Faculty Hiring Manual 
Section 1: Overview of Faculty Hiring Procedures

1.1 Reference and Scope

The Manual applies to 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.  

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 policies established by each CLU, and often supplemented by more specific policies 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 negotiations 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, 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. Rutgers 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. 

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.