Department Originator creates and submits requisition for approval on DrexelJobs.

 Use disqualifying questions to ensure your applicant pool meets your desired qualifications. Two disqualifying questions are required for each requisition.

 Create a guest user account in DrexelJobs to allow the Search Committee to review applicants' information.

 If you are looking for letters of recommendation confidentially, it's recommended to add a contact email address to the supplemental posting information in DrexelJobs.  It is suggested to only request letters of recommendation from your most qualified candidates.  Phone recommendations are also encouraged.

Compensation reviews for tracking and sends to VP/Provost for approval, or communicates within 1 business day if they have questions.

VP/Pres/Provost reviews requisition content, approves, and submits to the Office of Research or HRIS Req Review.  The Provost or designee will approve at this level.

HRIS checks the funding information, confirming that the department has budgeted the requisite funds, then approves and submits to Employment Req Review, or communicates within 2 business days if they have questions.

 For assistance with Budget Administration, please consult the Budget Administration Resources.

Employment/Talent Acquisition reviews the requisition in its entirety, approves, posts on DrexelJobs within 1 business day, and recommends advertising to ensure a diverse applicant pool.

 Utilize your Talent Acquisition Consultant for advertising, as low rates have been negotiated with providers. For associations that you or your Search Committee members use, Talent Acquisition can develop the advertisement for you to post and ensure consistency.  All external postings are required to include DrexelJobs application instructions and the Drexel University EEO Statement:

Drexel University is an Equal Opportunity/Affirmative Action Employer.  The [insert department name] is especially interested in qualified candidates who can contribute to the diversity and excellence of our academic community. 

The position must be posted for a minimum of 5 days before a finalist can be selected.  For guidelines on conducting an active search that will yield the best candidates for faculty roles, please review the Handbook for Faculty Recruitment [PDF].

 Should a candidate request accommodations, please contact the Office of Disability Services.

Review and sort application materials.  Update applicant status accordingly in DrexelJobs.

Conduct face-to-face interviews and update applicant status in DrexelJobs.

 Be sure to avoid inappropriate interview topics.  Refresh your memory by using "Interview Do's and Don'ts."

 Please review the Equality and Non-Discrimination Policy [PDF].

Work with the Provost's Office if necessary to make the final selection.

Department Originator submits request to hire to Dean/Director Review Finalist.  Department works with the Provost's Office on the official offer letter and completion and approval of the Faculty Data Entry Sheet.  Once the request to hire has been submitted, the requisition is no longer visible to applicants in DrexelJobs and applicants will no longer be able to apply.

 Start dates for faculty must be the 1^st of the month.  For 9/12 faculty, the start date must be September 1, December 1, or March 1.

If the finalist is not a US citizen or Permanent Resident Alien of the US, then the requisition must be routed to ISSS to begin the international employee hiring process. ISSS initiates the international process, and then approves.

Department can send offer letter and request for new hire paperwork.  TA receives signed offer letter, completed Faculty Data Entry Sheet and new hire paperwork from department.

New hires who are not US citizens or Permanent Resident Aliens of the United States are required to complete the International Tax Form [PDF] and return it to the Tax Office or your Talent Acquisition Consultant.  Once the form has been received by the Tax Office, the employee will receive an email with instructions on how to complete the Glacier Non-Resident Alien Tax Compliance Systems requirements.  Once the employee has been entered into the Glacier system, the Tax Office will provide HR with a GOAINTL form which indicates that the employee is authorized to work in the US as a non-citizen.

In order to be entered into the Payroll system, all employees must have a social security number.  International employees must provide Human Resources with a receipt of their social security number application prior to their first day of employment.  Keep in mind that the Social Security Administration requires that non-citizens be present in the United States for at least ten consecutive days before they apply for their social security number.  Once the social security number is received (typically approximately 4 weeks later), the employee must bring their documentation to the Human Resources and Tax Offices.  Please contact your TA Consultant with any questions.

 Keep in contact with your finalist and make sure a completed Drexel Faculty New Hire Packet is submitted to your Talent Acquisition Consultant prior to the new faculty member's start date.  This will ensure that a University ID and a user ID are created for the new faculty members before the start of the semester.  If all approvals and paperwork have been received, new faculty members can have access to their accounts up to 60 days prior to their start date.

Either prior to, or within the first 3 days of, employment at Drexel University, employees must present acceptable documentation of their identity, as well as proof of US citizenship or alien status with authorization to work in the United States.  Their employment will be contingent upon them meeting this requirement.  Please see the list of acceptable I-9 documents [PDF].

 I-9 must be verified in person. 

 I-9 training can be provided by HR.  For more information, please contact your TA Consultant or visit Career Pathway through the Employees tab in DrexelOne for available I-9 training dates.

Once new hire paperwork is received, using DrexelJobs, notify applicants who were not chosen by updating their status.

 It may be a good idea to personally inform second and third choice candidates that they have not been selected.  They may be first in line the next time your department has an opening and you want them to retain their interest in Drexel.  Use DrexelJobs for a fast, easy way to alert candidates.  Alerting all candidates is a good practice that lets candidates know that Drexel appreciates those who take the time to apply to our institution.

 If your new hire will be relocating, refer them to the HR website for relocation and area attraction information.

Employment/Talent Acquisition will mark the position as filled in DrexelJobs and the requisition will move to your historical log once all applicants have been notified by changing their status in DrexelJobs.  For those new faculty members who do not start on September 1, Talent Acquisition will schedule them to attend the benefits portion of the staff orientation and answer any questions they might have.  For those who start on September 1, they will receive benefits information at the Provost's annual new faculty orientation that all new faculty members are invited to attend.  This session is typically held during the first two weeks of September.

 Compensation indicated in faculty contracts is based on an academic year and pro-rated for those who do not start on September 1.

Within 2 business days of Banner entry by HRIS, the employee is active and can now see job information in the Employees tab in DrexelOne.

Begin preparing for your new faculty member by getting desk supplies, setting up computer, phone, etc.

 Use the DU Manager's Checklist for New Employees to make sure that your faculty member has a productive first few days on the job.

 User ID and University ID are available 60 days prior to start date once all paperwork has been received and entered into Banner.

 If you have a new faculty member that is relocating with a spouse, there is professional networking assistance available for the spouse through the Provost Office and HR.  If you are interested in inquiring more, please email Sarah Steltz at ses89@drexel.edu.

For payroll information, please visit the Payroll Schedule on the Comptroller's website.