Recruitment Services

Hiring Process AMP and SP Hiring Process Recruitment Job Aids Recruitment Forms Internal Postings


When a FAU student has graduated or will be graduating, is non-degree seeking, or has dropped below 6 credit hours in the current semester, they may no longer be eligible to be classified as a student employee.  In this case it may be appropriate to process a Temporary (OPS) assignment for the individual.  To confirm a student employee's eligibility, please contact Student Employment at  

To avoid a break in payroll, please begin this process at least 30 days prior to graduation or change of eligibility.

Temporary positions are not established positions and are paid from OPS funds. Temporary positions are usually not eligible for benefits and retirement; however they may be eligible for health insurance coverage depending on the average hours worked per week.  They provide full-time or part-time employment in an exempt or non-exempt employment situation based on job duties and salary in accordance with the Fair Labor Standards Act (FLSA).  Temporary positions do not have layoff rights and may be terminated without prior notice. Applicants hired into Temporary positions may apply for a regular appointment should a vacancy become available.

For Class Titles, Class Codes and minimum salary requirements refer to the Temporary Employment Procedures & Salary Guidelines before beginning the hiring/recruitment process. 

 Initiate the Hiring Process for Student Employees moving to Temporary/OPS Positions:

  1. Application

    The selected candidate must create a user account or if one is created they must login to FAU’s job website ( and complete a Support Personnel/Temporary Application. In order for the application to be considered complete, the education and employment sections be filled out in its entirety.

    Verify with the selected candidate that the application is completed prior to moving onto step two.

  2. Request Background Check:

    After the application has been completed, contact Recruitment Services at to request a background check. The candidate may not begin working until the background check has been approved by Human Resources.

    The email should include answers to the following questions:

    • Candidate’s name and email address:
    • Candidate’s Z number (if applicable)
    • In what capacity is the candidate being hired (i.e. OPS, Adjunct, Affiliate, etc.)
    • Will the candidate be driving a University vehicle (includes golf cart) or have fiduciary responsibilities?
    • Does the candidate have a social security number or should an international background check be conducted (NOTE: we do not need the SSN)?
    • SmartTag # to charge the background check:
    • Official name of the hiring department and division the department falls under (i.e. VP of Student Affairs, Provost Office, etc.):
    • Will the candidate reside in the state of Florida during their employment with FAU? If not, what state will he/she reside in?
    • Will the candidate work directly with a protected class (i.e. children under the age of 18, elderly, or individuals with disabilities)?
    • FOR FACULTY/ADJUNCT POSITIONS ONLY- What is the contact name, building, and room number that transcripts should be mailed for credentialing purposes?

    When Recruitment Services receives an email with the completed information above, a representative will initiate the background screening process.

    The candidate will receive an email from The email subject line will rea “Florida Atlantic University background verification”. The email notification will explain the background screening process and request specific information from the candidate. He/She must provide the required information before the check may proceed. On average background investigations can take three (3) to five (5) business days from the date the applicant submits the request. However, completion dates can also be affected by response time local jurisdictions.

    All student workers transferring to a Temporary (OPS) assignment must complete a standard background check. Returning employees may be subject to a background check dependent upon break in service.  Employees transferring to a new division are also subject to an updated background check.  Checks of credit history or driving record are performed based on requirements of the position.

     The hiring manager will receive notification from Human Resources when the background screening process has been completed.  Any questionable responses will be escalated to the Senior Associate Director of Human Resources.

    Recruitment Services will notify the hiring authority when the background check has been completed.  The hiring authority may contact the candidate to confirm continued employment or agree upon a start date.

  3. Workday:

    For employees changing supervisory org’s: please provide the employee’s name, start date, and the new supervisory org to the departing manager, so that the  CHANGE JOB business process can be initiated. If unable to work with the departing manager, please contact Recruitment Services ( for assistance.

    For employees staying within the same supervisory org: please initiate the  CHANGE JOB business process.

    Attach an executed OPS Conditions of Employment Form to the  CHANGE JOB  process. The OPS Conditions of Employment Form must be on departmental letterhead and signed by the candidate (templates are available on the Recruitment Services webpage under Recruitment Forms and Templates).

    For assistance with initiating  CHANGE JOB  business process, please review the appropriate Job Aid’s available on the Recruitment Services webpage or by contacting Recruitment Services at

    NOTE: All CHANGE JOB business processes must be completed by 5:00pm on the Wednesday prior to the Monday start date. Processes that are not finalized by the deadline may result in a delayed start date for the employee.

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 Last Modified 12/22/15