Once the interviews are complete and the final candidate has been chosen, the search committee chair must communicate with the hiring manager and HR representative to confirm the offer.
The hiring manager will make a verbal offer, a written offer will be made by the HR representative, and a background check will be started on the candidate. Note the following start date guidelines:
NOTE:
All offers are contingent upon the candidate completed required pre-employment checks such as a
conviction check
New Employees:
New employees can start on any day. To ensure timely payment, the new employee must complete their New Hire Form in PageUp. The conviction check also needs to have successfully completed.
It is recommended to allow five (5) working days prior to the start date to ensure completion of all required new hire paperwork and other onboarding steps.
Job entry cannot be completed between the salary overtime and retroactive entry and the end of payroll dates listed on the payroll schedule. For start dates after this time, information must be received and conviction check completed three (3) working days before the salary overtime and retroactive entry date.
Existing Employees:
Existing employees who are moving to a new job within the university should only have start dates at the beginning of the pay period, using the 10th and 25th of each month. To ensure timely payment, the new employee must complete their abbreviated New Hire form in PageUp a minimum of five (5) working days prior to the start date.
To prevent interruption of system access, new job entry for existing employees is completed by HR on the start date.
New job entries for existing employees cannot be completed between the salary overtime and retroactive entry and the end of payroll dates listed on the payroll schedule.
If the candidate accepts, they will complete the new hire form and move forward into the onboarding portal. The disposition delegate will disposition the remaining candidates and the HR practitioner will close out the role.
If the candidate does not accept, the hiring manager should notify the search committee chair to repeat the process with the next final candidate. If there is not another finalist or the search committee is not interested in proceeding with any of the remaining candidates in the pool, the search committee chair should communicate with the hiring manager and HR representative. The hiring manager can decide if the pool is dry; a change in the position description may be needed. If so, they should work with the HR representative to close the current posting and re-open a new one with an updated job description. The recruiting and sourcing process would start again.