How do I create a new position?

What do you do when you want to create a temporary position

What must be done to change a temporary employee to a regular employee?

When will I become permanent?

When can an employee start their benefits (health/life/dental insurance)?

When can employees start tuition remission?

When can a temporary employee receive a pay increase?

A new employee of less then six months (still on original probation) has been granted approval to apply for another position, how will a transfer affect his/her probation period?

Temporary positions are defined as positions having a continuous duration of less than two years. Call the Classification/Compensation section of HR to obtain assistance. Some of the information you will need to provide, if known, will include a description of the duties that the temporary worker will perform, the anticipated wage/salary that you intend to pay, and the name of the person who will perform the temporary work or the assistance needed to find a temporary worker

This question can have a slightly different answer depending upon whether or not the temporary is filling a vacant, regular position and what process was used to hire the temporary worker. Positions created for temporary workers are not classified into a specific pay grade and job title, while regular positions are. The same process used to classify a new, regular position may be needed, i.e., you must submit an approved position questionnaire and HR requisition forms describing the position. The Classification/Compensation section of HR will classify the position and assist you with the recruitment process as needed. When a temporary is filling a vacant, regular position, a competitive search is necessary to select an employee. If the temporary was hired as the result of an advertised search and the duties have remained relatively the same, you may wish to include a request to waive a new search along with the position questionnaire and HR requisition.

Jobs grow and change and supervisors have latitude to assign new duties. However, when a significant change is made to the duties and/or responsibilities of the position, you should consider reclassifying the position.

The time frame will vary based on the nature of the request. In general, the Classification/Compensation Section of HR will attempt to complete its analysis including a review of the position questionnaire submitted by the department and conduct a position audit with the supervisor and/or incumbent, within a two-week period of receiving an approved request. As soon as a classification decision is reached, the decision will be communicated to the department head.

When is the deadline for requisitions for opening positions?

A deadline for requisitions is 5:00 p.m. Tuesday of each week. Properly filled out and approved requisitions must be in 407 Canfield Administration Building for jobs to open on the following Monday. When a requisition is accompanied by a request for classification or reclassification it will require more time for the position to be reviewed and evaluated.

If fewer than 60 days have passed from the time that the HR requisition was approved, we can re-open it to recruit additional candidates. In order for unit leadership to reassess the vacancy situation, requisitions that are older than 60 days should be reissued for approval.

UNL positions will be advertised in one of three ways:

1."Department Only"--open to those within the department who are current regular part-time or full-time employees hired through a competitive search process (not temporary employees).

2."University Only"--open to all University employees, including those from the University of Nebraska at Omaha, the University of Nebraska at Kearney, the University of Nebraska Medical Center, and Central Administration (including temporary employees).

3."External"--open to everyone, both University and non-University applicants. *Requires HR approval prior to posting.

Office/Service position vacancies need to appear on the UNL Employment Job List for five business days, a newspaper advertisement is not required. However, advertising your position in the newspaper informs a broader audience/market that there is an employment opportunity available in your unit.

Managerial/Professional positions have specific local, regional and national advertising requirements, based upon salary, in accordance with the guidelines for the University of Nebraska-Lincoln. HR will discuss these advertising sources during the requisition process.

NOTE: Departments must request any exceptions to the normally required advertisement from the Office of the Equity, Access and Diversity Programs.

The hiring unit is required to interview all of the applicants referred by the Employment Office. These applicants may be aware that their application has been forwarded for an interview to the unit. If the hiring unit does not find a suitable candidate after interviewing all referred applicants, the hiring unit may submit a written request for additional candidates (the request should include reasons why the candidates referred initially were not acceptable).

The Employment Office typically screens and refers the best qualified candidates for Office/Service positions. If you wish to screen your own applications, you may want to discuss this option with the HR Facilitator working with you on your position vacancy.

When an applicant voluntarily offers such information it is a good idea not to write this information down and guide the interview away from such disclosures into concerns specifically related to the job.

Yes. Looking at a second group of referred applicants only broadens your choices; it does not eliminate the eligibility of candidates in the first group.

Send the candidate a letter indicating your desire to schedule an interview. You should indicate a deadline to respond in order to be considered for the position.

You may try to contact them to see if there was a communication problem, an unavoidable conflict or an attempt to reschedule. However, if they do not respond to your phone calls/messages, and you have given them a reasonable period of time to respond you may consider them withdrawn.

