Recruitment Policies & Procedures
Here at UCR, we are committed to hiring a talented workforce through recruitment practices that are fair, consistent and comply with all applicable laws and regulations
In addition, the University is dedicated to the value of a diverse workforce as an Equal Opportunity / Affirmative Action Employer with a strong institutional commitment to the achievement of excellence and diversity among its faculty and staff. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected veteran status, or any other characteristic protected by law.
COVID-19 Vaccination Job Posting Language
Effective October 1, 2021, UCR has incorporated the following job posting language that has been reviewed and approved by UC Legal and UC Benefits/Retirement as of September 24, 2021.
As a condition of employment, you will be required to comply with the University of California SARS-CoV-2 (COVID-19) Vaccination Program Policy. All Covered Individuals under the policy must provide proof of Full Vaccination or, if applicable, submit a request for Exception (based on Medical Exemption, Disability, and/or Religious Objection) or Deferral (based on pregnancy) no later than the applicable deadline. For new University of California employees, the applicable deadline is eight weeks after their first date of employment.
All new hire packets must include the Pandemic Statement which is an acknowledgement that all new hires will comply with all of the University of California public health directives related to COVID-19.
The Pandemic is offered in two versions:
Policies & Procedures
Local Procedure 20 - Recruitment and Promotion
Local Procedure 20 describes recruitment requirements for staff appointments in the Professional & Support Staff, Managers & Senior Professionals, and Senior Management Group personnel programs.
Local Procedure 21 Selection and Recruitment
Local Procedure 21 for selecting and appointing candidates for employment shall be used to inform the campus of the requirements and procedures to select and appoint candidates, conduct background checks, reference checks, and employment eligibility verification, as well as the employment of near relatives.
UCR Core Competencies
UCR uses a set of core competencies that are utilized in all phases of the employee's life cycle. For more information about UCR Core Competencies, please be sure to visit the UCR Core Competencies webpage.
|Local Procedure on Giving Employment References is to provide managers and employees information on how to determine when to give an external or internal reference check. To review Local Procedure on Giving Employment References, please visit the Policies and Procedures webpage > Other.|
Governed by the UCR Outsourcing for Covered Services policy, in certain instances external recruiting services may be utilized for temporary work. A fee is typically associated with the use of these agencies and only those agencies which have been secured through the system wide co-primary agreements (issued by the UC Office of the President) may be engaged:
Temporary Staffing Agencies
Contract information for approved agencies can be found at the UC Office of the President Purchasing Services - Agreements Database when sorting by Temporary Staffing Services. For access to the database, contact your location procurement department.
Executive Search Firms
Rehired Retiree Pool Program
Reemployment of UC Retired Employees
UC retirees are a valuable resource, providing the University with institutional knowledge, research resources and experienced replacements on a short-term temporary basis when needed. Many employees, including UC, turn to their retirees to address compelling needs for specialized knowledge and experience in the workplace.
Most rehired UC retirees work on a part-time basis and for a limited duration, which supports the orderly administration of the retirement system and the need to refresh the UC workforce.
Reemployment of UC Retired Employees into Senior Management Group (SMG) or Staff Positions
The policy on Reemployment of UC Retired Employees into the Senior Management Group (SMG) or Staff Positions governs the reemployment of all former UC employees; SMG members, staff personnel, and academic appointees who have separated from university employment and elected monthly retirement income or a lump sum cash out from the University of California Retirement Plan (UCRP), and who are rehired into SMG or staff positions.
The policy includes the following limitation on reemployment:
For more information, please review the Regents Policy 7706 – Reemployment of UC Rehired Employees into Senior Management Group and Staff Positions.
How to Participate in the UCR Rehired Retiree Pool
To be added to our Rehire Retiree Pool, Please fill out the UCR Rehired Pool and send it by email to firstname.lastname@example.org for processing. Upon receipt, Human Resources will review the form to verify your eligibility to work as a retired employee. You will be notified of your eligibility once your eligibility status is confirmed.
For questions or additional information, please send an email to email@example.com.
The Human Resources Management System (HRMS) is intended for current users of iRecruit, Career Tracks, and Job Description System (JDS). To learn more about how HRMS and iReccruit are part of the recruitment process, please visit the Human Resources Management System webpage.