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Human Resources Administration Building
University of California, Davis
One Shields Avenue
Davis, CA 95616

(530) 752-0530 phone

 
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MSO Recruitment Process/Vacancy Listing


Determine what your needs are if you are filling a vacated position or if a new position is being created. Issues to consider include the classification level, if the position will be Career or a Limited Appointment, the percentage of time, etc. Your department's Employment and Outreach Consultant/Recruiter can assist you.


Department's Responsibilities:

Make sure that the position description is up-to-date, including all of the critical job-related components, and ensure that the functions support the UCD MSO Competencies. HR recommends that departments review the MSO Competencies materials and use them as a guide. We highly recommend using the position description template included in the MSO Competencies materials for both academic and non-academic MSO recruitments as the form may be modified to suit individual department's needs. NOTE: If this is a new position it will need to be reviewed by Compensation Services for appropriate classification level via Job Machine II.

  • Use the JMII to initiate your vacancy listing request.
  • Identify a department recruitment contact that will serve as the main contact for this recruitment. Your department contact is generally someone in the Dean/Vice Chancellor's office who will be responsible for placing any outside advertisements, receiving the application materials as well as the complete referral packet that will include the Applicant Tracking Sheet. Review your affirmative action goals and work with your Employment Consultant/Recruiter to develop an effective recruitment plan such as postings at internet job boards, newspapers, journals, mailing lists, or other advertising sources that will reach a diverse pool of applicants and/or targeted population.
  • Develop selection criteria that are supported by the job description competencies and skas. The interview panel and hiring authority will rely upon these criteria and in their recommendation for the final hire.
  • Select an interview panel with members who will represent the diversity of our campus community and respect and appreciate gender, ethnic, cultural and other differences. Please list your interview panel members in the Recruitment tab in JMII. The Interview Panel Resource List is available for managers and supervisors to use when creating interview panels. The people listed on the list represent a diverse group of campus associates who have agreed to be available to serve on selection committees from time to time.
  • Work with your Employment Consultant/Recruiter to establish a final filing date that will allow sufficient time for open recruitment. Consider a two- three week recruitment to ensure a diverse applicant pool.


Compensation/Classification's Responsibility:

  • The position description for a new position is reviewed to determine the appropriate classification level.
  • The department will be contacted if there are questions about the classification level.

The vacancy will be sent to Employment and Outreach Services/HR via the JMII when the classification decision is complete.


Employment Consultant/Recruiter Responsibilities:

  • Review the vacancy listing to ensure the crucial functions and skill requirements, conditions of employment, etc. are noted.
  • Work with the department to set a final filing date, develop an outreach plan/advertising strategy (after review of AA goals), and clarify other information about the position.
  • Edit the VL for content and accuracy.
  • Ensure that the VL language meets EEO/Policy/Federal/State guidelines.
  • Post the VL in the Employment Opportunities Bulletin/Web site.
  • Edit and approve any advertisements prior to publications in sources other than the Employment Opportunities Bulletin/Web site.


Department's Responsibility:

  • Once the advertisements are approved, it is the department's responsibility to make the arrangements and place the ad(s) unless you are working with HR on coordinated efforts for special internet job boards, such as Career Builder and HigherEdJobs.com. The department is also responsible for any costs associated with placing the ads.


References:



Last updated 5/05/08