Hire Procedure
- A position is requested or becomes vacant.
- A job description is developed and/or reviewed for accuracy, completeness, and required qualifications. Federal, state, and occupational requirements, such as the minimum two years related work experience required of occupational faculty for Perkins funding, shall be included.
- Human resource staff shall review all new or substantially revised positions, evaluate whether exempt or non-exempt, and recommend a grade and compensation range.
- The board of trustees approves funding for positions through the budgetary process. Positions for which funding is available require Presidential authorization to fill. This authorization shall specify whether the position will be filled as full or part-time, exempt or non-exempt, and the authorized compensation grade, and may limit the initial compensation offer.
- It is primarily the responsibility of the supervisor, with assistance from HR, to determine the minimum required skills and credentials for positions and postings. Reference is made to industry standards (for example, position descriptions of comparable positions at like-type institutions), accrediting agency requirements, and institutional expectations (comparable requirements for comparable positions).
- Applications are received for posted positions. Candidates are generally expected to provide a cover letter, resume or detailed application form, three professional references, and copies of required credentials.
- The position administrator, or designee, upon due consideration of the comments made, is responsible for making the final decision on which candidate shall receive the initial offer of employment.
- Applications are reviewed for skills and attributes required for and appropriate to the position. The top applicants who possess required credentials and who otherwise appear most qualified are selected for the initial round of interviews. If the applicant pool is deemed inadequate, it may be necessary to extend and broaden the posting coverage. Review of compensation levels may also be required.
- Schedule interviews, reserve room, arrange for any required equipment, contact selected candidates and ensure they know when and where to appear and what are general expectations.
- If no one is selected from the initial interviews, either select further interview candidates from the applicant pool, or repost in more extensive media, or consider revised description/compensation and reposting.
- When a candidate is recommended for hire after interviews are completed, conduct credentials verification and reference checks. If a degree is required, an official transcript must be obtained for the personnel file prior to the official start date. If proof of licensure is required, as for certain occupational faculty under the requirements for Perkins funding, a copy of the current license must be obtained prior to the official start date.
- If credentials and references are satisfactory, a contingent offer of the position is made.
- Prior to start date, ensure workspace is ready, and that office supplies are available.
- Schedule general orientation with human resources, and in coordination with the supervisor’s orientation, introduce to co-workers and worksite. In the weeks following the start date, the human resources staff will confer periodically with the employee, and supervisor to identify and assist in resolving questions or concerns.
- Determine and provide needed training and support. Monitor probationary status until removed.
