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| − | Policy 602.2 | + | Policy 601.1 |
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| − | == Introduction ==
| + | *[[SHRA Employee Hiring|601.1.1 SHRA Employee Hiring]] |
| − | | + | *[[SHRA Employee Merit-Based Recruitment and Selection Plan|601.1.2 SHRA Employee Merit-Based Recruitment and Selection Plan]] |
| − | == Scope ==
| + | *[[SHRA Employee Requesting Position Actions|601.1.3 SHRA Employee Requesting Position Actions]] |
| − | | + | *[[SHRA Employee Separation from Service|601.1.4 SHRA Employee Separation from Service]] |
| − | == Definitions ==
| + | *[[SHRA Employee Terminating Employment|601.1.5 SHRA Employee Terminating Employment]] |
| − | | + | *[[SHRA Employee Reduction-in-Force|601.1.6 SHRA Employee Reduction-in-Force]] |
| − | === Definition phrase or word ===
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| − | == Policy and Procedure Statements ==
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| − | === Hiring ===
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| − | When a staff (SPA) position becomes vacant, the supervisor must follow established organizational lines to the appropriate Vice Chancellor or Chancellor for approval. Once the approval has been obtained and communicated to Human Resource Services, the position may be posted. The following policies pertain to the hiring process:
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| − | * [http://www.osp.state.nc.us/manuals/4_Salary%20Administration/promotion.htm#TemporaryPromotion Acting Promotion] | + | |
| − | * [http://www.osp.state.nc.us/manuals/2_Recruitment%20and%20Selection/Selection.htm#EmploymentofRelativesNepotism Employment of Relatives (Nepotism)]
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| − | * [http://www.osp.state.nc.us/manuals/2_Recruitment%20and%20Selection/RIF%20Priority.htm Priority Reemployment Consideration for RIF Employees]
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| − | * [http://www.osp.state.nc.us/manuals/2_Recruitment%20and%20Selection/exem14-2.htm Priority Reemployment for Employees Removed for Violation of G.S. 126-14.2 2-16] | + | |
| − | * [http://www.osp.state.nc.us/manuals/2_Recruitment%20and%20Selection/polmkgpr.htm Priority Reemployment for Policy-Making/Confidential & Exempt Managerial Employees]
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| − | * [http://www.osp.state.nc.us/manuals/2_Recruitment%20and%20Selection/Priority%20Referral%20System.pdf Priority Referral System] | + | |
| − | * [http://www.osp.state.nc.us/manuals/2_Recruitment%20and%20Selection/Promotional%20Priority.pdf Promotional Priority]
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| − | * [http://www.osp.state.nc.us/manuals/oldpolicies/Recruitment%20and%20Posting%20of%20Vacancies%202010-3.pdf Recruitment and Posting of Vacancies] | + | |
| − | * [http://www.osp.state.nc.us/manuals/2_Recruitment%20and%20Selection/Selection.htm Selection of Applicants] | + | |
| − | * [http://www.osp.state.nc.us/manuals/14_Statutory%20Provisions/Veterans'%20Preference.pdf Veteran's Preference 2-29] | + | |
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| − | === Terminating Employment ===
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| − | Definition - University employment is terminated by resignation, reduction in force, dismissal, retirement, or death. When a permanent or temporary staff employee terminates University employment for any of these reasons, Human Resource Services must be notified.
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| − | If an employee terminates employment by resignation, he or she must give written notice to the immediate supervisor. The resignation notice should include:
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| − | * The effective date of separation
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| − | * The reason(s) for separation
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| − | The employee is expected to give a two week notice prior to the last day of work.
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| − | ==== Prepare Separation Notice for Staff Employees ====
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| − | Procedure Steps - Complete Separation Notice for Staff Employees, and send to Human Resource Services as soon as possible after separation or the intent of separation becomes known.
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| − | * Fill out Separation Notice.
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| − | * Record any vacation leave to be taken before the last day of work. If after the form has been completed a change occurs in this number, notify Human Resource Services immediately. This must be done no later than the 19th of each month.
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| − | * Give exact reasons for employee's separation. This is especially important in light of unemployment insurance which has been effective on all University employees since July 1, 1972.
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| − | * Evaluate the employee as accurately as possible; this information is used in answering inquiries from other employers and for possible "rehire" purposes.
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| − | * If separation is due to a resignation, attach the employee's resignation memo to the completed form.
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| − | ==== Schedule Employee for Exit Interview ====
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| − | Each employee is required to have an exit interview with Human Resource Services before the last date of employment. Schedule an appointment for the separating employee with Human Resource Services for sometime during the last week of employment.
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| − | Additional References - See also:
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| − | Human Resource Services, Policy Statement 17, Separation From Service
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| − | == Additional References ==
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| − | == Authority ==
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| − | == Contact Information ==
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| − | == Effective Date ==
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| − | == Revision Dates ==
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