RECRUITMENT, SELECTION and EMPLOYMENT PROCESS

Size: px
Start display at page:

Download "RECRUITMENT, SELECTION and EMPLOYMENT PROCESS"

Transcription

1 RECRUITMENT, SELECTION and EMPLOYMENT PROCESS PURPOSE: POLICY: To facilitate and enable the University to recruit for and select the most qualified candidate for positions within the University. To ensure that any hire is made within budget to a position that is has been approved with accurate job descriptions by using equitable and fair hiring practices. To ensure that the University s hiring policies follow all State and Federal guidelines. The University shall carefully screen applicants in a nondiscriminatory, fair, and consistent manner for budget approved available positions in order to hire the most qualified candidate. The selection process shall strictly conform to all EEO guidelines. This policy includes EEO, Reference Checks, Background Checks, Employment Offers, Employment at Will and Employment of Related Persons. DATE APPROVED: September 2011 REVISED: PRACTICES & PROCEDURES: Position Requisition Request Replace a Current Position: a. Complete the Hiring Requisition (REQ) form (available on the Human Resources website Forms Link). b. Review the job description to ensure that the description accurately reflects the position duties and requirements. Forward job description to the Director of Human Resources via (word format) for final approval. c. Attach approved job description to req and forward to Vice President to review and present to Senior Staff for approval. d. Forward the approved, completed and signed req and job description to Human Resources. e. Once all approved information is received in Human Resources, an HR representative will contact the hiring manager to discuss recruitment options. Proposal for a new position: a. For any position that is new and/or not in the current budget year, the hiring manager must complete a position rationale, a job description and a req to their direct supervisor. Once discussed and approved by the supervisor, all information must be forwarded to the Vice President for review. b. If the Vice President approves the new position, all forms will be presented to Senior Staff for approval. Once the new position has been approved, follow steps (d) and (e) as above. Job descriptions a. In collaboration with the Director of Human Resources, all hiring managers will review and update job descriptions. Any changes to positions need to be accurately reflected in the job description. Final approval of job descriptions is held by the Director of Human Resources. 1

2 b. All job descriptions will be formatted using the following template: A. Title B. Reports to C. Basic function D. Qualifications E. General Responsibilities F. Schedule G. Supervision received H. Supervision Exercised I. Physical requirements J. Expectations Advertising Once the signed approved req and updated job description is received, Human Resources will consult with the hiring manager to discuss the recruitment process. If it is deemed that a qualified internal candidate may be a fit, the position will follow the internal posting procedures only. a. All positions are advertised via the HR website Job Opportunities page. An will be sent out to the Franklin Pierce Community announcing the position. The posting will be remain on the intranet for a minimum of three working days to allow any interested employees to apply or to make referrals to the HR Office. For the departments where is not available, the Department Administrative Assistant and/or the supervisor will ensure the job listings are posted on the Department bulletin board. b. All positions that are to be extended outside of the Franklin Pierce Community will be placed on the Franklin Pierce University Employment Opportunities web page. Department Reorganization a. Should a vacancy occur within a department, the supervisor with consultation from their Vice President, may realign personnel within their department. Any candidate outside the immediate department will need to apply through the normal internal recruitment process. b. For any department reorganization, a req must be completed for each employee moving from one position to another and be submitted to the Human Resources office for processing. All reorganization changes must be signed off by the Vice President. c. If the reorganization requires budget alterations, consultation with the CFO must be done prior to any offer being made. d. Upon receipt of the approved req, Human Resources will prepare a new offer letter stating the position change and any salary adjustments if needed. Internal Recruitment Process a. Internal applicants wishing to be considered for any posted position must supply a letter of intent and an updated resume to the Human Resources Office within three days of the posting to receive early consideration. b. Only Franklin Pierce employees who have met the minimum criteria and are qualified will be forwarded to the hiring supervisor during the three day posting period. External Recruitment Process a. Employment advertising will be developed collaboratively between the hiring department and 2

3 Human Resources. b. Advertising will be carefully placed to increase diversity within the potential employment pools. Consideration is given so that we advertise in venues where qualified diverse applicants could be notified and recruited. All advertising will be approved and placed by Human Resources. c. Human Resources shall welcome employee s referrals for all vacant positions whenever appropriate. d. When at all possible, the use professional networks shall be used to increase the diversity of the pool. Application Process a. All applicants are encouraged to their application materials to jobs@franklinpierce.edu. b. All applications must be received via the Human Resources office. Each applicant will receive a receipt confirmation. All applications will be logged and tracked. c. Applications will be scanned and/or ed to the hiring manager for review. Screening, Selection and Interviewing a. Non-exempt & Exempt Positions i. For all non-exempt positions, the Human Resources Office shall screen applications and provide a list of qualified applicants to the hiring supervisor. At any time, the hiring manager may request to view all applications. ii. The hiring manager, in consultation with HR, will rank all applicants using the rating matrix. Once ranked, the hiring manager shall select the top 7-10 candidates to contact for initial screening phone calls. iii. The hiring manager shall send to HR the list of the top candidates. The HR office will contact each candidate, discuss the wage range and find out of the candidate is interested in moving to the next phase. iv. HR will provide the hiring manager the names of candidates who are interested in interviewing face to face. The hiring manager and HR will formalize interview questions to ensure that all applicants are asked the same questions and that the questions comply with all State and Federal laws. v. The hiring manager will contact the candidate and invite to campus. Any request for interview reimbursement must be approved prior to the interview. If the approval is given, then the Human Resources Department will make arrangements for the travel and/or accommodations. vi. During the on-campus interview applicants must meet with Human Resources to review the University s benefits as well as to sign a release for a background check. b. Faculty Positions i. For all full-time faculty positions, under the direction of the Dean of Rindge or the CGPS Dean a search committee (or as directed in the Collective Bargaining Agreement) shall be formed. The committee shall screen applications and provide to the Dean a list of seven to ten names of candidates they would like to progress. ii. After the Dean has reviewed and approved the candidates submitted, the names will be forwarded to Human Resources. Human Resources will provide a basic telephone screening by discussing the salary range, rank of position, providing a brief overview of the 3

