HUMAN RESOURCES ASSESSMENT. For ELIZABETH CITY STATE UNIVERSITY

Size: px
Start display at page:

Download "HUMAN RESOURCES ASSESSMENT. For ELIZABETH CITY STATE UNIVERSITY"

Transcription

1 HUMAN RESOURCES ASSESSMENT For ELIZABETH CITY STATE UNIVERSITY Prepared by Laurie Charest February, 2008

2 EXECUTIVE SUMMARY At the request of General Administration of The University of North Carolina, a review of the Elizabeth City State University human resources function was conducted. The review concentrated on compliance issues and included human resources functions for faculty, EPA non-faculty and staff. Major Findings: 1. The human resources function at Elizabeth City State University is in substantial compliance with most human resources requirements. Additional detail about compliance findings is included below. 2. The Human Resources staff has been stable with very low turnover. Staff members conduct their duties in a professional, confidential, service-oriented manner. Human Resources staff are valued for their expertise and responsiveness. They are relied upon for advice and assistance. 3. Recent changes have been made in structure and responsibility of Human Resources. These changes are not fully implemented but are progressing well. Recently, the Human Resources offices were moved from a separate building at the periphery of campus to the main administrative building. The new location makes the human resources function more visible and accessible. 4. Human Resources has a robust web presence and a comprehensive set of policies accessible on the web. This is particularly noteworthy since this work has apparently all been accomplished within the last two years. Additional policies are in development and web enhancements are planned. 5. The one area where particular attention is needed is in the EEO/ADA area. Appropriate policies and complaint procedures are in place; however, additional communication or web presence is needed to ensure that employees know who to contact. In addition, an Equal Employment Opportunity Action plan that meets all Federal requirements needs to be prepared annually. Overall, the Human Resources function is performing well and providing excellent service to the campus community. This is especially noteworthy because of the difficulty of having expertise in all areas of human resources in a small institution. This report provides a summary of the compliance findings for each area of human resources as well as recommendations for improvement. 1

3 STAFFING AND STRUCTURE The Human Resources division is headed by Vice Chancellor Jean Sims and is responsible for EPA and SPA recruitment and selection, classification and compensation, benefits, employee relations, employee development and training, human resources information systems and payroll. The human resources leadership position was recently elevated to the Vice Chancellor level, reflecting the importance that the Chancellor and the University place on human resources functions. Responsibility for EPA human resource functions with the exception of promotion and tenure has been delegated to Human Resources and is currently in transition. In addition, payroll responsibility has recently been moved to Human Resources. Human Resources is responsible for student hiring and will be assuming responsibility for student payroll. EEO/ADA responsibility has been moved out of Human Resources. Mr. Brutus Jackson, Director of Career Services, has been appointed as EEO/ADA Officer. There are nine permanent staff positions in the Human Resources office. An additional position has been approved but is not yet funded. The staff has been very stable with a low level of turnover. Human Resources has a clear set of goals and objectives. Technology related objectives are prominent demonstrating that the staff embrace the use of technology. Of particular note is the careful manner in which Human Resources staff have been assigned responsibility as backup to other staff members. With a small staff, cross training is imperative. ECSU Human Resources has not only insured cross training, but has assigned responsibility for back up of each area to particular staff members. ECSU strongly supports the professional development of its Human Resources staff and has memberships in human resources professional organizations. Human Resources staff were also praised for their strong work ethic and their timely response to requests for information and assistance. Recommendations 1. When funding is identified, move quickly to fill new Human Resources position that is designed to work primarily with EPA human resources issues. This position is key to the smooth transition of EPA responsibilities. 2. As payroll staff are integrated into the Human Resources organization, use the opportunity to examine processes to ensure that they are as streamlined as possible. EEO/ADA The university has a designated EEO/ADA officer. This responsibility was recently removed from Human Resources because of concerns about potential conflicts. 2

4 These duties were added to those of the Director of Career Services. This individual is working to learn all aspects of these responsibilities. Appropriate policy statements and complaint procedures are in place. There is currently no information on the ECSU website about the EEO/Affirmative Action office, making it difficult for a faculty or staff member with a concern to know who to contact. Campus announcements were made at the time these responsibilities transitioned; however, there is need for more visibility for this function on a continuing basis. The EEO Officer has an active role in searches and hiring decisions. He is responsible for ensuring that all search committee members have received hiring training offered by Human Resources. He signs off on all hiring actions indicating compliance with hiring and selection procedures. Currently, there does not appear to be any review of salary equity issues within the EEO function. ECSU has an approved State EEO/Affirmative Action plan. There is need to ensure that a plan that meets all Federal requirements is developed and updated on an annual basis. The EEO Officer is also responsible for ADA compliance. There does not appear to be any existing process for employees with disabilities to self-identify or any formal process for employees to request accommodation. There is some awkwardness and uncertainty in the division of responsibility between Human Resources and the EEO/ADA Officer. For example, the EEO/ADA Officer is designated to receive and handle Sexual Harassment and Workplace Harassment complaints; however, training and policy development in these two areas is provided by Human Resources. In addition, at the time the EEO Officer signs off on prospective hires, he does not necessarily have proposed salary information or information about salary comparisons. Recommendations 1. Ensure that an EEO/Affirmative Action plan that meets all Federal requirements is developed and updated on an annual basis. 2. Ensure that the EEO Office has visibility on the ECSU website so that faculty and staff with concerns can locate the office. Provide links to key policies and forms from the EEO website. 3. Formalize procedures for employees with disabilities to self-identify and procedures for disabled employees to request accommodation. 4. Insure that salary equity is being adequately monitored for both EPA and SPA. Currently, Human Resources provides guidance on individual salary decisions. 3

