Criteria and Instructions
To use any of the following HRCO approved Exceptions to Search from your Affirmative Action Coordinator
- A completed Required Applicant Disclosure Form from the potential employee. Keep in
mind you should also have a job description for this position. It is the department’s responsibility to ensure the required application disclosure is complete, signed, and should review the form for Nepotism, Felony and Sex Offender disclosures and contact Human Resources as
appropriate regarding information disclosed in these sections. These required application disclosures must be kept, along with documentation of the exception to search approved by the
AAC, for three years from the date of hire.
- Justification for the request to waive the search. In this justification provide information regarding the previous search that was conducted (search number, dates, etc.). If the employee for whom the exception is being requested is not a current employee, provide further justification regarding the need for a search waiver.
- If the position requires a criminal history background check, education verification,
and/or pre-employment medical screen, any offer of employment must be contingent upon
satisfactory results of these verifications being received by Human Resources. In addition, the
Fair Credit Reporting Act and UI Policy require written notification of the requirement of a criminal background investigation to the applicant. A copy of this correspondence must be attached to the background check form to allow for processing.
- 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
Human Rights Compliance Officer Approval
Approved by Andreen Neukranz-Butler, Human Rights Compliance Officer for the University of Idaho
University of Idaho policy and state and federal law support conducting open competitive
searches to satisfy Equal Opportunity hiring. Sometimes circumstances exist where you may
wonder whether you may hire without conducting a search, or request “an exception” from
conducting a search. The University’s Human Rights Compliance Officer has approved the
following list of exceptions for student and temporary positions only.
Please note that your individual department and/or Affirmative Action Coordinator (AAC) may
have specific department/college policies that may prohibit you from using these exceptions. It
is the AAC's responsibility to ensure these policies and procedures are being upheld on behalf
of the department and in accordance with UI policy and state and federal law. As such, your
request for exception to search should be posed first to your Affirmative Action Coordinator for
The following hiring situations may not require an open competitive recruitment
process. Any hire not covered by these exceptions, or which your AAC disapproves,
must have a search conducted. Please note that with regard to ALL
positions, the University’s policies on Nepotism and Conflict of Interest apply (refer to FSH 6240 and 6241).
Regarding Any Exception On This List
If any one item for any of this exceptions list is not met or needs
clarification, you must either post the position following university
affirmative action hiring policies (See Faculty-Staff Handbook
3090) or send your request to your Affirmative Action Coordinator
to ask for a waiver of search from the Human Rights Compliance
Officer (HRCO). If approval is given, your Affirmative Action Coordinator
will then send the request on to the HRCO. Requests sent
to the HRCO from anyone other than an AAC will result in a request
for the approval to be routed through the appropriate channels.