Recruitment Process / Job Listing
To create a job posting for open recruitment for PPS and MSP staff positions, please read the following information:
STEPS:
Department Responsibilities:
- Ensure you have an accurate position description ready for your employment action. The position description must accurately reflect the critical functions and qualifications (skill, knowledge, and ability and experience requirements) in addition to special requirements, certifications, and/or work environment, i.e. background check, medical monitoring, pre-placement physical, etc. and physical demands, if any, for proper submission. Note: no changes can be made to the position description once it has been received by HR through the PeopleAdmin system and classified by Compensation/HR.
- Determine your staffing needs for a replacement vacant position or a newly created position. Issues to consider include the classification level, appointment type, i.e. Career, Limited Appointment, Contract, and the percentage of time, duration, multiple appointments, etc. Your department's Employment Consultant /Recruiter in HR can assist you.
- Consideration should be given to individuals with recall rights within the department prior to submitting your requisition for an open posting. Please contact your Employee Relations Consultant in HR should you have questions.
- Obtain approval of the hiring authority/department head and/or follow internal protocols to process your request.
- Review affirmative action goals and the need for a recruitment plan.
- Use the PeopleAdmin system to initiate your job posting requisition. If you are not sure of your department number or password, contact your PeopleAdmin Department Administrator. Note: no changes can be made to the job posting once the position has been posted.
- You may use the "Comments" section in the PeopleAdmin system to correspond with HR regarding your job posting request
Compensation/Classification Responsibilities:
- Validates the job summary, qualifications (skills, knowledge, abilities, and experience) requirements, conditions of employment/work environment and physical demands in addition to overall review of the position description to determine the appropriate classification.
- Contacts the department if there are questions about the classification level and/or posting descriptions.
- Moves the position description to the department’s library in the PeopleAdmin system prior to the dept. submitting the requisition for a job posting for open recruitment.
Employment & Outreach Services Responsibilities:
- Reviews the requisition including the job summary, qualifications (skas), physical demands, and work environment to ensure information is appropriately captured. If not, the dept. is advised the position description must be corrected and re-submitted to Compensation through the PeopleAdmin system.
- Works with the department contact to determine internal or external recruitment, clarify Open-Until-Filled final filing date, finalize Dept. or HR screen and date for release of applications, develop screening questions for minimum qualifications, reaffirm affirmative action goals to develop recruitment plan, and clarify other information about the position, including what type of supplemental optional materials/attachments can be submitted by applicant.
- Ensures the language in the job posting and other advertisements meets EEO/Policy/Federal/State guidelines.
- Edits and approves any advertisements prior to publications in sources other than the campus “Jobs” Career Opportunities web site. Once approved, the department works directly with the advertising source to place the ad. See Advertisements in Newspapers, Journals, and Other Publications
- Posts the job opening utilizing the PeopleAdmin system at the “Jobs” HR website.
References:
Collective Bargaining Contracts, Transfer and Promotion Articles.
Revised: November 11, 2009
