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Employment Process
Human Resources
2 Leavitt Lane
Durham, New Hampshire 03824
Phone: (603) 862-0501
TTY: (603) 862-3227
Jobs Hotline - (603) 862-HIRE
Application Hours
Monday - Friday, 8:00 am - 4:00 pm
Computer and/or assistance is available in the lobby of Human Resources
to complete an online application.
Please allow enough time prior to 4:00 pm to complete your application.
Application Process
Definitions of Employee Groups
Faculty
Faculty are those persons engaged primarily in instruction, research
and service, and include certain specialized categories where rank, promotion
and tenure procedures are in effect.
Current faculty employment opportunities are listed on the University's Employment Opportunities page (click "Search Positions", and then choose Faculty from the "Job Category" drop-down menu.)
Operating Staff
Operating Staff positions include functions such as clerical/secretarial, craft, certain technical,
service, food service, and custodial. Individuals in these positions are paid on an hourly basis.
Current Operating Staff employment opportunities are listed on the University's Employment Opportunities page (click "Search Positions", and then choose Non-Exempt
from the "Job Category" drop-down menu.)
Professional, Administrative and Technical (PAT) / Extension Educator (EE)
Professional, Administrative and Technical (PAT) positions include such
functions as supervisory and managerial, accountant, artist and engineer,
upper level technical, associate and assistant deans.
Extension Educator (EE) positions include the full and part-time
professional staff of the UNH Cooperative
Extension Service. State staff are located at the University
and county agents are located in each of the ten counties. Extension
Educators have as their responsibility the assessment, development and
implementation of continuing non-formal education programs for the people
of New Hampshire. They hold appointments in one of the following
ranks: Extension Instructor, Assistant Extension Educator, Associate
Extension Educator and Extension Educator. In most instances staff
members having formal teaching or research assignments in addition to their
Cooperative Extension responsibilities will hold faculty appointment.
These exempt positions are paid on a salaried basis. Current PAT
employment opportunities are listed on the University's Employment
Opportunities page (click "Search Positions", and then choose
Exempt from the "Job Category" drop-down menu.)
Temporary, Non-Benefits-Eligible
Departments occasionally have a need for temporary help and if they desire may post their temporary positions on our online employment site.
Current temporary openings are listed on the University's Employment
Opportunities page (click "Search Positions", and then choose
Temporary from the "Job Category" drop-down menu.)
Hiring Procedure
All advertisements for University job vacancies include the following language:
"The University of New Hampshire is an Equal Opportunity/Equal Access/Affirmative Action institution. The University seeks excellence through diversity among its administrators, faculty, staff, and students. The university prohibits discrimination on the basis of race, color, religion, sex, age, national origin, sexual orientation, gender identity or expression, disability, veteran status, or marital status. Application by members of all underrepresented groups is encouraged."
Human Resources will place the advertisement
with the media specified on the Position
Vacancy Form. Remember to include publications that target
women, minorities and individuals with disabilities. Each job will be posted on the University's Employment Opportunities web site. Human
Resources maintains a file on most media used for advertising,
including rates, publication dates, and deadline information.
Faculty Recruitment Procedures
To ensure that the employment process proceeds smoothly and the new
faculty member is added to the payroll and eligible for benefits in a timely
manner, please follow the six steps outlined below:
1. Authorization to Advertise
Current policy requires that before you begin a search to fill non-grant
funded instructional positions, you must obtain the written approval of
the Provost/Vice President for Academic Affairs. Forms are available
through your Dean's Office.
Checklist
2. Advertising
Labor Certification Requirements for tenure track faculty and non-tenure track positions
With few exceptions, all benefits-eligible positions must be advertised
in accordance with current employment policies and in compliance
with affirmative action procedures. To begin advertising,
obtain and complete the the Position
Vacancy Form and return it with a copy of the authorization
to advertise, bearing the signature of the Provost or his designee,
to the Human Resources office.
All employment advertising for UNH is placed by Human
Resources. A copy of any posting that you compose for
direct mailing to other institutions or the Internet must be provided
for Human Resources' advertising file.
Faculty advertisements must include title, duties, minimum qualifications,
application deadline or initial review dates.
Your HR Partner is available to assist you
in the advertising process. CAUTION: Do not authorize
any advertisement solicited by telephone. Refer such solicitations
to Human Resources. Do not pay any invoices
for advertising sent directly to your department.
