Hiring Procedures

1. PROFESSIONAL STAFF
   1. Approval to hire given by head of the major unit (usually the head of a unit that has a Position Replacement Reserve-See attachment
      1. Exception:

         The President approves hiring individuals for Defined Senior Professional Positions (See Attachment B for a listing). All Affirmative Action guidelines and procedures must be followed.

   2. Budgeted starting salaries for new positions will be set at the first quartile of the approved salary range. (See Attachment C).
   3. External candidates may be hired at salaries within the first quartile of the approved salary ranges. (See Attachment C).
   4. A specific recommendation for salary increases for internal employees who are promoted or reclassified must be submitted for approval through the Vice President for Employee Relations to the Provost for Academic units, or the Senior Vice President for Administration for Administrative units. Generally such increases will be in the range of 5-10% of the current salary, and are funded from within the unit.
   5. Normally no salary increases are given for lateral transfers. Exceptions may be approved by the Vice President for Employee Relations. (Exceptions within Employee Relations require the approval of the Senior Vice President for Administration.)
   6. Internal candidates who voluntarily accept demotions may be required to have their salary reduced to the funding available on the line and to be consistent with other employees in the job with similar experience and service. The Vice President for Employee Relations must be consulted in such situations.
   7. Exceptions to these guidelines are made by the Vice President for Employee Relations. (Exceptions within Employee Relations require the approval of the Senior Vice President for Administration.)
2. SALARIED STAFF
   1. Approval to hire given by head of the major unit (usually the head of a unit that has a Position Replacement Reserve-See attachment A). All Affirmative Action guidelines and procedures must be followed.
   2. Budgeted starting salaries for new positions will be set at the first quartile of the approved salary range. (See Attachment C).
   3. External candidates may be hired at salaries within the first quartile of the approved salary ranges. (See Attachment C).
   4. Internal candidates for reclassification (promotion) will receive an increase of 8% of the mid-point of the new salary range, or the minimum of the new range, whichever is greater. For multi-step reclassifications (promotions), an increase of 12% of the new mid-point, or the new minimum, whichever is greater, may be offered. (See Attachment C). Such increases are funded from within the unit.
   5. Normally no salary increases are given for lateral transfers. Exceptions may be approved by the Vice President for Employee Relations. (Exceptions within Employee Relations require the approval of the Senior Vice President for Administration.)
   6. Internal candidates who voluntarily accept demotions may be required to have their salary reduced to the funding available on the line and to be consistent with other employees in the job with similar experience and service. The Vice President for Employee Relations must be consulted in such situations.
   7. Exceptions to these guidelines are made by the Vice President for Employee Relations. (Exceptions within Employee Relations require the approval of the Senior Vice President for Administration.)
3. FACULTY AND CHAIRS
   1. Approval to hire faculty is given by Dean, and must follow collective bargaining and affirmative action guidelines.
   2. Approval of President, upon recommendation of Provost, is required to hire a faculty member with tenure or a Chair. All Affirmative Action guidelines and procedures must be followed.