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Business Operations Meeting HR Update

Get the latest updates on the HR policies and procedures regarding existing interim positions. Find out the actions required for each category of positions and the timeline for filling them permanently. Learn about the future interim appointments process and the strict position control hiring process. Visit our HR site for more information.

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Business Operations Meeting HR Update

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  1. Business Operations MeetingHR Update Human Resources June 16, 2009

  2. Existing Interim Positions • Existing interim positions categorized as: • Category 1: • Person has been in position less than 6 months and search committee has not been formed to fill position • Category 2: • Person has been in position over 6 months; however, person has not been identified as the preferred candidate and a search committee has not been formed to fill position. • Category 3: • Person in position is the preferred candidate to fill the position on a permanent basis.

  3. Existing Interim Positions - Actions • Category 1: • HR Rep & VP develop an action plan to fill position in accordance with HR policies • Must be completed within 1 yr from initial filling of interim positions • Category 2: • HR Rep & VP develop an action plan to fill position in accordance with HR policies • Must occur by 9/1/09 • Category 3: • HR Rep & VP provide written documentation as to why the person is the preferred candidate to OID. • Once approved positions will be made permanent at or around 9/2009.

  4. Future Interim Appointments • Interim assignments should not exist for more than 1 yr from initial date of filling. • VP/Department Head must begin immediately to develop a recruitment plan to fill position on permanent basis. • VP/Department Head and HR Rep will monitor the progress toward completing the plan on a timely basis.

  5. Future Interim Appointments • Process • Work with HR Rep to discuss position. • Submit ePAF for normal approval process with required documentation/attachments: • Position Justification • Position Description • Interim’s Resume • Org Chart • SPA • HR Rep evaluate resume to verify meets stated min. qualifications. • If external candidate – HR Rep to conduct required pre-employment process and make offer • If internal candidate – HR Rep to follow regular offer process

  6. Strict Position Control Hiring Process

  7. Strict Position Control Hiring Process The current process for obtaining authorization to fill vacancies will continue with the following modifications: • Departments will need to submit ePAFS for all replacement and new positions regardless of funding source – includes H6 & H7 positions on MC, plus all Post Docs and Grant funded positions on HSC & MC. • Supporting documentation, i.e. departmental org chart, current job description, and position justification must be attached to the ePAF • Bill Logie will be meeting weekly with Dr. Jacobs in place of the present Position Justification Committee • Dr. Jacobs will determine which positions, if any, will be approved for posting and filling

  8. General Guidelines Previously approved positions where offers have been extended by HR will continue. All other previously approved positions will need to be re-approved by Dr. Jacobs prior to HR being able to extend an offer.

  9. New HR Project Begins - HR begins development of new system and process to post positions via web – accept applications via web – prescreen candidates – provide access to resumes for managers/ search committees plus much much more . . . . . . . . . .

  10. Business Operations Resource An HR site dedicated to You A Place to go to - • get the most current updates and changes to HR processes • reference past communiqué Let your HR Rep know what additional resources you would like to see Visit soon and visit often, you are always welcome: http://www.utoledo.edu/depts/hr/Business_Operations_Resources/.html

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