Employment and Related
Matters
Job Bidding and Promotion
CODING: 30-01-20-25:00
EFFECTIVE DATE:
PURPOSE: To establish policy regarding job bidding and promotions.
RESPONSIBILITY:
The Vice President for Human Resources is to ensure compliance with this policy and procedure.
POLICY:
It is the policy of the University to encourage promotions from within. The University will consider the qualifications, past performance, ability and seniority of all bidders in the selection process.
PROCEDURE:
1. Regular vacant positions, (full-time and/or part-time) with at least twenty (20) hours per week, will be posted on the University’s Career Opportunities web site for a minimum of five (5) business days, excluding weekends and holidays.
2. If the hiring department has a vacant position below Grade 23, and has qualified candidate(s) within the department, the position may be excluded from the University-wide posting requirement. In such circumstances, the department should so advise Human Resources. The position will then be posted with the notation “intradepartmental posting” indicating that only candidates from within the department will be considered. The Human Resources Generalist will also note on the University’s Career Opportunities web site that the position is an "INTRADEPARTMENTAL POSTING," therefore interested candidates external to the hiring department and the University need not apply.
3. Each posting shall include the posting date, posting number, location, position title, shift, the eligibility requirements, the salary grade (except for M, E, and V scale positions), maximum (if any) authorized hiring rate, and facility.
4. Those eligible to apply as internal candidates for positions during the posting period include regular full-time and regular part-time staff members who have successfully completed their probationary periods (if required) and who have been in their present positions for at least six (6) months. Applications submitted by temporary staff members shall be considered with the outside pool of applicants.
5. A staff member wishing to apply as an internal bidder must do so by applying electronically on the University’s Career Opportunities web site and identify his/herself as a current UMDNJ employee. (Candidates may apply at the Kiosk centers located at each Campus Human Resources Employment Office or from their home or office personal computer, or from any public library or facility with Internet access). Due to the volume of applicants and the University’s electronic screening and referral process, applicants who do not apply on line will not be considered.
6. The campus Human Resources Office will review the internal bidder’s candidacy and personnel file to confirm that he/she meets the requirements of the vacancy.
7. The Hiring Manager shall access the University’s candidate review, selection and assessment form to identify qualified candidates. Except for Intradepartmental posted vacancies, the Hiring Manager shall be permitted to consider outside candidates at the same time that qualified internal bidders are being interviewed.
8. The Hiring Manager shall interview, review personnel files, attendance records and evaluate internal bidders.
9. After the Hiring Manager completes the electronic Vacancy Information and Candidate Record, the Human Resources Generalist will be able to identify the selected candidate and make the promotional/transfer offer. Please note: For HPAE Professional Lateral Transfers- Professional Staff who wish to transfer within the same operating unit (e.g. department) in the same title may submit a written request within five (5) business days of the posting to the immediate supervisor of the vacant position without having to formally bid on the vacancy. Should the staff member be denied the transfer, said denial may be appealed to the Campus Director of Human Resources within three (3) days of the denial. The Campus Director of Human Resources shall render a decision on the appeal prior to any job offer being made to another candidate. This provision shall not affect the employee’s grievance rights under Article 3.03 of the Collective Bargaining Agreement.
10. All internal bidders shall be notified in writing of the outcome of their candidacy.
NOTE: Please refer to the appropriate collective bargaining agreement concerning criteria to be considered when reviewing bids/applications, the length of the probation period and possible extension of probation, or what happens should the successful bidder/applicant subsequently fail to successfully complete probation.
By direction of the President:
______________________________
Vice President for Human Resources