WVU-HR-3
APPLICATION TO AND REFERRAL FOR CLASSIFIED POSITIONS POLICY
PURPOSE
To outline the means by which West Virginia University provides access to the employment processes in accordance with the West Virginia University Equal Employment Opportunity Policy and Affirmative Action Plan, West Virginia Board of Trustees Series 31, and WV Code 18B-7-1(d).
SCOPE
All classified positions at West Virginia University, including those on the regional campuses, are covered under this policy.
POLICY
It is the applicant’s responsibility to provide all relevant information about their qualifications for review for each position sought. Application and update forms can be obtained at the Department of Human Resources. Acceptance of the application or update does not obligate WVU to interview the individual.
External applicants must submit a completed application for each position for which they wish to be considered.
Current WVU employees must complete their probationary period to be eligible for transfer or promotion, unless waived in writing by the current supervisor.
Eligible employees must submit a Transfer/Promotion Application (T/PA) to the Department of Human Resources Employment Unit for consideration as a referral to vacancies; subsequently employees may submit a T/PA Update Form to be considered for openings. Employees must apply or update for each position for which they wish to be considered.
The Employment Unit evaluates applicant qualifications based upon the position requirements, and refers eligible candidates to the hiring supervisors for interview. Referral is restricted for applicants with job-related criminal convictions. Referral is restricted if active, job-relevant discipline is contained in an employee’s personnel file. Referral is restricted for former employees with active, gross misconduct disciplinary records at the time of separation. Former employees with active, minor misconduct disciplinary records at the time of termination from WVU will be considered for referral on a case-by-case basis after the establishment of a one year satisfactory work record elsewhere.
WVU strives to hire the best-qualified employment candidates. The selection decision is to be based on comparative analysis of the job-related qualifications of all referred candidates. Selection determinations will apply the following:
- If there is more than one qualified internal non-exempt candidate for a non-exempt vacancy, the best-qualified non-exempt employee will be offered the position.
- If there is more than one qualified internal non-exempt candidate for a non-exempt vacancy and the candidates are equally qualified, the more senior employee will be offered the position.
- Qualified internal non-exempt candidates for non-exempt positions will be selected before an external candidate, unless otherwise dictated by requirements or mandates of the Affirmative Action Program or the Americans with Disabilities Act.
- Qualified internal non-exempt transfer or promotion candidates for a non-exempt vacancy will be selected before a demotion or external candidate.
- Qualified internal non-exempt demotion candidates for a non-exempt vacancy will be selected before an external candidate.
PROCEDURE
Additional information regarding this policy or the proper procedure to follow can be obtained in the Guidelines for Application To and Referral for Classified Positions and the Seniority for Selection of Classified Employees procedures.
RESPONSIBILITY FOR IMPLEMENTATION
The Employment and Employee Relations Units in the Department of Human Resources, at 293-5700 respectively or P.O. Box 6640, are available to answer questions or provide additional information regarding this policy.
RESPONSIBILITY FOR INTERPRETATION
The responsibility for interpretation of this policy rests with the Director of Human Resources, West Virginia University.
EFFECTIVE DATE: September 10, 1998
APPROVED BY: Scott C. Kelly, Vice President
