Formerly Known As Policy Number: 22.1
This policy reviews all phases of the recruiting and hiring process and the corresponding areas of responsibility.
Applicability: All regular staff of the University and SLAC (as defined in Admin Guide Memo 2.2.1: Definitions (https://adminguide.stanford.edu/chapters/human-resources/general-employment-policies/definitions)), with some limitations:
Purpose:
University Human Resources is responsible for developing, monitoring and overseeing employment policies and providing the University with support services necessary to attain staffing objectives.
Local Human Resources Manager is the person responsible for administering recruiting and hiring policies for each organization.
Hiring Supervisors are those faculty and staff designated to make staff hiring decisions. Hiring supervisors are responsible for making such decisions in accordance with the policies and procedures established by the University and set forth in this Guide Memo. Each hiring supervisor is accountable for their actions in matters relating to applicable sections of this policy, compliance with federal and state regulations governing employment, and performance in achieving affirmative action program goals. Questions on these policies that cannot be resolved at the local level should be referred to the Vice President for Human Resources.
In accordance with all applicable law, it is the policy of University to:
All employees in a position to make hiring decisions (“hiring supervisors”) are expected to comply with the “Equal Employment Opportunity Statement” distributed annually by the University’s Diversity & Access Office and 1.7.3 Equal Employment Opportunity, Non-Discrimination, and Affirmative Action Policy (https://adminguide.stanford.edu/chapters/guiding-policies-and-principles/harassment-discrimination/equal-employment-opportunity-non)' provision on “Equal Employment Opportunity and Affirmative Action Policy.”
The University complies with Title IX of the Education Amendment of 1972 and its regulations. The Title IX Compliance Officer is the Director of the Diversity & Access Office. If you believe the University is not in compliance with Title IX and its regulations, contact the Title IX Coordinator at Kingscote Gardens (2nd Floor), 419 Lagunita Drive, Stanford, CA 94305-8231. Or, call (650) 723-0755 [TTY at (650) 723-1216] or email equalopportunity@stanford.edu (mailto:equalopportunity@stanford.edu).
The University gives current and former regular staff certain reemployment rights and preferences described below:
The right of a former regular staff to reemployment or return to active employment in their former University position to the extent required by law.
Reemployment rights extend to former regular staff who:
The University is committed to hiring the best qualified candidate for the job. When the qualifications stated in the job listing and predetermined job-related selection criteria are used to determine each candidate's qualifications, and more than one qualified candidate competes for a job, the employment offer must be extended first to the candidate who has preference according to 2.b.3 below.
Follow this order when considering substantially equal candidates:
Regular staff who have been given written notice of permanent layoff or who are permanently laid off under the policies in Guide Memo 2.1.17: Layoffs. (https://adminguide.stanford.edu/chapters/human-resources/staff-employment-policies/layoffs)This employment preference continues for 12 consecutive months following date of layoff. Layoff preference also applies to regular staff whose positions are being eliminated and who have been informed that they will be laid off if they do not obtain alternative employment in the same department/administrative unit.
Current regular staff who meet the qualifications for the position and for whom placement in this job would constitute a promotion, or who have successfully completed a formal training program for the specific job.
Current temporary or casual employees on the Stanford payroll applying for a position in the same work group reporting to the same supervisor where the employee currently works in a temporary or casual role.
Policy conflicts may occur between consideration of the hiring preferences and consideration of affirmative action goals. In these circumstances, consult with the local Human Resources Office before making an offer of employment.
Employment by a related person in any position (e.g., regular staff, faculty, other teaching, temporary, casual, third party, etc.) within an organizational unit can occur only with the approval of the responsible Vice Provost, Vice President (or similar level equivalent to the highest administrative person within the organizational unit), or their designee. Under no circumstances may a supervisor hire or approve any compensation action for any employee to whom the supervisor is related. An individual may not supervise, evaluate the job performance, or approve compensation for any individual with whom the supervisor is related.
Even when the criteria discussed here are met, employment of a related person in any position within the organization must have the approval of the local human resources office, in addition to the approval of the hiring manager's supervisor, including faculty supervisors.
Employment by a related person in any position (e.g., regular staff, faculty, other teaching, temporary, casual, third party, etc.) within an organizational unit can result in an actual or perceived conflict of interest and is strongly discouraged.
The university recognizes that relationships may develop in the workplace. The university expects its employees to disclose relationships as appropriate, and specifically in the case of direct reporting relationships and/or potential conflict of interest situations. Failure to properly disclose a relationship or family connection may lead to corrective action measures being taken.
