Professional Vacancy Search Committee Guidelines

A position may not be advertised, either internally or externally, until the Office of Human Resources has notified you that all approvals have been secured, including the Vice President, Provost and/or President's office, Budget office and the Office of Diversity, Equity and Inclusion (ODEI).


The campus department should first submit a position request web form, requesting approval to fill or create a position. Human Resources will forward the request to the appropriate VP and the Budget office for approval and notify the requestor via e-mail when the necessary approvals have been secured. The link to the web form is below:

Submit the draft job description and salary to HR (Alison Gierlach) for proper classification and budget title.  Complete Professional Vacancy Worksheet for this purpose.

The campus department should contact the Office of Diversity, Equity and Inclusion (ODEI) to request the appropriate search forms:

After ODEI approves the search paperwork Part 1, they will notify Human Resources, who then reviews the proposed advertisement and coordinates with the search committee chair to finalize the job posting.

Human Resources posts your vacancy on the three web sites below. Your department will be responsible for any additional advertising:

Binghamton University:
Higher Ed Jobs:
New York State's Job Bank:

For a list of various sources to advertise the position you are hiring for, please click on the following link: http://www2.binghamton.eduhuman-resources-new/forms/index.html#recruitment-links

The Graystone Group Advertising, a SUNY partner, is considered a viable option when advertising in external newspapers and other publications. They are often able to garner more reasonable, group rates than individual departments. The search committee and/or hiring department is responsible for any external advertising costs. Standard purchasing rules still apply when using the Graystone Group.

Pursuant to the UUP Internal Promotion Agreement, each eligible, internal candidate (eligibility is verified by the Office of Human Resources) must be considered prior to the consideration of any external applicants.

Tier 1 internal applicant:  Current ELIGIBLE employees covered by UUP agreement are to be reviewed and considered first, followed by a review of Tier 2 applicants.

Tier 2 internal applicant:  Current ELIGIBLE Classified Service or Research Foundation employees) are considered second.

One of three decisions must be communicated to the UUP Tier 1 internal candidates prior to the review of any Tier 2 internal or external applicants:

  1. The person does not meet the qualifications for the position and will not receive an interview
  2. The person is qualified and will be interviewed
  3. The person is qualified and will be included as part of the larger candidate pool and considered further
The above UUP Internal Promotion Agreement does not apply to Management/Confidential positions.

The chair of the search committee is responsible for verifying the successful candidate's highest claimed degree prior to an offer being made. They are also required, as per university policy, to attest to the fact that credentials have been verified for the record. Copies of transcripts or degrees are acceptable, or you may contact Human Resources for a user account to the National Student Clearinghouse for degree verification.

The chair of the search committee may arrange to review an internal candidate's personnel file by contacting Human Resources at 777-2187. Policies and Procedures Governing Official Personnel Files may be found at:

Affirmative Action Search Process

The search committee reviews applications and makes recommendations for interviews; prepares screening tools, interview questions, etc.  Please coordinate with the Office of Diversity, Equity and Inclusion (ODEI) throughout the interview process.

After the 10-business day internal application period ends, HR notifies candidates, ODEI, and the search committee of internal candidate status.

The department notifies internal candidates of their intent of whether or not to interview.

To conduct interviews, complete and submit Affirmative Action Part 2 form to ODEI.

Schedule and conduct interviews.

Search committee selects and recommends a successful candidate.  Submit the Affirmative Action Part 3 forms for approval.

Make verbal offer to candidate (within the range of salary approved and listed on the posting).

Upon verbal acceptance, send formal offer letter to the selected candidate (contact Professional Employment staff in HR if you need the appropriate offer letter template). Academic departments, please contact your Dean's office for this. If you need clarification for any aspect of the offer letter, please contact HR.

Notify candidates who were not selected for this vacancy.  There is an email template for this message, which you may tailor to your department, available in Interview Exchange.

Appointing the New Employee

The hiring department submits a Hire/Rehire HR Form.

Direct new employee to the "New Employee Forms" packet on the HR web site.

The hiring department sends original signed offer letter to Human Resources. HR will collect the new employee forms, including the Oath of Office, Confidentiality Agreements, etc.

IMPORTANT NOTE: The federal I-9 form must be completed in person (or notarized document process if employee is not on site); within the first three days of employment. Also, the Social Security card must be verified with HR (or notarized document process if employee is not on site). We are not able to place an employee on the New York State payroll without a Social Security number.

Send a signed Performance Program to HR within 45 days of start date.

Other Resources

Behavioral- Based Interview Questions

What Not to Ask in an Interview (.pdf, 341kb)

Frequently Asked Questions








Alison Gierlach

Manager of Professional Employment

(607) 777-6625

Luanne DiRico

Personnel Assistant (For Professional Vacancies)

(607) 777-6950

Last Updated: 2/24/15