Reference checks are required and part of UNL recruitment process in order to reduce the risks of a hiring mistake. You may conduct references on your top candidate or your strongest contenders in the pool. You should contact several previous employers and we strongly recommend calling the current employer to find out current work performance.

NOTE: Please ensure you have permission from applicants prior calling a current employer.

In most cases, the employee does not want the current employer to know that he/she is looking for another job, which is understandable. Once you are certain this person is your top candidate, you should contact that person and tell him/her that a job offer is contingent upon reference checks with previous employers and ask permission to contact the current employer. Typically, a candidate will agree to this knowing that a job offer has been made. If they still decline to allow you to do reference checks, you may want to reconsider your decision to hire the candidate.

You must at least be 16 years of age to be eligible for employment at the University.

You only need to complete one application form that may be used for any jobs for which you are applying. Once hired, you will need to submit a new application when applying for future openings.

To apply for an Office/Service position, send a completed application to the Employment Office located at Room 32 Lower Level of Canfield Administration Building, situated north of 14th and "R" Streets. Office hours are 8:00 a.m. - 5:00 p.m., Monday-Friday. The office is open during the lunch hour. To apply for Managerial/Professional position, submit a resume, cover letter and any other materials required according to the instructions included in the job opening announcement on the Job List.

A list of all current job openings is available for your review at the Employment Office, and is posted at various strategically located bulletin boards around the campus. We also have a Job Line recording (402) 472-2303 and a web site you can access at http://hr.unl.edu/employment/index.shtml. These postings are usually updated every Friday by 5:00 p.m. Most positions are advertised in local newspapers.

If you are applying for a Managerial/Professional position you are asked to submit all application materials (cover letters, resumes, references, etc.) directly to the hiring department. Specific application details are provided in the job announcement/advertisement. If you are applying for an Office/Service position, application materials should be submitted to and screened by Human Resources - Employment Office.

Yes. Click on the following link: http://unlapps01.unl.edu/HR/HREmpApp.nsf/EmploymentApplication?OpenForm.

If you are interested in an Office/Service position, resumes are accepted but may NOT substitute for the UNL application form. UNL application form provides necessary information not found on most resumes, information we use when screening applicants.

All newly hired regular employees (office/service and managerial/ professional) serve a six-month original probationary period. The probationary period is an extension of the selection process and is used to determine an employee's suitability for employment at UNL. When an employee's original probationary period draws to a close, a performance evaluation is completed. At the successful completion of the probationary period an employee is considered "regular" staff. "Permanent" is a term mistakenly used term to mean regular appointment.

The first day of the first full-month of employment. If hired on the first day of a month, then benefits will begin that day.

Full-time regular employees must be in pay status on the first day of classes to be eligible.

HR cautions managers that the pay of temporaries be kept in an appropriate relationship to the pay of regular employees who perform similar duties. Temporary employees' pay may change when the work that they are performing changes similar to a reclassification of a regular position. Longer-term temporaries' pay may be increased on July 1st with concurrence from HR.

When an employee is appointed to another position "outside" the department before the six-month probationary period is completed, the original probationary period will begin anew. If the appointment/transfer "within" the same department, the probation will continue from the original date of hire.

An employee who transfers to a position of a lower salary grade for other than corrective action reasons may be required to take a pay reduction.

NOTE: Any reduction in pay requires prior approval from Human Resources.

Employees accepting a new position at a higher pay grade will receive a minimum of five percent per pay grade or the regular rate (minimum rate if Managerial/Professional) of the new position, whichever is greater. When circumstances warrant, Human Resources may approve a higher salary.

This question has many potentially correct answers depending upon the situation. Normally the hiring rate of the pay grade (or minimum rate) in which the position is classified is the answer for an external applicant. For an internal candidate, the greater of two amounts will apply: an increase of 5% per pay grade or the Office/Service minimum regular rate (or the minimum rate of the Managerial/Professional salary grade) of the position under search. But some offers do not follow the norm, especially with the labor market conditions that exist today. It is best to contact the Classification/Compensation section of HR to obtain assistance in determining the appropriate salary to offer.

When a candidate is hired into an Office/Service position at or above the regular rate, he/she does not receive an increase in pay after completion of his probation period.