5 Insure that salary equity is monitored on an overall basis (see Classification and Compensation section). 5. Place EEO/ADA responsibility for faculty and staff in Human Resources. While it is probably not reasonable to have a full-time EEO/ADA Officer at an institution the size of ECSU, it is imperative that the function be adequately staffed, including the provision for backup in the absence of the EEO Officer. It is difficult to ensure backup when this function is assigned as additional duties in another area. In addition, it seems appropriate to combine the plan development, complaint handling and training responsibilities. Consider assigning EEO Officer responsibilities to the newly approved position, if funded. By placing these responsibilities in Human Resources, adequate backup for the EEO Officer can be identified. In addition, a comprehensive approach to handling EEO/ADA responsibilities can be followed. 6. Develop strategies for multiple avenues of intake in order to alleviate any concerns about conflict. For example, complaint procedures might identify several individuals to receive complaints. It would not be necessary for all of these individuals to report directly to the EEO Officer; however, all would need to be thoroughly trained in handling these complaints. RECRUITMENT AND SELECTION Human Resources is responsible for recruitment and selection of all permanent and temporary faculty and staff at ECSU, including student employees. Human Resources is currently implementing PeopleAdmin for online application and employment processes. The effective date of the implementation is February 1, Currently, PeopleAdmin is live and applicants may apply through the online application process. Effective February 1, 2008, applicants may only apply through the online process. ECSU has made provision to accommodate applicants who do not have internet access through work stations in the Human Resources office or by advising applicants to use work stations available at the public library. This implementation is an important step as online application and selection processes represent best practice in human resources. ECSU Human Resources meets all State posting requirements using both the PeopleAdmin posting on the ECSU website and posting through the Office of State Personnel s posting. Additional advertising is done for EPA and some SPA positions. Under both the current process and the new PeopleAdmin process, Human Resources staff are responsible for screening applicants for SPA positions to ensure that they meet the minimum qualifications. ECSU will use the screening capabilities that exist within PeopleAdmin to assist in the process. Applicants who meet the minimum requirements for SPA positions will be referred to the hiring department. If any applicants have preference priorities, these will be communicated to the hiring department via . Once the hiring department has determined which candidates will 4

6 be interviewed, the hiring department notifies Human Resources. Human Resources schedules interviews for SPA employees. All applicants for EPA positions are forwarded to the hiring department. For EPA positions, the hiring departments are responsible for scheduling interviews. ECSU uses search committees for all permanent EPA and SPA positions unless a special waiver is received. ECSU requires that all members of search committees have participated in hiring training. Human Resources offers hiring training on a regular basis. The EEO Officer is responsible for monitoring the composition of search committees. When the hiring department has selected the candidate, the hiring department completes an online hiring proposal which includes non-selection reasons for all interviewed candidates. The hiring proposal is forwarded to the EEO Officer for review and approval. Once the hire is approved, Human Resources sends a written job offer to the candidate and a written acceptance is required. Human Resources is responsible for conducting pre-employment background checks. ECSU conducts background checks on all prospective employees including students and temporary employees. Currently, ECSU uses Castlebranch to conduct these checks. In addition, Human Resources is responsible for completing the I-9 and E-verify process for all employees. All employees are required to report to Human Resources within three days of hire to complete these processes. Human Resources also conducts credentials verification for all permanent employees by requiring submission of official transcripts. Human Resources also monitors any nepotism issues that arise for SPA employees and is responsible for annual reporting to the Board of Trustees. ECSU has adopted an eleven-month limit for employment of temporaries. This limit is monitored by Human Resources and Payroll. Recommendations: 1. Proceed with implementation of PeopleAdmin. This is an important step forward that represents best practice in human resources. 2. Consider the possibility of using the Office of State Personnel s continuous job posting provision for classifications in which there are regular openings and sufficient difficulty in attracting qualified applicants such as information technology and public safety. 3. As the EPA position is filled and responsibilities transition, review EPA hiring process to ensure that it is as streamlined as possible. Consider offering optional services to departments such as screening of candidates and/or scheduling of interviews. 5

7 CLASSIFICATION AND COMPENSATION Human Resources is responsible for classification and compensation issues for EPA and SPA employees. For SPA employees, ECSU is in the process of converting from a job classification system to a career banding system developed by the Office of State Personnel. Approximately two-thirds of the SPA employees have been converted to the new career banded system. For the remaining positions, ECSU has done preliminary work and planning and is prepared to move forward to convert these positions as soon as the Office of State Personnel allows. ECSU seems well-positioned to meet the Spring, 2008 deadline for conversion to career banding. ECSU has provided training in career banding to supervisors and employees. Supervisors are being asked to attend a second round of training concentrating on the career development aspects of the new system. Although ECSU has only one staff member dedicated to classification and compensation, another staff member is assigned as backup and is prepared to step in if needed. The Office of State Personnel has given ECSU delegated authority to manage career banded positions in the job families that have already been implemented. ECSU recently received a substantial allocation from the State s Salary Adjustment Fund which was used to bring salaries of certain career banded employees to more appropriate salary levels. Human Resources is responsible for calculating qualifying salaries for newly hired employees and communicating this information and any salary equity concerns to hiring departments. Hiring departments make final salary decisions. ECSU complies with Office of State Personnel policies for salary administration and pay increases. ECSU utilizes on call and shift premium pay for certain employees. ECSU complies with State policy by preparing an annual list of affected classifications and submitting the list to the Office of State Personnel. As responsibilities for EPA employees transition to Human Resources, staff are preparing to take on additional responsibilities. The Vice Chancellor serves on the Human Resources Advisory Board at General Administration and is knowledgeable about classification of EPA non-faculty positions. Staff are aware of EPA non-faculty salary ranges and familiar with College and University Professional Association for Human Resources surveys as sources for salary comparisons. Human Resources staff are aware of Board of Governors policies governing salary increases for EPA employees and will be assuming responsibility for complying with these policies. ECSU needs to complete a policy on Non-salary and Deferred Compensation for EPA employees. A key goal of Human Resources is to obtain Management Flexibility to EPA personnel issues. The process to obtain this authority requires that key policies and procedures are in place. ECSU Human Resources is preparing to undertake its first faculty salary equity study. A faculty committee will be appointed to work with Vice Chancellor Sims. The 6

