Recruitment and Hiring of University Employees
University Policy Number 2224
Categorized: Human Resources and Payroll
Responsible Office: Human Resources and Payroll
- Procedures for Policy 2224
- Posting Date Guidelines for Recruitment
- Decentralized Hiring Procedures
- Reasonable Accommodations in the Interview Process
- Equal Opportunity/Affirmative Action Grievance Procedures
- Background Investigations Procedures
- WebEx for Interviews
Related Law & Policy:
- Policy 1201: Non-Discrimination
- Policy 1202: Sexual and Gender-Based Harassment and Other Interpersonal Violence
- Policy 1203: Non-Discrimination and Reasonable Accommodation on the Basis of Disability
- Policy 2217: Wage Employment
- Policy 2221: Background Investigations
This policy applies to the recruitment and hiring of all George Mason University employees and faculty at all George Mason University locations.
II. POLICY STATEMENT
George Mason University is committed to fostering a respectful environment that values diversity, and complies with its non-discrimination policy. Mason uses standardized procedures for recruitment and hiring to ensure the hiring of the most qualified candidates and to promote diversity and equal employment opportunities as mandated by federal laws and regulations and state and University policies and procedures.
It is the policy of George Mason University to provide reasonable accommodations for qualified persons with disabilities who are employees or applicants for employment. (University Policy 1203). Applicants should be notified of this policy when an interview is scheduled and confirmed, and provided information about how to request an accommodation, if needed. Employment opportunities will not be denied to anyone because of the need to make reasonable accommodations for a person’s disability.
Criminal, motor vehicle, and financial background checks along with medical and/or drug screening may be required prior to employment at the university. All pre-employment screening is based on the nature of the positions and the tasks or circumstances related to specific university positions. All requirements must be met as a condition of employment.
III. RESPONSIBLE PARTIES
A. Human Resources and Payroll oversees the management and administration of the recruitment process. For those positions which require advertisement, the department will ensure that the recruitment as well as retention of related employment records is in compliance with state and federal laws. The department also coordinates outside web and print advertising, encouraging the use of vendors which cater to diverse populations.
Human Resources and Payroll will ensure the recruiting process is effectively and efficiently managed using tools such as the online university applicant tracking system and the related procedures for hiring described in Procedures for Policy 2224. In this regard, Human Resources and Payroll will maintain the online university applicant tracking system used for recruitment. Human Resources and Payroll will work with Compliance, Diversity, and Ethics (CDE) to train users of the system and members of the selection process.
Note: Positions posted via university applicant tracking system are automatically forwarded to the Department of Human Resource Management’s state recruitment system in accordance with the Virginia Personnel Act.
B. Compliance, Diversity, and Ethics (CDE) will monitor hiring practices relative to equal employment opportunity, approve the selection processes for faculty positions. The department will assist Human Resources and Payroll with designing and planning relevant training and targeted recruitment resources. CDE will work with hiring departments to provide reasonable accommodations throughout the selection process. When needed, the department will define underutilized job classifications and work with hiring departments to help diversify candidate pools.
CDE will investigate complaints of discrimination if an applicant or candidate alleges discrimination in violation of Mason’s Nondiscrimination Policy.
C. The Office of the Provost is responsible for approving the selection processes in academic units. The Office of the Provost will provide information on required procedures and templates for use by the academic units. Vice Presidents are responsible for approving the selection processes for non-academic units within their purview and are responsible for following procedures and templates as described by The Office of the Provost.
D. The hiring departments’ Vice president, departmental leadership, or designated authority is responsible for the proper implementation of recruitment described in Procedures for Policy 2224.
Inquiries about the recruitment and hiring policy or procedures should be directed to Human Resources and Payroll Department, 4400 University Drive, MSN 3C3, Fairfax, VA 22030-4444, (703) 993-2600. Questions may also be referred to Compliance, Diversity, and Ethics, 4400 University Drive, Mason Hall D105 MSN 2C2, Fairfax, VA 22030-4444, (703) 993-8730, TDY: (888) 205-4130.
V. EFFECTIVE DATE AND APPROVAL
The policies herein are effective immediately. This Administrative Policy shall be reviewed and revised, if necessary, annually to become effective at the beginning of the University’s fiscal year, unless otherwise noted.
Maurice W. Scherrens
Senior Vice President
Peter N. Stearns
Date approved: October 6, 2009
Revision approved: April 21, 2011
Revised: April 10, 2017
Revised: July 11, 2019