Select “Direct Appointment” as the recruitment reason and select the appropriate Direct Appointment type from the following choices: Unit/Department will create a requisition via MyTrack.HR review in MyTrack: FLSA status (exempt or nonexempt), classification status, compensation band, salary commensurate with new position, and ensure the position’s responsibilities align with the requirements listed in the position description.Unit/Department will submit an updated position description via MyTrack and follow the position description approval process.Promotions that include movement of a position from classified to unclassified status may require notice to the union in accordance with the collective bargaining agreement. Non-competitive promotions of current employees: if aligned with a current university mission-critical strategic initiative, direct appointment of current employees to new positions may be considered.Target of opportunity hires: a known external candidate who possesses unique skills, knowledge, and abilities that are beneficial to the university may be hired without a search in exceptional circumstances (e.g., a world renowned expert whose work is relevant to the academic program or other university strategic initiative, and/or research being conducted by a unit and is interested in collaborating with UO instructional or research faculty).If this individual is a current employee and there are multiple similarly situated or qualified, potentially interested individuals within the unit, the unit should consider conducting an internal search unless the prior search was open to such individuals. If a search conducted within the last six months has failed to identify a qualified pool of candidates and/or all qualified candidates declined the position, an individual known to meet the needs of the position may be hired where failure to fill the position will compromise the operations of the unit. This requires appropriate Vice President or designee approval of the spouse or partner hiring agreement prior to the extension of the letter of offer. The appropriate Vice President or designee must approve such hires prior to the extension of the letter of offer (e.g., a new faculty member moving his/her research team, with uniquely relevant knowledge and experience, from another institution).Īn individual who is the spouse or partner of a new employee may be hired through the dual-career program without a search where that employment was negotiated by the new employee as part of his/her employment contract negotiations. Individuals critical to the ongoing work of a new employee may be hired without a search where the new employee, as part of his/her employment contract negotiations, requests and receives appropriate approval to hire those individuals.Other positions funded by research grants and contracts shall be filled according to university recruitment procedures. Individuals specifically named by Principal Investigators in grants or contracts may be hired without conducting a competitive search.Individuals specified in grants, other employment contract, or permitted with a new employee offer letter. Note: Generally, the unit/department does intend to backfill position (if person who is directly appointed is an internal candidate). When to use:ĭirect appointments may be used in the following situations: Direct appointments are considered an exception to general guidelines and will be considered under certain circumstances. The university recognizes that there may be situations in which a compelling reason exists to make a direct appointment.