It has always been the policy of UCSC to hire the most qualified individuals in all vacancies. Because UCSC's staff workforce lacks diversity of women and people of color in many of its positions (as defined by federally defined analyses), hiring managers are strongly encouraged to fill positions using Open Recruitment, i.e., both internal and external applicants should be sought.

Campus-Only Recruitment may be used to fill positions if the classification is pre-approved for campus-only recruitment.

The use of other options to fill career positions (and limited positions expected to exceed 1,000 hours in 12 months), such as transfer, reorganization or waiver should be limited to exceptional situations, such as an alternative to layoff, reorganization due to change in work or funding, or other unique circumstances.

The Comparison of Staffing Options Matrix describes the available methods of filling a staff vacancy, including limited/temporary vacancies, along with pros and cons associated with each choice.

Hiring Managers need to consider the following parameters when assessing recruitment options:

• Duration of the need (e.g., temporary project versus ongoing need)
• Funding availability and duration
• Availability of qualified candidates
• Classification and job group underutilization

Your HR Service Team Representative (HRSTR) can provide information on job group underutilization and assistance in determining the most effective and appropriate method to fill your vacancy.