Faculty Hiring Manual
Section 1: Overview of Faculty Hiring Procedures
1.1 Reference and Scope
The Manual applies to most faculty positions defined as Class 1 by University Human Resources. The Manual does not govern the hiring of staff. Some aspects of the hiring process described below will also be applicable to the hiring of postdoctoral associates and to other instructional and research positions. Some specialized circumstances for RBHS faculty may require different procedures.
While University Human Resources (“UHR”) oversees the Recruitment, Onboarding, and Classification System (ROCS) and certain aspects of the faculty hiring process as set out below, faculty hiring is primarily overseen by individual academic units, guided by hiring processes established by each CLU and often supplemented by more specific processes that pertain to local departments, schools, and campuses. All Hiring Units should consult locally to ensure that they are following proper procedures. The Manual is intended to serve as universitywide guidance on best practices in the hiring process for all faculty, both tenured and tenure-track and non-tenure track, regardless of field, academic unit, or campus, so that Rutgers moves consistently at all levels toward its larger goal of inclusive academic excellence. The Manual is not intended to supersede any University Policy or collective bargaining agreement, which shall govern as applicable.
In accordance with applicable legal requirements and University Policies, Rutgers provides equal employment opportunity to all its employees and applicants for employment regardless of their race, religion, creed, color, national origin, age, ancestry, nationality, marital or domestic partnership or civil union status, sex, pregnancy, gender identity or expression, disability status, liability for military service, protected veteran status, affectional or sexual> orientation, atypical cellular or blood trait, genetic information (including the refusal to submit to genetic testing), or any other category protected by law. As an institution of higher education, Rutgers values diversity of background and opinion and prohibits discrimination or harassment on the basis of any legally protected class in the areas of hiring, recruitment, promotion, transfer, demotion, training, compensation, pay, fringe benefits, layoff, termination or any other terms and conditions of employment.
Additional information regarding CLU hiring policies and resources are available at the
following links:
- Rutgers–New Brunswick:
- Rutgers Biomedical and Health Sciences:
- Rutgers–Newark:
- Rutgers–Camden:
1.2 Audience
While not all sections of the Manual will be relevant to every individual involved in the faculty hiring process at Rutgers, anyone involved in the process of hiring faculty at Rutgers is encouraged to read through the Manual in its entirety.
Faculty Hiring Manual
The Rutgers University Faculty Hiring Manual is intended to support efforts in Rutgers departments, colleges/schools, and other academic units across our chancellor-led units. It outlines university policies, procedures, and best practices for identifying, selecting, and hiring exemplary future colleagues whose research, teaching, and service will advance the university's mission.
