In this section you will find information regarding the hiring process for all employee categories at UNH:

Employee Groups at UNH

Faculty

Faculty are those persons engaged primarily in instruction, research and service, and include certain specialized categories where rank, promotion and/or 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/EE 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 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.)

Faculty Recruitment Procedures - Tenure Track Positions

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."

UNH Human Resources will place the advertisement with the media specified on the Position Vacancy Information Form (available on the Forms page). 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.

Please follow the six steps outlined below. This ensures that the employment process proceeds smoothly and the new faculty member is added to the payroll and eligible for benefits in a timely manner.

1. Authorization to Advertise

Before you begin a search to fill non-grant funded instructional positions, you must first obtain written approvals to hire from the Dean and then from the Provost/Vice President for Academic Affairs. (per UNH policy) Review your College procedures for recruitment of instructional faculty. Forms are available through your Dean's Office.

Checklist

2. Advertising

Labor Certification Requirements for tenure track and non-tenure track faculty 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 Information Form (available on the Forms page) and return it with a copy of the authorization to advertise, bearing the signature of the Dean and Provost or his/her designee, to the Human Resources office.

All paid employment advertising for UNH is placed by Human Resources. A copy of any posting that you compose for direct mailing to other institutions or to any free Internet sites must be provided to Human Resources for the advertising file. Faculty advertisements must include title, duties, minimum qualifications, application deadline or initial review dates and the Affirmative Action statement.

The Employment Coordinator in Human Resources is available to assist you in the advertising process. CAUTION: Do not authorize any advertisement solicited by telephone. Refer such solicitations to the Human Resources Employment Coordinator. 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 your Department/College and the University, giving due consideration to departmental affirmative action plans. It may be helpful for your search committee to meet with the UNH Director of Affirmative Action & Equity. For tenure track positions, the hiring department is to mail an Affirmative Action Employment Data form to each applicant. Business reply envelopes are available from the Affirmative Action and Equity Office.

4. Closing the Search

When you have identified finalists for the search, complete the Faculty Selection Form located on our Forms page 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 the Affirmative Action and Equity Office.

After the final decision has been made and the offer has been accepted, forward the original Faculty Selection Form to Affirmative Action & Equity Office with the resumes of all finalists (including non-minorities) and all non-finalist females and minorities. Please note the requirement to report interview pool data on the Faculty Selection Form. Affirmative Action & Equity Office will forward the materials to Human Resources. These materials are the official documents that would be 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 document 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.

6. Benefits Orientation

New faculty are given the option of attending a faculty-only orientation at the start of the academic year. Faculty who start work at other times of the year are scheduled by Human Resources to attend Getting Started@UNH orientation sessions held 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 accounts. Accounts managed by Computing and Information Services include Academic, Administrative, Research, Web Contributor, Blackboard, and Exchange accounts. For more information please refer to Computer Account Maintenance and Accounts Overview.

How to establish telephone accounts for new employees: For information, please refer to IT Telecommunications

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: (Posting Job Openings - How To's)

1. Position Vacancy

Job postings are created and managed online by the hiring supervisor/department. 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, for approval, and opens positions submitted by the hiring department on its Online Employment website as they occur. External advertising, if necessary, will be prepared in cooperation with the hiring department. 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. Department Screening/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.

Please review and utilize the interviewing steps/resources available on this site. 

When a search committee is used, Human Resources is available to serve in a support role to the committee. Supervisors will change applicants' statuses on the web-based employment site to maintain records of interviewed/final candidate. 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.

4. Job Offer

The hiring supervisor is to contact the Human Resources Partner with a recommended candidate and salary. This is done after checking references, obtaining department’s financial approval, and considering internal salary equity. 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 and a successful background check. The supervisor will notify the other applicants/finalist of the hiring decision, make status changes on the web-based employment system, and will forward a copy of the written offer, acceptance letter, and the application to Employment Coordinator. The Employment Coordinator will change the status of the selected candidate to "hired", will send/confirm the new hire and will schedule the new hire for the full day campus orientation program once the EPAF pay document has been submitted through banner by the BSC.

5. 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 Computer Account Maintenance and Accounts Overview

How to establish telephone accounts for new employees: For information, please refer to IT Telecommunications

6. 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 Computer Account Maintenance and Accounts Overview.

How to establish telephone accounts for new employees: For information, please refer to IT Telecommunications

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.

International Employees

The University of New Hampshire welcomes employment applications from qualified foreign nationals and currently employs more than 150 international faculty, staff and researchers at its Durham campus.

If you are considering an employment offer to an individual who is not a U.S. citizen, or holder of U.S. Permanent Resident Alien status (green card), be aware that there are certain steps which the University must undertake on behalf of the international employee to permit us to legally employ him/her. This process may take anywhere from 60 days to 6 months to complete, depending upon the type of visa most appropriate for the position, and/or the current immigration status of the individual.

Before finalizing your offer, we strongly recommend that you contact the Office of International Students and Scholars (OISS) at oiss@unh.edu to discuss the details of obtaining a work visa for the potential employee. The OISS website offers a wealth of information on the subject of U.S. immigration and work visas. If you are a UNH department and want to learn more, go to the OISS website.

If you are a foreign national who is neither a U.S. citizen or permanent resident, and you are contemplating employment with UNH, go to visit the OISS employment page.