FAQ - Employment
This page is a list of all frequently asked questions for the Employment section. The questions are grouped into different categories. Please click on the appropriate topic to view questions and answers for that section.
You must apply online at http://jobs.berkeley.edu. There you can create a profile and submit your resume and cover letter.
To search for job openings at UC Berkeley, visit the Careers website at http://jobs.berkeley.edu.
If you are able to locate a job on the Careers website (http://jobs.berkeley.edu), then the position is still open and being recruited for.
The status of the job is available here. Until you receive information from the hiring department, you are “under consideration” for the position.
Applications can be submitted online any day of the week, at any time (24/7). Applicants are welcome to use the Employment Services computer to submit their application during business hours (Monday through Friday, 8 am to 5 pm). Applicants can also schedule half-hour appointments by calling (510)642-4621.
We do not accept resumes at Human Resources. All applications, including past employment information, must be submitted through the Careers website at http://jobs.berkeley.edu.
No, just fully complete the application. If you do have a resume you can cut and paste or upload it into the application.
We are not yet compatible with the Windows 7 environment. In order for your resume to receive full consideration it should be saved in lower version.
Government regulations require that UC Berkeley track application activity. For this reason, all persons seeking employment as regular staff must apply via our website at http://jobs.berkeley.edu. Once you have applied to the job, your application is directly forwarded to the hiring department.
We are only able to consider applicants who apply online. Therefore, you must apply at http://jobs.berkeley.edu. However, you may visit our office at 2199 Addison St., Room 192 (University Hall). The reception lobby has a computer available for job application purposes. (Hours: Monday - Friday, 8:00 a.m.- 5:00 p.m.). To ensure you are able to use the computer please schedule an appointment. To do so, please call (510) 642-4621. You may also wish to consider using the computers at your local library.
Yes. Thank you for providing us with the most complete information about your employment background. You may use the same application, update or revise your information as needed on subsequent applications, thus speeding up the process.
You can only submit one document. In order to submit a cover letter in addition to a resume, you must combine the two and save as one document.
For a variety of reasons, including privacy protection, we are not able to provide that information. If you would like to address your cover letter, you can address it to “Dear Hiring Manager” or “Dear Hiring Committee.”
There is a login help link. You may enter your user name and get a new password sent to you via email or you may enter your email address and your user name will be sent to you via email. Please make a note of the email address you used to register, your user name and password.
Your employment application is considered a legal document, and will be used as a tool to determine whether you qualify for a specific position. Please make sure to include employment history, educational background, skills and licensures in your application and/or resume/cover letter.
Yes. You may save your application and finalize it at a later date. Your application will not be considered for the job posting until it is submitted.
While your information will remain stored in the applicant system, you will not be considered for future vacancies unless you have formally applied to the position.
You must fill out a new application for each position you would like to be considered for.
Required qualifications are the basic knowledge, skills, education and experience necessary for the position as defined in the specific job classification.
A search agent is an advanced search option that you set up in Candidate Gateway to notify you via email when jobs of interest are entered into the system. You can create multiple search agents to correspond to various keywords, departments, or job codes.
After you have submitted your application you should receive an email notification acknowledging receipt of your application. If you do not receive this email, your application may not have been successfully submitted. The application should also appear on your list of applications within your Careers home page. Contact hrmshelp@berkeley.edu if you are having difficulty with this.
Most applicants are initially contacted via telephone, but may also be contacted through e-mail. Make sure to have up-to-date contact information on your applicant profile as well as resume.
The majority of the positions on campus require a two week posting period before applications can be reviewed. In most cases the review process takes several weeks. After the department begins reviewing applications, they will contact applicants of interest directly for telephone screening and/or in-person interview.
All offers of employment to new employees are contingent upon presentation of documents demonstrating the appointee's identity and work authorization consistent with the provisions of the Immigration Reform and Control Act.
- Career Appointments are considered “regular” employment. They are defined as 50% or more of full-time for 1 year or longer.
- Contract Appointments are considered “temporary” assignments. They have a definite time period, i.e. 6-month or 1-year contract. Terms and conditions are specified in a written employment contract.
- Limited Appointments are considered “temporary” assignments. Individuals in this appointment are expected to be on pay status for less than 1,000 hours in a 12-month period.
- Partial Year Career Appointments are considered “regular” employment. Individuals in this appointment have regularly scheduled periods not to exceed 3 months per year, i.e. furlough.
Please visit the University of California ‘At Your Service’ website to view information about health and welfare benefits.
Some positions on the UC Berkeley campus are covered by a collective bargaining agreement. Employees in positions that are covered may be required to pay an Agency Fee to their exclusive representative union. Agency fees vary from union to union. For more information about this, please visit the Labor Relations website.
There are several options for filling temporary needs, including hiring individuals on contract or limited appointments. You may recruit for these positions using the Talent Acquisition (TAM) system, or direct hire for limited appointments. To hire individuals on contract you must use an Employee Relations approved contract template. See information regarding temporary hires.
You may also, in some circumstances, hire through a UC approved temporary staffing agency. View more details regarding temporary agencies.
Departments may wish to recruit professional level (uncovered and non-MSP) positions on a career ladder. View additional information on Career Ladder Promotions.
Temporary waiver requests may be sent to the Talent Acquisition and Employment Services unit at careers@berkeley.edu.
You must receive authorization from Human Resources. Submit your request to compdesk@berkeley.edu.
To determine Affirmative Action recruitment goals, see the list of Control Unit Affirmative Action goals.
Affirmative Action goals also display within the TAM system.
- For all Career, partial-year career, and contract appointments: Day 15 of posting (Exception: SPC applicants are available within the first 14 days)
- Immediately for MSP and limited-900 hour postings.
Contact your Recruiter or Employment Services Manager for information regarding use of Executive Search firms.
Indicate the external media venues and chart string you would like to use in the comments section of the TAM job opening. Your recruiter will work with you on coordinating the advertisement efforts.
Follow the procedures for Multi-Location Appointments for Staff.
“Positions funded by contracts and grants” refers to the funding source, not the type of appointment, and those positions that are fully grant or contract funded are not subject to the freeze. Employment contract positions are temporary appointments of various types covered by the freeze. However, contract extensions are not subject to the freeze and do not need to be resubmitted for approval.
Departments should put the position into E-Recruit and in the “Comments Box” state that the exception to proceed to hire has been approved by the Dean or VC, and state the date of the approval.
HR will send a monthly list to them of all posted requisitions.
Current postings are cancelled centrally. As soon as Human Resources cancels the posting, all applicants will receive a message communicating that the position has been withdrawn. Units are urged to use care in considering cancellations so that applicants do not receive this message in error.
The hiring freeze will continue until further notice.
Short term appointments are not intended to be included in the freeze. For example, these include backfilling behind a career employee on leave for a few months, or per diem appointments that typically last a very short time. If the appointments are for less than 6 months, and will not recur, they are excluded from this freeze.
That will depend on the individual Dean or VC. However, all parties recognize the importance of meeting business needs, especially those that are urgent.
Requests for a waiver of recruitment should be sent to the appropriate VC or Dean, with full justification. The Dean or VC will evaluate the justification and decide which requests to approve. The Dean or VC will notify the department of his or her final decision. After the request to fill the position has been approved, if the department then wants to request a waiver of recruitment to fill the position, the waiver can be sent forward to the Assistant Vice Chancellor-Human Resources per the current policy. The department should include in its justification confirmation of the Dean's or VC’s approval to fill the position.
If the work required the level of expertise of a career employee, it is not work that can or should be reassigned to student assistants. While we highly value the contributions of our student workers they are not a substitute for our permanent workforce.
