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Classified Staff Searches

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

If you'd like to schedule a consultation meeting with an Employment/Staffing Partner in the Human Resources Office, you may send a request to jobapps@uwyo.edu

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 a Staff Position Request through PeopleSoft HRMS (see the Staff Position Request User Guide. PeopleSoft is accessible through WyoWeb).
  • Once this position request is approved electronically, the hiring manager is required to Create the Job Opening.
  • Make sure all search committee members have completed OFCCP Training.

Step 2 - Job Opening

  • Once the Position Request is approved, the hiring manager is required to Create the Job Opening. See the Staff 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.
  • Hiring Manager is responsible for completing a matrix and emailing the screening evaluations to their Employment/Staffing Partner to review/approve.
  • See Hiring Toolkit for additional guidance. 
  • The interview list must be approved by the Employment/Staffing Partner before interviews can commence.
  • Second round interviews may also be requested via a second matrix/interview evaluations via email to the Employment/Staffing Partner.
  • Once top candidate(s) are determined, the Hiring Manager is required submit a final matrix to the Employment/Staffing Partner to review and approve and must complete reference checks.

*** 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 3 - Job Offer

  • Once all justifications are in place, the Employment/Staffing Partner will enter the offer for approvals in HRMS.  Upon approval, the Employment/Staffing Partner will communicate offer details and other important information to the Hiring Manager.
  • Upon acceptance of the offer, the Employment/Staffing Partner will order the appropriate verifications (background check, MVR, education or certification checks if applicable and/or drug screening).  Upon completion of the verifications, the Employment/Staffing Partner will inform the Hiring Manager and gather information needed to process the electronic hire.
  • An Appointment Letter will be generated by the Employment/Staffing Partner and disseminated to the new employee and supervisor.
  • The new employee and supervisor will be provided with information on completion of an I-9 and attendance to New Employee Orientation if applicable.
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Staff Position Request User Guide

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Staff Job Opening User Guide

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User Guide for Viewing Applicant Materials

For the Search Chair or Hiring Manager

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User Guide for Viewing Applicant Materials

For the Search Committee Members

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Classified Staff - Direct Hire Information

Advertising exceptions for benefited staff positions

The University of Wyoming is an equal opportunity employer committed to eliminating barriers to employment and improving opportunities available to individuals in protected classes, particularly where there is underutilization. The University makes good faith efforts consistent with State and federal laws to meet this goal. One method used to achieve this goal is through open competitive recruitment. Such a process is consistent with the University’s goal to increase workforce diversity.  However, exceptional circumstances may justify foregoing the open competitive recruitment process for benefited staff positions.

Exceptional Circumstances

An appointing authority may submit an advertising exception request to the AVP of Human Resources for a direct appointment without recruitment when:

  • A position requires expertise in an area and the department has a unique opportunity to hire an individual with that experience. The appointing authority will need to justify how the person is uniquely qualified.
  • Spousal accommodation primarily applicable to assist with facilitating a faculty/administrator appointment and will be decided on a case-by-case basis in consultation between the appropriate departments.
  • A department reorganizes or has an operational need to ensure that necessary work is uninterrupted. In such cases, the department may reclassify or promote a permanent employee in her or his current position and/or reassign the employee to a new position with different duties and responsibilities. The employee must meet the position requirements.

Submitting a Request for a Direct Appointment

To request direct appointment of a candidate, the appointing authority or hiring manager will need to complete the Staff Position Request form (job requisition) through the on-line recruiting system.

At the same time, the Appointing Authority submits the following to the appropriate Staffing Partner to disseminate for approval:

  1. Written justification to appoint without a formal search approved by the appropriate VP or Provost.
  2. Organization chart showing the position's relationship to other positions in the department.  
  3. Position description questionnaire (PDQ).
  4. Employee/applicant resume.
  5. If requested proposed salary is over the minimum + 15%, you must also include the salary authorization form.

If approved, candidate will need to complete the UW background screening, and the department will need to submit a Non-Academic Benefited Hiring form once background screening is complete.

Factors when Considering a Request for Direct Appointment

Each request will be considered individually, on a case by case basis. The AVP of Human Resources may confer with Director of Employment Practices to further assess any potential impact on diversifying the campus and affirmative action placement goals before making a final determination.


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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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