Memorandum 2

Personnel Hiring Policy for New Faculty and Staff

Revised May 2017

Purpose

This policy establishes hiring practices intended to assure the integrity of the University’s hiring process.

Policy

This policy establishes best practices intended to insure the integrity of the University’s hiring process. Human Resources is responsible for developing and maintaining consistent, fair and legal search guidelines which are followed by the entire University.

Responsibility

Human Resources is responsible for insuring that the Personnel Hiring Policies are followed by the entire University.

Implementation/Guidelines

  1. Any department wishing to create a new, unbudgeted employee position or an open, budgeted position must complete and submit a Hiring Requisition for New or Vacant Positions that clearly shows the necessity of and costs related to this position. The appropriate cabinet member should offer comments and “sign off” on this request. The Hiring Requisition for New or Vacant Positions form must then be submitted to the Director of Human Resources, who shall verify the pay level and determine if the tasks as described can be assigned to existing employees. The Director of Human Resources shall then forward the Hiring Requisition for New or Vacant Positions to the CFO who will take it to Cabinet to approve or disapprove any and all requests.The Hiring Requisition for New or Vacant Positions form is available on the HR SharePoint site.
  2. All salary and wage levels for new staff positions are to be determined solely by the Director of Human Resources with the exception of compensation determined by the Board of Trustees. Faculty salaries are recommended to the Provost and Dean of the Faculty.
  3. Upon Cabinet approval, all positions are to be posted at least internally for five business days. The internal posting requirement may be conducted concurrently with outside advertisements. All original postings are made only by Human Resources, or its designee. Additional advertising is done at the discretion of the department. Text varying from the original post must be approved by Human Resources prior to posting the advertisement.
  4. Norwich University is an Equal Opportunity Employer. All applications will be acknowledged by Human Resources. Access to the applicant tracking system will be provided for a search committee or hiring manager for careful review based on requirements stated in the ad; interviews will be scheduled by those involved in the hiring and a decision made by them. All applicants who were interviewed will be contacted by those doing the interviewing regarding their status. Those applicants who were not selected for an interview will receive notice from Human Resources regarding the status of the position.

Contact Office

  • Human Resources: Ext. 2075

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