University of Idaho policy and state and federal law support conducting open, competitive searches to satisfy Equal Opportunity hiring. However, the twelve hiring exceptions listed below may not require an open, competitive recruitment process. Any hire not covered by these exceptions, or anther waiver or exception, must have a search conducted through Human Resources.
If any one item for any of these exceptions is not met or needs clarification, you must either have the position posted or you may send a request to your Affirmative Action Coordinator (AAC) to ask for an exception to search from Human Rights Access and Inclusion (HRAI) office. Requests sent to HRAI from anyone other than an AAC will result in a request for the approval to be routed through the appropriate channels.
Please note that your individual department may have policies prohibiting you from using these exceptions. It is the AAC's responsibility to ensure college and departmental policies and procedures are upheld on behalf of, and in accordance with, UI policy and state and federal law.
If the position requires a criminal background check, any offer of employment must be contingent upon satisfactory results of the background check (refer to APM 50:16). Contact the Human Resources office to have a background check initiated. With regard to all positions, the University’s policies on Nepotism and Conflict of Interest apply (refer to FSH 6240 and 6241).
The University’s Human Rights, Access, and Inclusion Office has approved the following list of exceptions for student and temporary positions only. EPAF comments entered for these hires should contain information that indicates a hire was made using this exceptions list, and specifically contain which exception number was used.