RightSearch - Advertising the Vacancy

It is the responsibility of the hiring authority to advertise in key publications in order to reach members of communities under-represented within the university (e.g., women and/or minorities).

1. Human Resources coordinates all advertising in online, local media and/or trade publications (e.g., Monster.com, Tampa Tribune or Chronicle of Higher Education). If you are interested in advertising in print or online media, you must request the desired advertising source(s) on the Job Posting Details in Careers@USF. The hiring department is responsible for paying all costs associated with external advertising. Human Resources or the Diversity & Equal Opportunity Office (DEO) (DEO) will assist you in determining possible sources for your advertisement, selecting publication dates and securing quotes for the hiring authority’s approval prior to placement of the advertisement.

Possible sources for advertising include:

  • Newspapers (mainstream and non-conventional)
  • Professional publications
  • Minority/diversity organizations and publications
  • Radio
  • TV
  • Unemployment office
  • On-line job boards
  • Word of mouth
  • Minority and women-oriented on-line networks
  • Other universities
  • Conferences
  • Career expos

2. All Administration positions at the Director level and above must be advertised nationally. USF Diversity & Equal Opportunity (DEO) routinely places advertisements in the following publications to satisfy this requirement:

  • Women in Higher Education
  • Diverse Issues in Higher Education
  • Hispanic Outlook

3. For any position where the underutilization of women and/or minorities has been clearly identified, position-specific advertisements must be placed in state or local women’s and/or minority publications. Contact Diversity, Inclusion and Equal Opportunity (DIEO) for additional information.

4. Candidate pools formed for one search may be considered viable and used to fill another position with the same classification for up to four (4) months after the initial hire.

5. Exceptions. The following circumstances do not represent bona fide position vacancies and no announcement is required:

  • The reassignment or demotion of an employee to a different position
  • The reclassification of a filled Administration, Staff, or Faculty position if no actual vacancy exists
  • A change of funding to/from a contract, grant, auxiliary, or local-fund from/to a general revenue-funded position with no change in duties, responsibilities, or classification if the incumbent was hired according to the university vacancy announcement procedures.

6. Exemptions. The following positions are exempt from the position vacancy announcement requirement unless the Diversity, Inclusion and Equal Opportunity (DIEO) has determined that the position has special advertising requirements in order to meet the needs of the University Affirmative Action Plan or Equity Accountability Plan.

  • Positions funded from contracts or grants:
    • The principal investigator and other proposed incumbents are specifically identified by name in the contract or grant for a benefits eligible position.

    • A position is available because a contract or grant is terminated and reestablished and the position has the same duties under the reestablished contract or grant.
  • Positions to be filled by persons who have been laid off and who have recall rights under the rules or bargaining agreement
  • Positions of 0.5 or less FTE
  • Positions to be filled as visiting appointments if the appointment does not extend beyond one year
  • Positions to be filled on an acting, temporary, or emergency basis for one year or less. When the position is to be filled on a permanent basis, it must be advertised unless the university president or designee approves a waiver
  • Temporary positions ( formerly known as Other Personnel Services, OPS).
  • Positions to be filled by an employee who completed in good standing a university educational leave program
  • Positions to be filled in settlement of litigation, grievance or arbitration
  • Positions to be filled according to a university internal promotional posting procedure. The internal posting of the position is a minimum of seven (7) calendar days.
  • Positions to be filled from applicant pools generated by advertisements of other positions reflecting the same qualifications for the positions to be filled, if the selection occurs within the last four months following the close of the search which generated the pool.