Frequently Asked Questions
- How can a department request to establish a new position?
- What is the process of hiring a temporary employee?
- What kinds of background checks will be conducted? Will credit checks be done?
- Will having to conduct a background check on the recommended applicant slow down the hiring process?
- What happens if a candidate does not disclose any or all convictions?
- Where may I submit an application and resume to be kept on file?
- What is the difference between a required qualification and a preferred qualification?
- May I submit a hard copy (i.e. paper) employment application?
- How will I know the status of my application?
- What does "relevant experience may substitute for required education" mean for an applicant?
- I noticed a position I applied for has been re-advertised. Why am I not able to apply again?
- I need to update my resume or attach additional documents; however, I've already submitted my application. How do I update?
In order to request a new position, an action must be created in WorkforUM indicating the duties, proposed title and proposed salary. Once HR has reviewed, analyzed and made recommendations on the request, the action is routed through the department manager or Dean, Provost or Vice President, and Financial Planning in order to obtain approval. Once the approval is secured, HR begins the recruitment process for the position.
A temporary employee is usually identified and selected by the department. In the event the department has a need but does not have a candidate identified, Human Resources will assist in locating a candidate to fill their temporary need. Once selected the department will forward a completed temporary appointment form to workforce management. Our office will then ensure the temporary employee has completed an online application and cleared a background check, prior to approving their start date. Once approved, the temporary employee will attend a half day orientation session.
At this time, we search federal, state, and/or municipal jurisdictions for criminal convictions, national sex offender registration, and driver's license history only (if the position requires driving). Credit checks are not routinely done but if required, will be highlighted on the position posting announcement.
Human Resources diligently works with hiring departments to ensure a satisfactory background check is received prior to the first day of employment. However, as an exception, applicants may be hired "subject to" a satisfactory background check, and that clause would be written into the employment agreement. New hires would be able to start before the results are received by HR. Notwithstanding, if the results of the check are deemed unacceptable (as outlined in the internal Guidelines for Assessing Criminal Background Reports) or if it is discovered that the employee falsified any of the information provided on the application, the individual will be terminated.
Falsification, including misrepresentation or failure to disclose information (omission) as part of the application process or on the disclosure and authorization release, may disqualify a candidate from employment/appointment whether or not the falsification was intentional. Current employees may be subject to appropriate disciplinary action, up to and including dismissal.
Where may I submit an application and resume to be kept on file?
To officially be considered for a position, you must apply online at https://workforum.memphis.edu. Some of our vacancies require the attachment of resumes, cover letters, references, etc., so it is important you read the requirements for each position you identify.
What is the difference between a required qualification and a preferred qualification?
A required qualification is necessary to qualify for a position, and failure to substantiate each will preclude the possibility of an interview. Preferred (or desired) qualifications will be listed under special conditions. These qualifications are not necessary to qualify for a position but may be used to select from among the applicants.
May I submit a hard copy (i.e. paper) employment application?
No. All applications for employment must be submitted and processed through the University of Memphis online applicant tracking system at https://workforum.memphis.edu. As such, hard copy (i.e. paper) applications will not be accepted.
How will I know the status of my application?
All status updates may be reviewed by logging into your profile on our website at https://workforum.memphis.edu. After successfully logging in, click the "Your Applications" link. Statuses will be listed and updated here. If selected for an interview, the department will contact you to schedule a time. Applications will not be reviewed until the close date listed on the posting. If a position is open until filled, applications will be screened at the listed screening date.
What does "relevant experience may substitute for required education" mean for an
When HR reviews the applications submitted for postings with equivalencies listed (relevant experience may substitute for required education), applicants may receive credit (meet qualifications) by trading the required education with the appropriate number of years of relevant work experience.
I noticed a position I applied for has been re-advertised. Why am I not able to apply
The system does not allow applicants to apply more than once to each posting. If a position has been re-advertised, your application has been previously reviewed. Please check your status online.
I need to update my resume or attach additional documents, however, I've already submitted
my application. How do I update?
Unfortunately once an application has been submitted changes cannot be made, including adding or revising documents. If selected for an interview, you may bring in an updated copy of your resume and/or cover letter at that time.
Depending on the position, the duties assigned, an analysis of both internal and external median salaries, HR makes a recommendation to the department. This analysis ensures that actions are fair, consistent and address the specific needs of a position.
Each position has a median wage. Salaries for positions, even with the same title, will vary based on several factors and may be both above and below the median average. Some of the factors for determining salaries are as follows: seniority, or the length of time an employee has been on the job; years of experience, education and/or professional certifications are also other factors considered when negotiating salaries. All of these factors combined will often result in varying salaries among positions.
Employees’ positions are governed by the Fair Labor Standards Act (FLSA) are either "exempt" or "nonexempt." Nonexempt employees are entitled to overtime pay. Exempt employees are not. Most employees covered by the FLSA are nonexempt.
With few exceptions, to be exempt an employee must (a) be paid at least $23,600 per year ($455 per week), and (b) be paid on a salary basis, and also (c) perform exempt job duties. These requirements are outlined in the FLSA Regulations (promulgated by the U.S. Department of Labor). Most employees must meet all three "tests" to be exempt.
This may change in 2017 depending on decisions made by the federal government and the Department of Labor. It is anticipated that the minimum salary to be considered exempt may increase, but a decision has not been made. If the salary minimum increases, employees who earn less than the new base salary will most likely become non-exempt, even if they are currently exempt.
Depending on the action and the permissions given to each department, a request may require the approval of a supervisor or Chairperson, director or Dean, Provost or Vice President, President (depending on the position), and Financial Planning and/or Grants & Contracts.
The Court of Appeals has upheld the injunction on the proposed FLSA changes that were to take effect in December 2016. Employees who were tracking their overtime hours as part of this process no longer need to continue completing manual time sheets, but should continue to complete their electronic leave reports. Workforce will continue to monitor the Department of Labor’s next moves and communicate as necessary. Please feel free to contact Human Resources at email@example.com with any questions.