4 University and finally gathering additional contact information and possible times they would be available should they wish to proceed to the next stage in the interview process. Human Resources will then provide the Search Committee with the candidates that wish to proceed and information gathered to assist them in scheduling their phone interviews. iii. The Search Committee will conduct the phone interviews. It is not required that all committee members be present for the phone interviews however there must be at least two committee members present during any phone interview. It is suggested to limit phone interviews to minutes. Committee s need to formalize interview questions to ensure that all applicants are asked the same questions and they comply with all State and Federal laws. iv. After the completion of the phone interviews, the Search Committee shall provide the Dean with written recommendation and ratings of the top three (3) candidates which shall be designated for campus interviews. Division Chair or Academic Director will then determine suitable interview dates, in addition to alternative dates, and forward these to the Human Resources Office and the division/department administrative support. v. Should any selected candidate require travel, the Human Resources Department will make arrangements for the travel and/or accommodations. A minimum of 2-weeks notice is needed for all travel arrangements for budgeting purposes. vi. During the on-campus interview applicants must meet with Human Resources to review the University s benefits as well as to sign a release for a background check. Reference Check a. A minimum of three reference checks must be completed on all final applicants. Reference inquiries are not limited to those persons listed as references by the applicant. b. The hiring supervisor, search committee chair, and/or the Human Resources Office shall verify pertinent information by contacting references provided by the applicant. Permission shall always be obtained from the candidates before contacting anyone at the candidate's current place of employment. All reference check forms must be submitted to Human Resources prior to any offer being made. (Reference Form) c. Any concerns or questions regarding reference checks should be referred to the Director of Human Resources. d. After an employee is hired, Human Resources will conduct a criminal background check as well as complete E-Verify checks, as required by law. (see Background Check later in this policy) Employment Offers Faculty Offers a. Upon the selection of the most qualified candidate, the Dean with approval from the Provost will contact the candidate to make an initial employment offer. With the candidates verbal acceptance the Dean will forward to the Director of Human Resources the following information giving authorization to make a formal written offer of employment. 1. Name of Candidate 2. Address 3. Phone Number 4. Position Title 5. Annual Salary 4

5 6. Appointment duration: 9, 10 or a 12 month appointment 7. Start Date (All hire dates must be on a Monday unless previously discussed with Human Resources) 8. Any special language relating to position or course work the candidate would be expected to perform. 9. Special circumstances such as pre arranged vacations, waiver of teaching loads, or any compensatory agreements. a. Any compensatory agreements must be approved by the Provost and signed off by the Chief Financial Officer prior to any verbal agreement being made with a copy of the approval sent to the Director of Human Resources. b. No benefit waivers can be granted without consultation and prior approval from the Human Resources Director. Non-Faculty Offers a. The Director of Human Resources shall make all offers of employment at the approved wage or salary figure. The hiring manager may contact the candidate prior to Human Resources simply to let the candidate know that an offer is imminent. The hiring manager is not allowed to enter into a conversation relating to salary and/or benefits. b. The hiring manager will complete the Hiring Authorization Form and forward to the Director of Human Resources to make a formal offer of employment. 1. Name of Candidate 2. Address 3. Phone Number 4. Position Title 5. Hourly rate/annual Salary 6. Start Date (All hire dates must be on a Monday unless previously discussed with Human Resources) 7. Any special language relating to position or condition of employment. 8. Special circumstances such as pre arranged vacations or any compensatory agreements. c. Any compensatory agreements must be approved by the Division Vice President and signed off by the Chief Financial Officer with a copy of the approval sent to the Director of Human Resources. d. No benefit waivers can be granted without consultation and prior approval from the Human Resources Director. c. The hiring manager will be notified of the employment offer status immediately after the offer has been made by Human Resources. d. Once an employment offer has been accepted, the Human Resources Office will confirm the start and orientation date. e. All employment offers are subject to the completion of the Immigration and Naturalization Service's (INS) Employment Verification Form (I-9). This document must be completed on or before the employee s first day of work. Appropriate original documents proving identity and employment eligibility in the United States must be personally presented at this time in accordance with INS regulations. Tax forms should also be completed and other necessary information obtained in order to establish a personnel file and to comply with all EEO requirements. 5

6 Equal Employment Opportunity It is the policy of the University to provide an environment free from discrimination, including sexual harassment and sexual assault. The University does not discriminate against eligible persons on the basis of age, race, sex, creed, color, religion, sexual orientation, Vietnam-era veteran's status, or ADAprotected disabilities in admissions, access, and/or employment in its programs and activities. No qualified person shall, on the basis of age, race, sex, creed, color, religion, sexual orientation, Vietnamera veteran's status, or ADA-protected disability, be excluded from participation in, denied the benefits of, or otherwise be subjected to discrimination in University programs or activities. Employment-At-Will Both employers and employees within the State of New Hampshire and the State of Arizona are subject to the Employment-At-Will statute. Although it is desirable for employees of the University to form long-standing employment relationships with Franklin Pierce, either the employee or the University may terminate the relationship at any time, for any reason, with or without notice. This Employment-At-Will relationship exists regardless of any other written statements or policies. While the University may elect to follow its progressive discipline procedure, the University is in no way obligated to do so. Using progressive discipline is at the sole discretion of the University and employment status shall always remain an employment at will. The Employment-At-Will statement does not apply to contract Faculty, the President of the University or Vice President positions. Employment of Related Persons For the purpose of this policy, related persons are defined as: current and/or former spouse, children, step-children, siblings, parents, step-parents, grandparents, in-laws, and other persons who are in the opinion of the University living in the same household as though they were legally in one of the listed relationships, domestic partners and persons who are dating or otherwise engaged in an intimate relationship. The University does not categorically prohibit the employment of related persons. However, in recognition of the potential for sensitive work issues, the University will review each hiring decision involving related persons to determine the possible ramifications of the job placement and will make its hiring decision based on the merits of each individual situation. Functional Relationship of Many Positions a. The University reserves the right at any time, and for any reason, to deny employment, or continued employment when it is deemed by the University to involve the employment of related persons. b. Due to marriage or other reasons, employees who are hired or become related may find themselves in positions of conflict with this policy. If, within a reasonable time, a transfer to eliminate the conflict is not possible, it may be necessary for one or both of the employees to resign. This policy does not require the University to fill a position vacancy with an existing employee who finds him/herself in conflict with this policy. Transfer/hiring decisions remain within the discretion of the University. c. In administering this policy and deciding whether the employment or continued employment of related persons is permissible, consideration may be given to, but is in no way limited to, such questions as: i. Is it likely that either related person will be in a position to influence the salary, advancement, or future work assignments of the other? 6

