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Administrative Professional At-Will Searches

All members of the search committee must complete “UW – A Diverse Workplace (OFCCP Training)” through Human Resources' training.

All search chairs and/or search committees MUST schedule a consultation meeting with the Diversity Specialist in the Office of Diversity, Equity, and Inclusion prior to approval of the search.  Call 307-766-3459 or email as soon as possible to avoid delays in position approval!

Step 1 - The Position Request

  • Obtain all internal/departmental approvals required by your division or college. This should also include obtaining a position number and approved funding information for the position. Submit an Administrative Position Request through PeopleSoft HRMS (see the Administrative Position Request User Guide. PeopleSoft is accessible through WyoWeb).
  • Once this position request is approved electronically, Human Resources ( will create a Job Opening within PeopleSoft HRMS and post the advertisement on the UW Website.
  • All search committees MUST schedule a consultation with the Office of Diversity, Equity, and Inclusion.  Call 307-766-3459 or email to schedule.
  • Make sure all search committee members have completed OFCCP Training.

*** As you should be aware, effective July 1st, 2017, the University has modified its interviewing practices to comply with Wyoming State Law, W.S. 19-14-102, as amended.  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 to HR 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.  To help determine candidacy, screening questions have been incorporated into the application for review.  Please contact me at 307-766-5612, if you have any questions regarding the application questionnaire or veteran preference.

Step 2 - Job Opening

  • Once the Position Request is approved, a job opening will be created by Human Resources. The Search Committee Chair/delegate needs to enter all search committee members into the job opening within PeopleSoft HRMS to ensure access to application materials as candidates begin applying online. See the Administrative Job Opening User Guide.
  • When the position closes, the Search Committee may review application materials and screen applicants. See the simple User Guide for Viewing Applicant Materials for search committee members.
  • Search Chair (or delegate) will mark desired candidates for interview via the Job Opening in PeopleSoft HRMS and email a scoring matrix to the Diversity Specialist in the Office of Diversity, Equity, and Inclusion (
  • See Matrix FAQ and Sample matrix for additional guidance. 
  • The interview request must be approved before interviews can commence.
  • Second round interviews may also be requested via the Job Opening in PeopleSoft HRMS (no matrix required).
  • Once top candidates are determined, the Search Chair (or delegate) may indicate those acceptable for hire in order of preference via the Job Opening in PeopleSoft HRMS and email a second/final scoring matrix to EPO (

Step 3 - Job Offer

  • Once drafted, the offer letter and offer amount should be emailed to Human Resources at HR will input this information into PeopleSoft HRMS and this will go through electronic approvals.
  • Once approved, HR will initiate the hiring process which includes a background check.
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Administrative Position Request User Guide

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Publication icon

Administrative Job Opening User Guide

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Faculty icon

User Guide for Viewing Applicant Materials

For Search Chair or Hiring Manager

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User Guide for Viewing Applicant Materials

For Search Committee Members

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Matrix FAQs

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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)


• 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 Diversity Specialist in the Office of Diversity, Equity, and Inclusion.
  • The Diversity Specialist in the Office of Diversity, Equity, and Inclusion 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 The Diversity Specialist in the Office of Diversity, Equity, and Inclusion will contact you to ensure that the hiring process is completed.

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Human Resources

Campus: 139 Wyoming Hall

Mail: Dept 3422

1000 E. University Ave.

Laramie, WY 82071-2000

Phone: 307.766.2377

Fax: 307.766.5607

1000 E. University Ave. Laramie, WY 82071
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