Changing applicant
statuses, salary and
Equal Opportunity
approvals, offering the
position to the applicant
Initial Hiring Review:

When a final candidate has been identified a hiring
review must be completed prior to extending an offer
of employment
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Before a hiring review may be started the applicant
statuses have to be changed and the proposed
salary information entered into People Admin
Changing applicant statuses:
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Log into People Admin at:
https://jobs.fau.edu/hr
Select ‘Active Postings’
Find the correct position number
Click ‘View’ under job title. The page defaults
to the applicants tab
Applicant statuses may be changed
individually or all at once
Active postings:
Changing applicant statuses:
Individually- click on the ‘Change Status’ link
for the desired candidate
Multiple- select the appropriate boxes in the far
right column or select ‘All’ to check all of the
applicants. Then choose ‘Change Multiple
Applicants Status’
Individually changing an applicant’s
status:
Changing multiple applicant statuses:
Selections for status changes:

Select ‘Not Interviewed’ for candidates not chosen
for an interview. Next choose the reason he/she was
not interviewed from the drop down box to the right

For candidates who are interviewed but NOT hired,
select ‘Interviewed-Not Hired’ from the drop down
box, then select the appropriate reason why he/she
was not hired
Selections for status changes:

If an applicant could not be reached for an interview,
did not show up for an interview, or declined an
interview, select the corresponding status
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If an applicant asks to be withdrawn from
consideration, select the status of ‘Applicant
Withdrew Application’
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For the candidate proposed for hire, change his/her
status to ‘HR/EOP begin Hiring Review’
Status changes on People Admin:
Saving status changes:
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After the statuses have been changed, select
‘Continue to Confirm Page’
Review the status changes to make sure the correct
status was chosen for each candidate
If all of the statuses are correct, select ‘Save Status
Changes’
When the applicant page returns, there should be
only one active candidate left, the rest of the
applicants should have become inactive
Salary information tab:

As part of the initial hiring review, the salary
information tab must be completed
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After verifying that only one applicant
remains active, select the tab labeled ‘salary
information’ at the top of the page
Salary information tab in People
Admin:
Salary information tab:
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Complete the salary information tab. Include the proposed
salary and whether the candidate is a current employee or new
hire by selecting the appropriate radial button
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Verify that the proposed starting salary is within the salary
range that was posted (in the posting details tab)
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For SP positions, list the percentage the salary is above the
minimum for the classification or the current employee’s salary
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Include the index number for the background check.
Background checks cannot be initiated without this
number.
Saving changes to salary information
tab:
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After the status changes and the salary tab
are complete, scroll to the bottom of the page
and select ‘View Posting Summary’
At the posting summary page, the radial
button will default to ‘Save’
Select ‘Continue’ and ‘Confirm’ on the
following page
Saving changes on People Admin:
Salary tips for SP positions- new hires:
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If the proposed salary is over 20% above the minimum for the
classification’s pay grade, a Request for Above the Minimum
Guidelines letter (i.e. justification memo) should be completed
The justification memo should be signed by the department,
approved by the appropriate Vice President/Dean and
submitted to the Employment office for review before the
proposed salary can be approved
Classification & Compensation will review the justification
memo for equity within the department and the University; and
the Director of Human Resources will either approve/deny the
above minimum request
Salary tips for SP positions- current
employees:
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If the intended candidate is a current employee and he/she is
being offered a position in a higher pay grade (promotion),
he/she is eligible for up to 15% over their current salary or 20%
above the minimum salary of the new pay grade, whichever is
greater.
If the hiring department would like to pay the employee an
amount higher than these guidelines, a Request to Appoint at a
Salary above Guidelines letter (justification memo) must be
submitted to Employment with the appropriate signatures for
approval.
Salary requests for above minimum guidelines may take up to
seven business days to complete once the justification memo is
received
Example of justification memo:
Date
TO:
THROUGH:
Director, Human Resources
President or Appropriate Vice President
THROUGH:
FROM:
SUBJECT:
Dean/Director
Departmental/College Hiring Authority
Request to Appoint at a Salary above Guidelines
Department Name has requested the appointment of Employee Name as a Position Title, Position No. 123456, in department dept #
at a salary above salary guidelines.
The minimum qualifications for the class are a high school diploma and four years of appropriate experience. Applicant Name has a
bachelor’s degree and more than 12 years or related experience.
Please add any documented recruitment issues or additional justification to support your request.
Based on Applicant Name’s education and experience, I am/ we are recommending that an appointment of $ proposed salary,
approximately XX% above the guidelines, would be appropriate.
Please indicate your decision below.
___________________________APPROVED ( )
DISAPPROVED ( )
Dean/Director or designee
___________________________APPROVED ( )
DISAPPROVED ( )
President or Appropriate Vice President or designee
___________________________APPROVED ( )
DISAPPROVED ( )
Director, Human Resources
Contact employment department for
hiring review:
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When the applicant statuses have been changed, the salary
information tab is complete and the justification memo is signed
and submitted to Employment (if applicable) the applicant is
ready for a hiring review
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Send an email to the Employment office requesting a hiring
review of the final candidate. Include the position number and
the final candidate’s name.
***NOTE: Please remember to send an email requesting the
hiring review. There is not an automatic email that is
generated when changing applicant statuses to notify
Employment of the awaiting applicant***
Hiring review:
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During the hiring review the proposed salary will be
reviewed to ensure it is within the posted range and
the pay grade
In addition, the Office of Equal Opportunity Programs
will review the selection process and approve the
final candidate
***NOTE--- Do not offer the position to the
candidate until you receive notification that the
hiring review has been approved***
Hiring review:
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An email from the Employment department
will be sent to the hiring authority regarding
the salary and EOP’s approval of the final
candidate
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If there is a problem with the proposed
salary, an Employment Representative will
contact the hiring department to discuss
available options
Offering position to candidate:

When the hiring review is approved the hiring
authority may contact the final candidate and offer
the position contingent upon a background check (if
one is required)
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During this conversation, the hiring authority may
also confirm the starting salary with the final
candidate and notify the applicant that an
Employment Representative will be contacting
him/her regarding the background check
Offering position to candidate:
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After speaking with the candidate, email the Employment
department regarding whether the applicant accepted/declined
the position and the agreed upon starting salary
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A background check must be completed on all new hires and
any current employee that is transferring to a new division
within the University
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Returning employees may be subject to a background check
dependant upon their break of service
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See the Background Check power point for more information on
the next steps in the hiring process