Internal UVAFinance Job Opportunity Procedure

 

  1. Purpose

UVAFinance is committed to equality in the employment opportunities available within the UVAFinance organization.  UVAFinance’s goal is to create a fair, equitable, and consistent process to ensure that when permanent, temporary, or interim employment opportunities are available within the UVAFinance organization, the employment opportunity is communicated within the UVAFinance organization and a competitive process is established and followed.

  1. Applicable Job Actions

This procedure applies to the following:

  • Permanent external job search/recruitment that is posted within Workday.
  • Permanent internal job opportunity that is not posted within Workday.
  • Acting/temporary internal job opportunities. For example, if a vacancy will be assigned on a temporary basis to an internal team member until a permanent job recruitment is initiated.
  • Role changes
  1. Process

Working with the applicable leader and the HR Business partner, the new job opportunity process will follow a fair and equitable search through one of two established processes:

  1. The job opportunity is posted within Workday and follows normal HR practices.
  2. The job opportunity is limited to UVAFinance employees and is not posted within Workday. In this case, the opportunity will be communicated to the UVAFinance team. The internal posting must outline steps that qualified and interested team members will need to follow to be considered for this opportunity and include the job description and qualifications for the role.

For each process, the search will be fair and equitable. The manager will be responsible for a plan to ensure the process is open, transparent, and that diverse candidates are encouraged and fairly considered. The use of search committees will be highly encouraged.

  1. Approval and Exceptions

Prior to initiating the process outlined in step 3, the manager will obtain approval from the applicable Associate VP and HR Business Partner.  Any exceptions to this policy must be approved by the HR Business Partner, the applicable Associate VP, and the Vice President.

  1. Employee Documentation

After conducting a competitive process, any employee impacted by a job change, the changes will be reflected an outlined in an accompanying employment letter.