3.29 / Search Waivers
The purpose of this statement is to set forth University policy on how
a hiring decision can appropriately be made without having a search process.
The primary focus and purpose of a search process is to employ persons
whose qualifications enhance the University's commitment to academic
excellence, while providing equal opportunity and taking affirmative steps
toward employing a workforce which is representative of the available
labor supply. While recognizing that an open and competitive search
process is the preferred methodology to recruit faculty and staff, it is
recognized that there are situations where a hiring decision can be
appropriately made without a formal search process when the candidate
meets the minimum requirements established for the position.
1. An individual may be hired without a formal search process if the
individual, or the position the individual is to assume, was provided for
and/or referenced in a grant application or contract proposal that has been
approved and funded.
2. An individual may be hired without a formal search process if the
position is funded by a grant or contract and the employment relationship is
anticipated to be no longer than eighteen (18) months in duration.
3. An individual may be hired without a formal search process if the
individual has been previously employed by the University as a student
employee or a research assistant for a minimum of eighteen (18) months prior
to the proposed hire.
4. An individual may be hired without a formal search process if the
position is a Visiting Professor or Visiting Scholar position anticipated to
be no longer than three (3) years in duration.
5. An individual may be hired without a formal search process if the
individual has previously been employed in private business or industry or
in a governmental position, and possesses unique qualifications,
experiences, talents and skills that would benefit current or prospective
An individual may be hired
without a formal search process if the individual meets the minimum
requirements for the position and helps the University meet its goal of a
diverse workforce. This applies to those who fall within job groups with
targeted by the Affirmative Action Plan including individuals with
disabilities, veterans, minorities and females. Job groups not targeted by
Affirmative Action Plan will be considered under appropriate
interview process is necessary to ensure the candidate meets the job
qualifications and is committed to WSU’s goals.
7. Any request for a search waiver must be submitted to the Director
of Equal Opportunity and the Director of Human Resources for review and
comment prior to a final decision being made by the responsible vice president
or the President of the University.
This policy shall be included in the WSU Policies and Procedures Manual
and shared with appropriate constituencies of the University.
February 1, 2008
March 25, 2016