All of the above requirements also apply to employing and hiring those with consensual sexual or romantic relationships. In addition, consensual sexual or romantic relationships must also be disclosed in compliance with section 4 in Guide Memo 1.7.2: Consensual Sexual or Romantic Relationships In the Workplace and Educational Setting (https://adminguide.stanford.edu/chapters/guiding-policies-and-principles/harassment-discrimination/consensual-sexual-or-romantic).
Definition of Related Person - The employee’s spouse; same-sex domestic partner; children of the employee, spouse or same-sex domestic partner; parents and parents-in-law; parent surrogate; brothers and sisters of the employee; grandparents and grandchildren of the employee; and, any other dependent family member who lived in the employee’s residence.
Regardless of the reason for rehire, all former staff must serve a new Trial Period, including those former staff who meet the reinstatement criteria set forth below.
Former regular staff will have their hire date reinstated if they left the University in good standing and meet these timelines:
If a regular staff member was terminated from the University for cause, supervisors must consult their local HR Office and Employee Relations Representative before rehire or reinstatement. An individual who was terminated for gross misconduct is not eligible for rehire.
For information on how rehire or reinstatement affects benefits, visit the Cardinal at Work website (https://cardinalatwork.stanford.edu/benefits-rewards/health/change-your-benefits/employment-changes) or contact the University HR Service Team (https://cardinalatwork.stanford.edu/benefits-rewards/contact-us?utm_source=benefits-rewards&utm_medium=nav-link&utm_campaign=Contact).
Hiring Hospital Employees - See Guide Memo 2.1.4: Hiring Employees from Stanford Health Care or its Predecessor Companies (https://adminguide.stanford.edu/chapters/human-resources/staff-employment-policies/hiring-employees-stanford-health-care-or-its) for information on applicability of University employment policies and eligibility for University benefits when hiring regular staff who was previously employed by Stanford Health Care (or its predecessor companies) or Lucile Packard Children’s Hospital.
Age (except for persons under 18 who have not graduated from high school) may not be used as a factor in hiring unless it can be shown as a necessary job qualification.
Before an offer of employment is made, the hiring department must obtain a work permit for applicants under age 18 years who have not graduated from high school. A permit is obtained from the applicant's school district and is retained in the department file.
The Fair Labor Standards Act (FLSA) and California law restricts the hours and conditions of employment for minors. Because restrictions on the employment of minors can be complex, supervisors should consult with their local Human Resources Office about specific cases. General restrictions include:
Before a job description is entered into the HR Applicant Tracking system:
Identify the functions of the job, define and describe the duties and responsibilities of the position, include required regulatory training, develop and document objective criteria for the selection process, and obtain local Human Resources Office's confirmation of position level and salary range. For guidance, visit Staff Compensation (https://cardinalatwork.stanford.edu/benefits-rewards/compensation/staff). Qualifications cannot unnecessarily prevent or lessen the employment opportunities for any class of applicants or potential applicants, as identified in Section 2.b.
Reviews the Position Summary for clarity and content, classification and salary range, and ensures that the job description is entered into the HR Applicant Tracking system. The job requisition is also reviewed for appropriateness of posting. All job postings must include the pay range for the position. For guidance, visit the Getting Started & Job Descriptions section (https://cardinalatwork.stanford.edu/manager-toolkit/attract/getting-started-job-descriptions) of the Manager Toolkit website.
Selection Criteria - Use the job description and other relevant criteria established by the hiring supervisor (including education, experience, essential skills, abilities and competencies) to screen applicants and aid in the selection process.
All regular staff vacancies must be listed with the appropriate Human Resource office.
Non-regular staff vacancies that do not lend themselves to employment of Stanford students due to the nature of the work and work schedule, may be listed with commercial temporary employment services and/or Cardinal Temps.
Advertising and other notification of vacancies must be non-discriminatory and must include reference to the University's commitment to affirmative action and equal opportunity: “Stanford is an equal opportunity employer and all qualified applicants will receive consideration without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other characteristic protected by law.”
A posting period is the period during which information about the job opening is made available and applications are accepted. Generally, postings should not exceed six months except where the hiring supervisor is actively seeking and reviewing applications for the position.
