A permanent waiver of recruitment may be approved in exceptional circumstances.

Exceptional circumstances must be based upon extraordinary business necessity and requires documentation that address the reasons why conducting a recruitment would cause the department undue hardship in meeting its goals, such as disruption of critical services or research activity. Placement of a candidate into a career position that helps to improve the underutilization of the particular job group can be considered as one of the reasons for the request. It is the university’s intent to grant waivers only in limited circumstances.

II. Related Policies, Contract Articles and References

1. Personnel Policies for Staff Members (PPSM) - employees not covered by a collective bargaining agreement:
   
   
• PPSM 20-Recruitment
  
  
2. Contract Articles - employees covered by a collective bargaining agreement
   
   
3. Fair Hiring Guide
   
   
4. Waiver Process
   
   
5. Filling a Vacancy

III. Authority

The Staff HR Director in consultation with the Affirmative Action Director approves permanent waivers of recruitment.

The employment of near relatives within the same unit requires approval of the Staff HR Director. See  Employment of Near Relatives - Employment Actions.

IV. Criteria

To waive the recruitment process, at least one of the following criteria must be met:

• There are demonstrated recruitment difficulties e.g. the recruitment failed to produce qualified applicants and/or all qualified candidates have declined the position that was advertised widely.
• The position is temporary and has a budgetary end date (contract/grant) and the incumbent is a graduate originally hired through Non-Recruitment who remains to complete a research project begun while in student status.
• The candidate is highly qualified for the position based on expertise (e.g., research related) and possesses unique skills, knowledge, abilities or experience.
• Health and safety reasons exist.

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