Before extending an offer of employment, the hiring supervisor must consult with HR to determine a starting salary.

JMU will recruit and hire classified and non-student wage employees in accordance with federal/state laws and statutes and university policies. Our goal is to make effective use of all available resources to attract a qualified, committed and representative workforce.

• All full-time classified job opportunities (and most wage job opportunities) are posted on JobLink JMU’s applicant tracking system.
• Hiring officials may use state role titles, working titles or a combination of both in job announcements and media advertisements.
• Pay band information for the position is always included in the JobLink job announcement. Hiring officials will have several options for specifying salary ranges in JobLink and media advertisements. Hiring officials may choose to advertise:
  • A specific hiring range,
  • Minimum starting salary,
  • Maximum starting salary, or
  • A statement such as “commensurate with experience.”
• Advertised pay rates must be based on the appropriate pay bands and be within the budgeted amount for the position. In recognition of the value of university employees and as a commitment to career development, hiring officials are encouraged to consider university employees when conducting a search.

The university will use the commonwealth’s hiring policies as guidelines for conducting recruitment and selection for classified and non-student wage positions. Vacancy announcements will be posted on the statewide Virginia Jobs web site and other appropriate media as deemed necessary to obtain a qualified and representative applicant pool.

Factors to consider in determining advertising strategies include documented retention difficulties, market salary reference data, significantly high turnover, difficulty in recruiting qualified applicants from usual advertising sources, and unique skills, competencies, certifications or licensure requirements.

Supervisors should consult with HR to determine the most appropriate recruitment strategy based on departmental needs and available funds.

Hiring supervisors will be expected to complete the relevant recruitment and selection documentation, including screening criteria sheets, interview questions and responses, reference checks and salary verification. Other forms that will be required include an ePAR and PAW (part of the ePAR) for each new hire. Starting pay will be determined in accordance with the provisions of Section VI.