7 ii. Would the related persons have related work assignments, i.e., could one be responsible for checking or reviewing the work of the other? iii. Could the work of one employee depend upon the work of the other? iv. Would one of the related persons be working in a sensitive area of the University and/or have access or exposure to confidential material, data, or records? d. Persons related to employees who report directly to the President or to members of the Board of Trustees will not be hired. e. This policy does not prohibit the employment of dependent children of University employees on a temporary basis during summer and school breaks. f. All applicants must declare any relationship to current or former employees through their application form. If a related person is hired, or if persons become related while employed with the University, the Director of Human Resources shall notify the President. Decisions regarding the employment of related persons will be made on a case-by-case basis. The President s decision is final. All exceptions to the policy prohibiting the employment of related persons are conditional and can be withdrawn or revised when deemed to be in the best interest of the University. Background Checks Franklin Pierce University will perform a background investigation on all new employees. The Human Resources Director or designee will be responsible for performing background checks. Franklin Pierce University has a contract with and will perform all checks with LexisNexis Screening Solutions, Inc., a private, commercial background check vendor. A standard package for all background checks will check Identity Verification which includes social security number validation, date and state of issue, phone number validation, previous addresses and a death master index search. All background checks will be processed via the LexisNexis National Criminal File which reviews Department of Corrections (Inmates & Release files, Probation & Parole) Administrative Office of Courts, Individual County Courts, State Specific Criminal Record Repositories, LexisNexis Proprietary Criminal Record Data and Sex Offender Registry Records. A criminal conviction does not necessarily bar initial employment with the university. The university will assess circumstances surrounding the conviction, time frame, nature, gravity, and relevancy to the job duties. All information regarding any part of the background check process is kept in strict confidence except when disclosure is deemed necessary. The retention of background checks result records will remain on file for the duration of employment. The result record will consist of the employee s name, date of birth, social security number, address and the final outcome of the background check pass or did not pass. No other records will be retained. For any Education faculty members, fingerprints will be included with the background checks. 7

NEW STAFF RECRUITING HUMAN RESOURCES AND ORGANIZATIONAL DEVELOPMENT PROCEDURE No. 209

NEW STAFF RECRUITING HUMAN RESOURCES AND ORGANIZATIONAL DEVELOPMENT PROCEDURE No. 209 NEW STAFF RECRUITING HUMAN RESOURCES AND ORGANIZATIONAL DEVELOPMENT PROCEDURE No. 209 POLICY STATEMENT All new and vacant full and part-time regular (non-temporary) staff positions (excluding interim positions)

More information

Employment Practices

Employment Practices 33.99.01.K1.01 Employment Practices Approved: January 6, 2015 Next Scheduled Review: January 6, 2017 Procedure Statement This procedure establishes the intention and scope for Texas A&M University Kingsville

More information

NON-DISCRIMINATION POLICY

NON-DISCRIMINATION POLICY Fallbrook Public Utility District Personnel Regulations FALLBROOK PUBLIC UTILITY DISTRICT NON-DISCRIMINATION POLICY Board Approved Effective Date 2/95 Board Approved Revision Date 1/98 11/99 7/01 10/04

More information

Recruitment and Appointment of Academic Administrators

Recruitment and Appointment of Academic Administrators NUMBER: ACAF 1.01 SECTION: SUBJECT: Academic Affairs Recruitment and Appointment of Academic Administrators DATE: February 1, 1995 REVISED: November 11, 2014 Policy for: Procedure for: Authorized by: Issued

More information

HUMAN RESOURCES Chapter 7. Recruitment & Hiring Procedure AP 7120

HUMAN RESOURCES Chapter 7. Recruitment & Hiring Procedure AP 7120 References: Education Code Section 87100 et seq.; 87400 and 88003; Title 5 Section 53000 et seq.; I. GENERAL INFORMATION Policy and Procedure #7120 address the district s recruitment and hiring of all

More information

Riverside Community College District Administrative No. 7120c. AP 7120c FULL-TIME FACULTY RECRUITMENT AND HIRING

Riverside Community College District Administrative No. 7120c. AP 7120c FULL-TIME FACULTY RECRUITMENT AND HIRING Riverside Community College District Administrative No. 7120c Procedure Human Resources AP 7120c FULL-TIME FACULTY RECRUITMENT AND HIRING Reference: Accreditation Standard IV B.1.j. All full-time faculty

More information

Policy Statement Number: PS-01 Title/Topic: Equal Opportunity Policy Effective Date: 2/5/2013 Revision Number: PS0001.R06 I.

Policy Statement Number: PS-01 Title/Topic: Equal Opportunity Policy Effective Date: 2/5/2013 Revision Number: PS0001.R06 I. Policy Statement Number: PS-01 Title/Topic: Equal Opportunity Policy Effective Date: 2/5/2013 Revision Number: PS0001.R06 I. PURPOSE The purpose of this policy statement is to assert Louisiana State University

More information

Purpose To assist Rensselaer leadership with managing and developing its human capital.

Purpose To assist Rensselaer leadership with managing and developing its human capital. 200.1 Performance Management Tool Purpose To assist Rensselaer leadership with managing and developing its human capital. Definitions The Performance Management Tool (PMT) is a comprehensive document represents

More information

Hiring Procedures and Guidelines

Hiring Procedures and Guidelines Hiring Procedures and Guidelines 33.99.01.R0.01 Employment Practices Updated 10/06/2014 A Guide for Hiring This document is provided to be a guide for the hiring process. The document, tools referenced,

More information

FINDING and SIGNING THE RIGHT PLAYER FOR YOUR TEAM. Faculty

FINDING and SIGNING THE RIGHT PLAYER FOR YOUR TEAM. Faculty FINDING and SIGNING THE RIGHT PLAYER FOR YOUR TEAM Faculty Recruitment and Hiring Process - Faculty Page 1 of 7 Rev. Jan 2011 BEGIN THE PROCESS Review the Work Before you consider filling any position,

More information

BRIGHAM AND WOMEN S HOSPITAL

BRIGHAM AND WOMEN S HOSPITAL BRIGHAM AND WOMEN S HOSPITAL HUMAN RESOURCES POLICIES AND PROCEDURES SUBJECT: RECRUITING AND HIRING POLICY POLICY #: HR-104 EFFECTIVE DATE: January 1, 2008 Revised March 1, 2010 POLICY The purpose of this

More information

A Leon County Employment Application is required in all cases. A separate application must be made for each position applied for.

