SECTION D | PERSONNEL
- SECTION DA | Employment Objectives
- SECTION DB | Employment Requirements
- SECTION DC | Employment Practices
- SECTION DD | Compensation and Benefits
- SECTION DD.1 | Compensation and Benefits
- SECTION DD.2 | Stipend Requests
- SECTION DDA | Salaries and Wages
- SECTION DDA.1 | Call Back Pay
- SECTION DDA.2 | Closure Time
- SECTION DDB | Employee Benefits
- SECTION DDBA | Educational Benefits
- SECTION DDBA.1 | Educational Benefits
- SECTION DDC | Absences and Leaves
- SECTION DDC.1 | Absences and Leaves
- SECTION DE | Retirement Programs
- SECTION DF | Employee Rights and Privileges
- SECTION DFA | Free Speech
- SECTION DFB | Employee Grievances
- SECTION DFB.1 | Employee Grievances
- SECTION DFC | Freedom from Discrimination, Harassment, and Retaliation
- SECTION DFC.1 | Freedom from Discrimination, Harassment, and Retaliation
- SECTION DFD | Sexual Misconduct Policy
- SECTION DFD.1 | Sexual Misconduct Procedures
- SECTION DG | Employee Standards of Conduct
- SECTION DH | Employee Performance
FULL-TIME PERSONNEL EMPLOYMENT
The Employment Opportunities Procedure is intended to provide equal employment opportunity to all employees and job applicants. This procedure provides detailed guidelines for filling all full –time job vacancies.
The Office of Human Resources is responsible for advertising, recruiting, screening applications, and arranging the interviewing of full-time personnel in collaboration with the appropriate administrative officer.
In order for a vacant position to be filled or a new position to be created, a Personnel Requisition should be completed by the position’s supervisor. The form can be found on the intranet and must be completely filled out and have all required signatures before the position can be considered for filling. A new or revised job description must be attached to the requisition. The Personnel Requisition must be turned in to HR and have approval for posting by the Vice President of Human Resources, or designee, before posting.
A minimum of thirty (30) days is required in advertising vacant positions unless an exception is approved by the District President or Vice President of Human Resources. Positions will be posted as open until filled unless otherwise requested and approved on the Personnel Requisition.
When the thirty (30) day posting process is completed, Human Resources and the appropriate administrative officer are responsible for convening the search committee and screening applications for those most qualified. Suggestions from the immediate supervisor on the membership of the search committee will be identified on the Personnel Requisition. It is the responsibility of Human Resources to ultimately assign a search committee that is appropriate for the position in question. Human Resources will be responsible for arranging interviews with the selected candidates.
Initial interviews serve the purpose of identifying those candidates who are most qualified for performing the responsibilities of the position. The committee should use both traditional interview methods as well as creative methods for assessing the abilities of the candidates. The top 3-5 candidates should be recommended for a final interview.
Final interviews are scheduled by the Human Resources Office and should be conducted by the supervisors two levels above the position being filled, except in the case of filling an Administration or Faculty position, in which case the full chain of command, including the District President, should be consulted to decide their involvement in final interviews. Once final interviews have been completed, Human Resources will conduct background checks and work verifications on the final interview committee’s recommendation to hire and will forward that recommendation to the District President. The final hiring decision will come from the District President.
Human Resources, or designee, will make all offers of employment for full-time employees. All offers of employment are contingent upon the successful completion and approval of all background and reference checks.
Any exceptions to this procedure must be pre-approved by the Vice President for Human Resources.
PART-TIME PERSONNEL EMPLOYMENT
All part-time personnel are hired at the departmental level. Departments are expected to screen and interview candidates. Once a department has selected a person for hire, they must then forward their selection to Human Resources for approval. Human Resources will run background checks, when applicable, and will complete new hire paperwork with all hires. An individual is not considered approved for hire until they have a signed New Hire Checklist marked approved from the Human Resources Office, and are not allowed to begin working until they have been approved by Human Resources.
If a new part-time position is being created, a Personnel Requisition will need to be filled out and turned in to the Human Resources Office in accordance with the above procedures for filling a full-time vacancy.
Date Issued: January 22, 2015
Revised: June 28, 2016