All vacant positions except those filled through an approved posting period waiver (see Section 3.d for information on waivers) are posted online for a minimum of 10 calendar days. The posting period begins when the approved online requisition updates the Applicant Tracking system. Applications are accepted through the full posting period. If a job code changes on a posted vacant position, it must be reposted online for a minimum of 10 additional calendar days.
Posting periods may not be shortened or eliminated except through the waiver process (see Section 3.d). Posting periods may be extended at the hiring supervisor's discretion and applications may be accepted beyond the posting period at the supervisor's discretion.
Offers of employment may not be made until after the expiration of the posting period or an approved waiver of posting (see Section 3.d).
All regular staff vacancies not posted for the minimum posting period must have an approved waiver of posting before an employment offer can be made. Waiver requests are reviewed and approved by University Human Resources: Talent Management & Workforce Strategy.
Waivers are not available for positions that fall within EEO job categories for which Stanford has an affirmative action goal.
The hiring department must document the reason for requesting the waiver. The local Human Resources office must submit the waiver request to University Human Resources: Talent Management & Workforce Strategy. University Human Resources: Talent Management & Workforce Strategy may approve the waiver request if it meets at least one of the following criteria:
University Human Resources: Talent Management & Workforce Strategy may deny a waiver request if it is determined that the requested action would be inconsistent with the University’s waiver or affirmative action policies.
Currently Stanford requires resumes for regular staff positions to be submitted through the Stanford Careers (or Jobs@SLAC (mailto:Jobs@SLAC)) website. Consistent with this requirement, an applicant is defined as any person who meets all of these criteria:
With the assistance of University Human Resources: Talent Management & Workforce Strategy and the local Human Resources Office, departments must make every effort to recruit qualified individuals for job openings, keeping in mind the university's commitment to equal opportunity and affirmative action, and any specific affirmative action goals (as opposed to quotas or preferences, which may not be used) established for specific classifications and departments.
Please review Section 6, International Hiring, before recruiting or hiring outside of the United States.
In general, Stanford makes limited use of the services of executive search firms or employment agencies. In the instances where it is necessary to use such services (e.g., senior level vacancies), departments must consult with the local Human Resources Office before making any arrangement with an outside firm or agency.
The hiring supervisor is accountable for assuring that the firm or agency is fully informed with regard to its responsibility for meeting the University’s institutional affirmative action and record keeping responsibilities. Consultation on search firms is available from University Human Resources: Talent Management & Workforce Strategy.
For a checklist on how to choose a search firm that meets Stanford’s requirements to provide a widely diverse selection of applicants and the ability to track the applicant pool, go to the University Human Resources: Talent Management & Workforce Strategy website (http://cardinalatwork.stanford.edu/manager-toolkit/attract/talent-acquisition).
Receiving Electronic Resumes—Electronic resumes are submitted to University Human Resources: Talent Management & Workforce Strategy using Stanford Careers (http://stanfordcareers.stanford.edu/). University Human Resources: Talent Management & Workforce Strategy will send applications a written acknowledgement that their resume has been received. Electronic resumes are submitted to SLAC using Careers at SLAC (http://www6.slac.stanford.edu/general/careers.aspx).
Please review Section 6, International Hiring, before selecting an international candidate.
Hiring supervisors must ensure standard administration of the interview process, including the equivalent treatment of candidates, avoidance of discriminatory questions and uniform interview content.
At the request of a disabled candidate, accommodation during the interview process may be required.
All testing or screening devices used in the employment process must be approved by the AVP, Recruitment & Talent Management in consultation with the Diversity & Access Office, as appropriate. Only standardized, validated test instruments may be considered.
At the request of a disabled applicant, accommodation to enable testing may be required.
When used, approved tests must directly relate to essential job functions and be given to all applicants or finalists under the same or equivalent conditions. The test must be scored, evaluated and used as a selection factor equally for all applicants or finalists and maintained with other applications and selection materials.
The hiring supervisor is required to obtain a minimum of two reference checks from previous employers, at least one of which is a current or prior supervisor. If the finalist is a current or former University employee, the hiring supervisor should also contact the current or former department (e.g., supervisor and/or Human Resources Manager). Reference checks must be part of the candidate’s evaluation and may be used as a factor in the hiring decision if the information is job-related. No offer of employment can be made before completing the hiring process, including reference checks.
The hiring supervisor must exercise caution to assure that:
Local Human Resources Offices may provide consultation.
Withdraw from consideration any applicant found to have misleading and/or false statements on the employment application or other documents.
