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Job Offer :: Divisional HR - Recruitment - Job Offer

After the Hiring Manager selects the best-qualified candidate, they can extend a verbal offer to the candidate. This will be a conditional offer pending the results of the criminal background check and the reference check process (including questions related to sexual violence and sexual harassment).

Assistance with Job Offer

  • ASU HR referred to in this article will generally refer to the HR Specialist or HR Assistant that the Hiring Manager is working with.
  • Extension HR referred to in this article with refer to the divisional HR service account hr@extension.wisc.edu
  • The Hiring Manager can also contact the service account asu.exthr@ohr.wisc.edu at any time with questions regarding their hire.

Summary

  • Salary is contingent upon what is posted in the PVL.
    • For Academic & Limited staff, the salary & FTE must be within what is posted in the PVL and within budget approval.

Instructions

A) Hiring Manager Responsibilities

  1. Provide Extension HR with the proposed salary and start date (hr@extension.wisc.edu)
  2. After Extension HR approval of salary and start date, extend verbal offer to finalist(s)
    • Note that the verbal offer is conditional pending the results of the criminal background check, reference checks, and sexual harassment/sexual violence checks. 
  3. Notify ASU HR upon finalist(s) verbal acceptance (ASU HR will then initiate employer SH/SV check and criminal background check before official appointment letter is created)

FoodWIse-Specific Instructions

  • The Hiring Manager should consult with the FoodWIse program manager PRIOR to making a job offer to verify that they are in line with FoodWIse salary guidelines.

B) ASU HR Responsibilities

  1. After verbal acceptance of offer, initiate employer SH/SV check and criminal background check before creating official appointment letter

C) Extension HR Responsibilities

  1. Approve salary and start date to be offered to finalist(s)


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