Minimum salary information - There may be a minimum salary or a salary range listed for each position on the vacancy list. Hiring salary offers will not be lower than the posted minimum rate for the position. Actual salary offers are dependent upon the candidates qualifications, existing Augusta University policies, and the availability of funds for that department. The Classification, Compensation and Employment recruitment staff will work with the hiring departments to determine the appropriate rate of pay. Individuals with considerable skills and experience beyond the minimum hiring standard may be hired at a rate higher than the minimum, if departmental resources and internal equity considerations permit.
Position Information - It is recommended that you maintain a record of the position(s) that you have applied for. Once submitted, applications, resumes, work samples, etc...may become a part of Human Resources files and may not be retrieved for the applicant. We also recommend that you keep a copy of any job listing that you are applying for.
Position Updates - Once a position is removed from the job posting, applications are no longer accepted. For some positions there can be a long delay between the time a job is posted, removed from posting and the time it is filled. If a hiring department wishes to interview you for a position, they will contact you directly. Please do not contact the hiring managers directly regarding the status of your application. If you are interviewed but not selected for a position, the hiring departments may contact you, but this is a courtesy rather than a requirement. Response letters will be sent to all applicants, either via email or US mail, once a candidate has been chosen for the position.
Employment Eligibility - ALL employees must initiate the federal Form I-9, U.S. Department of Justice, between their first and no later than their third day of employment. Employees are required to complete the upper portion of this form, in the presence of a representative from the Division of Human Resources with the Georgia Health Sciences University. Current proof of identity, proof of eligibility to work in the United States, and the employees actual Social Security Card are also required, at that time, for verification and tax purposes.
Please be advised of the following University System of Georgia policy with regard
University System of Georgia, Business Procedures Manual, Volume 3A
Disqualification of Persons Selected for Employment (Candidates) (January 9, 1991)
A candidate will be disqualified for employment for any of the following reasons:
a. Conviction of a criminal drug offense shall disqualify a candidate for not less
years. Any candidate who has been convicted of a second or subsequent criminal drug
offense shall be ineligible for employment or re-employment for a period of five years from
the most recent date of conviction.
b. Any false statement of material fact in the application.
c. The candidate is or has been a member of an organization advocating the violent overthrow
of the government of the United States.
d. The candidate has been convicted of a felony or a crime involving moral turpitude, unless
the applicant has been pardoned.
Testing: When applicable - Human Resources does not review applications and resumes for testing requirements during the application process. Some hiring departments will request that applicants be tested and may use the test results as an internal measure for competition. It is the responsibility of the applicant to be prepared to take any of the required tests requested by the department. If you are unable to take the required tests during the time frame which the hiring department has requested, it is possible that you may not be considered for the position. The tests are administered in Human Resources by a member of the Classification, Compensation, and Recruitment Staff.