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Academic Professional employees perform high-level duties and frequently have specialized responsibilities in academic, research, or administrative areas. A minimum of a bachelor’s degree in the appropriate field is required, and an advanced degree and experience uniquely relevant to the job is often required. Academic Professional employees are hired for a specified contract period.
By state law, Academic Professional positions must be individually exempted from Civil Service status by the State Universities Civil Service System (SUCSS). Academic Professional exemptions may be an option if there is no civil service title that meets the hiring organization’s needs within SUCSS class specifications. Positions that may be exempted from the Civil Service System are described in Section 36e(4) Exemption Criteria (PDF) of the State Universities Civil Service System Statute. The Required Criteria and list of Standard Academic Professional Titles may also help you determine if a position might have an Academic Professional designation.
A Job Analysis is required to determine if the position can be exempted from the Civil Service System. To initiate the job analysis process, send the request and a description of the position via email to jobanalysis@uic.edu. When a position is determined to be Academic Professional the Human Resources Department creates the Job Description as a PDF document ready to submit to HIRE TOUCH.
Search committees advise the hiring officer during candidate recruitment and selection and are usually composed of five to nine individuals. Generally the department chairperson, or other key administrator, assists the hiring manager in selecting the search committee chairperson. Detailed information on the form and function of the search committee can be found in the Search Manual located on the OAE Hiring Services web site.
The hiring organization submits a Position Notice for Academic Search containing the Job Description, Job Ad, Recruitment Plan, and Search Committee composition before recruitment can be initiated. The Notice for Academic Search and all supporting documentation is submitted for approval into the HIRE TOUCH system.
The Office for Access and Equity (OAE) reviews the proposed advertisements for consistency with the Position Description, and reviews the Position Notice, recruitment plan, advertisements, and where the position will be advertised. The employee that submits the request on behalf of the hiring unit is notified by email when the Position Notice has been submitted for review and approval by OAE.
Following OAE’s approval, the department implements the search plan. The search committee screens applicants and selects candidates that meet the minimum qualifications as posted in the job advertisement. The search committee submits the list of candidates that meet the minimum qualifications to OAE Hiring Services before interviews begin.
The hiring organization interviews candidates, selects the candidate to hire, and extends the job offer. See Behavioral Interviewing for a helpful guide and resources for conducting a successful interview process. The hiring process is completed by changing the status of each candidate in HIRE TOUCH to: Interviewed, Finalist, Finalist Selected for Hire.
The hiring manager should prepare to welcome the new employee by establishing Performance Expectations to discuss within the first week of employment.
Courses on the hiring process are scheduled on campus semi-regularly. Check the calendar at right to see if any relevant courses are scheduled in the immediate future.
UIC HR Organizational Effectiveness Training Schedule
UIC employees are separated into three major job classifications based on their job function and credentials in accordance with the State Universities Civil Service System (SUCSS) under the State Personnel Code and University of Illinois Board of Trustees Statutes.
A specific Non-Reappointment process must be followed at UIC when ending an Academic Professional’s contract of appointment.
