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1. Recruitment and Selection
   1. A position announcement will be posted on and open for acceptance of applications for an amount of time appropriate to the nature of the position but no less than five (5) calendar days.
   2. Open-ended (“open until filled”) postings may be warranted for hard-to-fill positions.

2. Exceptions to Competitive Process

   The Chief Human Resources Officer will consider requests for an exception from the requirement for an open competitive process on a case-by-case basis.  Exceptions to a full open competitive process may be granted by the CHRO for special or emergency appointments that are deemed necessary by the President.

3. Rejection on Probation

   If an immediate supervisor would like to reject an Employee on probation, the immediate supervisor must contact the appropriate HR Employee Relations directly or via HRER@umgc.edu at least thirty (30) days prior to the end of the Employee’s probationary period.

   If an overseas immediate supervisor would like to reject an Employee on probation, the immediate supervisor must contact their respective Human Resources Office at HR-Europe@umgc.edu or HR-Asia@umgc.edu at least thirty (30) days prior to the end of the Employee’s probationary period.

See Policy VII-1.01-GC: ���Ĵ�ý Policy on Recruitment, Selection, and Probation

See all Human Resources Policies and Procedures