Difference between revisions of "SHRA Employees"

Revision as of 18:28, 14 February 2011

602.2 SPA Employees

Number from Table of Contents

1 Introduction

You may copy this page's source to start a new policy page. Be sure to remove or overwrite the examples. Second level headings should NOT be altered.

2 Scope

3 Definitions

3.1 Definition phrase or word

Definition summary

4 Policy and Procedure Statements

HIRING- 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:

   * Acting Promotion 4-17 (http://www.osp.state.nc.us/manuals/2002/Promotion.pdf)
   * Employment of Relatives (Nepotism) (http://www.osp.state.nc.us/manuals/manual99/selectio.pdf)
   * Priority Reemployment Consideration for RIF Employees 2-19 (http://www.osp.state.nc.us/manuals/manual99/rifprior.doc)
   * Priority Reemployment for Employees Removed for Violation of G.S. 126-14.2 2-16 (http://www.osp.state.nc.us/manuals/manual99/exem14-2.doc)
   * Priority Reemployment for Policy-Making/Confidential & Exempt Managerial Employees 2-12 (http://www.osp.state.nc.us/manuals/manual99/polmkgpr.doc)
   * Priority Referral System 2-33 (http://www.osp.state.nc.us/manuals/manual99/prrefsys.doc)
   * Promotional Priority 2-27 (http://www.osp.state.nc.us/manuals/manual99/promprio.doc)
   * Recruitment and Posting of Vacancies 2-1 (http://www.osp.state.nc.us/manuals/manual99/recruit.doc)
   * Selection of Applicants 2-6 (http://www.osp.state.nc.us/manuals/manual99/selectio.doc)
   * Veteran's Preference 2-29 (http://www.osp.state.nc.us/manuals/manual99/vet.doc)

Separation from Service

Separation from University service occurs when an employee leaves the payroll as outlined in the policies below:

   * Dismissal 7-1 (http://www.osp.state.nc.us/manuals/manual99/disaction.pdf)
   * Reduction-In-Force 11-5 (http://www.osp.state.nc.us/manuals/manual99/rif.pdf)
   * Resignation 11-1 (http://www.osp.state.nc.us/manuals/manual99/separati.pdf)
   * Resignation Notice 11-1 (http://www.osp.state.nc.us/manuals/manual99/separati.pdf)
   * Separation Defined 11-1 (http://www.osp.state.nc.us/manuals/manual99/separati.pdf)
   * Voluntary resignation without notice 11-1 (http://www.osp.state.nc.us/manuals/manual99/separati.pdf)

See also Human Resource Services Policy Statement 9, Changes Affecting Employment.

See Human Resource Services Policy Statement 12, Employee Relations, for policies concerning dismissals.

Merit Based Recruitment and Selection Plan

Background and Purpose - The purpose of this merit-based recruitment and selection plan is to fill positions subject to the State Personnel Act from among the most qualified individuals. This plan is a reiteration of a long-standing practice, which prevents any political influence in the hiring process and is being written at the direction of the Office of State Personnel to more fully effectuate SB886.

In the recruiting and selection process, Appalachian State University will give equal employment opportunity to all applicants, without regard to race, religion, color, creed, national origin, sex, age, disability, sexual orientation, or political affiliation/influence; and will be based solely on job related criteria. The recruitment and selection facilitates the staffing needs of employment departments, and will be based on fairness, integrity and the advancement of diversity in the workforce. The recruitment and selection process will comply with all Federal and State laws, regulations, and policies.

Commitment from Management - The officers of the University accept responsibility for ensuring that all hiring practices are applied consistently and equitably, thereby demonstrating commitment and support of the merit-based recruitment and selection plan. Positive efforts will be made to recruit qualified individuals including minorities, women and persons with disabilities for applicant pools using contemporary human resource practices.

Political Affiliation and Patronage - Preferential treatment will not be given to any private organization or individual based on political affiliation or influence.

Communication and Training - After receiving approval from the State Personnel Commission, employees will be informed of the merit-based recruitment and selection plan and processes by an advertisement in the Appalachian Scene, on the Human Resource Services website , and by e-mail to all University subscribers. Additional information, such as a copy of the plan, will be available in Human Resource Services. Employees with questions may contact Human Resource Services at 262-3186. In addition, Appalachian State University will include the plan in ASU's Policy and Procedures Manual. Role Definitions/Expectations

Administrative Cabinet is responsible for leadership in developing and implementing merit-based procedures and demonstrating commitment and support for merit-based recruitment and selection.

