Recruitment and job posting procedures

All University positions are now listed through the UBJobs system.

Hiring Managers should use the Human Resources web link which follows to access this system, and for assistance with position classification and posting procedures.
http://www.ubjobs.buffalo.edu/hr

Job applicants should use the web link which follows for information regarding the application process, to review open positions, and to submit an application.
http://www.ubjobs.buffalo.edu

Goal of UB Affirmative Action Searches

The goal of an affirmative action search is to increase the number of individuals of protected groups in areas where they are underrepresented and on the campus at large. In units with a predominance of one protected group, affirmative action searches should be directed toward the other protected groups. These efforts must supplement the traditional procedures of advertising through newspapers, professional journals, conferences, and form announcements.

An Affirmative Action Search Should Demonstrate:

that extraordinary efforts have been made to identify and recruit members of protected groups,

a positive correlation between the availability pool and the applicant pool and a positive correlation between the availability pool and the seriously considered candidates,

that all employment decisions are based on objective standards/criteria and the furtherance of equal opportunity and affirmative action for protected group members.

The University's promotion policy for professional staff employees will be consistent with the University's Affirmative Action Policy.

These affirmative action guidelines are in accordance with Federal and State statutes and regulations and with the Policies of the Board of Trustees of the State University of New York.

Waiver of Affirmative Action Search

701. Policy

Hiring units, however, may present a justification with what they consider to be exceptional circumstances for not carrying out a full affirmative action search. The waiver of the search procedure process will be considered in light of those exceptional circumstances, which include:

instances where employment or promotion of a qualified member of the protected groups furthers the affirmative action goals of the University

situations in which an opportunity emerges, independent of a specific vacancy or position, to hire an individual of unique qualifications or ability to make contributions to the University; and where the best interests of the University will be served by that appointment.