8 committee is expected to complete its review and issue recommendations by the end of the calendar year. Human Resources is also responsible for ensuring compliance with the Fair Labor Standards Act (FLSA) including proper designation of positions as subject to or exempt from FLSA. Human Resources conducted a review of all non-faculty positions to ensure compliance with new FLSA definitions. Employees that are not exempt from the Fair Labor Standards Act are notified at orientation that the university may, at its discretion, choose to compensate overtime by the use of compensatory time. Recommendations 1. Complete policy on Non-salary and Deferred Compensation for EPA employees. 2. Proceed with faculty salary equity study. As SPA positions are career banded and more salary flexibility exists, develop a plan for regular monitoring of overall salary equity for SPA employees (see EEO recommendations). 3. Proceed with effort to obtain Management Flexibility. This effort should be integrated with the transition of EPA personnel responsibilities to ensure that Human Resources staff are all adequately trained and prepared to assume these responsibilities. BENEFITS Human Resources is responsible for benefits for all faculty and staff. ECSU uses on-line orientation for all faculty and staff. The Benefits Administrator is responsible for sending new faculty and staff a letter about the need to complete the online orientation. Additional information such as health insurance comparison charts and program descriptions are provided in this mailing. Staff report no complaints about the online orientation. New SPA employees are returning orientation forms in a timely manner, but Human Resources staff are spending time tracking down late forms from new faculty and EPA non-faculty. Human Resources staff does a good job of monitoring and following up on forms that are not returned in a timely manner. New faculty and staff are also required to sign an acknowledgement form that indicates they have completed the orientation and have read certain key policies. The Benefits Administrator regularly attends the UNC Benefits Network meetings to stay abreast of benefit changes and issues. ECSU has an Insurance Committee that makes decisions regarding employee paid insurance plans. Recently, the scope of the committee has been expanded to include wellness. The most recent issue being considered by the committee is the possibility of payroll deducted automobile insurance. Because ECSU is on Central Payroll, they may not be able to get an additional payroll slot for auto insurance. 7

9 Human Resources monitors contribution limits for tax-deferred savings plans on an individual basis. Human Resources also provides counseling to employees moving from SPA to EPA using the comparison matrix developed by General Administration. Human Resources works with Academic Affairs to implement the Phased Retirement program. Human Resources conducts annual information sessions about the program and is responsible for producing lists of eligible faculty. Academic Affairs is responsible for communication to eligible faculty. Recommendations 1. When providing counseling to employees whose positions are moving from SPA to EPA, in addition to using the comparison matrix provided by General Administration, use the waiver form provided by General Administration to document the employee s decision. 2. Add Improper Relationships with Students Policy to the list of policies that faculty and staff acknowledge reviewing as part of the orientation process. EMPLOYEE RELATIONS Human Resources is responsible for employee relations issues for all faculty and staff including discipline and dismissal, grievance and complaint procedures, mediation, performance management, and the Employee Assistance Program. Disciplinary and grievance procedures are in place and are readily available as part of the ECSU Policy Manual. Human Resources provides counseling and advice to faculty and staff and supervisors regarding the use of these policies. Mediation is used as a part of the SPA Grievance process and one HR staff member is a certified mediator. Few formal grievances are filed and most are resolved at the campus level. Human Resources is responsible for the performance management process. The SPA performance management process is documented in the ECSU Policy Manual. Human Resources collects and review performance appraisals on an annual basis. In addition, training in the SPA performance management process is provided regularly. SPA performance pay disputes are handled through the SPA grievance process; however, no disputes have yet been filed. ECSU has recently implemented an annual performance review requirement for EPA non-faculty positions. Although not required, this represents best practice. ECSU has also implemented a procedure to evaluate the work of temporary employees. While most grievances are resolved on campus, faculty and staff may choose to file complaints with outside agencies such as the Equal Employment Opportunity Commission. Legal Counsel reports that there has been a recent increase in the number of EEOC complaints filed; however, the numbers are still quite low and there does not appear to be any particular trend. 8

10 ECSU also participates in the Office of State Personnel Employee Assistance Program which provides an important resource for faculty and staff dealing with nonwork-related problems. Human Resources staff report that utilization is relatively low, but that important services are being provided and used by those in need. ECSU has had a Staff Senate for a number of years; however, until this year, the Senate represented only SPA employees. The Senate has recently been reconstituted to represent SPA and EPA employees. The Senate is in the process of reviewing and amending its bylaws to incorporate these changes. Recommendations 1. Insure that faculty and staff have easy access to internal complaint procedures by making the procedures/forms more visible on the web site. TRAINING AND DEVELOPMENT Human Resources is responsible for providing training and development opportunities for ECSU faculty and staff. In addition, Human Resources provides institutionally mandated training in diversity and customer service for faculty and staff. Human Resources uses online web-based registration for it course offerings. Human Resources offers a robust set of training opportunities including customer service, workplace violence, PeopleAdmin, career banding, performance management, sexual harassment, and retirement planning. A special supervisory training program has been offered in the past but has been temporarily halted. A Leadership Development Institute was offered under the sponsorship of the previous Chancellor. An ECSU staff member is a certified instructor and offers the Office of State Personnel s Equal Employment Opportunity Institute on site. ECSU uses the Office of State Personnel s online AIDS training to meet the State s requirement. Currently, Human Resources is working with the Graduate School and Institutional Research to conduct an online needs assessment that will be useful in future program planning. Human Resources is also responsible for the Tuition Waiver and Academic Assistance programs through which faculty and staff can attend classes at UNC system universities or accredited educational institutions. Staff report strong utilization of these programs. Human Resources also offers specialized training on request by departments on campus. Human Resources is investigating the potential use of BlackBoard or similar technology to make courses available as a refresher option. 9

11 Recommendations: 1. Place priority on insuring that adequate supervisory training is available. If funding can be identified, consider joining the Office of State Personnel contract for DDI training materials. DDI is a highly developed, effective supervisory training curriculum. ECSU has used this curriculum in the past, but has discontinued its participation in the group contract because of funding. 2. Use needs assessment results to guide curriculum development efforts to ensure that optional training is responsive to both institutional and employee needs. 3. Consider implementing a leadership development program. Evaluate the previous Leadership Development Institute to determine whether it should be reinstated or modified. It is important that any such program be fully supported by the university administration and reflect the leadership values of the administration. INFORMATION SYSTEMS ECSU implemented Banner HR in Staff indicate that the system is stable and that they are confident in the accuracy of the data. Currently, ECSU is working on implementing Banner leave. Human Resources is currently inputting leave data into the system, and employees are able to view their individual leave balances. Human Resources is testing web-based entry for employees, and the Human Resources department will begin piloting this phase shortly. In addition, ECSU is inputting benefits deduction data so that employees can view information about their coverage and deductions. Human Resources plans to implement budget management and position control modules of Banner next. A Human Resources staff member is learning Web Focus and developing standard reports needed by the department. Staff report that the Personnel Data File (PDF) is still difficult to produce from Banner. As noted earlier, ECSU is implementing PeopleAdmin for recruitment and selection. In addition, ECSU plans to use PeopleAdmin for performance management. Currently, there is no automated interface between PeopleAdmin and Banner. Like other institutions on Central Payroll, Human Resources staff must double enter human resources data into both Banner and the State s Personnel Management Information System (PMIS) since PMIS feeds Central Payroll. Hopefully, with the advent of the State s new personnel and payroll system, an automated feed from Banner can be developed to eliminate this duplication of effort. Recommendations: 1. Investigate the possibility of interfacing PeopleAdmin directly with Banner in order to reduce data entry and opportunity for error. 10

