UA News

The new service aims to help retirees and employees who were laid off.

As a number of University of Arizona departments struggle to fill positions in the wake of state budget cuts and a campuswide hiring freeze that's been in effect nearly a year, a new system developed by Human Resources aims to fill their temporary employment needs with current and past University employees.

The UA Talent Network, launched this week, was designed to match current UA employees, who might be looking to make extra money, and previous UA employees, including retirees and those recently laid off due to state budget constraints, with short-term employment opportunities on campus.

"Human Resources is continuously looking for ways to help employees separated from the University because of budget cuts, restructuring and other personal circumstances," said Angelika Reiss, who is leading the project. "We are quite excited to be able to provide a solution that is a win-win-win for so many of our clients."

Employees must have worked at the UA for at least one year to be eligible to use the system, which lists temporary nonbenefits-eligible positions in five categories: administrative/professional, computer and technology, adjunct teaching/instruction, research, and trades and maintenance. The positions would last no more than four months and 29 days. 

Rather than apply for specific job postings, applicants are asked to submit an application and resume and complete a skills inventory in order to be considered for potential openings. Campus departments can then use the system to find people who best fit their needs.

Because it draws upon people who have worked at the UA, the network allows departments to choose from employees who are already familiar with the University and its policies and procedures, offering an alternative to other staffing options.

"Departments are challenged to fill gaps left by vacated positions," said Leslie Porter, director of consulting and talent management for Human Resources. "Until hiring is possible again, temporary employees with UA experience can meet short-term project needs. Because they are already familiar with the UA's systems and procedures, they are effective from day one."

The network not only supports re-employment efforts of those who left the UA because of layoffs or nonrenewal of their contracts but also reaches out to UA retirees, who have increasingly been returning to work in part-time or short-term capacities, Porter said.

"UA retirees are an underutilized resource that bring invaluable experience and a strong work ethic. Retirees have expressed interest in returning to the UA on a part-time basis and the UA Talent Network will help facilitate that," Porter said.

For more information, answers to frequently asked questions and to join the network, visit the UA Talent Network Web site.