Frequently Asked Questions

How can a department request to establish a new position?

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.

What is the process of hiring a temporary employee?

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.

What kinds of background checks will be conducted? Will credit checks be done?

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.

Will having to conduct a background check on the recommended applicant slow down the hiring process?

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.

What happens if a candidate does not disclose any or all convictions?

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 applicant?
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 again?
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.

How does HR determine an appropriate salary for an action?
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.

My coworker’s salary is higher than my salary, and we have the same title. How do I request an equity increase?
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.

What is an exempt employee?
Employees’ positions are governed by the Fair Labor Standards Act (FLSA) are either "exempt" or "non-exempt." Non-exempt employees are entitled to overtime pay. Exempt employees are not. Most employees covered by the FLSA are non-exempt.

With few exceptions, to be exempt an employee must (a) be paid at least $35,568 per year ($684 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.

What is the routing process for an action in WorkforUM?
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 & Analysis and/or Grants & Contracts.