Staff recruitment guidelines
The University of Missouri provides equal opportunity employment to all individuals without regard to race, color, age, religion, sex, sexual orientation, national origin, disability, status as a Veteran or other protected group status. It is further required by both MU's own equal opportunity and affirmative action policy and by the terms of our federal contracts that we ensure our practices afford equal opportunity for all. Additionally, MU has adopted Executive Order #3, which provides that all employees and potential employees will be treated on the basis of their contribution or potential contribution without regard to personal characteristics not related to competence, demonstrated ability, performance, or the advancement of the legitimate interests of the university.
In general, in order to provide equal opportunity and to make a good faith effort to provide affirmative action recruitment, we will post vacancies on our job list for a minimum of five days. Departments also frequently advertise in publications of general circulation or those intended to target applicants with specific qualifications. Our obligations under the Vietnam Era Veterans Readjustment Assistance Act require that, with limited and specific exceptions, we list all jobs with the Missouri state job service agency that we do not intend to fill from within the university.
Some employment actions do not require competitive posting because these selections do not constitute employment opportunities available to anyone else. The university reserves the right to waive the posting requirement and to place a qualified individual in a position without recruitment to further the best interests of the institution in the following situations:
Affirmative action - The appointment or transfer of an employee to promote affirmative action.
Reclassification - The assignment of a new job title to a current employee who has been assigned job duties and responsibilities outside the employee's current title. OR The assignment of a new job title to a current employee whose duties and responsibilities have grown beyond the current title/classification.
Persons specified in a grant application – A grant is awarded based on the application designating the names of specified individuals intended to work on the grant.
Dispute resolution - Placement of an individual in a position for the purpose of resolving an employment complaint, grievance, or dispute, or to retain an employee displaced within the institution.
Direct promotion - The promotion of an existing regular employee into a higher position occurring within that employee's department (see HR-111).
Interim assignment - The designation of an individual to fill a position on an "interim" or "acting" basis until an appropriate recruitment or appointment can occur.
Internal reassignment - The transfer of an employee to a position suited to the employee's knowledge, skills, and abilities - usually limited to positions where the employment of women and minorities is at availability, lateral transfers, demotions or reorganizations.
Rehire – The placement of a former employee into a position which he or she previously held.
For those employment actions where recruitment does not occur, departments must provide appropriate documentation supporting the reasons for the action. Human Resource Services must review the documentation and determine if the recruitment waiver is appropriate.
It is the intention of the university to post positions where a vacancy or opportunity exists. However, in those limited situations where legitimate reasons support an exception to this policy, the university reserves the right to make a direct placement.
The university is a public, land-grant institution of higher education subject to federal and state laws and regulations with an obligation to promote equal opportunity employment and affirmative action. In situations where competitive employment opportunities exit, the positions should be subject to posting and recruitment.