University of Minnesota
Office of Human Resources
http://www.umn.edu/ohr
612-625-2016

Article 5 Recruitment and Employment

Section 1. Vacancy Posting

When the Employer determines there is a continuing or temporary vacancy to be filled, the hiring Department shall submit a personnel requisition to the appropriate Human Resources Department. Announcements of vacancies shall be posted on the official Human Resources Department web page and shall include cross campus postings as feasible. The posting shall state the first day of listing, shall remain open for applications from the first day it is officially posted for at least seven (7) calendar days and shall state the date at which bargaining unit consideration ends. The appropriate Human Resources Department shall provide copies of postings to the Union. In addition, the appropriate supervisor(s) shall notify bargaining unit employees in the department, by means of the supervisor's choosing, when a bargaining unit vacancy in the department is to be posted. Disputes regarding supervisory notification may be grieved under Article 21 but remedies shall not require reversal of the hiring decision.

Postings shall include, at least, the classification, campus and work location of the job, salary and/or salary range, shift and hours of work, whether overtime or consecutive Sunday work are conditions of employment, a summary of the duties and essential qualifications for the job, and measurable, job related qualifications as determined by the Employer. There shall be no essential qualifications or selection criteria which require four years or greater college degrees for vacancies in the bargaining unit.

Section 2. Application

Employees shall apply by submitting official application materials to the appropriate Human Resources Department or, when the option is available, by notifying the appropriate Human Resources Department that they wish a current application already on file to be considered for a particular vacancy. The application, to be considered for the posted position, must be received in the appropriate Human Resources Department by the close of the business day of the last day of the posting period.

Within a reasonable time after receiving and evaluating an employee's application for a vacancy, if it is determined the employee is not qualified for the position, the employee shall be notified of the results of the evaluation.

An employee may not apply or be considered for promotion to a vacant position during an initial probationary period unless initiated by the Employer. Employees in an initial probationary period may be promoted as the result of an employer supported job reclassification.

Section 3. Applicant Hiring

Hiring of applicants who apply for vacancies and who have been certified by the Employer as meeting the qualifications for a vacancy, and as meeting the measurable, job related selection criteria as applied by the Department shall be in the following order:

  1. An employee who has received a layoff notice and has not yet been laid off, who has requested in writing to be placed on the layoff list and has submitted an updated application to the appropriate Human Resources Department, shall have a right to any vacant position within his/her applicable definition of layoff per Article 25, Layoff and Recall, Section 3A-D, for which s/he has passed probation and is qualified, as determined by the Employer, and meets the measurable, job related selection criteria as applied by the Department, in order of University Seniority (see Article 24, Seniority).
  2. Any employee or former employee on the layoff list who has submitted an updated application has a right of recall to the Department in which layoff occurred if the Department has a vacancy in a classification from which the employee was laid off, or a vacancy in a lower class in the related series from which the employee was laid off within his/her applicable definition of layoff per Article 25, Layoff and Recall, Section 3A-D, for which the employee is qualified, as determined by the Employer and meets the measurable, job related selection criteria as applied by the Department, in order of University Seniority (see Article 24, Seniority). For additional information regarding related class series, see Appendix F, Classification Series.
  3. Any former employee whose name appears on the layoff list and who has submitted an updated application to the appropriate Human Resources Department shall have a right to any vacant position within his/her applicable definition of layoff per Article 25, Layoff and Recall, Section 3A-D, for which s/he has passed probation and is qualified as determined by the Employer and meets the measurable, job related selection criteria as applied by the Department, in order of University Seniority (see Article 24, Seniority).
  4. An employee who has passed an initial probation with the University and who has been determined to be disabled according to the provisions of the Americans with Disabilities Act (ADA) and is unable to return to his/her former position because of the disability but is now certified to return to other employment shall have a right to any vacant position within his/her applicable definition of layoff per Article 25, Layoff and Recall, Section 3A-D for which s/he is qualified as determined by the Employer and meets the measurable, job related selection criteria as applied by the Department.
  5. An employee who has passed an initial probation with the University and who has been injured on the job and is unable to return to his/her former position because of the injury but is now certified to return to other employment shall have a right to any vacant position within his/her applicable definition of layoff per Article 25, Layoff and Recall, Section 3A-D for which s/he is qualified as determined by the Employer and meets the measurable, job related selection criteria as applied by the Department.

Section 4. Application Consideration

Applicants who apply for vacancies and who have been certified by the Employer as meeting the qualifications and measurable, job related selection criteria for a vacancy shall be considered in the following order:

  1. Bargaining unit employees who have applied for a vacancy in their Department following the procedures above, and who are qualified and meet the measurable and job related selection criteria as determined by the Employer, shall be considered for a bargaining unit vacancy before other applicants.
  2. All other applicants.