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Faculty, Academic, and Administrative At-Will Searches

Upcoming Information Sessions for Faculty/Academic Search Committees

  • Monday, Nov. 13, from 9-10 a.m. in the East Yellowstone Ballroom, Wyoming Union.

                    WyoCast link for Nov. 13 session:  https://wyocast.uwyo.edu/WyoCast/Play/3846cdf42875428ebbab5b7e099ff3ff1d

                    Please Note: This session is best viewed through Internet Explorer or Chrome

  • Wednesday, Nov. 29, from 10-11 a.m. in the East Yellowstone Ballroom, Wyoming Union.
  • Tuesday, Dec. 5, from 3-4 p.m. in the East Yellowstone Ballroom, Wyoming Union

 

Please contact us at diversity-epo@uwyo.edu if you have any questions.

If you are having difficulty accessing the information on this page, please call 307-766-3459. 

 

Read about Exceptions to the Search Process

Exceptions to the search process

The University of Wyoming recognizes that there are generally three valid situations that occasionally develop that may preclude following the standard search process: Target of Opportunity, Business Necessity, and Spousal or Domestic Partner Consideration. Candidates for opportunities that result from such situations must meet minimum qualifications. 

TARGET OF OPPORTUNITY – The University of Wyoming aspires to be one of the nation’s finest public land-grant research universities and our mission statement includes nurturing an environment that values and manifests diversity. To that end, departments may, on rare occasions, wish to request a Target of Opportunity hire.

Target of Opportunity exceptions fall under two categories:

• A qualified scholar or candidate who meets a pre-determined and pre-approved diversity objective (i.e., minorities, women, individuals with disabilities, LGBTQ and/or veterans)

Or

• A distinguished scholar or uniquely outstanding candidate who meets a pre-determined research objective and an institutional need

Requests for Target of Opportunity exceptions may take place during the course of a search or at a time when no active search is being conducted. Target of Opportunity hires are subject to the availability of funding.

BUSINESS NECESSITY – A sudden death, resignation, termination, or long-term illness of an incumbent occupying a position that is both time-sensitive and critical to the institution’s mission and ability to deliver its curriculum and other programs may create an immediate and unexpected need to fill a position without advertising. Shortened advertising periods may also be considered under this category. Clarifications should be provided regarding the relevant time-sensitive and critical nature.

SPOUSAL OR DOMESTIC PARTNER CONSIDERATION – This is primarily applicable to faculty appointments and will be decided on a case-by-case basis in consultation between the appropriate academic area and the Office of Academic Affairs.

Exception Approval Process: 

  • The appointing authority should submit a written request to the appropriate vice president or Provost.
  • The vice-president or Provost will review the request and forward his/her decision, including supporting documentation and rationale, to the Office of Diversity, Equity, and Inclusion's Diversity Specialist, Janean Forsyth Lefevre.
  • The Diversity Specialist will review the documentation and, in consultation with the appropriate university official, will either offer advice or concur with the decision and keep a record of the action. Prior position approval is required.
  • A Position Request should be created by the Search Chair/Hiring Department in PeopleSoft HRMS (see instructions above). Indicate in the appropriate field that this is an exception to posting, noting the reason and the justification. The candidate’s resume/CV should be emailed to diversity-epo@uwyo.edu. The Diversity Specialist will contact you to ensure that the hiring process is completed.

Veterans Preference in Interviewing

The University of Wyoming will be modifying its interviewing practices effective July 1, 2017 to comply with Wyoming State law, W.S. 19-14-102, as amended. The intent of the law is to help veterans and surviving spouses back into the workforce. The University will endeavor to support and honor this act.


Pursuant to the new law, an honorably discharged veteran who has been a resident of the state of Wyoming for one (1) year or more at any time prior to the date when the veteran applies for employment, or any surviving spouse who was married to such veteran at the time of the veteran’s death, who is receiving federal survivor benefits based on the veteran’s military service and is applying for employment, shall receive an interview preference during the applicant screening process with the University of Wyoming. At the time of application the applicant must possess the business capacity, competency, education or other qualifications required for the position. Appropriate documentation of veteran status must be provided at time of application as outlined in the application process. No preference will be given to a veteran currently employed by the University or state agency.
To meet this mandate, the University will interview all candidates who meet the new guidelines and meet the minimum qualifications of the job.


Human Resources will be providing detailed information to hiring managers at the point of posting a new vacant position. Human Resources will also be adding information to its recruitment training in the START program.

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