Search Waiver Request Guidelines
The hiring search process requires a good faith effort in doing outreach to all populations. A position should remain open for the amount of time it takes to make a “good faith” effort to recruit a diverse applicant pool (with a minimum of 7 days) and ultimately obtain a qualified candidate pool. Below are circumstances that warrant a waiver of the typical search procedures.
A waiver request should be a memo that includes a detailed description of the context of the circumstances and all criteria that apply. Please also provide a copy of the position description and the person’s CV/resume. If the waiver is for a promotion or other internal movement, please also provide before and after org charts. The waiver request memo and accompanying materials, as well as questions about search waivers should be sent to Nathan Klinkhammer, Associate Vice President of Human Resources, via email as required in the search waiver guidelines.
Waiver Criteria
A grant-related appointment:
The appointee is the principal investigator for a grant, someone who has been specifically named in the grant, or someone with special skills that are required to fulfill grant obligations. List the duration of the appointment, the nature of the grant, the special skills of the appointee, the portion of the appointee’s salary that will be paid by the grant, and whether the position will be renewable even after the grant period is over. For information detailing the requirements to be principal investigator or project director, see the Principal Investigator/Project Director Eligibility and Responsibility Research Policy.
A temporary appointment:
Explain the need, such as:
- Appointee is filling in for someone who is on sabbatical, or otherwise temporarily unable to teach, or
- Appointee will be in the position for an interim period of time, usually one-year, while search is being conducted, or
- The position is only authorized or funded for a temporary time.
In addition, explain the particular qualifications of the appointee being chosen.
Promotion/Justifiable internal movements:
Interdepartmental promotions and other changes in job classification (classified position to unclassified, represented to exempt, assistant director to director) into a new or newly vacant position.
Please provide an org chart showing the person’s position before and after the proposed promotion/internal movement. And, be prepared to explain why other similarly situated current staff (if any) are not also being considered for the promotional opportunity.
Please consult with Human Resources about any movements or changes to union representation and with OAA for faculty movement. They need to be aware of and approve these types of changes. Positions represented by SEIU have unique search requirements that do not permit search waivers to be granted. With respect to search waivers for faculty promotions and internal movements, the terms of the Policies and Procedures for the Evaluation of Faculty for Tenure, Promotion, and Merit Increases and the AAUP Collective Bargaining Agreement must also be followed.
Hiring and Retention of a Faculty Member - Spousal/Partner Hire:
When a prospective faculty member has been recruited and there is an interest in making an offer of employment to that person, or when PSU desires to retain a current faculty member, PSU may hire/promote the faculty member’s spouse/partner in an available position at PSU, including a NTTF or tenure track position. Before a search waiver is granted, OAA must confirm there is a position available and that the candidate is qualified.
Special Expertise:
A person developed a program at PSU and/or the appointee has special expertise such that even if a search were done, it would be highly unlikely that someone else as uniquely qualified could be found. Experience working at PSU alone is not considered special expertise. This category also includes individuals who have completed a specialized training or apprenticeship program for which entry into was achieved through a competitive process.
Internal Search:
Seeking permission for a PSU campus-only search. The position needs to be filled immediately. The position requires (or would greatly benefit from) someone with specialized knowledge of PSU, or urgent need. Search must be conducted consistent with requirements of union contracts as appropriate. All AAUP Academic Professional positions are open for internal candidates first for 10 business days.