12 2. Consider other possible uses of the web self-service portion of Banner including address changes, viewing of beneficiary designations, etc. 11

13 POLICIES AND PROCEDURES ECSU has a comprehensive policy manual available online. The manual includes a large number of personnel policies, all of which appear to be up to date. This is especially impressive since most of this policy development and organization occurred within the last two years. In addition, ECSU has a documented policy development and approval process which is used consistently as new policies are brought online. Policies are consistent with Office of State Personnel and Board of Governors policies. In almost all cases, ECSU has approved policies where institution specific policies are required. A few policies are under development or need to be added to complete the manual. In addition to the policy manual being readily accessible on the web, the Vice Chancellor for Human Resources reports that she regularly spotlights a particular policy with additional explanation or communication to the campus community. Campus s are sent to remind the campus community of key policies and deadlines. The Human Resources website also contains a very comprehensive forms listing that allows faculty and staff to print any of the human resource related forms. Also, the Human Resources office maintains a bulletin board of mandated postings and information of use to employees. The bulletin board is in an accessible location, up to date, and appears to include all required postings. Recommendations: 1. Complete the work that is underway on the Conflict of Interest Policy. A draft policy exists but needs to be completed, formalized and communicated. 2. Develop a Non-salary and Deferred Compensation policy consistent with the Board of Governors policy. 3. Develop a policy on illegal drug use for faculty and staff. The current policy on illegal drug use applies only to students. FACILITIES As noted earlier, the Human Resources staff was recently moved to a new location. The facilities are located in the main Administrative Building. The offices are spacious and provide adequate confidentiality for dealing with personnel issues. There is an adequate and welcoming reception area. The transition of two payroll staff members to the Human Resources office will require additional space. Space has been allocated for this purpose in the suite next to the Human Resources office. 12

14 Individuals Interviewed Paula Bowe, Personnel Technician Bernette Brown, Attorney Lynn Cooper, Personnel Technician Paula Gasaway, Personnel Technician Brutus Jackson, EEO/ADA Officer Donna James-Whidbee, Staff Development Specialist Jean Moore Sims, Vice Chancellor for Human Resources Anitra Snowden, Payroll Clerk Queenie Turner, Personnel Technician Mavis Ward, Personnel Analyst 13

DIRECTOR OF HUMAN RESOURCES & EMPLOYER-EMPLOYEE RELATIONS-EEO, DIVERSITY COMPLIANCE & TRAINING,

DIRECTOR OF HUMAN RESOURCES & EMPLOYER-EMPLOYEE RELATIONS-EEO, DIVERSITY COMPLIANCE & TRAINING, Page 1 of 6 DIRECTOR OF HUMAN RESOURCES & EMPLOYER-EMPLOYEE RELATIONS-EEO, DIVERSITY COMPLIANCE & TRAINING, JC #676 - Classified Management - Integrated Academic Administrator and Classified Manager Salary

More information

CLASS TITLE: EQUAL EMPLOYMENT OPPORTUNITY SPECIALIST 1

CLASS TITLE: EQUAL EMPLOYMENT OPPORTUNITY SPECIALIST 1 OCCUPATIONAL GROUP: Human Resources CLASS FAMILY: Agency Human Resources CLASS FAMILY DESCRIPTION: These positions are located in State Agencies and provide leadership roles in the management and implementation

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

LEAD. Salary Admin & Pos Mgmt TOPICS FOR DISCUSSION. Salary Administration & Position Management. Kieffer Gaddis. Overview of EPA and SPA employees

LEAD. Salary Admin & Pos Mgmt TOPICS FOR DISCUSSION. Salary Administration & Position Management. Kieffer Gaddis. Overview of EPA and SPA employees LEAD Salary Administration & Position Management Job Categories Position Descriptions Career Bands and Salary Ranges Position/Salary Change Requests 2013 Kieffer Gaddis TOPICS FOR DISCUSSION 2 Overview

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

Training and Human Resources Manager

Training and Human Resources Manager UNITED STATES BANKRUPTCY COURT SOUTHERN DISTRICT OF CALIFORNIA Training and Human Resources Manager Job Summary This position is located in the Administrative Section of the United States Bankruptcy Court

More information

DISTINGUISHING CHARACTERISTICS:

DISTINGUISHING CHARACTERISTICS: OCCUPATIONAL GROUP: Human Resources CLASS FAMILY: Central Human Resources CLASS FAMILY DESCRIPTION: This family of positions include those positions which are located in the Division of Personnel. They

More information

POSITION DESCRIPTION

POSITION DESCRIPTION POSITION DESCRIPTION TITLE: - (Exempt) Collective Bargaining - Ineligible Managerial Definition - The Board approved definition of a managerial employee is an employee who is engaged predominantly in executive

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

Elizabeth City State University Career Banding Salary Administration Plan

Elizabeth City State University Career Banding Salary Administration Plan Elizabeth City State University Career Banding Salary Administration Plan 200.1.8 Effective Date: 01/05/05 Amended: 12/16/08 Adopted: 03/10/09 Preamble It is the policy of Elizabeth City State University

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

- 143 - Human Resources

- 143 - Human Resources Mission The mission of is to serve our community by attracting and retaining a highly qualified workforce and creating a work environment for them that supports their commitment to public service, reflects

More information

THE UNIVERSITY OF SOUTHERN MISSISSIPPI DEPARTMENT OF INTERCOLLEGIATE ATHLETICS. Employee Policies and Procedures Handbook AT WILL EMPLOYMENT STATEMENT

THE UNIVERSITY OF SOUTHERN MISSISSIPPI DEPARTMENT OF INTERCOLLEGIATE ATHLETICS. Employee Policies and Procedures Handbook AT WILL EMPLOYMENT STATEMENT THE UNIVERSITY OF SOUTHERN MISSISSIPPI DEPARTMENT OF INTERCOLLEGIATE ATHLETICS Employee Policies and Procedures Handbook AT WILL EMPLOYMENT STATEMENT Employment shall be "at will" and shall be terminable

