## §2.01 Hiring Policies and Procedures

#### 3. Publicizing Job Vacancies 

a.  All job vacancies must be listed with the Human Resources
    Department, with the following exceptions:

    -   Those filled by the demotion of an employee within a division.

    -   Those filled by the reassignment of an incumbent employee with
        no change in general job duties, responsibilities, or
        classification within the same department or division.

    -   Those filled by a career employee on recall, on preferential
        rehire status, or scheduled for layoff.

    -   Those filled by a career employee who is transferred in
        accordance with [RPM
        §2.21(B)(1)](http://www.lbl.gov/Workplace/RPM/R2.21.html#RTFToC3)
        (*Reduction in Force/Policy*) in order to avoid a layoff.

> Promotions or transfers of an employee to a clearly different vacant
> position (including those within a department or division) must be
> listed with the Human Resources Department. Consult the Human
> Resources Department for guidance on determining whether the new
> duties and responsibilities should result in a new position that must
> be posted or in a reclassification or reassignment. See [RPM
> §2.06(F)(3)](http://www.lbl.gov/Workplace/RPM/R2.06.html#RTFToC21)
> (*Determination of Appropriate Classification*).
>
> Normal recruiting and posting requirements for a career position apply
> when the need for a term appointment extends beyond the maximum term
> of three years for nonscientific positions and seven years for
> scientific positions.

b.  The Head of the Human Resources Department regularly posts all
    vacancies unless the position is to be filled by a person who is
    scheduled for layoff or on recall or preferential rehire status from
    layoff or who has become handicapped and has received vocational
    rehabilitation services. See [RPM
    §2.05(H)(2)](http://www.lbl.gov/Workplace/RPM/R2.05.html#RTFToC34)
    *(Vocational Rehabilitation)*. Recruitment may be limited to
    Laboratory employees if the applicant pool is diverse enough to
    allow the hiring supervisor a meaningful choice in obtaining the
    essential job-related skills, knowledge, abilities, and other
    qualifications, including meeting affirmative action objectives.
    Appropriate media and organizations, both internal and external, are
    used to inform potential applicants of job vacancies and employment
    opportunities with the Laboratory. Posting of job vacancies is for a
    minimum of two weeks. Individual exceptions to the posting
    requirement may be approved by the Head of the Human Resources
    Department. Waiver requests for career positions in job groups
    identified by the Workforce Diversity Office as having significant
    underutilization of or potential adverse impact on minorities and
    women also require concurrence by the Head of the Workforce
    Diversity Office. The list of high-priority, significantly
    underutilized job groups and areas of potential adverse impact is
    available from the Workforce Diversity Office and is revised
    annually. Vacancies for limited, student assistant, GSRA, faculty,
    visiting faculty, and rehired retiree appointments are exempt from
    posting requirements. Any change in status from limited to career or
    term is subject to the posting policy.

c.  Advertising for personnel may be arranged only by the Human
    Resources Department. When advertising seems necessary to aid in
    recruiting personnel, advertising copy should be prepared jointly by
    the hiring department or division and a Human Resources Department
    employment representative.