission.
This commitment provides for equal opportunity in recruitment, appointment, promotion, payment, training, and other personnel practices without regard to race, ethnic origin, sex, sexual orientation, color, creed religion, age (40 and above), political belief or national origin. The University does not discriminate against any employee or applicant for employment because of Vietnam-era veteran status, disabled veteran status or physical or mental disability in regard to any position for which the staff employee or employment applicant otherwise meets the minimum qualifications. The University does not discriminate against any employee or applicant for employment because the individual is a smoker or nonsmoker, as long as the person complies with the University policy concerning smoking.
1) The Provost or the appropriate Executive Vice President is responsible for the recruitment and selection of staff personnel within their area. They may delegate selection to an appropriate hiring official.
2) Human Resources provides administrative support for the staff recruitment function (including teaching staff) to departments, unless the Executive Vice President for Finance and Administration delegates this function to a unit. In units with delegated responsibilities for recruiting, a designated hiring process coordinator shall maintain a file copy of advertisement(s), applications, interview contacts, salary determinations, job offers and affirmative action tracking.
3) All appointments to grade levels 47 through 49 on campus and grade levels 12 and 13 in the Hospital shall be reported to the Board of Trustees and levels 50 or above and levels 14 or above shall be appointed, acting on the recommendation of the President.
4) An employee is eligible for reasonable time off with pay for seeking a transfer within the University.
5) To be eligible for transfer, an employee must have a full-time equivalency (FTE) of 0.5 or greater, have successfully completed new hire or transfer orientation and have been in his/her position for at least six months with a satisfactory work record.
6) The Immigration Reform and Control Act of 1986 requires employers to verify that each person is hired authorized to work in the United States. Employees hired since November 7, 1986 are affected by the law. It is the University's responsibility to ensure that the identity and the employment eligibility of all persons employed by the University have been reviewed and they are eligible for employment (see section 9 of this policy).
1) Employment Requisition
2) Recruitment Action Plan
The employment specialist shall collaborate with the hiring process coordinator to develop the Recruitment Action Plan, including but not limited to advertising, search methods, and screening. During the development of a Recruitment Action Plan, the University's Business Plan, Affirmative Action Plan, and state and federal requirements shall be considered.
3) Online Employment System (OES)
5) Application Status
Persons seeking a staff position shall have a current application on the OES in order to apply for any staff position.
7) Representative Pool
8) Screening and Referral of Applicants
The appointment shall be made upon the recommendation of the appropriate hiring process coordinator(s).
Official notice of appointment for a staff position shall be made by the Employment Office.
11) Employment Eligibility Verification Form (I-9 Form)
The hiring department should instruct new employees to bring proper documentation when they report to complete the I-9 form. A list of approved documentation is detailed on the back of the I-9 form and can also be found at http://www.uky.edu/HR/tempjobs/i-9.html. Upon completion of all sections of the I-9, Human Resources or the designated representative shall give the employee the I-9 form and instruct the employee to return it to the hiring department along with attached documentation, if required. Upon receipt, the hiring department submits the I-9 form with the Payroll Authorization Record (PAR) to Compensation.
No employee will be permitted to work or receive a University paycheck unless a current, valid I-9 form has been completed in the presence of and with a Human Resources or other designated representative.
In the case of re-employment, the following conditions apply: If a US citizen is rehired at the University within one year of termination, the I-9 form on record remains valid. If it has been over one year since an employee was separated from the University, a new I-9 form must be completed for the former employee. A non-US citizen must complete an I-9 form every time the non-US citizen is reemployed at the University since his/her visa may have expired or the type of visa may have changed.
Employees hired prior to November 7, 1986 were not required to complete an I-9 form. However, if such an employee separates and returns to the University as a new hire, including retirees who return either through Human Resources Temporary Employment or a post-retirement assignment, an I-9 form must be completed for the employee.
Previous Version (Revision Date - 05/22/03)