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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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MSP Recruitment Process/Vacancy Listing


In planning recruitment at the Manager and Senior Professional (MSP) level, much of the responsibility for the quality of the outreach and selection process rests on the department. However, the MSP Coordinator in the Office of the Senior Associate Vice Chancellor Human Resources can provide assistance and a wide range of tools.

CAREER APPOINTMENTS


Department's Responsibilities:

The MSP Recruitment Plan will help you collect information that you'll need when you enter your position into the Job Machine II (JMII). Approval for recruitment is given via JMII.

  • Make sure that the position description is up-to-date. If this is a replacement position and the position description is current there will be no need for HR/Compensation to review it prior to entry into JMII.


  • If this is a new position, we recommend that you work with HR/Compensation before posting the position in JMII. However, you may enter the position in JMII and it will route automatically to Compensation for review if it is identified as a new position. Ensure that all critical job-related components are summarized.

  • Identify a Recruitment Contact that will serve as the main contact for this recruitment. The Recruitment Contact is generally someone in the Dean/Vice Chancellor's office who will be responsible for placing any outside advertisements, receiving the resumes/applications, sending out Confidential Applicant Survey Forms to each person that applies for the job, etc. Completion of the Applicant Survey form by the applicant is voluntary.

    Be sure that the task of sending out the forms is clearly assigned at the beginning of the process. The person that will be collecting the Confidential Applicant Survey data may NOT be a part of the selection committee. If a search firm is used ensure that they collect the data you'll need to complete your Recruitment Report. It is advised that you review the MSP Recruitment Report early in the process so that you are familiar with the data that must be collected during, and at the end of, the recruitment.

  • The Recruitment Contact will be collecting application materials they will not be routed to HR for screening as the screening is done at the department level.

  • Develop the advertisement that will appear in the Job Bulletin and enter it in the Ad section of the JMII. In your ad/job listing, be clear about:
  • Where the application materials are to be sent: Name and address of recruitment contact person.

  • Application materials required to apply for your position (Are you asking for a resume, cover letter, letters of reference, etc?) Please note that official UCD applications will be required for all candidates that are scheduled for an interview even though resumes are initially accepted.

  • How they should be sent (Will you accept emails, faxes, hard copies via US mail?)

  • Allow sufficient time for open recruitment (no less than 2 weeks). Most MSP positions are listed as Open Until Filled. You may work with the MSP Coordinator to decide on a final filing date.

    • Develop selection criteria. Selection criteria are those 3-6 most critical skills/competencies that are required for successful performance in the job. You will use these criteria to screen your applicants and select those to be scheduled for an interview and also for completing the MSP Recruitment Report (close-out) at the end of the process. You will list the selection criteria in the Recruitment tab in the JMII.

  • Review your affirmative action goals. Select newspapers, journals and mailing lists that reach a diverse pool of applicants and include them in the Recruitment tab in JMII (your MSP Coordinator may also assist you with advertising strategy).


  • Provide the names of the diverse selection committee members in the Recruitment tab in JMII.
  • If you are using an executive search firm, Material Management/Business Contracts must generate a contract.


Compensation/Classification's Responsibilties:

  • 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 the MSP Coordinator via the JMII when the classification decision is complete.


MSP Coordinator's 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). The department is also responsible for any costs associated with placing the ads.


References:



Last updated 2/22/07