HIRING PROCEDURE FOR REGULAR FULL-TIME AND PART-TIME EMPLOYEES Update Delete



Adding New Positions

The president and/or vice president for the area shall determine the need for a new position, formulate a job description, and complete a Request for a New Position Form to be taken to the Strategic Planning Committee for its approval.

Approving the Filling of Vacant Positions

The President’s Executive Cabinet shall determine the need to fill a position and the departmental director/ dean/chair for the area will formulate a new job description as needed.

Hiring Process

The process for filling any support staff vacancy, other than a transfer/promotion within that particular department, shall be as follows:

  1. The position shall be posted for at least six days.

  2. A team of at least three people, under the direction of the director/dean/chair will be assembled to review applications and resumes, conduct reference checks, and perform interviews.

    This team may include the following individuals:

    1. The director/chair/dean of the department
    2. The Human Resources associate vice president or his/her designee
    3. One or more employees of the university (chosen by director/dean/chair).
  3. Applications/resumes will be reviewed to identify qualified candidates.
  4. Reference checks will be conducted as deemed appropriate.

  5. Criminal background and education checks are performed by Human Resources.

  6. Generally, up to three candidates are chosen for interview by the team.
  7. The team makes a decision on the most qualified candidate and extends an invitation for hire to the applicant.

Internal transfer within the department:

If the director/chair/dean feels there is a qualified employee within the department, and wishes to transfer/promote this employee to the vacant position, the director/chair/dean should discuss this transfer with the vice president that oversees that department. If the vice president is supportive of the transfer, the position does not need to be posted and the recommendation, including the appropriate pay scale, is made by the vice president to the Human Resources Committee for approval. If the vice president and/or the Human Resources Committee does not approve the transfer then the position should be posted and the normal hiring process be followed.

Transfer from another department on campus:

If the director/chair/dean wishes to approach an employee from another department for a vacant position in their department, the director/chair/dean should first discuss this with the appropriate vice president (and perhaps director/chair/dean) before approaching the employee. In addition, the position must be posted for at least six days and the rest of the hiring process must be followed before the position is filled.

Changes in job description:

If the job description or pay scale of an open position changes for any reason, except in instances of internal transfers within a department, the position must be posted again under the new job description and pay scale for at least six days and the rest of the hiring process must be followed before the position is filled.