Search waivers should only be requested when it is in the best interest of the university. Communication about potential search waivers should occur outside of Workday within regular administrative channels. Below are various types of search waivers, each accompanied by a brief description.

Faculty Search Waivers Reported to the Board of Regents

To Obtain Special Skills

A search waiver may be approved to acquire the services of an individual whose academic, research, or professional qualifications are responsive to an express need of the institution and are so noted in their discipline as to negate a reasonable presumption that a better qualified candidate would result from an open and competitive search.

Reinstatement

An employee may be reinstated to employment without a search, if the employee separated from UNLV within the past 12 calendar months and is returning to the same or substantially similar role within the same department or division, with no material increase in salary.

Coach Staff

Used by Intercollegiate Athletics only.

Spousal Hire

Limited use waiver for special circumstances.

Faculty Search Waivers not Reported to the Board of Regents

To Prevent a Critical Work Stoppage

A specified term appointment up to one-year (not subject to renewal) may be approved to acquire the services of an individual critical to institutional needs when operating requirements are immediate and a public search would result in undue delay or disruption. The department is committed to conducting an open and competitive search during the specified term appointment period.

Reassignment or Lateral Transfer

A reassignment or lateral transfer may be approved without a search to reassign an individual within a unit, department, or division (or among divisions with the joint concurrence of division vice presidents) to perform a new role (whether time-limited or continuing in nature and whether position or employee transfers) in order to achieve operational objectives – particularly in the instance of a nine-month faculty member being appointed to a 12-month academic or administrative role.

Internal Promotion (Internal Hire)

An internal promotion may be approved without a public search to promote an individual within the unit, department, or division where such individual serves as next in line subordinate of the vacant position and for which no similarly situated individual exists.

Step 1 - Search Waiver Request Form

Step 2 - EEO/AA Approval for Search Waiver

NOTE: If Presidential approval has been obtained, then EEO/AA approval is not required. Please email the executed Search Waiver Form, along with applicable documents, to unlvHRRecruitment@unlv.edu. Contact your primary recruiter (talent acquisition coordinator) with questions.

Step 3 - Request New Position in Workday (if needed)

  • If the position already exists in Workday, skip to Step 4.
  • If a new position is needed, initiate the Create Position business process in Workday.
  • A justification in the Justification section for the position and why a search waiver is being requested.
  • A brief job description in the Job Description section. This section will be visible to the candidate when they submit an application.
Additional Documents
  • PDQ (for administrative faculty)
  • New Position Request Form, select "Position Budgets" to access the form
  • Candidate resume/CV
  • Results of unit faculty vote (if academic faculty)

NOTE: This step can be completed concurrently with Step 1 and Step 2. It is recommended to start this step as soon as possible to allow the classification and compensation unit to conduct a job analysis and provide a salary recommendation.

Step 4 - Create Job Requisition in Workday

  • Initiate the Create Job Requisition business process in Workday.
  • Please ensure the search waiver reason selected in the job requisition matches the approved waiver type on the search waiver request form. Please contact your primary recruiter (talent acquisition coordinator) for assistance.
  • Attach documents listed in Step 3.
  • The business process will route through regular administrative channels for approvals.

NOTE: If the Create Position business process was submitted, proceed to initiate the Create Job Requisition once your new position has successfully completed in Workday.

Step 5 - Primary Recruiter to Post Job

  • The Primary Recruiter will post the job requisition to UNLV’s Search Waiver site. This site is only visible to those who are emailed the link to the job posting. The link is not discoverable on the internal or external career sites or external career site.
  • The Primary Recruiter will email the job posting link to the hiring manager and administrative assistant roles to forward to the candidate.

Step 6 - Candidate Applies

  • The candidate will need to apply to the job posting using the link provided by the department.

Step 7 - Move Application to Screen Stage

  • Department moves the candidate's application to the Screen stage in Workday. This will alert the primary recruiter to move the process forward.