More information

Monterey County DEPARTMENTAL HUMAN RESOURCES MANAGER

Monterey County DEPARTMENTAL HUMAN RESOURCES MANAGER Monterey County 14B66 DEPARTMENTAL HUMAN RESOURCES MANAGER DEFINITION Under direction, manages and directs a variety of Human Resources functions and programs for large departments including the Health

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

College Human Resources Manager Bakersfield College~Cerro Coso College~Porterville College Kern Community College District JOB DESCRIPTION

College Human Resources Manager Bakersfield College~Cerro Coso College~Porterville College Kern Community College District JOB DESCRIPTION College Human Resources Manager Bakersfield College~Cerro Coso College~Porterville College Kern Community College District JOB DESCRIPTION Definition Under the direction of the Vice Chancellor, Human Resources,

More information

THE BOARD OF VISITORS OF VIRGINIA POLYTECHNIC INSTITUTE AND STATE UNIVERSITY

THE BOARD OF VISITORS OF VIRGINIA POLYTECHNIC INSTITUTE AND STATE UNIVERSITY MANAGEMENT AGREEMENT BETWEEN THE COMMONWEALTH OF VIRGINIA AND VIRGINIA POLYTECHNIC INSTITUTE AND STATE UNIVERSITY PURSUANT TO THE RESTRUCTURED HIGHER EDUCATION FINANCIAL AND ADMINISTRATIVE OPERATIONS ACT

More information

Employees. Table of Contents

Employees. Table of Contents Table of Contents 1. Introduction 2 2. Recruitment 2 3. Pay and Leave Administration 5 3.1 Pay Administration 5 3.2 Leave Administration 7 4. Benefits 10 5. Employee Assistance Program 12 6. Conflict Resolution

More information

ACCOUNT CODE: 8000-000-6000 SUPERVISOR:

ACCOUNT CODE: 8000-000-6000 SUPERVISOR: Shoshone-Paiute Tribes, P.O. Box 219, Owyhee, Nevada 89832, PH: (208) 759-3100, Fax: (888) 476-7269 E-Mail Address: hr@shopai.org, Website: www.shopaitribes.org JOB ANNOUNCEMENT POSITION: Human Resources

More information

RECRUITMENT, SELECTION and EMPLOYMENT PROCESS

RECRUITMENT, SELECTION and EMPLOYMENT PROCESS 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

More information

Employee Labor Relations Talking Notes

Employee Labor Relations Talking Notes Employee Labor Relations Talking Notes Slide 1 Welcome to the Employee Labor Relations presentation for New Employee Orientation. Slide 2 During this presentation, pay plans, performance evaluations, guidelines

More information

SAMPLE HR AUDIT CHECKLIST

SAMPLE HR AUDIT CHECKLIST There is so much that can be done to create a dynamic and effective human resources function whether you have an in-house HR professional or not. Ideally, it would be best to gather all the information

More information

POLICIES AND PROCEDURES FOR ACADEMIC INTERNSHIPS. Geri Perret, Director Christine Szeluga, Coordinator. Career Planning and Development Office

POLICIES AND PROCEDURES FOR ACADEMIC INTERNSHIPS. Geri Perret, Director Christine Szeluga, Coordinator. Career Planning and Development Office POLICIES AND PROCEDURES FOR ACADEMIC INTERNSHIPS Geri Perret, Director Christine Szeluga, Coordinator Career Planning and Development Office 120 Bloomfield Avenue Caldwell, New Jersey 07006-6195 973-618-3290

More information

STATE OF SOUTH DAKOTA CLASS SPECIFICATION. Class Title: Human Resource Specialist I Class Code: 11321 Pay Grade: GG

STATE OF SOUTH DAKOTA CLASS SPECIFICATION. Class Title: Human Resource Specialist I Class Code: 11321 Pay Grade: GG STATE OF SOUTH DAKOTA CLASS SPECIFICATION Class Title: Human Resource Specialist I Class Code: 11321 Pay Grade: GG A. Purpose: Provides human resource services in one or more areas, which may include benefits,

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

Coastal Horizons Centers, Inc. Agency Employee Policies Table of Contents

Coastal Horizons Centers, Inc. Agency Employee Policies Table of Contents Coastal Horizons Centers, Inc. Agency Employee Policies Table of Contents Section 1 Administration Page Welcome to Coastal Horizons Center 1 Administration 2 Coastal Horizon Center Mission 2 Code of Ethics

More information

CLASS SPECIFICATION DIRECTOR OF HUMAN RESOURCES/LABOR RELATIONS

CLASS SPECIFICATION DIRECTOR OF HUMAN RESOURCES/LABOR RELATIONS CLASS SPECIFICATION Class Code: 17225 Date Est: 10/2011 Last Rev: Last Title Chg: FLSA: Exempt DIRECTOR OF HUMAN RESOURCES/LABOR RELATIONS DEFINITION Under administrative direction, plans, directs and

More information

02 - HUMAN RESOURCES / STAFFING

02 - HUMAN RESOURCES / STAFFING 02 - HUMAN RESOURCES / STAFFING 02.01 Position management Electronic records Data used in the management of employment positions: incumbents, position status, job descriptions, position groups, benefit

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

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

I. TYPES OF GRADUATE ASSISTANTSHIPS

I. TYPES OF GRADUATE ASSISTANTSHIPS Policies and Procedures Manual Graduate Assistantship Policy Effective Date: July 1, 1997 Purpose: To authorize and designate an operational policies and procedures manual for the University; to define

More information

RHODE ISLAND DEPARTMENT OF ENVIRONMENTAL MANAGEMENT. Office of Human Resources. 2000-2001 Program Work Plan Draft - August 1999

RHODE ISLAND DEPARTMENT OF ENVIRONMENTAL MANAGEMENT. Office of Human Resources. 2000-2001 Program Work Plan Draft - August 1999 RHODE ISLAND DEPARTMENT OF ENVIRONMENTAL MANAGEMENT Office of Human Resources 2000-2001 Program Work Plan Draft - August 1999 I. Program Description: The Office of Human Resources performs all support

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

Senior Human Resources Professional

Senior Human Resources Professional Career Service Authority Senior Human Resources Professional Page 1 of 8 GENERAL STATEMENT OF CLASS DUTIES Performs full performance level professional, technical, and administrative human resources work

More information

Oklahoma Health Care Authority

Oklahoma Health Care Authority Oklahoma Health Care Authority Announcement # 0802006 Division: Program Integrity & Planning Title of position: Policy Associate (Intern) Unit: Health Policy Grade: 8 Salary: Up to $35,173.74 Health Policy

More information

Texas Tech University Human Resources. Strategic Plan. January 1, 2014 - December 31, 2016

Texas Tech University Human Resources. Strategic Plan. January 1, 2014 - December 31, 2016 Texas Tech University Human Resources Strategic Plan January 1, 2014 - December 31, 2016 Mission Texas Tech University is recognized as a premier institution and a workplace of choice. This work environment

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

N.C. Department of Correction. Human Resource Training Catalog

N.C. Department of Correction. Human Resource Training Catalog N.C. Department of Correction Human Resource Training Catalog Revised January 2011 Human Resource Training Catalog: Section 1: General Information Section 2: Scheduling Procedures Section 3: Training Records

More information

Human Resources FY 2014-16 Performance Plan

Human Resources FY 2014-16 Performance Plan Contents I. Mission Statement... 1 II. Department Overview... 1 III. Program Description and Responsibilities... 2 Administration... 2 Organization Development and Training... 2 Staffing and Recruitment...

