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Frequently Asked Questions

I Want to Fill a Position...

Step 1: Submit your request to your respective area VP or Cabinet Member for approval. Then complete and email the Job Description Questionnaire Template (JDQ) to humres@drew.edu.

Step 2: Once step 1 is approved, complete the Job Posting Template, review the Applicant Tracking System (ATS)  instructional video or the written instructions, then go to https://workforcenow.adp.com to create your Job Requisition to post your vacant/new position.

Step 3: Once a candidate has been selected via the ATS, complete the Offer Letter in ADP.  For internal hires, temporary employees, interns, and volunteers use the Offer Letter Request Form.

If filling a temporary position, please complete the  Temporary Employee Request Form and send it to Budget@Drew.edu.

Step 4: Complete the UT Technology Needs Form to update UT on the tech needs (i.e., phone line, computer/laptop, Banner access) of a new hire or current Drew employee who is moving office locations or changing jobs.

Step 5: Once the new hire is onboarded, return the Job Description Template to Human Resources with both the supervisor’s and new hire’s endorsements.

*Please note that steps 1, 3, and 5 pertain to staff positions only. For information on this process for faculty, please get in touch with the Provost’s office.

Approved Out-of-State Hiring

Out-of-state hiring is limited to candidates who reside in states where Drew University has obtained approval by each state’s Department of Labor as an approved employer of remote workers.

This decision aligns with Drew’s commitment to compliance and ensures we adhere to legal and regulatory requirements.

As such, when considering out-of-state candidates for fully or partially remote positions, please verify their primary address is located within a permissible state before extending an offer to candidates.

Below is a list of Drew University approved states to hire adjuncts, full-time faculty or staff to work remotely.

  • Alabama (AL)
  • California (CA)
  • Michigan (MI)
  • New Jersey (NJ)
  • New York (NY)
  • Pennsylvania (PA)
  • South Carolina (SC)
  • Vermont (VT)
  • Washington D.C (DC)

Hiring candidates to work remotely in a state not listed above indicates that Drew University cannot meet the state minimum registration requirements as a remote employer.

Additional states may be added in the future should Drew University meet the minimum state registration requirements. This will ensure Drew University maintains compliance throughout the recruitment process.

I Want to Make an Employment Detail Change to My Employee...

Step 1: Complete the Confirmation Letter Request Form to generate letters confirming transactions like title changes, departmental transfers, promotions, salary increases, renewals, etc.

Step 2: Forward an updated Job Description Questionnaire Template (JDQ) to HR (relevant for all situations except salary increases and renewals where there has been no change to the duties of the role). If warranted by the nature of the change, complete the UT Technology Needs Form to update UT on the tech needs (i.e., phone line and computer).

Appropriate/Inappropriate Interview Questions
Supervisor CollegeTime & ADP Training
Hiring Students
Workers Compensation
Delegated Access to Terminated Employee's Email/Drive

Delegated access is granted to supervisors of former or resigning employees. This access will only be granted to the direct supervisor unless specific accommodations are required. This access will not exceed 90 days. If the employee is currently enrolled at the University, delegated access will not be granted. All alums will get their access restored after a 90-day period.

We encourage you to work with your employees prior to their departure from the University to share any documents, emails, folders, and drives relevant to your department. Having the employee share these documents prior to their departure will ease the responsibility of the supervisor.