As a follow-up, this memorandum outlines changes that either have or will be occurring, specifically in the area of hiring. The flexibility of the new pay plan for classified staff, implemented in September 2000, compels us to begin moving the hiring process closer to the source of decision-making with respect to issues of budget and internal alignment. Ability to negotiate starting salaries and make job offers at the school or department level should also streamline the hiring process.
Timely offers can be a critical element in getting the best people.
In addition, a diminishing workforce is an important factor giving impetus to the University's plan to gradually decentralize the hiring process. In order to meet the University's present and anticipated staffing needs, UHR must give greater attention to recruiting talented candidates and developing programs that will incorporate them into our workforce. The delegated hiring plan will be phased in over time. Darden, ITC, and University Development are piloting the plan in the initial implementation phase. After a successful implementation by the pilot group, we will look to gradually expand the delegated hiring effort in areas where it is mutually beneficial to do so, with priority to those organizations that have established full-time HRLRs.