Department hiring and payroll processes

The following are the steps for hiring university staff.

Create and post job requisition for admin/staff/students - This job aid helps users create a job requisition for administrators, staff or students. This is a formal request to fill a position and begin recruiting. Keywords: Job Position, Recruitment, Contingent Worker, Volunteer, Advertising.

Please note: Your The College Divisional Director may request to be added as a Primary Recruiter on positions that have high-level financial or human resources duties, or they may request other The College Dean's Office staff to be added, such as an OSAP representative for advisor searches. We will notify you upon approving your position if this is the case.

It is also recommended that the requisition team includes a person who can back up the hiring manager if necessary. This may also be your Divisional Director in cases where another staff member is not available or appropriate.

Additional questions regarding this process may be directed to HR Recruitment (email: DL.ORG.HR.Staffing; phone: The College Recruiter Daniel Klug (480) 965-9841) or your The College divisional director.

The following are the steps for a Confidential hire process. Please note the following items before submitting a Confidential hire for a staff position:

Long-term, temporary (not to exceed 24 months) and permanent positions may require approval of the Executive Director of Equity and Inclusion.

If you are submitting a waiver for a research staff position please consider the following questions and include the answers in your justification.

1. What makes the research the PI is conducting specialized to ASU?
2. Is there any other candidate in the country who would be qualified for this position in this specific research area?
3. What are the specialized qualifications this candidate has that makes him or her the only potential hire for this specific research area?
4. If the candidate is a former student employee, are there, or were there other students in the lab who are just as qualified as this candidate? If not why?

Please do not include as part of the waiver justification that there is an immediate need to fill the position.

Follow the steps below to conduct a confidential hire.

Create confidential job requisition

• HR-Recruitment website

Additional questions regarding this process may be directed to:

HR Recruitment
General email DL.ORG.HR.Staffing
CLAS Recruiter, Daniel Klug (480) 965-9841

OR your CLAS Divisional Director

Step 1

Submit the CLAS Promotion/Salary Action Request Form and employee resume to your CLAS Dean Divisional Director. If the position is changing benefits eligibility status, you will need to promote to a new position number. You may use the HR Business Center website as a resource in determining the appropriate classification.

Step 2

Your Divisional Director will review with the Dean and Human Resources. If approved, the BOM will send the completed form back to the department for further processing.

• Please note that all promotions/reclassifications requesting more than a 20 percent increase will require Provost approval. To obtain Provost approval, send an email to your CLAS Dean Divisional Director detailing specifics and justification for the increase as well as the form.
• At this time the Provost has indicated that salary increases will only be approved if part of a reclassification/promotion.

Step 3

Create a promotion letter for the employee using the templates on HR’s website.

Step 4

Follow the processing steps listed on the HR Business Center website for updating job data screens in PeopleSoft for promotions and ad hoc salary changes.

Please refer to the HR calendar for deadlines.