A Leon County Employment Application is required in all cases. A separate application must be made for each position applied for. SECTION III RECRUITMENT, SELECTION and APPOINTMENT 3.01 Recruitment A. The County is an Equal Employment Opportunity Employer. B. Applicants are recruited on the basis of job requirements. The County recognizes

More information

CIVIL RIGHTS DIVISION. Experienced Attorney & Attorney Manager Hiring Policy

CIVIL RIGHTS DIVISION. Experienced Attorney & Attorney Manager Hiring Policy CIVIL RIGHTS DIVISION Experienced Attorney & Attorney Manager Hiring Policy The following process is used to for recruiting and hiring for career experienced attorneys and attorney manager positions 1

More information

California State University, Fresno

California State University, Fresno California State University, Fresno Human Resources Vacancy # 12717 Associate Vice President for Human Resources (Administrator IV) Overview: Under the general direction of the Vice President for Administration,

More information

C. HIRING PROCESS FOR FACULTY AND ACADEMIC PROFESSIONALS

C. HIRING PROCESS FOR FACULTY AND ACADEMIC PROFESSIONALS C. HIRING PROCESS FOR FACULTY AND ACADEMIC PROFESSIONALS This document details the process for hiring faculty and academic professionals. Under the process, deans have the discretion to delegate approval

More information

ON CAMPUS STUDENT EMPLOYMENT: GUIDELINES

ON CAMPUS STUDENT EMPLOYMENT: GUIDELINES ON CAMPUS STUDENT EMPLOYMENT: GUIDELINES I. PURPOSE The Oregon Tech Student Employment Service was established to provide employment opportunities to Oregon Tech students so that they may earn a portion

More information

THE HIRING PROCESS. hiringprocessredux2 1

THE HIRING PROCESS. hiringprocessredux2 1 THE HIRING PROCESS A Guide for Vice Presidents, Directors, Managers and Supervisors to Assist Them with the Hiring Process at Wheeling Jesuit University 1 Hiring Process The following delineates the process

More information

Roger Williams University s EMPLOYMENT PROCESSING POLICY & PROCEDURE

Roger Williams University s EMPLOYMENT PROCESSING POLICY & PROCEDURE Roger Williams University s EMPLOYMENT PROCESSING POLICY & PROCEDURE PREFACE Development and maintenance of the university s position and personnel structure and roster, is central to the realization of

More information

Operating Policy and Procedure. Reduction in Force Policy. DATE: March 16, 2016

Operating Policy and Procedure. Reduction in Force Policy. DATE: March 16, 2016 [Minor revision posted 3/16/16 (replaces 11/7/13 edition)] Operating Policy and Procedure : Reduction in Force Policy DATE: March 16, 2016 PURPOSE: The purpose of this Operating Policy/Procedure (OP) is

More information

RECRUITMENT AND SELECTION PLAN FOR PERMANENT AND TIME LIMITED SPA EMPLOYEES

RECRUITMENT AND SELECTION PLAN FOR PERMANENT AND TIME LIMITED SPA EMPLOYEES Authority: 08.110 RECRUITMENT AND SELECTION PLAN FOR PERMANENT AND TIME LIMITED SPA EMPLOYEES Chancellor History: Revised September 1, 2010; Revised and Reformatted February 1, 2007; Effective August 1,

More information

Background and Employment Verification Checks DATE: February 15, 2006 Revised: October 22, 2013

Background and Employment Verification Checks DATE: February 15, 2006 Revised: October 22, 2013 NUMBER: HR 1.90 SECTION: Human Resources SUBJECT: Background and Employment Verification Checks DATE: February 15, 2006 Revised: October 22, 2013 POLICY FOR: PROCEDURE FOR: AUTHORIZED BY: ISSUED BY: All

More information

RECRUITMENT AND HIRING ACADEMIC STAFF/LIMITED. Presented By: The Office of Human Resources

RECRUITMENT AND HIRING ACADEMIC STAFF/LIMITED. Presented By: The Office of Human Resources RECRUITMENT AND HIRING ACADEMIC STAFF/LIMITED Presented By: The Office of Human Resources AGENDA Why has the process been updated? Overview of major changes Authorization Forms Recruitment Process Procedure

More information

Agency 016.14 1069.0 RECRUITMENT PROGRAM. 1069.1.0 Implementation and Modification

Agency 016.14 1069.0 RECRUITMENT PROGRAM. 1069.1.0 Implementation and Modification 1069.0 RECRUITMENT PROGRAM Agency 016.14 1069.1.0 Implementation and Modification 1069.1.1 The Department of Human Services (DHS) Career Opportunities Policy and the procedures that implement it will be

More information

Hiring Staff @ Brown. A Guide to the Staff Hiring Process and Best Practices

Hiring Staff @ Brown. A Guide to the Staff Hiring Process and Best Practices Hiring Staff @ Brown A Guide to the Staff Hiring Process and Best Practices Introduction Purpose University Human Resources (UHR) partners with hiring departments across campus to recruit and hire a diverse

More information

STANDARD OPERATING PROCEDURE (SOP)

STANDARD OPERATING PROCEDURE (SOP) STANDARD OPERATING PROCEDURE (SOP) DOCUMENT ID: SOP-044 VERSION #2 PURPOSE: TITLE: STAFF RECRUITMENT PROCEDURE To outline the steps for recruiting and selecting a BCGEU staff position. Further advice and

More information

PERALTA COMMUNITY COLLEGE DISTRICT OFFICE OF HUMAN RESOURCES

PERALTA COMMUNITY COLLEGE DISTRICT OFFICE OF HUMAN RESOURCES PERALTA COMMUNITY COLLEGE DISTRICT OFFICE OF HUMAN RESOURCES HIRING PROCESS: REGULAR FACULTY POSITIONS Contents Section 1 Purpose Page 1 Section 3 Request to Advertise Page 2 Section 3 Request to Advertise

More information

Background Checks for College Employees

Background Checks for College Employees Background Checks for College Employees Policy/Procedure A. Purpose To provide guidelines for conducting background checks for employees. B. General Policy 1. Scope. A college background check is required

More information

University of Wisconsin Colleges and University of Wisconsin-Extension Criminal Background Check Policy

University of Wisconsin Colleges and University of Wisconsin-Extension Criminal Background Check Policy Purpose University of Wisconsin Colleges and University of Wisconsin-Extension Criminal Background Check Policy To provide a safe and secure environment for the employees, students, partners and clients

More information

POLICY STATEMENT Recruiting Services

POLICY STATEMENT Recruiting Services POLICY STATEMENT Recruiting Services Policies Regarding Employers And Recruiting Services GENERAL POLICIES Services Provided: BSC Career Services provides recruiting services to employment professionals

More information

School Law Basics for Board Members

School Law Basics for Board Members School Law Basics for Summer Board Conference 2015 Presented by: Haley Percell, Attorney John Stellwagen, Attorney Oregon School Boards Association Agenda Scope of Authority Election and Qualifications

More information

Student Employment Policy and Guidelines Montana Tech of The University of Montana

Student Employment Policy and Guidelines Montana Tech of The University of Montana Student Employment Policy and Guidelines Montana Tech of The University of Montana Student Employment Policy and Guidelines... 2 Introduction to Student Employment... 2 Non-Work-Study Student Employment...

