Starting the Applicant Pool Process (prior to 1/1/2013)

The department's appointing authority should prepare a general pool announcement that is broad enough to cover needs that may arise within the department during the coming year for which an individual search would be infeasible or impractical.  Pool announcements generally should be limited to a single appointment type, i.e. separate pools generally are required for officers of instruction vs. officers of research where the needs and/or minimum and preferred requirements are typically quite different. If you are advertising for multiple ranks, the position announcement and ad must clearly delineate the criteria and the duties of positions at the different possible ranks. Below is an example of a pool announcement. You can find other examples on the UO's applicant pool job web site.

RESEARCH ASSISTANT/ASSOCIATE and/or POSTDOCTORAL RESEARCHER

The Department of XXXX, University of Oregon, seeks to create a pool of applicants for research positions that are funding contingent, part-time or temporary assignments with an appointment of up to one year, but with the possibility of renewal for up to three years depending on need, funding and performance. Appointments may be as research assistants, conducting research under the direction of a principle investigator, as postdoctoral research associates, conducting research under the direction of a faculty member for the purpose of acquiring research training, or as a research associate, conducting research with only general guidance. Research Associate and Post Doctoral Research Associate positions require a PhD by start of position, with directly relevant research experience for Research Associate status; Research Assistant positions require an MA/MS.

Applicants will be screened as needs arise. Successful candidates will have professional experience and a commitment to working effectively with students, faculty and staff from diverse backgrounds.

At this time there is an immediate need for two positions, Geographic Information Systems Developer and Behavioral and Neuroimaging Researcher.

For the Geographic Information Systems Developer, we seek applicants trained in GIS development/programming to assist our team in creating a soundscape GIS interface to be used by students who are blind or low vision.

For the Behavioral and Neuroimaging Researcher, we seek applicants trained in behavioral research design and analysis as well as neuroimaging (fMRI, specifically) research design. In addition, experience with tactile map production and use and/or research experience with participants who are blind or low vision is preferred.

To apply: Please send a cover letter, CV and names of exactly 3 references in PDF format to Open Research Pool, uogeog@uoregon.edu . If you are interested in either of the two specific positions identified above, please copy Professor XXX, search committee chair for those searches, at xxx@uoregon.edu when you submit your application packet.

The University of Oregon is an equal opportunity, affirmative action institution committed to cultural diversity and compliance with the Americans with Disabilities Act.

 We invite applications from qualified candidates who share our commitment to diversity and from members of underrepresented groups. Applications are accepted immediately and will be maintained on file for a period of one year.

The intent of the applicant pool process is to efficiently fill organizational needs for which an individual search is impractical or otherwise not feasible. However, affirmative action obligations and the UO’s commitment to academic excellence require outreach and recruitment efforts thoughtfully designed to attract strong and diverse pools of qualified candidates, with a deliberate effort to attract women and people of color.  For applicant pool hires, print advertisements are not required and departments are encouraged to think creatively about effective and economical ways to reach as diverse a pool of prospective candidates as possible. In particular, the use of electronic (web-based) bulletin boards and contact with professional associations, colleges and universities are encouraged as an effective means of regional or national outreach and recruitment. Outreach and recruitment must, at a minimum, be regional in scope and comparable to what would be expected for an individual search at the same level.

The following search paperwork is to be submitted through regular channels to initiate an open applicant pool:

·         NAPO

·         Proposed job announcement and advertisement texts

·         Proposed recruitment plan

AAEO will review the announcement and recruitment plan for compliance with the above guidelines. Upon approval, AAEO will assign a posting number and the announcement and recruitment plan will be forwarded to Unclassified Personnel Services for review and final approval by the Senior Vice Provost or the appropriate Vice President. An open applicant pool is limited to a one-year period.  To the extent there are ongoing NTTF needs, a hiring unit must renew its open applicant pool on an annual basis, submitting appropriate paperwork for review and approval by appropriate offices.

Once an open applicant pool has been approved by the Senior Vice Provost or the appropriate Vice President, Unclassified Personnel Services will notify the department and AAEO of final approval of the applicant pool thereby providing the necessary authority for posting the announcement on the UO Jobs page. Once the department receives this notice they need to email the electronic job announcement to AAEO for posting to the UO jobs page. The posting to the UO jobs page must happen prior to any external advertisements. Once the announcement has been posted on the Jobs page, AAEO will forward to the hiring department a link to the posting, the Applicant Data Request Form link for that pool, and the “master” affirmative action compliance statement to be used for all hires made from that pool.  The department is responsible for placing the announcement with all other sources identified in the approved recruitment plan.  Advertising and other outreach efforts may be repeated as many times a year as needed to generate a pool sufficient to meet departmental needs.