The search process is designed to reflect the strategies developed by search/review committees and hiring officials that address the University of Wyoming's diversity goals and objectives.  The process also ensures that University searches, both external and internal, comply with Equal Employment Opportunity (EEO) laws and affirmative action guidelines.  Individuals and search committees can request search training through our office.  This is especially encouraged for those who have not conducted searches previously.

To begin a search, departments must obtain position authorization from either the Provost or Associate Provost in the Office of Academic Affairs or from the Vice President of Administration.

Completed forms may be submitted via email or fax, meaning electronic signatures are acceptable.  However, all required signatures should be obtained before transmission in order to avoid delay in processing the paperwork.

STEP 1 - APPROVAL TO OPEN SEARCH

Complete and submit the Search Plan and Job Requisition to the Office of Diversity and Employment Practices.  Include copies of the position authorizations mentioned above.  This step ensures that the position will meet minimum advertising requirements by being announced on the UW Website and posted on HigherEdJobs.com.  Please keep in mind that positions are NOT to be advertised prior to obtaining an EPO approval of the Search Plan.  If you are unsure how to create an ad for an open position, click here.  All advertisements must contain the following statement:

The University's policy has been, and will continue to be, one of nondiscrimination, offering equal opportunity to all employees and applicants for employment on the basis of their demonstrated ability and competence without regard to such matters as race, sex, gender, color, religion, national origin, disability, age, veteran status, sexual orientation, genetic information, political belief, or other status protected by state and federal statutes or University Regulations.

The University of Wyoming is committed to providing a safe and productive learning and living community. To achieve that goal, we conduct background investigations for all final candidates being considered for employment. Background checks may include, but are not limited to, criminal history, national sex offender search, employment and motor vehicle history. Offers of employment are contingent upon the completion of the background check.

 

STEP 2 - APPROVAL TO INTERVIEW APPLICANTS (replaces Compliance Report Part I)

As applications are received, send each applicant an Applicant Letter and an EEO Data Form with the first section completely filled in.  Applicants will be directed to voluntarily return the form to the EPO, who will then forward the information as it is received to the search committee.

Complete and submit the Applicant Pool Summary document to the Office of Diversity and Employment Practices prior to scheduling phone and/or on-campus interviews.  If interviews will be conducted by both phone and in-person, the Applicant Pool Summary must be submitted prior to each interview stage.

In addition to the form, submit a list of full names for all applicants (electronic submission of lists is preferred, but any format will be accepted), the vitae for any candidates who will be interviewed, and documentation of how the candidates were evaluated.  It is recommended that a numeric matrix be used; a sample matrix is available here.

STEP 3 - FINAL SELECTION OF CANDIDATE (replaces Compliance Report Part II)

Complete and submit the Search Results document to the Office of Diversity and Employment Practices for review. The EPO will then forward the results to the Office of Academic Affairs (Provost) or to the Vice President for final disposition.  Note:    No offer of employment can be made until the President, Provost, or a Vice President signature has been obtained.

EXCEPTIONS TO THE SEARCH PROCESS

The University of Wyoming recognizes that there are generally three situations that occasionally develop that may preclude following the standard search process:

TARGET OF OPPORTUNITY - The hire meets a pre-determined and pre-approved diversity objective and is consistent with institutional need, the University's hiring guidelines, and the availability of funding.  This situation may arise as a result of an opportunity to recruit a highly qualified individual who represents an area of diversity at a time when there is no active search or an individual may be identified during the course of a search.  During the course of an active search, it's possible that diverse applicants who are engaged in research that does not meet the exact qualifications as advertised will nevertheless be attracted to the applicant pool.

BUSINESS NECESSITY - 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 creating an immediate need to fill a position without advertising.  Shorten advertising periods may also be considered under this category.

SPOUSAL OR DOMESTIC PARTNER CONSIDERATION - 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.

Domestic Partner Criteria:

• Engaged in a committed relationship and intend to remain together indefinitely

• Are at least 18 years of age and have the capacity to enter into a contract

• Are jointly responsible to each other for the necessities of life

• Are not related by blood closer than permitted under Wyoming marriage laws

Exception Approval Process:

1. The appointing authority should submit a written request to the appropriate vice president or Provost.

2. The vice-president or Provost will review the request and forward his/her decision, including supporting documentation and rationale, to the Office of Diversity and Employment Practices.

3. The EPO 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.