Essential Functions & Job Posting: Full Time (Board Approved) Hiring

Transcription

1 Essential Functions & Job Posting: Full Time (Board Approved) Hiring PAF #: Job Title: Hiring Manager(s): Helpful Resources Job description from the MCCCD job bank Prior sample job postings (ask HR for a copy) Job Summary Information about the overall nature of the position s roles and responsibilities. What will the person be doing on a regular basis? The applicant should be able to understand what the job involves from reading the Job Summary. Essential Functions List specific tasks with percentages for each task, the below percentages are samples only. Follow the sample format. Minimum Qualifications 3-5, focused on the essential knowledge, skills, abilities, and/or education needed to do the job. Follow the sample format. Page 1 of 5

2 Desired Qualifications 5-7, focused on additional knowledge, skills, abilities and/or education a more qualified applicant could bring to the job. Follow the sample format. Special Working Conditions Such as work hours different from Mon Fri, 8am 5pm, prolonged sitting or standing, hazardous conditions, lifting a certain weight, driver s license required, working at multiple locations, travel requirements, etc. See samples below. Special Notes Such as information to include with application (unofficial transcripts, cover letter, etc) projected end date for short term position, position start date etc. See samples below. Page 2 of 5

3 Hiring Team Members (Initial) Faculty Participation (MAT Searches) Per Article of the Residential Faculty Policies, the college faculty senate president will recommend Faculty to serve on MAT searches. When assembling documentation for a MAT search, the hiring manager s the college faculty senate president with a request for a recommended list of faculty members to serve on the hiring team. NOTE: For an academic dean, vice president, or president-level search, the Senate recommended faculty member(s) is expected to serve in both screener and interviewer roles. The hiring manager attaches the college faculty senate president s response to the PAF documentation packet for Cabinet review and approval. If the college faculty senate president declines the invitation for faculty to serve, the hiring manager attaches a copy of invitation decline to the PAF documentation packet. Before initiation of screening process, college HR sends the recommended hiring team members to the college president for approval. The hiring manager notifies the faculty senate president of the name(s) of faculty members selected to serve on the hiring team. Diversity Considerations Hiring Managers can assemble a diverse hiring team by recruiting participants who are: Familiar with the demands of the position or have previous experience with similar positions Diverse according to race, ethnicity, gender, gender identity, age Diverse in terms of years with MCCCD and type of work experience From different employee groups From different disciplines than the position being hired From different colleges/sites/district office Stakeholders such as support staff, part-time or full-time faculty Community members, advisory board members and/or students A minimum of two Screeners and three Interviewers is required. Hiring Managers are encouraged to participate as a Screener and Interviewer. Screening and Interviewing Teams may be separate teams or consist of the same individuals. Maricopa requires a committee that is diverse in terms of gender and ethnicity to provide multiple perspectives that promote objectivity and challenge bias that may influence hiring. The Hiring Team should include at least one female, one male, and one person reflecting ethnic diversity. Hiring Manager(s) Job Category Ethnicity Gender Screeners (minimum of 2) Job Category Ethnicity Gender 2) Interviewers (minimum of 3) Job Category Ethnicity Gender 2) 3) Job Categories Chancellor s Executive Council (CEC) Community Representative Crafts Faculty PSA MAT M & O Public Safety Specially Funded Ethnicity Asian Black White Hispanic American Indian Page 3 of 5

4 Part 1: Physical Requirements Section A Sitting Standing Walking Kneeling Stooping Using a ladder On an incline Using stairs Section B # of Pounds Lifted Waist High: Shoulder High: Above the Head: Pounds are: Carried alone Carried with someone else Pounds are Pushed Pushed Pulled Section C Person will be operating: Telephone Computer/electronic equipment Part 2: Sensory Abilities General vision Distinguish color Hear or listen Taste Smell Touch Speak clearly Part 3: Mental Effort requirements performed on a daily basis Reading English Writing English Basic arithmetic (+, -, x, etc.) Mathematics (%, ratios, formula, etc.) Weighing and/or measuring Drawing conclusions Analyzing data Searching for solutions Creating methodologies Conducting research Managing resources/directing projects Evaluating performance of others Hand tools Electric tools Manipulate small objects Page 4 of 5

5 Part 4: Work Environment Working under pressure Working rapidly More than 50% of time is spent: Indoors Outdoors In an automotive vehicle At a desk, bench, or window In an office or control room The noise level: Requires ear protection Is normal The surface on which you work is: Level Slippery Sloping Uneven The condition of the air is: Affected by fumes, smoke, etc. Clean (controlled) Dusty/dirty Normal/average Wet/humid Page 5 of 5