The College is committed to filling all vacancies with the best qualified persons available.  To be considered for a position, an applicant must first meet the minimum education and experience requirements (or equivalent) established for that position. Once these qualifications are satisfied, the academic or administrative unit with the vacancy will consider other job related factors including but not limited t the applicant’s work history, customer service orientation, initiative, teamwork, and general appraisal of previous work performance.

The hiring manager or administrative officer of the vacant position works with the Human Resources Department to set an equitable starting salary.  Prior to an offer of employment, the hiring manager completes the electronic Employment Recommendation form, available online at http://careers.loyola.edu/hr. The Employment Recommendation form will be electronically routed by the hiring manager to the department head, and the divisional vice president for approval and signature. Upon receiving electronic notification of these approvals from the appropriate supervisor, either representative from the Recruitment and Employment department or the hiring manager will extend a verbal  offer of employment to that individual on behalf of the College.

Once the selected candidate accepts the offer of employment, the Director of Recruitment and Employment or designee will confirm the appointment in a document specifying the employee’s title and compensation. The new employee will report to the designated office on the date and time stated in the offer document.  The job description and College policies establish the terms and conditions of employment.  The I-9 documentation and other necessary paperwork must be completed when presented to the employee, on or before the third day of employment.  

From time to time, as a result of a vacancy in an authorized position, the President or his designee appoints an individual to that position on an “acting” basis. Persons serving in an “acting” capacity for temporary appointments are compensated with an additional stipend equal to the difference between their current salary (or hourly rate if non-exempt) and the minimum of the “acting” position or 5% of their current salary, whichever is greater. Individuals holding acting appointments return to their original position at the conclusion of their acting appointment, unless otherwise specified or unless terminated pursuant to the provisions of this manual.

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