3. The Search
Each search must be conducted in accordance with guidelines set forth
by the University, giving due consideration to departmental affirmative
action plans. It may be helpful for your search committee to meet
with the Affirmative Action Director. For tenure track positions,
the hiring department should mail an Affirmative Action Employment Data
form to each applicant. Business reply envelopes are available from
the Affirmative Action Office.
4. Closing the Search
When you have identified finalists for the search, complete the Faculty
Selection Form and follow its instructions closely, particularly
the requirement to have it reviewed by the Dean before you extend
an offer. The Dean then forwards a copy of the Faculty Selection
Form to Affirmative Action.
After the final decision has been made and the offer has been accepted, forward
the original Faculty Selection Form to Affirmative Action
with the resumes of all finalists (including males) and all non-finalist
females and minorities. Please note the requirement to report interview
pool data on the Faculty Selection Form. Affirmative Action
will forward the materials to Human Resources.
These materials are the official documents reviewed in the event
of a contested search.
If the selectee is a foreign national, you must contact the International
Employee Specialist to ensure that the individual is authorized to work
in the United States.
5. Adding to Payroll
Your Business Service Center (BSC) will normally initiate an EPAF to place a new faculty
member on the University payroll. You must provide employment details
to that office in accordance with college procedures. Your new employee
will be required to complete a W-4 form and an I-9 form before the EPAF
will be processed. To ensure timely issue of the first paycheck,
you may wish to enclose a W-4 and I-9 with the position offer letter.
6. Benefits Orientation
New faculty are given the option of attending a faculty-only orientation
at the start of the academic year or being scheduled for the full-day
Getting Started@UNH orientation sessions given every other
Monday throughout the year. Enrollment for benefits is accomplished
at orientation and is time-sensitive relative to the effective date
of the benefits. New employees are not scheduled for orientation
and benefits enrollment until after the EPAF is processed. Your
Business Service Center cannot process an EPAF without a completed
I-9
and W-4
form.
How to establish computer and email accounts for new employees: Faculty, Staff and Students within the University System of New Hampshire are eligible for one or more Central System account. Accounts managed by Computing and Information Services include Academic, Administrative, Research, Web Contributor, Blackboard, and Exchange accounts. For more information please refer to: Establishing Computer Accounts and Central System Accounts Roadmap.
How to establish telephone accounts for new employees:
For information, please refer to Telecommunications and Client Services
at: cis.unh.edu/telecom
Staff Recruitment Procedures
The recruitment of applicants for staff positions with the University of New
Hampshire is the mutual responsibility of Human
Resources and the hiring department. To ensure that the
employment process proceeds smoothly and the new staff member is
added to the payroll and eligible for benefits in a timely manner,
please follow the steps outlined below:
1. Position Vacancy
Initial action is taken by the hiring department. For staff vacancies, the web-based employment site and process is used. While most of the information required on the online position template can be quickly completed, it is recommended that serious consideration be given to the position description. This section provides the opportunity to describe the essential functions and responsibilities, along with job specifications such as skills and experience. The position description should be representative of the major duties and will be the cornerstone of the recruitment process, which will result in the legal hiring of the most qualified applicant.
Hiring supervisors select the most suitable applicant based on objective analysis
of applicants' credentials compared to the position description. Human Resources is
available to assist supervisors in establishing and classifying
appropriate job-related requirements that may be used as the minimum
standard for selection.
Internal Posting (Definition) - Internal applicants. Status staff members are internal applicants. Non-status staff members who have been employed within USNH for at least 12 months in total preceding the posting and who have worked at least 1,250 hours during that 12 month period shall be considered internal applicants.
2. Advertising
Human Resources reviews and opens positions submitted for approval on
its Online Employment website
as they occur. The openings are also available to review in the HR lobby in print as well as may be viewed and applied to through our computer dedicated for use by applicants. External advertising, if necessary, will be prepared in cooperation with the hiring department and will be in the block ad format whenever possible. All
ads are placed by Human Resources to ensure
consistency of text, aesthetics and proper presentation of the University's
needs. Hiring departments must give consideration to costs and advertising
deadlines.
3. Applicant Referral
Applicants have an account with our online employment site and are able to apply directly online to any open position(s) they desire. Positions are managed online by the hiring supervisor/department. When a search committee is used, Human
Resources will serve in a support role to the committee. Resumes in response to advertisements may be sent directly to the hiring department and are able to be scanned into the online site after the applicant has been notified by the hiring department to apply online for the position. The hiring department is responsible for working
closely with Human Resources during the
referral process.