More information

Chapter 7, Human Resources

Chapter 7, Human Resources The District shall recruit and hire highly qualified employees who are experts in their fields, who are skilled in serving the needs of a culturally and ethnically diverse student population, and who can

More information

Your Application and Our Recruitment Process

Your Application and Our Recruitment Process Your Application and Our Recruitment Process Please read this guidance carefully before you complete the application. Orkney Islands Council s Equal Opportunities Policy means that we want to ensure that

More information

Colorado Springs School District 11 Records Retention Schedule

Colorado Springs School District 11 Records Retention Schedule General Description: Records generally relating to the hiring, employment, safety, benefits, compensation, discrimination claims, retirement and termination of school district employees. 1. Collective

More information

RECRUITMENT AND SELECTION CHARTER

RECRUITMENT AND SELECTION CHARTER RECRUITMENT AND SELECTION CHARTER Effective from: 17 January 2012 Review date: March 2014 Version/Reference: Document owner: Version 2 (HR12/03) Human Resources Section RECRUITMENT AND SELECTION CHARTER

More information

HUMAN RESOURCES POLICY & PROCEDURE MANUAL

HUMAN RESOURCES POLICY & PROCEDURE MANUAL HUMAN RESOURCES & MANUAL B TABLE OF CONTENTS I. INTRODUCTION... 1 1.1 Distribution of Policy Manual... 3 1.2 Introduction... 4 1.3 Mission Statement... 5 1.4 Open Door Policy... 6 1.5 Policy Changes...

More information

Contra Costa Community College District Human Resources Procedure 1010.06 HIRING OF CONTRACT ADMINISTRATORS

Contra Costa Community College District Human Resources Procedure 1010.06 HIRING OF CONTRACT ADMINISTRATORS Contra Costa Community College District Human Resources Procedure 1010.06 HIRING OF CONTRACT ADMINISTRATORS This procedure shall apply to the selection of contract administrators within the Contra Costa

More information

TABLE OF CONTENTS. A. Equal Employment Opportunity Policy 41 C.F.R. 60-741.44(a), -250.1 3

TABLE OF CONTENTS. A. Equal Employment Opportunity Policy 41 C.F.R. 60-741.44(a), -250.1 3 TABLE OF CONTENTS A. Equal Employment Opportunity Policy 41 C.F.R. 60-741.44(a), -250.1 3 B. Review of Personnel Processes 41 C.F.R. 60-741.44(b);-250.6(b). 4 C. Physical and Mental Qualifications 41 C.F.R.

More information

Ohio Wesleyan University Search/Recruitment Procedures

Ohio Wesleyan University Search/Recruitment Procedures Position Title: Search Number: #1314 - Search Start Date: ****************************************************************************** The latest version of the search/recruitment paperwork is attached

More information

Office of Human Resources. Xavier University of Louisiana Staff Employee Handbook

Office of Human Resources. Xavier University of Louisiana Staff Employee Handbook Office of Human Resources Xavier University of Louisiana Staff Employee Handbook New Hire Policy and Procedures Office of Human Resources Xavier University of Louisiana All Staff Positions POLICY Xavier

More information

RECRUITMENT AND HIRING POLIGY - MWCC Full-time and Part-time Positions

RECRUITMENT AND HIRING POLIGY - MWCC Full-time and Part-time Positions Division of Human Resources and Payroll/Affirmative Action RECRUITMENT AND HIRING POLIGY - MWCC Full-time and Part-time Positions Policy Statement: The Division of Human Resources and Payroll/Affirmative

More information

University Policy Statement UPS 210.001 RECRUITMENT AND APPOINTMENT OF TENURE-TRACK FACULTY

University Policy Statement UPS 210.001 RECRUITMENT AND APPOINTMENT OF TENURE-TRACK FACULTY University Policy Statement UPS 210.001 RECRUITMENT AND APPOINTMENT OF TENURE-TRACK FACULTY I. INTRODUCTION The goal for recruitments is to appoint a high quality and diverse faculty utilizing an effective,

More information

Compensation and Salary Administration Guidelines For Administrative and Staff Positions

Compensation and Salary Administration Guidelines For Administrative and Staff Positions Compensation and Salary Administration Guidelines For Administrative and Staff Positions Florida International University is committed to providing a competitive compensation and salary administration

More information

COMMUNITY COLLEGE SYSTEM OF NEW HAMPSHIRE. These policies may be amended at any time and do not constitute an employment contract.

COMMUNITY COLLEGE SYSTEM OF NEW HAMPSHIRE. These policies may be amended at any time and do not constitute an employment contract. COMMUNITY COLLEGE SYSTEM OF NEW HAMPSHIRE Section: BOT 300 Human Resources Date Approved: December 20, 2007 Effective Date: January 1, 2008 Amended Date: April 11, 2014 These policies may be amended at

More information

EXCERPT FROM THE CSU EXTENSION HANDBOOK

EXCERPT FROM THE CSU EXTENSION HANDBOOK EXCERPT FROM THE CSU EXTENSION HANDBOOK HUMAN RESOURCES Extension human resource guidelines incorporate a number of processes and procedures to form a CSUE personnel system. This personnel system refers

More information

1. The College strives to attract the best qualified candidates through the uniform application of its selection procedures.