Department managers and supervisors are responsible for evaluating the need for filling vacant positions; maintaining accurate and current position descriptions for subordinate jobs; understanding the concepts of the merit-based system and communicating the process to employees and applicants; making every effort to achieve and maintain a diverse workforce; demonstrating commitment and support for merit-based recruitment and selection; making all hiring decisions based on merit principles; and documenting selection decisions.

Human Resource and Equal Employment Opportunity (EEO) staff are responsible for demonstrating commitment and support for merit-based recruitment and selection in daily operations; providing technical advice and assistance to managers and supervisors; developing specific policies and procedures for merit-based actions; offering training to managers and supervisors on a variety of issues relating to merit-based recruitment and selection; recruitment and selection activities for providing data and analysis to University officers on merit-based policies and procedures; and maintaining recruitment and selection data in order to conduct employment trend analysis.

Employees and applicants are responsible for obtaining vacancy information in order to submit the required materials; providing full and complete information as to their qualifications; and submitting materials for the vacancy by the established deadline.

Recruitment Activities - Appalachian State University will strive to actively recruit from a variety of sources to achieve a diverse workforce that successfully meets the needs and demands of the University.

The hiring manager, with assistance from Human Resource Services staff, will:

   * Assess the need for the position to ensure it contributes to meeting the goals, objectives, and mission of the work unit
   * Conduct a job analysis including a review of the duties, responsibilities, and qualifications of the position
   * Revise the position description if necessary

The hiring manager and Human Resource Services staff should assure that the critical tasks, knowledge, skills, and abilities (KSAs), and training and experience requirements necessary to successfully perform the duties of the position have been identified. In order to assure a timely and efficient process, generic KSAs (included on class specifications) may be utilized.

Information from the job analysis and position description will guide the hiring manager in drafting the vacancy announcement. Human Resource Services staff will help ensure that the vacancy announcement meets the requirements of State policy.

A position may be posted internal to the University, State government, or for the general public. In addition, Human Resource Services may assist the hiring manager to determine additional recruitment sources to target specific audiences, including professional journals, newspapers, and technical colleges/universities in order to attract a diverse pool of applicants.

In consultation with Human Resource Services hiring managers will use selection tool(s) that are objective, based upon job-related KSAs, and are consistently applied to all applicants. Selection Process

Definitions

   * Knowledge, skills, and abilities (KSAs) knowledge - information which makes satisfactory performance on the job possible; skill - a proficiency that is observable, quantifiable, and measurable (examples include skill in typing; skill in operating a vehicle); ability - capacity to perform or learn the duties of the position,
   * Preferences - specific types of experiences, degrees, licenses, KSAs, or other selection factors above those minimally required to perform the duties and responsibilities of a position,
   * Essential qualifications (minimum qualifications) - minimum education, training and experience requirements including knowledge, skills, and abilities necessary to perform the essential duties of the position,
   * Qualified - those applicants whose credentials indicate the possession of education, training, experience and KSAs included in the vacancy announcement,
   * Most qualified - the group of applicants who possess qualifications which exceed the essential requirements described in the vacancy announcement and are selected for an interview by the hiring department,

Differentiating Qualified and Most Qualified Applicants

   * Determining Qualified Applicants - Applications are to be submitted to Human Resource Services. A designated Human Resource Services staff member will screen all applications to determine which applicants meet or exceed essential/minimum qualifications requirements. This group, when referred, becomes the pool of "qualified applicants".
   * Determining Most Qualified Applicants - Applications are evaluated by the hiring manager or designee to determine which candidates appear to have the best job qualifications for the specific needs of the department. Those whom the department selects to interview are designated as the "most qualified" pool.

Employment/Re-employment Priorities - Human Resource Services staff (or an individual with responsibilities which include human resource functions) will review the initial applicant pool to identify applicants with priority status. All employment/re-employment priorities are to be afforded in accordance with State policy. This will require, in some instances, which applications of individuals with certain priorities be included among those referred to the hiring manager.