4. Department Interviews
It is the hiring supervisor's responsibility to determine which
applicants are interviewed. During the interview process, supervisors
will determine whether an applicant is technically qualified for
the position and can work compatibly within the department. Supervisors
will change applicants' statuses on the web-based employment site
to maintain records on who was interviewed and who the finalists
are for the position. Human Resources must
be contacted prior to an offer being made for the position. Human
Resources will review the qualifications of finalists, females,
minorities and internal applicants along with salary issues and
will ensure that the interview process is in compliance with University
policy before the process continues.
5. Application and References
Departments will print finalists online University Employment Application at the time of the interview, which must be signed by the applicant in order for the hiring supervisor to have a written release to check references prior to making an offer of employment and to verify other information provided by the applicant.
6. Job Offer
The hiring supervisor, after completing the interview process and
checking references, will contact Human Resources
to finalize the hiring decision. The decision to hire an applicant
shall be made by the supervisor in consultation with Human
Resources to ensure that University hiring policies have been
followed. The supervisor will then extend the offer of University
employment to the successful applicant, contingent upon the satisfactory
completion of the I-9
form and a medical exam, if required. The supervisor will notify
in writing the other applicants of the hiring decision, contact
Human Resources of the applicant's acceptance,
make status changes on the web-based employment system on finalists,
and will forward a copy of the written offer, the application and
the written acceptance to Human Resources.
Human Resources will change the status
of the selected candidate to "hired", will confirm the job offer
in writing and will schedule the new hire for the full day campus
orientation program once the EPAF has been submitted through banner
by the BSC.
7. I-9
The department supervisor is responsible for having the employee complete
his/her section of the I-9 form by the first day of work. Federal law requires the University to verify the identity and right to work of all employees no later than three business days from the beginning of employment.
If the employee is unable to complete the I-9 within the legal time limit,
the employee will be terminated. Non-U.S. citizens or their supervisors
should notify the International Employee Specialist as early as possible
in the employment process to ensure that the job offer complies with federal
regulations.
How to establish computer and email accounts for new employees: Faculty, Staff and Students within the University System of New Hampshire are eligible for one or more Central System account. Accounts managed by Computing and Information Services include Academic, Administrative, Research, Web Contributor, Blackboard, and Exchange accounts. For more information please refer to: Establishing Computer Accounts and Central System Accounts Roadmap.
How to establish telephone accounts for new employees:
For information, please refer to Telecommunications and Client Services
8. Reporting to Work
New employees will report to Human Resources on the
first day of work if they have not completed an I-9
employment verification. The department supervisor will have
responsibility for orienting the new employee to the job and the
job site. Contact Human Resources: 862-0501 (voice), 862-3227
(TTY) for additional information.
Temporary Employment Procedures
The recruitment of applicants for these non-benefits-eligible positions
with the University of New Hampshire is the responsibility of the department
which has the job opening.
1. Position Vacancy
Initial action is taken by the individual department. The department may opt
to place their temporary position on the Online
Employment Site.
2. Advertising
For external paid advertising the department must communicate to Human
Resources who will coordinate the placement of the advertisement.
3. Department Interviews
It is the hiring supervisor's responsibility to determine which
applicants are interviewed, including the checking of employment
references. During the interview process, supervisors will determine
whether an applicant is technically qualified for the position and
can work compatibly within the department. The department is responsible
for managing their positions online, changing applicant statuses
and notifying Human Resources of the selected
candidate. Human Resources will move the
applicant to hired and will then move the online position to filled.
How to establish computer and email accounts for new employees: Faculty, Staff and Students within the University System of New Hampshire are eligible for one or more Central System account. Accounts managed by Computing and Information Services include Academic, Administrative, Research, Web Contributor, Blackboard, and Exchange accounts. For more information please refer to: Establishing Computer Accounts and Central System Accounts Roadmap.
How to establish telephone accounts for new employees:
For information, please refer to Telecommunications and Client Services
at: www.unh.edu/telecom/forms.html
4. Reporting to Work
I-9 & W-4 forms must be completed by the first day of work, if not already on file. The department supervisor is responsible for initiating
the necessary paperwork to place temporary employees on the payroll, as
well as for orienting the new employee to the job and the job site.
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