Current through all regulations passed and filed through September 16, 2024
(A)
Policy statement. It is the policy of Youngstown state
university that institutional employment and diversity goals are best served
through a standard search process. However, exceptions to the standard search
process may be appropriate in situations where it can be clearly demonstrated
that it is in the university's best interest to forgo the standard search
process.
(B)
Scope. This policy applies to faculty and
professional/administrative staff vacancies, including externally funded
positions (see rules
3356-7-42 and
3356-7-43 of the Administrative
Code). The selection of executive and administrative officers of the university
is not included within the scope of this policy. (See rules
3356-9-01 and
3356-9-02 of the Administrative
Code for the selection of administrative and executive officers.) A search
waiver will not be granted when the candidate for employment is a family member
of a current university employee. "Family member" is defined in rule
3356-7-26 of the Administrative
Code. A request for a search waiver does not waive any human resource or
financial requirements for a position.
(C)
Purpose. To
provide a process for requesting a search waiver for fully qualified
individuals who can make a unique contribution to the university and its
strategic plan.
(D)
Request criteria. The following information shall be
provided in writing when submitting a request for a search waiver.
(1)
A description of
the position, including whether the position is temporary or has an anticipated
end date and minimum (and if appropriate) preferred
qualifications.
(2)
Qualifications, credentials and/or skills of the
individual that qualify him/her for the position.
(3)
Likelihood of
success in the position (e.g., promotion and tenure, where
applicable).
(4)
Relevance of the hire to the university's strategic
priorities.
(5)
Input of the hiring unit for the requested
appointment.
(6)
Identification of funds to support the
position.
(7)
Rationale for departing from the standard search
process presented.
(E)
Review criteria.
The following factors will be considered when determining whether a waiver is
in the university's best interests.
(1)
Whether the position and/or funding are temporary or
time limited.
(2)
The existence of an urgent situation.
(3)
Whether the
proposed hire possesses outstanding and uniquely specialized skills, knowledge,
or experience that would otherwise not be available through the standard search
process. Experience, skills, or knowledge gained through an interim appointment
or temporary assignment of some or all of the duties of the position does not
make an individual uniquely qualified for the position.
(4)
Whether a recent
search(es) for the position has lacked a qualified pool of
applicants.
(5)
Previous use of search waivers by the office or
department.
(6)
Other compelling reasons.
(F)
Procedures.
(1)
The submission of
a search waiver requires the signature of the appropriate divisional officer
and the hiring department director/ manager or chairperson.
(2)
A copy of the
potential employee's curriculum vitae, resume and/or other relevant materials
must be included with the search waiver request.
(3)
A request for a
search waiver, including all supporting information listed in paragraph (D) of
this policy, must be submitted in writing to the chief human resources officer
and executive director of equal opportunity, policy development and title IX
for review and recommendation. Following this review, the request will be
forwarded to the office of the president.
(4)
Only the
president, or designee, is authorized to grant a waiver from the requirement of
a standard search.
(5)
The office of equal opportunity, policy development and
title IX will provide information and assistance, as
appropriate.
(6)
The office of equal opportunity, policy development and
title IX will provide the board of trustees with a quarterly report on hiring
activity under this policy.
Replaces: 3356-2-04
