Hiring managers may request a waiver of the stated job search process.  Before taking any action to initiate a job search waiver, the hiring supervisor and the Director of Recruitment and Employment evaluate the internal mobility and equal opportunity implications of the waiver action. A waiver of a job search is considered if: (1) the preferred candidate meets the qualifications specified in the job description and (2) at least one of the following criteria apply:

• Internal selection: A regular full-time or part-time employee of the department is deemed qualified to fill the vacancy. “Department” is defined as a group of employees with the same immediate supervisor. The decision to support an internal-only selection would be based on an assessment that equal opportunity initiatives would not be compromised by doing so.
• Return to work: An employee pending layoff, on layoff, or an employee returning from disability leave is qualified to fill the vacancy
• Current/previous search: The nominated candidate is part of a current or previous applicant pool (within the past 60 days) resulting from a regular position with the same job title, minimum requirements, and pay grade.
• Special appointment: Any current employee or external applicant may be appointed to an open position by the College President.

To initiate a waiver, the hiring supervisors must discuss the rationale for the request with the Director of Recruitment and Employment. The appropriate vice president/President must approve of the request. After a decision is made, the requesting supervisor will be notified.

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