Recruitment, Employment, & Forms

University Recruitment & Hiring Policy for SPA Permanent Employment

The University consistently applies the SPA recruitment and selection process to promote open and fair competition to select from the most qualified persons to fill vacant positions. Selection decisions will be based solely on job-related criteria. Employment is offered based upon the job-related qualifications of applicants for employment using fair and valid selection criteria and upon satisfactory completion of all relevant reference checking, criminal conviction checking, credentials verification, and verification of eligibility to work in the United States.

• SPA Recruitment Requisition - initiate recruitment for University Posting
  
  • Recruitment -- External Advertising Request Form
• Posting Requirements
  • Sample External Advertising - Bordered
  • Sample External Advertising - Display Ad
  • Sample External Advertising - Enhanced

• Application Submission
• Application Referral & Interviewing
• Reference Checking - prior to recommendation for employment
  • Reference Check Form
• Candidate Selection - priority considerations
• Nepotism - employment of relatives
  • Nepotism Certificate
• Pre-Employment Background Check Policy for SPA and EPA Non-Faculty - purpose, definitions, applicability, timing & scope, procedure, requirement to disclose convictions and confidentiality, decision-making authority, consideration and assessment of prior criminal convictions, convictions determined to adversely affect appointment eligibility, NC Drivers License check, FAQ's.
• • Current FORMS for pre-employment background checks [click here] - Authorization Forms to conduct a pre-employment Background check for selected candidates as a condition of employment.
  • Pre-Employment Background Check Tip Sheet [PDF - Revised 3/23/12] - SPA Permanent, EPA Non-Faculty, and SPA Direct Hire Temps
  • Pre-Employment Background FAQ's
• Employment Offer - offers of employment, salary commitment, starting date, job offer acceptance session, federal immigration control: Verification of employment eligibility

• Orientation Checklist for New Employees
• Orientation Checklist for Supervisors

• Employment Eligibility Verification and Form I-9 - Information for Departments
  • UNC-CH Form 1-9 & E-Verify Compliance Manual
  • I-9 and Employment Eligibility Verification (EEV) New Hire Checklist
  • Instructions for Employees Reporting to EEV Office
  • Federal Form I-9 (revised 08/07/2009)
• Credentials Verification - state laws, consequence of falsification

Temporary Recruitment

• Temporary Employment Policies - appointment types, hiring process, offering employment, wage-hour administration, termination, etc.
• Relevant Policy Information for Temporary Employees - policies and information applying to temporary employees at UNC CH and must be provided at the time of employment.
• Volunteers - Proposal for the use of volunteers must have the approval of the unit head and of the Office of Human Resources.

SOM Hiring Exception Request Process and Form for SPA and EPA

• SOM-Wide Hiring Review Process (Basic Science Departments, Centers, and Programs)
• Clinical Departments Hiring Review Process
• SOM Hiring Exception Request Form (HERF) - Revised July 2011

New Hire Confidentiality Statements

• SOM Confidentiality Statement - to be signed by all new and returning SOM employees (SPA, EPA, permanent, and temporary)

• UNC Health Care Confidentiality Statement  - to be signed by all University employees that have access to UNC Health Care information.

The University’s background check form has been updated and now includes appropriate language to address unpaid volunteers, interns, and visiting scholars to facilitate those situations where the policy now requires background checks for these individuals.