SEARCH WAIVER PROCEDURES
for
FACULTY
and
PROFESSIONAL EXEMPT POSITIONS
The University of Colorado at Colorado Springs is committed to recruiting and retaining a diverse workforce. The campus will use approved affirmative action search procedures to attract qualified and diverse applicants for all faculty and professional exempt positions. Occasionally, search waivers may be granted in order to expedite the hiring of a new faculty or professional exempt candidate.
All faculty and professional exempt position vacancies shall be filled using campus affirmative action procedures unless prior approval of a search waiver is obtained.
SEARCH WAIVER GUIDELINES
Search waivers may be granted in the following situations:
a) When a position will last less than one year;
b) When there is "critical" operational necessity. Failure to fill the position immediately would result in a substantial reduction in critical operations such as essential utility operation, a research project at a critical point, essential student or academic operations at a critical point, etc.;
c) When it is possible to reuse a candidate pool developed during a recent search. This may be possible when an unexpected vacancy occurs where a similar search was conducted recently (the period of time may vary depending on the uniqueness of the position or the difficulty in identifying qualified candidates). This would be possible when the department was previously able to establish a qualified and diverse pool of applicants;
d) When the position would represent a promotional opportunity for a qualified internal candidate;
e) When a position requires unique and specialized skills essential to performing the job and a candidate who possesses these skills has been identified.
SEARCH WAIVER REQUEST PROCESS
A written request for search waiver should be sent to the Compliance Officer along with a job description and a resume. The requesting memo should contain factors which support granting a search waiver. These factors may include, but are not limited to:
a) Factors related to the qualifications of the individual;
b) Absence, under-utilization, or a disproportionately small number of protected class individuals in the work force of the office/college/school/department;
c) Factors related to the enrichment of the office, college, school, or department by the addition of a protected class member;
d) Factors related to the fit between the individual’s qualifications and the requirements of the position; or
e) Other appropriate information.
The Compliance Officer will review each request and will forward appropriate requests to the Chancellor for approval.
In determining whether a waiver is to be granted, the hiring department’s past progress in increasing diversity will be considered.
If search waiver is granted, the appointing authority works with the Office of Faculty Records to prepare the letter of offer and other required documentation.