Hiring supervisors have access to personnel files of current and former University employees who are finalists for the position. No offer of employment can be made before the hiring supervisor or Human Resources reviews the personnel files.
Contact the local Human Resources Office for details and assistance (see Guide Memo 2.1.3: Personnel Files and Data (https://adminguide.stanford.edu/chapters/human-resources/staff-employment-policies/personnel-files-and-data)).
Hiring decisions for regular University staff positions are based on the relative job-related qualifications of the applicants for the positions, with full consideration of the employment rights and preferences specified in Section 2.b.
Employment offers should be made after:
A written conditional offer of employment must be issued by the hiring department to the successful candidate using an approved offer letter template. Approved templates include those for standard hires, promotions and out-of-country hires. If a background check is required by policy, the written conditional offer of employment will inform the candidate that the offer is contingent upon successfully completing and passing a background check.
Workplace Accommodation - At the request of a candidate or applicant who has a disability, workplace accommodation may be needed. The hiring supervisor should refer to Guide Memo 2.2.7: Requesting Workplace Accommodations for Employees with Disabilities (https://adminguide.stanford.edu/chapters/human-resources/general-employment-policies/requesting-workplace-accommodations-employees).
Out-of-Country - If this is an offer of employment for the applicant to work in a primary site outside the U.S., Staffing Services will assist the local Human Resources Office with arrangements. See Section 6 for details on International Hiring.
Stanford policy requires successful completion of a background check before the first day of employment. Additional background checking may be required in some job classifications (e.g., Deputy Sheriffs). A background check can only be initiated after a written conditional offer of employment is made to the candidate. Local Human Resources Offices will provide information on specific requirements.
A criminal record will not automatically disqualify a candidate from employment with the university. University Human Resources/Employee & Labor Relations will conduct an individualized assessment of any criminal record revealed during the background check process. If individual circumstances warrant, a candidate with a criminal record may be disqualified from employment.
New, transferred, rehired or promoted employees may not start work in the new position until all appropriate forms have been signed and processed.
Records must include the resume and application materials of all applicants for a position, as well as documents pertaining to individuals considered for the position.
All employees must complete a Patent and Copyright Agreement Form (SU18) as a condition of employment.
The hiring department must retain records relating to a search, selection and employment decision for a minimum of four years following the decision. Should there be a dispute (grievance/litigation), the documents must be retained until the matter is resolved, if not resolved by the conclusion of the four-year period.
For more information, see the University Human Resources: Talent Management & Workforce Strategy website (https://cardinalatwork.stanford.edu/manager-toolkit/attract/talent-acquisition).
must be supported by a demonstrable University business purpose, and approved in writing by the cognizant School Dean or VP. Copies of such approvals should be forwarded to the Global HR Programs Manager in University Human Resources and the Global Business Director in Business Affairs.
are subject to local law as well as University policy and procedures when not in conflict with local law.
Employment Options - Employment regulations in other countries may be very different than the U.S. In light of operational and regulatory complexities, careful consideration should be given to the various employment options in satisfaction of programmatic requirements, before considering an international hire, transfer or assignment.
Administrative Costs - Assignments outside of the United States typically involve significant additional administrative costs in light of the regulatory and operational complexity involved in such assignments. Accordingly, the supervisor hiring or assigning the employee outside of the United States is responsible for ensuring that the added administrative expense of such an assignment is covered by the applicable budget for the duration of the assignment.
Work Authorization - Work authorization and immigration issues may require significant lead-time, and HR managers are responsible for ensuring that appropriate documents are secured prior to foreign employment. The local Human Resources Office cannot process an assignment until the proper work authorization is obtained. All offer letters must be approved by the local Human Resources Office in consultation with the Global HR Programs Manager.
Consulting Arrangements - It should be noted with caution that what may appear to be a consulting arrangement by U.S. standards, could in fact constitute an employment relationship in a foreign country, potentially triggering employment, tax and other regulatory considerations.
In general, the same policies and practices are required for international hires as detailed in the ensuing guidelines for U.S. employment. However, local country norms and requirements take precedence, and it is the responsibility of local HR managers and the supervisor to ensure that the employee is apprised of such requirements prior to the effective date of the assignment. Assignments should be of a limited duration for the purpose of addressing tax, expatriate status and visa considerations.
Additional guidance may be obtained from the Global HR Programs Manager at globalhrprograms@stanford.edu (mailto:globalhrprograms@stanford.edu) in University Human Resources and/or the Global Business Director in Business Affairs.