1. The College strives to attract the best qualified candidates through the uniform application of its selection procedures. HR 07 Full time Hiring Process Classification: Responsible Authority: Manager, Employee Services Executive Sponsor: Vice President, Approval Authority: President s Executive Committee Date First Approved:

More information

A Guide to Long Term Disability Benefits

A Guide to Long Term Disability Benefits A Guide to Long Term Disability Benefits The University of Maine System is proud to offer a Long Term Disability (LTD) plan to eligible employees. Long term disability is defined as a severe illness or

More information

Selection and Hiring Manual

Selection and Hiring Manual Selection and Hiring Manual Lassen Community College Accepted by Academic Senate May 22, 2012 Accepted by Consultation Council May 30, 2012 Accepted by the Governing Board July 10, 2012 1 Lassen Community

More information

University of Cincinnati. Business/Fiscal Pay Program Policies and Procedures Manual

University of Cincinnati. Business/Fiscal Pay Program Policies and Procedures Manual University of Cincinnati Business/Fiscal Pay Program Policies and Procedures Manual Contents CONTENTS... 1 OVERVIEW... 2 BUSINESS/FISCAL SKILL LEVEL OVERVIEW... 2 WHAT ARE SKILL LEVELS?... 2 SKILL LEVEL

More information

MS 620 Direct Hire Merit Selection and Promotion

MS 620 Direct Hire Merit Selection and Promotion MS 620 Direct Hire Merit Selection and Promotion Effective Date: January 7, 2013 Responsible Office: Human Resource Management Supersedes: 2/2/11; 07/05/95; MS 620-1/9/84, 11/22/76 MS261-8/4/87 Related

More information

HIRING PROCEDURES. I. Purpose

HIRING PROCEDURES. I. Purpose PAGE: 1 of 5 HIRING PROCEDURES I. Purpose The purpose of this policy is to establish guidelines for the employment process and to assure that the recruitment and selection processes are consistent and

More information

UNIVERSITY of ILLINOIS BACKGROUND CHECK POLICY. Urbana Campus Candidates Frequently Asked Questions. January 2016

UNIVERSITY of ILLINOIS BACKGROUND CHECK POLICY. Urbana Campus Candidates Frequently Asked Questions. January 2016 1. Why are Background Checks required? UNIVERSITY of ILLINOIS BACKGROUND CHECK POLICY Urbana Campus Candidates Frequently Asked Questions January 2016 The University is committed to providing a safe learning,

More information

HUMAN RESOURCES Employment Services Campus Box 7210 Phone (919) 515-2135 Fax (919) 515-7543 employment@ncsu.edu

HUMAN RESOURCES Employment Services Campus Box 7210 Phone (919) 515-2135 Fax (919) 515-7543 employment@ncsu.edu RECRUITMENT AND SELECTION GUIDELINES A hiring official s guide to the practices and processes of recruitment and selection at NC State University HUMAN RESOURCES Employment Services Campus Box 7210 Phone

More information

Principles FOR. Practice. for Career Services & Employment Professionals

Principles FOR. Practice. for Career Services & Employment Professionals Principles FOR Professional Practice for Career Services & Employment Professionals Principles for Professional Practice For Career Services & Employment Professionals Career services and employment professionals

More information

WAYNE STATE UNIVERSITY

WAYNE STATE UNIVERSITY WAYNE STATE UNIVERSITY GUIDE TO ON-CAMPUS STUDENT EMPLOYMENT Career Services Academic Affairs 1001 FAB Detroit, MI 48202 (313) 577-3390 (313) 577-4995 (FAX) www.careerservices.wayne.edu Wayne State University

More information

OVERVIEW OF HIRING PROCESS GUIDELINES

OVERVIEW OF HIRING PROCESS GUIDELINES OVERVIEW OF HIRING PROCESS GUIDELINES Amy Adkins Director of Human Resources A. Full Time Employees I. Vacancy of position Resignation/termination of current employee Employment process initiated Job description

More information

Interviews. Hiring. Orientation

Interviews. Hiring. Orientation FLORENCE-DARLINGTON TECHNICAL COLLEGE Human Resources Department P.O. Box 100548 Florence, SC 29501-0548 Phone (843) 661-8320 Fax (843) 661-8371 Web Address: http://www.fdtc.edu Applicant Information and

More information

Southwestern Community College District Procedure No. 7120

Southwestern Community College District Procedure No. 7120 References: Education Code Section 87100 et seq.; 87400 and 88003; Title 5 Section 53000 et seq.; Accreditation Standard III.A I. GENERAL INFORMATION Policy and Procedure No. 7120 address the District

More information

Student or Non-Student Temporary Employee Recruitment & Hiring Process

Student or Non-Student Temporary Employee Recruitment & Hiring Process Student or Non-Student Temporary Employee Recruitment & Hiring Process Definition of a Temporary Employee: Employees that are hired to meet short term or sporadic staffing needs (i.e. those anticipated

More information

RECORD RETENTION REQUIREMENTS SUMMARY GUIDE 2012. Joshua T. Natzel Lindquist & Vennum PLLP (612) 752-1041 jnatzel@lindquist.com

RECORD RETENTION REQUIREMENTS SUMMARY GUIDE 2012. Joshua T. Natzel Lindquist & Vennum PLLP (612) 752-1041 jnatzel@lindquist.com RECORD RETENTION REQUIREMENTS SUMMARY GUIDE 2012 Joshua T. Natzel Lindquist & Vennum PLLP (612) 752-1041 jnatzel@lindquist.com I. Documents Related to Recruitment Type of Record Retention Period Statute

More information

Criminal Background Check Policy

Criminal Background Check Policy Authority: Board of Regents Policy 20-19 Criminal Background Check Policy No: S-14.5 Date: March 10, 2008, amended February 2013 The Board of Regents Policy 20-19 requires that a criminal background check

More information

Teach a variety of subjects related to law enforcement and the criminal justice system.

Teach a variety of subjects related to law enforcement and the criminal justice system. North Orange County Community College District ADMINISTRATION OF JUSTICE INSTRUCTOR JOB #FCF784 Tenure-track position, 100% contract STARTING DATE: August 22, 2014 DUTIES AND RESPONSIBILITIES Duties and

More information

EMORY COLLEGE OF ARTS AND SCIENCES SEARCH OVERVIEW 2015-2016

EMORY COLLEGE OF ARTS AND SCIENCES SEARCH OVERVIEW 2015-2016 EMORY COLLEGE OF ARTS AND SCIENCES SEARCH OVERVIEW 2015-2016 The College Affirmative Action Committee, in conjunction with OEI the Office of Equity and Inclusion, reviews adherence to the procedures for

More information

AU HIRING PROCESS. Contact Public Relations for external advertising and listing the job on higheredjobs.com.

AU HIRING PROCESS. Contact Public Relations for external advertising and listing the job on higheredjobs.com. AU HIRING PROCESS FULL-TIME & PART-TIME Complete Job Requisition Form, including the required Vice-President and Business Affairs signatures. Search Committee Members must also be identified on the back

More information

Procedures (check one): New X Revised Reformatted. Volunteers X Division/Department

Procedures (check one): New X Revised Reformatted. Volunteers X Division/Department Procedures No: 2029 Title of Procedures: Background Investigation Procedures Procedures (check one): New X Revised Reformatted Applies to (check all that apply): Faculty_X Staff X Students_X Volunteers

More information

To enhance mission performance, TSA is committed to promoting a culture founded on its values of Integrity, Innovation and Team Spirit.

