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Informational Workshop for Faculty/Staff Hiring Processes and Affirmative Action Policies

Informational Workshop for Faculty/Staff Hiring Processes and Affirmative Action Policies. Introductions Hiring Freeze Guidelines/Exceptions Overview of Hiring Guidelines – Faculty, Staff Recruitment Resources for Minority and Underrepresented Groups Criminal Background Checks

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Informational Workshop for Faculty/Staff Hiring Processes and Affirmative Action Policies

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  1. Informational Workshop for Faculty/Staff Hiring Processes and Affirmative Action Policies • Introductions • Hiring Freeze Guidelines/Exceptions • Overview of Hiring Guidelines – Faculty, Staff • Recruitment Resources for Minority and Underrepresented Groups • Criminal Background Checks • Affirmative Action/Equal Opportunity Policies (UM System and Campus) • Interviewing Policy • Reference Checking • Disposition Codes • Frequently Asked Questions • Contact Information

  2. Hiring Freeze Guidelines http://hraadi.mst.edu/hr/compensation/index.html

  3. Faculty Hiring Guidelines • http://vpaa.mst.edu/academics/recruitorfillavacantacadpositionwebpage/index.html • Type of academic position being recruited for • Forms • Recruitment Resources for Minority and Underrepresented Groups

  4. Staff Recruiting Guidelines • http://hraadi.mst.edu/hr/compensation/vacantstaffposition/ • Recruit Overview • Forms

  5. Criminal Background Checks • http://vpaa.mst.edu/media/administrative/vpaa/documents/CBC-Required_or_Not-09-2011.pdf

  6. Affirmative Action/Equal Opportunity Policies(UM System and Campus) • HR Policy 102 Equal Opportunity Program http://www.umsystem.edu/ums/rules/hrm/hr100/hr102 • Campus Policy I-27 Affirmative Action http://chancellor.mst.edu/media/administrative/chancellor/documents/policy/I-27.pdf

  7. Interviewing Policy(UM System) • HR Policy 110 Interviewing http://www.umsystem.edu/ums/rules/hrm/hr100/hr110 • Guidelines • List of Appropriate/Inappropriate Questions

  8. Reference Checking • Before any reference call is made, the chairperson should: • Inquire if the person is still interested in the position, and if yes.. • Inform the candidate the committee will be calling references • Keep careful notes to assist in reconstructing the conversation for your fellow committee members • Search for patterns of strength and limitation; ask for examples of the individual’s experiences or decisions • Don’t give equal weight to every remark – consider the source and the depth of the respondent’s relationship to the candidate • When do I conduct reference checks? Are they required?

  9. Reference Checking (continued) • Keep a record of: • Name of search committee member • Name of applicant under consideration • Name / position of reference • Time/day/date of call • Area code/telephone number called • We cannot ask informants questions about a candidate that would be illegal to ask the candidate directly. All questions must be job related. • Be careful what you write down so that information will not be interpreted as unlawful discriminatory information (i.e. “the person is too old,” “is disabled”, etc.

  10. Disposition Codes • HR will supply you with a list of disposition codes (rejection reasons) for your use….you are required to use this list when dispositioning applicants throughout the various stages of review/assessment of qualifications. • Examples……

  11. Staff (Selection to Interview) • HM-Lacks Preferred Credentials • HM-Lacks Preferred Education • HM-Lacks Preferred Experience • HM-Misrepresentation/Falsification • HM-Poor References • HM-Not as Strong in Research • HM-Not as Strong in Teaching • HM-Poor Quality Application • HM-Research Field not a Match • HM-Selected for Other Position • Ineligible - Current Employee • Not Senior Bidder - Union Eligible Only • Withdrawn (provide date & reason)

  12. Staff (Interview Results/Offers) • HM-Hours/Availability • HM-Lacks Preferred Education • HM-Lacks Preferred Experience • HM-Location • HM-Misrepresentation/Falsification • HM-No Show for Interview • HM-Poor Interview • HM-Not as Strong in Research • HM-Not as Strong in Teaching • HM-Poor References • HM-Research Field not a Match • HM-Selected for Other Position • HM-Unable to Contact • Ineligible - Current Employee • Not Senior Bidder - Union Eligible Only • zzz Unable to Contact References • zzz Unable to Confirm Work History • Withdrawn (provide date & reason)

  13. ADDITIONAL TIERS? DEPARTMENTS HAVE THE OPTION TO IDENTIFY A 2ND OR 3RD TIER OF APPLICANTS • Can access only if first group of selected interviewees are not successful • If department does not identify additional tiers, the only applicants that can be considered are those initially identified • Department may rank candidates in case first choice candidate declines job offer • Tier 2 and/or Tier 3 candidates still need to be dispositioned as well as second or third choice candidates

  14. Faculty Rejection Reasons • Application Incomplete • HM-Applicant Declined Offer • HM-Hours/Availability • HM-Ineligible to Work in Position • HM-Lacks Preferred Credentials • HM-Lacks Preferred Education • HM-Lacks Preferred Experience • HM-Lacks Required Credentials • HM-Lacks Required Education • HM-Lacks Required Experience • HM-Location • HM-Misrepresentation/Falsification • HM-No Show for Interview • HM-Not as Strong in Research • HM-Not as Strong in Teaching • HM-Poor Interview • HM-Poor Quality Application • HM-Poor References • HM-Research Field not a Match • HM-Selected for Other Position • HM-Unable to Contact • Offer Rejected • zzz Accepted Another Offer • zzz Unable to Contact References • zzz Unable to Confirm Work History • Withdrawn (provide date & reason)

  15. Frequently Asked Questions • What if I want to conduct telephone interviews? • Do I have to pay for travel expenses when candidates come for interviews? • What if I want to “direct promote” a staff employee? http://hraadi.mst.edu/hr/compensation/staffdirectpromotion/ • How do I hire a temporary staff employee? http://hraadi.mst.edu/hr/compensation/temporaryemployees/

  16. Weekly Rhythm 10-15 Job Openings 12-15 Job Applications batched, screened and routed 12-15 Offer Approvals (CBC, POET, Offer Letters) 5- 7 Lateral Promotions (Offer Letters) Job Openings – 10 – 30 Minutes each Job Applications batched, screened and routed -- 10 Minutes each Offer Approvals (Offers, CBC, POET, Offer Letters) -- 10-15 Minutes each Lateral Promotions (Offers and Offer Letters) -- 10 Minutes each

  17. Tips • Prepare a Departmental Desk Reference “How to Book ….” • Bookmark https://doit.missouri.edu/training/peoplesoft/HR91/recruitingmst • Reference and Use Approve UM System Classifications -- Job Codes • Discontinue use of HRSINFO@mst.edu or instructions using paper • applications, CVs or Resume’. • Especially in Print Ads, Website Ads, list serve emails, etc. • Mozilla Firefox is a friendlier browser • UM System support is available to assist technical issues • Internet Explorer 8 or 9 troubleshooting guide

  18. Contact Information • SHENETHIA MANUEL, Associate Vice Chancellor, Human Resource Services, Affirmative Action, Diversity and Inclusion (HRSAADI), ext. 4241 • EVERETT McDANIEL, Manager, Recruitment & Compensation, HRSAADI, ext. 4062 • KAREN CHAPMAN, Manager, Compliance & Employee Relations, ext. 6314 • CADY HOLMES, Human Resource Specialist II, HRSAADI, ext.6314

  19. Any Questions?

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