More information

To respond to queries at the first-point-of-contact by provision of a dedicated HR duty system.

To respond to queries at the first-point-of-contact by provision of a dedicated HR duty system. Human Resources HR casework service Our HR service offers extensive, practical, cost-effective solutions to meet schools needs. Competitively-priced, our service offers a supportive partnership with the

More information

Human Resource Services State of Division Summary October 20, 2014

Human Resource Services State of Division Summary October 20, 2014 Human Resource Services State of Division Summary October 20, 2014 Division: Human Resource Services Department: Human Resource Services Department Head: Dr. Alan Scott Staffing (14/15): Cost Center Numbers

More information

Series # Records Series Title Description Minimum Retention Disposition Notes and Citations. 5 years, or until superseded, whichever is later

Series # Records Series Title Description Minimum Retention Disposition Notes and Citations. 5 years, or until superseded, whichever is later STATE AGENCIES RECORDS RETENTION/DISPOSITION SCHEDULE S2: PERSONNEL RECORDS (Revised: 01/2010) STATE OF CONNECTICUT Connecticut State Library Office of the Public Administrator 231 Capitol Avenue, Hartford,

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

*Human Resources Analyst

*Human Resources Analyst Page 1 of 5 MONTEREY PENINSULA COLLEGE invites applications for the position of: *Human Resources Analyst SALARY: $4,311.00 - $5,518.00 Monthly OPENING DATE: 08/19/15 CLOSING DATE: Continuous DESCRIPTION:

More information

City of Minneapolis Fair Labor Standards Act Procedures for Exempt Employees (Link to Policy)

City of Minneapolis Fair Labor Standards Act Procedures for Exempt Employees (Link to Policy) City of Minneapolis Fair Labor Standards Act Procedures for Exempt Employees (Link to Policy) Applies to: All employees classified as exempt as defined by the Fair Labor Standards Act (FLSA). These procedures

More information

Positioning Pima County Community College District s Human Capital Management for the Future

Positioning Pima County Community College District s Human Capital Management for the Future Positioning Pima County Community College District s Human Capital Management for the Future February 4, 2015 Baker Tilly refers to Baker Tilly Virchow Krause, LLP, an independently owned and managed member

More information

NEW MEXICO DEPARTMENT OF TRANSPORTATION

NEW MEXICO DEPARTMENT OF TRANSPORTATION NEW MEXICO DEPARTMENT OF TRANSPORTATION AD 614 03/01/14 EMPLOYEE TRAINING AND STAFF DEVELOPMENT Tom Church, Cabinet Secretary AUTHORITY: 1.00 1.7.1.15 NMAC Supersedes Administrative Directive No. 614 dated

More information

OLD DOMINION UNIVERSITY PAY PRACTICES ADMINISTRATION FOR AP FACULTY

OLD DOMINION UNIVERSITY PAY PRACTICES ADMINISTRATION FOR AP FACULTY OLD DOMINION UNIVERSITY PAY PRACTICES ADMINISTRATION FOR AP FACULTY INTRODUCTION The purpose of the pay practices for administrative and professional faculty (AP faculty) is to explain the criteria and

More information

HUMAN RESOURCES (1140)

HUMAN RESOURCES (1140) HUMAN RESOURCES (1140) Pension Board County Executive Civil Service Commission Department of Human Resources Director's Office HR Partners Employment & Staffing Employee Relations, Training & Diversity

More information

HUMAN RESOURCES. Revised: 04/30/03 Reviewed and Updated 11/11/10. To ensure a means by which employees and their supervisors can:

HUMAN RESOURCES. Revised: 04/30/03 Reviewed and Updated 11/11/10. To ensure a means by which employees and their supervisors can: HUMAN RESOURCES Revised: 04/30/03 Reviewed and Updated 11/11/10 Policy Statement 3: Performance Management Performance Management Program 1. Purpose To establish a Policy for implementing and managing

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

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

University of Colorado Health Sciences Center Administrative Policy for Faculty Compensation

University of Colorado Health Sciences Center Administrative Policy for Faculty Compensation Policy: 1 Page: 1 of 8 I. Purpose, Reference, and Responsibility A. Purpose The purpose of this policy is to establish guidelines for faculty compensation. B. Reference 1. University of Colorado Administrative

More information

Bakersfield College Human Resources Planning Matrix

Bakersfield College Human Resources Planning Matrix Budget Management Labor budget management HR Manager VC HR Director Administrative Services / CBO # of labor budget transactions, # of errors, accuracy of budget All HR managers trained and performing

More information

The University of North Carolina at Chapel Hill Career Banding Compensation Administration Plan

The University of North Carolina at Chapel Hill Career Banding Compensation Administration Plan The University of North Carolina at Chapel Hill Career Banding Compensation Administration Plan What is Career Banding?...2 Overview of the Career Banding Framework...2 Career Banding Pay Philosophy...3

More information

PeopleAdmin 7 User Training July - August 2013. Division of Human Resources. North Carolina Agricultural and Technical State University

PeopleAdmin 7 User Training July - August 2013. Division of Human Resources. North Carolina Agricultural and Technical State University PeopleAdmin 7 User Training July - August 2013 Division of Human Resources North Carolina Agricultural and Technical State University Agenda General System Overview» Workflow» Scope, Permissions, and User

More information

CITRUS COMMUNITY COLLEGE DISTRICT HUMAN RESOURCES. Recruitment and Selection: Full-Time Faculty

