Hiring and Recruitment

Consistent with SUNY policy and the President’s affirmation, it is the policy of the University that an open and inclusive search should be conducted prior to filling all faculty or professional staff vacancies. However, as in all processes, a certain degree of flexibility remains. In certain situations, vacancies may be filled through an internal promotion, consistent with collective bargaining arrangements. Flexibility is imperative critical workload situations necessitating immediate hiring. A waiver is appropriate in situations where it can be demonstrated that the investment of time and effort in a search is not in the Institution's best interests. The waiver request should include:

  1. A justification for the request, presented in an institutional context, demonstrating the imperative for departing from a full, affirmative search.
  2. A description of the position, including minimum and preferred qualifications.
  3. The vitae of candidates who may already have been identified, with a description of the process used to locate them.
  4. This documentation should be submitted to the Office of Diversity and Inclusion (ODI).
  5. A written determination will be rendered and transmitted to the requesting department

Exceptions

The following do not require conducting an open search nor a waiver:

  1. Appointments of six months or less.
  2. Appointments of 50% obligation or less, regardless of duration.
  3. Internal promotion. (However, collective bargaining arrangements may require an on-campus posting).
  4. Upward reclassification/retitling of a filled position
  5. Post-doctoral appointments.
  6. Non-renewable Visiting faculty appointments of two years duration or less.
  7. Transfer of filled positions.
  8. A new president's exercise of their prerogatives in the initial organization of the office. That prerogative may, on occasion, be extended by the president to a new vice president.