To enhance mission performance, TSA is committed to promoting a culture founded on its values of Integrity, Innovation and Team Spirit. OFFICE OF HUMAN CAPITAL ` TSA MANAGEMENT DIRECTIVE No. 1100.30-26 To enhance mission performance, TSA is committed to promoting a culture founded on its values of Integrity, Innovation and Team Spirit.

More information

Job Applicant Guidance Notes

Job Applicant Guidance Notes Job Applicant Guidance Notes Thank you for your interest in working for Queen Margaret University. The following document has been put together as a guide to ensure that you provide us with an application

More information

THE LUTHERAN UNIVERSITY ASSOCIATION, INC. D/B/A VALPARAISO UNIVERSITY

THE LUTHERAN UNIVERSITY ASSOCIATION, INC. D/B/A VALPARAISO UNIVERSITY THE LUTHERAN UNIVERSITY ASSOCIATION, INC. D/B/A VALPARAISO UNIVERSITY PRE-EMPLOYMENT CREDIT AND CRIMINAL BACKGROUND CHECK AND SEXUAL OFFENDER REGISTRY REVIEW POLICY Valparaiso University strives to provide

More information

DEPARTMENT PLAN. The Department of Counseling, Educational, and Developmental Psychology. College of Education and Human Development

DEPARTMENT PLAN. The Department of Counseling, Educational, and Developmental Psychology. College of Education and Human Development 10/23/03 DEPARTMENT PLAN The Department of Counseling, Educational, and Developmental Psychology College of Education and Human Development Eastern Washington University Cheney ω Spokane Washington Formally

More information

Town of LaSalle. Employment Application

Town of LaSalle. Employment Application Town of LaSalle Employment Application Town of LaSalle, Colorado Employment Application AN EQUAL OPPORTUNITY EMPLOYER It is our policy to comply fully with all federal, state and local equal employment

More information

Staffing and Classification Procedures

Staffing and Classification Procedures Staffing and Classification Procedures Preface These procedures apply to staff employed by the University of Southern California. In the event of a discrepancy between procedures, guidelines and a collective

More information

Trans Canada Trail Ontario

Trans Canada Trail Ontario TABLE OF CONTENTS Section PAGE 1.0 Purpose and Scope of Policy 1 2.0 Introduction and Regulations 1 3.0 Recruitment and Selection 1 4.0 Probation 2 5.0 Hours of Work 3 6.0 Performance Appraisal 3 7.0 Employee

More information

POSITION VACANCY CONSULAR ASSISTANT FULL PERFORMANCE LEVEL*

POSITION VACANCY CONSULAR ASSISTANT FULL PERFORMANCE LEVEL* UNITED STATES CONSULATE GENERAL RIO DE JANEIRO, BRAZIL Management Notice No. 022 April 6, 2015 TO: FROM: SUBJECT: ALL INTERESTED CANDI DADES/ALL SOURCES MGMT OFFICER, JASON CRAIG POSITION VACANCY CONSULAR

More information

Policies and Procedures Manual

Policies and Procedures Manual University of Cincinnati Division of Administration and Finance Policies and Procedures Manual Broadband Program For Project Management Architects Planners Engineers Project Managers Directors Contents

More information

Midwestern State University Human Resources

Midwestern State University Human Resources Midwestern State University Human Resources How to Open a Staff Position 02/11 Personnel Transaction Form (PTF) If current employee is resigning, complete a terminating PTF If current employee is being

More information

Director of Human Resources and Employee Performance

Director of Human Resources and Employee Performance JOB DESCRIPTION Niles Township High School District 219 Director of Human Resources and Employee Performance REPORTS TO : POSITION OBJECTIVE : Assistant Superintendent of Human Resources To support the

More information

Criminal History Background Checks for Employment and Promotion

Criminal History Background Checks for Employment and Promotion Policies Criminal History Background Checks for and Promotion Definitions Security sensitive areas are all of the physical locations at the utmbhealth (UTMB) designated by the President or his designee.

More information

S.N.E. Support Non-Exempt

S.N.E. Support Non-Exempt S.N.E. Support Non-Exempt Request for Hire Process POSTING REQUIREMENTS: The Personnel Requisition Form initiates the recruitment process for all open positions. For all vacancies - submit a completed

More information

Staff Wage and Salary Guidelines

Staff Wage and Salary Guidelines Staff Wage and Salary Guidelines Preface These procedures apply to staff employed by the University of Southern California. In the event of a discrepancy between these procedures and guidelines and a collective

More information

EMPLOYMENT APPLICATION. Get Involved

EMPLOYMENT APPLICATION. Get Involved EMPLOYMENT APPLICATION Get Involved To be completed by a potential employee. Please complete this application by typing or printing in ink. INCOMPLETE or UNSIGNED applications will not be considered. Email

More information

SPECIAL ASSISTANT UNITED STATES ATTORNEY (UNCOMPENSATED) U.S

SPECIAL ASSISTANT UNITED STATES ATTORNEY (UNCOMPENSATED) U.S SPECIAL ASSISTANT UNITED STATES ATTORNEY (UNCOMPENSATED) U.S. DEPARTMENT OF JUSTICE UNITED STATES ATTORNEY'S OFFICE WESTERN DISTRICT OF NORTH CAROLINA Vacancy Announcement # 13-WDNC-SAUSA-CV-01 About the

More information

Division: Chapter: Policy: Issue Date: SEPTEMBER 1, 2012 Revised:

Division: Chapter: Policy: Issue Date: SEPTEMBER 1, 2012 Revised: State of North Carolina Department of Public Safety POLICY REQUIREMENTS & PROCEDURES HUMAN RESOURCES Division: Chapter: Policy: ADMINISTRATION HUMAN RESOURCES HR 0.1 - MERIT-BASED RECRUITMENT AND SELECTION

More information

4. EMPLOYMENT LAW. LET S GO LEGAL: The Right Road to Compliance & Protection KNOW KNOW MORE. 1. Minimum Wage & Overtime

4. EMPLOYMENT LAW. LET S GO LEGAL: The Right Road to Compliance & Protection KNOW KNOW MORE. 1. Minimum Wage & Overtime 4. EMPLOYMENT LAW KNOW There are five key areas of Employment Law for nonprofit to be aware of: 1. Minimum Wage & Overtime: Federal, State, and in some cases Local law regulates employers pay practices

