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Policy

ÀÏ°ÄÃÅÁùºÏ²Ê¿ª½±¼Ç¼ is committed to ensuring equal employment opportunity to all qualified individuals. The College believes a diverse workforce will enhance its ability to fulfill the mission of education, research, and public service. The College will conduct a competitive recruitment for all positions.

Definition
Equal Employment Opportunity
It is required by law that ÀÏ°ÄÃÅÁùºÏ²Ê¿ª½±¼Ç¼ provides equal employment opportunities to everyone without regard to race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity or genetic information.

Employers cannot make employment decisions on the basis of an applicant’s or employee’s race, sex (including pregnancy), ethnicity, national origin, citizenship, religion, age, color, military/veteran status, genetic information, Family and Medical Leave entitlement, disability status or other factors. All employment decisions – including hiring, work assignments, compensation, promotions and terminations – must be job-related and consistent with business necessity.

Procedures

Recruitment
The associate director of human resources or designee will develop and conduct an active recruitment program designed to meet the college’s current and projected staffing needs. Recruitment will be tailored to the position that needs to be filled and directed to sources likely to yield a diverse pool of qualified candidates.

1. Once Human Resources receives an approved position requisition form (PRF), the vacant position will be listed on the .
2. Job openings will be formally announced and will include a job description and state the time for filling the job. The announcements will be posted for at least five business days.
3. Qualified internal applicants will be encouraged to apply for any vacancies if they have been in their current position for at least 12 months with satisfactory job performance.
4. Qualified external applicants will be encouraged to apply for any vacancies and will be evaluated concurrently with internal applicants.
5. Job recruitment efforts may include:
   
   1. Advertising with job information and placement centers such as the Department of Workforce Development and the state Division of Vocational Rehabilitation
   2. Advertising on various websites, especially those likely to yield a pool of diverse applicants
   3. Emailing members of professional organizations
   4. Hiring a professional recruitment firm

Selection
Preferably, at least 10 applications will be received for a vacancy before proceeding to the selection process. The selection process will be designed to maximize reliability, objectivity and validity, along with assessing attributes necessary for successful job performance.

Selection Methods
The senior employment specialist or designee will provide candidate screening rubrics based on the job description. In developing these selection methods, the senior employment specialist or designee may confer with hiring managers, consultants and others knowledgeable in this area. Selection methods may include one or more of the following:

1. Reviewing the applicant’s education, training and experience, as listed on the application
2. Administering practical written or oral tests, or job-related performance tests
3. Reviewing work samples
4. Conducting background and reference inquiries
5. Conducting post-offer functional assessments and/or drug and alcohol testing

Screening
Only the most-qualified applicants will be selected for screening and final consideration.

Interviewing
Preferably, at least three applicants will be selected for an interview.

1. Candidates may be interviewed by the senior employment specialist or designee, a hiring manager or a search committee.
2. Human Resources, in consultation with hiring managers, will create appropriate job-related and nondiscriminatory questions to ask each interviewee.
3. Applicants invited to interview on campus may be reimbursed for all or part of their reasonable expenses, including travel, meals and overnight accommodations.

Relocation Expenses
ÀÏ°ÄÃÅÁùºÏ²Ê¿ª½±¼Ç¼ may provide relocation assistance when it’s considered essential to successful recruitment. This assistance will consist of reimbursing the new employee for incurred, covered expenses, up to a specified amount. Please see the employee relocation policy for more information. 

Appointment/Offer
The vice president of Human Resources or designee (typically the hiring manager), in conjunction with the senior employment specialist or designee, will make the final selection and appointment to the position. After reviewing all selection methods used, first consideration will always be given to the most qualified candidate.

Candidates Not Selected
Candidates who weren’t selected will be notified as soon as possible.

1. External candidates will be notified by Human Resources.
2. Internal candidates will be notified by Human Resources, unless the position for which they applied is within their current department. In this case, the hiring manager will contact the applicant.

Confidentiality
Everyone participating in the development and maintenance of selection materials will exercise every precaution to ensure the highest level of confidentiality. Only the associate director of human resources and designees will handle confidential selection materials.

Exceptions
The vice president of the hiring division and the associate director of human resources must agree to any exceptions to this policy.

Compliance and Responsibilities
Human Resources works with hiring authorities in campus departments to develop recruitment and selection strategies for job positions. Human Resources is responsible for advising departments about the college’s recruitment policy to ensure compliance. Human Resources is also responsible for ensuring that position announcements comply with established policies, and for announcing openings to appropriate sources. Hiring authorities are responsible for the selection of candidates.

Related Information
Employee Relocation Policy
Pay Plan Policy
Pre-Employment Background Check Policy