from HR with OK to hire.

Transcription

1 1a When candidate is offered position, advise offer is contingent upon results of LIVESCAN. from HR with OK to hire. 1b If identified as sensitive position confirm LIVESCAN results Verify receipt of from Risk Management or contact HR manager for results. Process: If results clear sent to hiring mgr. and HR manager; if results not clear results sent to HR director who contacts hiring manager. Can take up to 30 days, generally results much sooner. 2 Send new hire initial EE checklist e- mail, bcc HR Department Hiring Manager 3 Generate esaf/efaf/contract

2 4a Generate esarf for access to systems esarf ( 4b Computer/lap-top If new computer service desk ticket - request new computer / software / connection to printer. If existing computer - service desk ticket configuration/ software request and updates in existing computer include property tag number/location in ticket. 5a Key requests / Access credentials Note: After-hour access to VBT and SA buildings requires that 24/7 365 be marked on the key request. 5b Telephone request Service ticket or

3 6a Business cards Department Administrative Support 6b Office signage Facilities (No specific contact currently) 6c Furniture/chair Furniture: chairs: 7a Request Defensive Driver Training and other safety training, if appropriate (contact info) Contact EH&S for training link. Must provide employee s name, net ID, department and address; driver must submit Authorization for Release of Driver Information to Risk Management (SA4700) 7b Confirm completion of FERPA and SAT training. Contact IT. infosec@lists.csueastbay.edu

4 7c Contact Risk Management to request Sexual Harassment Prevention training, if appropriate Contact for training link. Must provide employee s name, net ID, department, employee s job title and address 8 Assign courses to faculty in PeopleSoft 9 Department welcome orientation Staff introductions, department and office tour, i.e. copiers, printer, fax machine locations, supply resources, lunchroom, restroom, emergency exits, staff locations, pay schedule, absence reporting, subscription to listservs, department culture (i.e. relevant meeting schedules, birthday celebrations, etc.) Computer, lap-top, phone system, system access (PeopleSoft, BlackBoard, etc.)

5 # DEPARTMENT CHECK-LIST Resources 10 Hiring manager to identify department liaison Department staff member 11 Process Signature Authorization Forms Forms such as Signature Authorization for Payroll Documents and Signature Authorization for Accounts Payable, etc. ** Important Notes: Performance evaluations are to be conducted in accordance with the appropriate Collective Bargaining Agreement ** For questions on this check-list please