More information

3354:1-44-01.1 Pre-Employment Background Check and Drug Screening Procedure 1

3354:1-44-01.1 Pre-Employment Background Check and Drug Screening Procedure 1 3354:1-44-01.1 Pre-Employment Background Check and Drug Screening Procedure 1 (A) Introduction (1) The College provides this procedure to insure the fair and consistent utilization of background checks

More information

STANDARD OPERATING PROCEDURE SOP Sec. 2.0 Application & Selection for Employment

STANDARD OPERATING PROCEDURE SOP Sec. 2.0 Application & Selection for Employment This SOP implements Section 2.0 of the Policy Manual. A. RECRUITMENT 1. The Human Resources Department (HR) will coordinate, develop, and conduct recruiting services for departments under the jurisdiction

More information

Job Opportunity: DC Department of Health, Community Health Administration, Medical Officer Position

Job Opportunity: DC Department of Health, Community Health Administration, Medical Officer Position Job Opportunity: DC Department of Health, Community Health Administration, Medical Officer Position General Job Information Pay Plan, Series & Grade: MS-602-16 Agency: Department of Health Closing Date:

More information

Application for Employment

Application for Employment Application for Employment GENERAL INFORMATION (Please Print) Name: Telephone No.: LAST FIRST MIDDLE Email Address: Present Address: Position Desired: STREET CITY STATE ZIP Pay Desired: If hired, can you

More information

University of Massachusetts Lowell Hiring Guide

University of Massachusetts Lowell Hiring Guide University of Massachusetts Lowell Hiring Guide 1 INTRODUCTION The Department of Human Resources has begun the initial step to streamline the procedures utilized for the recruitment and hiring of Professional

More information

STAFF HIRING HANDBOOK Contains information regarding: - Full-time Staff Hiring - Part-time Staff Hiring - Search Committee Instructions -Reference

STAFF HIRING HANDBOOK Contains information regarding: - Full-time Staff Hiring - Part-time Staff Hiring - Search Committee Instructions -Reference STAFF HIRING HANDBOOK Contains information regarding: - Full-time Staff Hiring - Part-time Staff Hiring - Search Committee Instructions -Reference Questionnaire Prepared by: Human Resources - Revised September

More information

Caltech Career Development Center (CDC) On-Campus Recruiting Policies for Recruiters

Caltech Career Development Center (CDC) On-Campus Recruiting Policies for Recruiters Caltech Career Development Center (CDC) On-Campus Recruiting Policies for Recruiters Introduction All employment professionals participating in the On-Campus Recruiting Program are required to work within

More information

INSTRUCTIONS SKYLARK DRY CLEANING EMPLOYMENT APPLICATION

INSTRUCTIONS SKYLARK DRY CLEANING EMPLOYMENT APPLICATION INSTRUCTIONS SKYLARK DRY CLEANING EMPLOYMENT APPLICATION Thank you for your interest in. You may submit your application by email (preferred), by Fax, or by U.S. mail. Email Submission: Download, print

More information

Workplace Values Manual. Workplace Values

Workplace Values Manual. Workplace Values Workplace Values Manual Workplace Values 1 Respect 2 Clear Expectations and Feedback 3 Friendly and Caring 4 Professionalism 5 Teamwork 6 Staff Development and Professional Growth 7 Fun and Relaxed 8 Flexibility

More information

ANNOUNCEMENT NUMBER: 12-0043. 1101601 SD Data Technician, FSN-5; FP-9*

ANNOUNCEMENT NUMBER: 12-0043. 1101601 SD Data Technician, FSN-5; FP-9* ANNOUNCEMENT NUMBER: 12-0043 OPEN TO: POSITION: All Interested Candidates 1101601 SD Data Technician, FSN-5; FP-9* OPENING DATE: May 14, 2012 CLOSING DATE: May 25, 2012 WORK HOURS: Full-time; 40 hours/week

More information

MIAMI CAREERLINK POSTING POLICIES. Career Services 200 HOYT HALL OXFORD, OH 45056 (513) 529-3831 WWW.MIAMIOH.EDU/CAREERS/

MIAMI CAREERLINK POSTING POLICIES. Career Services 200 HOYT HALL OXFORD, OH 45056 (513) 529-3831 WWW.MIAMIOH.EDU/CAREERS/ MIAMI CAREERLINK POSTING POLICIES Career Services 200 HOYT HALL OXFORD, OH 45056 (513) 529-3831 WWW.MIAMIOH.EDU/CAREERS/ Career Services Miami CAREERlink Posting Policies 1 Table of Contents Disclaimer.

More information

TITLE 4. ADMISSIONS AND EDUCATIONAL STANDARDS

TITLE 4. ADMISSIONS AND EDUCATIONAL STANDARDS TITLE 4. ADMISSIONS AND EDUCATIONAL STANDARDS DIVISION 2. ACCREDITED LAW SCHOOL RULES Adopted by the Committee of Bar Examiners and Approved by the Board of Governors of The State Bar of California Effective

More information

I. SCOPE AND PURPOSE II. DEFINITIONS

I. SCOPE AND PURPOSE II. DEFINITIONS Revision Date: First version Page: 1 of 9 I. SCOPE AND PURPOSE This procedure is designed to implement the Employee Background Checks Policy, by providing details relating to the timing and manner of conducting

More information

Share responsibilities in the Forensics Program, including teaching and related activities, as assigned.!

Share responsibilities in the Forensics Program, including teaching and related activities, as assigned.! Communication Studies/Speech Instructor North Orange County Community College District JOB #FCF782 STARTING DATE August 21, 2015 DUTIES AND RESPONSIBILITIES Tenure-track position, 100% contract Duties

More information

HUMAN RESOURCES MANAGEMENT POLICY EMPLOYMENT PROCEDURE

HUMAN RESOURCES MANAGEMENT POLICY EMPLOYMENT PROCEDURE HUMAN RESOURCES MANAGEMENT POLICY EMPLOYMENT PROCEDURE POLICY 04 NOTE: THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE MEDICAL UNIVERSITY OF SOUTH

More information

TEXAS SOUTHERN UNIVERSITY MANUAL OF ADMINISTRATIVE POLICIES AND PROCEDURES

TEXAS SOUTHERN UNIVERSITY MANUAL OF ADMINISTRATIVE POLICIES AND PROCEDURES TEXAS SOUTHERN UNIVERSITY MANUAL OF ADMINISTRATIVE POLICIES AND PROCEDURES SECTION: Human Resources Number 02.02.01 AREA: Compensation SUBJECT: Pay Guidelines for Staff Employees I. PURPOSE AND SCOPE This

More information