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Job Postings - Hiring Staff or Students, Pay Rates and Compensation Guidelines, Raises and Incumbent Reviews, and more

Job Postings and Hiring Process

Hiring Requests:

As part of the College’s centralization efforts, several employment-related processes are transitioning to Human Resources (HR). During this initial stage, the Psychology Business Office will remain your first point of contact for submitting hiring requests. Below is a summary of the processes impacted at this time:

Positions Covered By This Process:

This applies when submitting hiring requests for the following positions:

  • Staff
  • Postdoctoral Scholars
  • Undergraduate Student Employees
  • *Not Applicable:

Submitting a Hiring Request:

Step One:

To initiate a hiring request, please contact the Psychology Business Office with the following information:

  • Proposed job title
  • Expected salary or pay range
  • Funding account(s) for the position

The Psychology Business Office will review the request and confirm funding availability before the request can move forward.

*If you have questions at this initial request stage, please contact the Psychology Business Office.

What Happens Next: 

Once funding is confirmed by the Psychology Business Office:

  • The Psychology Business Office will forward the request to Human Resources (HR)
  • HR will contact the requestor directly to collect additional information to properly map the position
  • HR will create the position in the system and post it in Talent.
  • *After the request has been forwarded, questions related to the position creation, posting, or the hiring process should be directed to HR.

NOTE: IMPORTANT COMPLIANCE REMINDER: Employees are not permitted to begin working until HR confirms that all hiring steps have been completed in the system and formally approves the employee’s start date.

Onboarding:

On the employee’s first day, the Psychology Business Office will schedule a meet-and-greet onboarding session to welcome and orient the new hire. 

 

Updated: 01/27/26

Employment Action Requests:

As part of the College centralization process, certain employment action requests previously managed by the Psychology Business Office are transitioning to Human Resources (HR). During this initial stage, the Psychology Business Office will remain your first point of contact for submitting requests.

Employment Actions:

  • Increases or decreases in FTE
  • Pay increases
  • Terminations
  • Additional supplemental compensation
  • DCCs

Submitting an Employment Action Request:

To initiate an employment action request, please contact the Psychology Business Office and provide:

  • Employee name, for whom the change is being requested
  • Description of the requested action, including:
    • Effective date
    • Percentage or hours change (if applicable)
    • Business justification/business purpose
    • *Providing complete information may help expedite the review process.

*If you have questions at this initial request stage, please contact the Psychology Business Office..

What Happens Next: 

Once the request is received:

  • The Psychology Business Office will forward the request to Human Resources (HR).
  • HR will contact the requestor directly to collaborate on processing the requested action
  • *After the request has been forwarded, questions related to the employment action should be directed to HR.

Updated: 01/27/26

Pay Rates and Raises:

PLEASE NOTE: Promotions, transfers and other job changes may require incumbent review. Do not make an offer to an employee without completing the following processes.

Please allow 30 days for the review process to be completed.

Compensation Guidelines:

Compensation Administration Guidelines overview pay policies affecting University Staff.

Topics of Consideration:

  • New hire pay determination
  • Promotions or merit increases
  • Transfer
  • Mapping of positions, including temporary changes or part time roles
  • Supplemental compensation or other additional payments

Incumbent Reviews:

Per the Human Resources department of the University of Arizona, an incumbent review is needed when an existing employee’s job duties and responsibilities change significantly. This is typically defined as a change in 30% or more of job duties or responsibilities, or one that affects how the job is mapped to the career architecture. 

*Anyone who is interested in pursuing an Incumbent Review should contact the HR Team for further guidelines and procedures:

Updated: 09/03/25

Updated: 09/13/23

Terms

Employment
Hiring