All academic positions require an open recruitment unless exempt under specific criteria as listed in Red Binder VII-1, section II.
If the PI needs to search in order to fill a postdoctoral scholar position, then an open recruitment must be conducted in accordance with open recruitment procedures.
Please insert the following diversity statement within the body of the job posting:
The Department is especially interested in candidates who can contribute to the diversity and excellence of the academic community through research, teaching and service.
Please insert the following EEO/AA tagline at the end of the job posting:
The University of California is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law.
This tagline was updated on 04/08/15 and should be used on all job postings thereafter.
No, it is for preparation and information gathering only.
It depends. Changes can introduce fair hiring issues. For example, title code(s) are not editable by the department once the Search Plan is approved, although in the case of clerical error, a UC Recruit administrator can override the lock. If the search is configured for Review Dates and there are applicants, the IRD (Initial Review Date) cannot be changed, even by system administrators. Document requirements and references can be changed up until the first applicant applies, but then these lock down.
The inability to easily change items in a published Search Plan requires that reviewers of the Search Plan carefully consider its contents and may ask the department for corrections during the Approval process. Set up the open date of the recruitment with enough time to allow for approvers to review and offer feedback, and for the department to correct any issues reviewers find.