CITRUS COMMUNITY COLLEGE DISTRICT HUMAN RESOURCES. Recruitment and Selection: Full-Time Faculty CITRUS COMMUNITY COLLEGE DISTRICT HUMAN RESOURCES AP 7201 Recruitment and Selection: Full-Time Faculty References: Education Code Sections 87100 et seq., 87400, 87408-87408.6, 88003, and 88021; Title 5

More information

CERTIFICATIONS IN HUMAN RESOURCES» ASSOCIATE PROFESSIONAL IN HUMAN RESOURCES. aphr EXAM CONTENT OUTLINE

CERTIFICATIONS IN HUMAN RESOURCES» ASSOCIATE PROFESSIONAL IN HUMAN RESOURCES. aphr EXAM CONTENT OUTLINE CERTIFICATIONS IN HUMAN RESOURCES» aphr ASSOCIATE PROFESSIONAL IN HUMAN RESOURCES aphr EXAM CONTENT OUTLINE aphr TM EXAM CONTENT OUTLINE AT-A-GLANCE aphr TM EXAM WEIGHTING BY FUNCTIONAL AREA» HR Operations

More information

DESERT COMMUNITY COLLEGE DISTRICT DIRECTOR OF TUTORING AND ACADEMIC SKILLS CENTER (TASC) AND SUPPLEMENTAL INSTRUCTION (SI) BASIC FUNCTION

DESERT COMMUNITY COLLEGE DISTRICT DIRECTOR OF TUTORING AND ACADEMIC SKILLS CENTER (TASC) AND SUPPLEMENTAL INSTRUCTION (SI) BASIC FUNCTION DESERT COMMUNITY COLLEGE DISTRICT DIRECTOR OF TUTORING AND ACADEMIC SKILLS CENTER (TASC) AND SUPPLEMENTAL INSTRUCTION (SI) BASIC FUNCTION Under the direction of the Executive Dean of Institutional Effectiveness,

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

HRBP Human Resource business professional HRBP SM

HRBP Human Resource business professional HRBP SM certification in human resources» HRBP Human Resource business professional HRBP SM body OF KNOWLEGE HR certification institute hrci.org HR Certification Institute 1 HRBP BODY OF KNOWLEDGE AT-A-GLANCE

More information

POLICIES AND PROCEDURES HANDBOOK

POLICIES AND PROCEDURES HANDBOOK ST. FRANCIS XAVIER UNIVERSITY GRADUATE STUDIES POLICIES AND PROCEDURES HANDBOOK Approved by March 13, 2007 PREAMBLE St Francis Xavier University offers a limited range of high-quality graduate programs

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

ANALYSIS OF THE ADMINISTRATION OF HUMAN RESOURCES

ANALYSIS OF THE ADMINISTRATION OF HUMAN RESOURCES THE EDWARD J. COLLINS, JR. CENTER FOR PUBLIC MANAGEMENT MCCORMACK GRADUATE SCHOOL OF POLICY STUDIES University of Massachusetts Boston 100 Morrissey Boulevard Boston, MA 02125-3393 P: 617.287.4824 www.collinscenter.umb.edu

More information

Salary Schedules 2015-2016

Salary Schedules 2015-2016 Salary Schedules 2015-2016 Approved by the Board of Trustees Effective 12/09/2015 HCC-District Office HILLSBOROUGH COMMUNITY COLLEGE 2015-2016 SALARY SCHEDULES Table of Contents Page GENERAL PROVISIONS

More information

DHHS POLICIES AND PROCEDURES

DHHS POLICIES AND PROCEDURES DHHS POLICIES AND PROCEDURES Section V: Human Resources Revision History: 7/1/03, 4/1/04 Original Effective Date: 7/1/91 Purpose The purpose is to ensure that all new or promoted supervisors and managers

More information

Procedures of Policy No. (4) - Professional Doctorate Programs

Procedures of Policy No. (4) - Professional Doctorate Programs Responsible Office: DVC Research & Grad. Studies Pages of these Procedures 1 of 8 Procedures of Policy No. (4) - 1. Program Administration Each Professional Doctorate Program (PDP) is administered through

More information

PROCEDURES OFFICE OF NEW DRUGS. External Recruitment (Civil Service) Table of Contents

PROCEDURES OFFICE OF NEW DRUGS. External Recruitment (Civil Service) Table of Contents PROCEDURES OFFICE OF NEW DRUGS External Recruitment (Civil Service) Table of Contents PURPOSE...1 BACKGROUND...1 RESPONSIBILITIES...2 PROCEDURES...3 REFERENCES...5 DEFINITIONS...6 EFFECTIVE DATE...7 ATTACHMENT

More information

HIRING PROCESS BY: HUMAN RESOURCES POSITION MANAGMENT & EMPLOYMENT TEAM

HIRING PROCESS BY: HUMAN RESOURCES POSITION MANAGMENT & EMPLOYMENT TEAM BY: HUMAN RESOURCES POSITION MANAGMENT & EMPLOYMENT TEAM DISCLAIMER The information contained in this presentation is not a contract and is subject to change by the proper authorities. It should be understood

More information

James Madison University Salary Administration Plan

James Madison University Salary Administration Plan James Madison University Salary Administration Plan Date of Current Revision: September 2014 Click the link below to be taken to a specific section. Overview Pay Practices Pay Practice Chart Reassignment

More information

Certificate Program Course Summary and Assessment Sample

Certificate Program Course Summary and Assessment Sample Certificate Program Course Summary and Assessment Sample Section I: Identification Certificate Program: SDC MDC HRC X. Participant: Wanta Graduate Employee ID#: XXXXXX Course title: HR Basics Date(s) course

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

HUMAN RESOURCES ANALYST 3 1322

HUMAN RESOURCES ANALYST 3 1322 HUMAN RESOURCES ANALYST 3 1322 GENERAL DESCRIPTION OF CLASS Human Resource Analysts do strategic and operational management activities related to the performance of Human Resource in State agencies. Human

More information

HUMAN RESOURCES DIRECTOR TOWN OF MANSFIELD

HUMAN RESOURCES DIRECTOR TOWN OF MANSFIELD HUMAN RESOURCES DIRECTOR TOWN OF MANSFIELD The Town of Mansfield, MA seeks a Human Resources professional to provide HR services to approximately 800 full-time and seasonal staff for both the municipal