Step 8 - Remaining Steps in the Job Application Business Process

  • The Primary Recruiter will notify the department of next steps. The department, primary recruiter, and candidate will collectively complete the remaining steps of the job application, hiring and onboarding business processes.
  • All parties should regularly check their Workday inbox to complete tasks.

Exceptions

Post-Doctoral Scholar or Resident Physician and Dentist

As defined by Board of Regents Handbook, a postdoctoral scholar is a temporary appointment of at least 50% in a specialized education and training position under the direction of a faculty sponsor. Resident Physicians and Resident Dentists, as defined by Board of Regents, are doctors who are continuing their education after received of a degree through instruction and provision of patient care services by means of educational and clinical experience. (Board of Regents Handbook, Title 4, Chapter 7, Section 1 and 5).

Research Postdoctoral Scholar Exception Hiring Process

Eligibility requirements for Hiring a Research/Instruction Postdoctoral Scholar Employing departments shall ascertain that prospective appointees meet all eligibility requirements prior to the commencement of appointment

  • Appointment must be of at least 50% FTE.

All decisions of the academic departments will be made without regard to race, color, creed, religion, sex, national origin, age, disability, veteran’s status, sexual orientation or other factors, which cannot be a lawful basis for providing an opportunity for additional training.

If the appointee is not a U.S. Citizen, it is the department's responsibility to document the appointee’s eligibility to work as a Postdoctoral Fellow in the United States in accordance with the U.S. Citizenship and Immigration Service (USCIS) rules, prior to the desired start date of employment.

  • The appointment serves to advance the competence of a person who has recently completed higher professional training marked by a doctoral degree.
  • Incumbent must have completed a doctoral degree in the appropriate discipline.

It is the department's responsibility to obtain an official transcript of the highest degree.

The duration of Postdoctoral Fellow appointment will, in most cases, be one year or two, and may not exceed five years.

If applicable, offer/contracts will be renewed every fiscal year and must be coordinated with the Office of the Vice President of Research.

  • Budget Form (If position is new - form should be requested from fpba@unlv.edu)
  • Search Exception Memo
  • CV
  • Transcript

Note: Position Description Questionnaires (PDQ’s) are no longer required

Initiating Hiring Process in Workday

The department is responsible for initiating any Workday business process required to complete the hiring process prior to the postdoctoral fellow’s start date. Additionally, all offers/contracts must be completed accurately with minimal errors.

  • Initiate the Create Position business process; and attach the following documents:
    • Search Exception Memo
    • Budget Form (form should be requested from fpba@unlv.edu)
    • CV
  • Title of the position must be in this format: “Postdoctoral Scholar of XXX (state discipline)”

  • Initiate the Create Job Requisition business process; and attach the following documents:
    • Search Exception Memo
    • CV
    • Transcript
  • Title of the position must be in this format: “Postdoctoral Scholar of XXX (state discipline)”

  • Use the template provided by the Office of Research to ensure applicable text blocks are selected for the questionnaire, and additional required language is stated before moving the document forward.
  • Please contact the Office of Research if you need assistance.

  • The Primary Recruiter will notify the department of next steps. The department, primary recruiter, and candidate will collectively complete the remaining steps of the job application, hiring and onboarding business processes.
  • All parties should regularly check their Workday inbox to complete tasks.

Classified Exceptions to Recruitment

700 Hour List

List of persons with disabilities who are eligible for temporary limited appointments (NAC 284.364). This exception would be led by Human Resources.

Application-to-Agency

Not used at UNLV. Use the Create Job Requisition>New or Create Job Requisition>Replacement reason type.

Non-Competitive

Used for Reinstatements (former permanent employee), Reassignments (reasonable accommodation placement) Transfer, Voluntary Demotion and any other non-competitive appointments. These exceptions would be led by Human Resources.

Reemployment

Appointment of a current or former employee to a class for which he or she has reemployment rights (layoff). This exception would be led by Human Resources.

These four Classified Exceptions will be led by Human Resources after receipt of the department’s initial Job Requisition. A HR representative will keep in contact with the department on potential next steps.