More information

Stanislaus County Supervisor Training Academy Training Catalog 2016

Stanislaus County Supervisor Training Academy Training Catalog 2016 Stanislaus County Supervisor Training Academy Training Catalog 2016 Training Courses Budgeting/Financial Overview Compliance/Payroll Regulations Conducting a Recruitment Disability Management Employee

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

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

Human Resources & Payroll Solutions

Human Resources & Payroll Solutions Human Resources and Payroll needs are as diverse as the people you employ; your people and their skills are the most valuable asset in your organization. Being able to manage important people information

More information

Welcome to MI HR. Available to employees in these Executive Branch departments:

Welcome to MI HR. Available to employees in these Executive Branch departments: STATE OF MICHIGAN CIVIL SERVICE COMMISSION MI HR SERVICE CENTER Welcome to MI HR Available to employees in these Executive Branch departments: Available to employees in these Executive Branch departments:

More information

EXECUTIVE SUCCESSION PLAN

EXECUTIVE SUCCESSION PLAN EXECUTIVE SUCCESSION PLAN PLANNING AND PREPARATION The Board of Directors and Management of Lacamas Community Credit Union (LCCU) recognize that a realistic Succession Plan is critical to the future of

More information

HUMAN RESOURCES. Administration I I I I I. Dive~ily. Training. See R1sk Managemenl section for budget del311s

HUMAN RESOURCES. Administration I I I I I. Dive~ily. Training. See R1sk Managemenl section for budget del311s Human Resources HUMAN RESOURCES I Administration I I I I I I Dive~ily Training '" Lab-or and Employment Relations Organization E fleclive ness Program See R1sk Managemenl section for budget del311s Mission

More information

JOB DESCRIPTION HUMAN RESOURCES GENERALIST

JOB DESCRIPTION HUMAN RESOURCES GENERALIST JOB DESCRIPTION HUMAN RESOURCES GENERALIST 1 Human Resources Generalist I. POSITION DESCRIPTION: The Human Resources Generalist manages the day-to-day operations of the Human Resource Department. The HR

More information

Jackson Community College Job Description

Jackson Community College Job Description Jackson Community College Job Description Job Title: Director of Human Resources Department: Human Resources Reports to: Executive Director, Human Resources FLSA Status: Exempt Updated By: Bill Hendry,

More information

Report on Improvements Made and Gaps Identified in the Prior Year

Report on Improvements Made and Gaps Identified in the Prior Year Human Resources Department Annual Unit Plan for Academic Year 2016-2017 October 2015 Describe Department/Unit Mission/Connection to College Mission Human Resources at Cerro Coso Community College contributes

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

ADMINISTRATIVE PROCEDURE Staff Salary Administration

ADMINISTRATIVE PROCEDURE Staff Salary Administration ADMINISTRATIVE PROCEDURE Staff Related Policy: 1.6.2 (Staff) These procedures have been established to implement UNT Policy 1.6.2, (Staff). These procedures apply to staff positions categorized as regular

More information

Interviews management and executive level candidates; serves as interviewer for position finalists.

Interviews management and executive level candidates; serves as interviewer for position finalists. Plan, direct, and coordinate human resource management activities of the NHBP Tribal government organization to maximize the strategic use of human resources and maintain functions such as employee compensation,

More information

CAMPUS RECRUITING GUIDE

CAMPUS RECRUITING GUIDE CAMPUS RECRUITING GUIDE Page 1 Colorado School of Mines Letter from the Director of the Mines Career Center Colorado School of Mines Page 2 Table of Contents Recruiting Calendar, Events, Timeline 3 Guidelines

More information

Human Resources Leadership Team

Human Resources Leadership Team Human Resources Leadership Team Janet May - Chief Human Resources Officer Don Washington - Director, Employment Services Hina Naik - Executive Director, Compensation, Benefits & HRIS Kathy Engle - Director,

More information

Society For Human Resource Management of Greater Tucson, Inc. BY-LAWS

Society For Human Resource Management of Greater Tucson, Inc. BY-LAWS Society For Human Resource Management of Greater Tucson, Inc. BY-LAWS Section 2 ARTICLE I NAME The name of the corporation is the Society for Human Resource Management of Greater Tucson, Inc. (SHRM-GT),

More information

Federal EEO Record-Keeping Requirements

Federal EEO Record-Keeping Requirements Federal EEO Record-Keeping Requirements Record-keeping requirements are imposed on employers under several federal laws. The following table summarizes the requirements of Title VII, Executive Order 11246,

More information

GUIDELINES: III.B.iii. Ogeechee Technical College Interviewing and Hiring Adjunct Faculty

GUIDELINES: III.B.iii. Ogeechee Technical College Interviewing and Hiring Adjunct Faculty GUIDELINES: III.B.iii. Ogeechee Technical College Interviewing and Hiring Adjunct Faculty Revised: October 15, 2008; September 22, 2009; September 18, 2013; September 17, 2014 Last Reviewed: October 15,

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

Policies of the University of North Texas Health Science Center

Policies of the University of North Texas Health Science Center Policies of the University of North Texas Health Science Center 05.306 Salary Administration Chapter 05 Human Resources Policy Statement. The University of North Texas Health Science Center strives to

More information

GENERAL FUND TAX SUPPORT 97% 97%

GENERAL FUND TAX SUPPORT 97% 97% HUMAN RESOURCES The Human Resources Department provides a central personnel servicing function for the following Appointing Authorities: Board of County Commissioners, Clerk of the Circuit Court, Property

More information

OCCUPATIONAL GROUP: Human Resources. CLASS FAMILY: Employee Benefits and Payroll CLASS FAMILY DESCRIPTION:

OCCUPATIONAL GROUP: Human Resources. CLASS FAMILY: Employee Benefits and Payroll CLASS FAMILY DESCRIPTION: OCCUPATIONAL GROUP: Human Resources CLASS FAMILY: Employee Benefits and Payroll CLASS FAMILY DESCRIPTION: This class family includes those positions that specialize in the provision of advice and assistance

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

GOVERNANCE DOCUMENT DEPARTMENT OF GOVERNMENT & INTERNATIONAL AFFAIRS AUGUST 10, 1998

GOVERNANCE DOCUMENT DEPARTMENT OF GOVERNMENT & INTERNATIONAL AFFAIRS AUGUST 10, 1998 GOVERNANCE DOCUMENT DEPARTMENT OF GOVERNMENT & INTERNATIONAL AFFAIRS AUGUST 10, 1998 I. FACULTY GOVERNANCE A. Departmental Faculty 1. The Departmental faculty shall consist of all professors, Associate

More information