Consideration must be given to applicants that have the following priorities:

   * Priority Re-employment - Employees scheduled to be separated or separated through reduction-in-force (RIF) have priority consideration over non-State applicants. RIF candidates must only meet essential qualifications to receive priority.
   * Exempt Policy-Making/Confidential and Exempt Managerial - Employees separated from exempt policy-making/confidential and exempt managerial positions for reasons other than just cause have priority consideration over non-State applicants and must only meet essential qualifications to receive priority.
   * Promotion Priority - Career State employees are eligible for priority consideration over non-State applicants when the individuals possess substantially equal qualifications.
   * Veterans Preference - Preference is to be given in initial employment opportunities to qualified veteran applicants.
   * Injured-On-The-Job/Workers' Compensation - Employees injured-on-the-job, placed on workers' Compensation leave, and who have been released to return to work by their physician have re-employment considerations based upon maximum medical improvement.

Making the Final Selection Recommendation/Decision - The final selection recommendation/decision will be made from among the "most qualified" applicants. Applicants with priority re-employment must also be given appropriate consideration. The hiring manager will also be responsible for documenting the selection process and justifying the hiring decision. Human Resource Services staff will be available for guidance and assistance to the hiring manager at any time during the selection process. Applicants from most qualified pool not selected for the position will receive timely notice of the selection decision.

Approval Process - Appalachian State University is currently reviewing the recruitment and selection process and approval procedures. Until modified, the current process will remain in effect. This includes a certification from the hiring supervisor that the selection process and proposal offer are in compliance with ASU's EEO Plan and applicable State regulations. The certification is reviewed and endorsed by the Compliance Officer or his or her designee before an offer is extended.

Documentation of Process - Appalachian State University will maintain documentation of the merit-based recruitment and selection process in order to support the decisions and to provide fact-based information for monitoring and evaluating recruitment and selection practices and procedures. A file will be maintained for each hiring event for a minimum of three years. Each file will contain:

   * Vacancy announcement
   * Recruitment sources
   * Selection tools and criteria
   * Applications received
   * Priority re-employment register
   * Selection decision log
   * Inventory of applicants as unqualified, qualified, and most qualified
   * Job analysis

Appeals Process - If an applicant has reason to believe he or she was denied employment due to political affiliation or influence, the applicant may appeal the hiring decision directly to the Office of Administrative Hearings within 30 days of notification that the position has been filled if all the following conditions apply:

   * Applicant applied for the position by advertised deadline.
   * Applicant was among the "most qualified" persons applying for the position.
   * Successful applicant for the position was not among the most qualified persons applying for the position.
   * Hiring decision was based upon political affiliation or political influence.
   * Applicant was not hired into position.

Monitoring/Evaluation and Process - Human Resource Services staff will provide program data and analysis with regard to relevant recruitment and selection activities, and provide an annual summary of selection activity for the Chancellor. Human Resource Services staff also will comply with the reporting and plan update requirements from the Office of State Personnel.

Human Resource Services Procedure One Procedure 1 - Requesting Position Actions

Causes - Changes in the workload required of an office or department may make it necessary to establish additional positions. Changes in an employee's duties, responsibilities, or supervision may mean that the employee's position classification should be changed.

Allocation and Reallocation - New and additional permanent, full-time or part-time positions are established by defining the assigned duties and assigning those duties to an official classification in the pay plan. This is referred to as the allocation of a position to a classification. Reallocation is the assignment of a position from one class to another as the result of a change in assigned duties and responsibilities.

The establishment of a new and additional position is normally initiated by the supervisor of a department or office. However, either the supervisor or the affected employee may initiate action to have a position reallocated.

602.2.3 Requesting Position Actions REQUESTING POSITION REALLOCATION

Procedure Steps -

   * The supervisor must obtain from Human Resource Services a form entitled Request for SPA Job Study. The form must be completed and returned with the appropriate signatures.
   * Human Resource Services will issue the appropriate job description form to be completed by the employee.
   * The form should be submitted to Human Resource Services where an analyst studies the description and in some cases conducts a desk audit. Once a decision has been made by Human Resource Services, the necessary forms are submitted to the Office of State Personnel for final approval.
   * The immediate supervisor will be notified in writing of the action taken on any position which has been evaluated. A copy will also be sent to the employee.

COMPLETING THE POSITION DESCRIPTION

Procedure Steps - The supervisor should complete the position description, and any interviews needed will be conducted by the analyst.

State Personnel Form PD-102R, INSTRUCTIONS FOR COMPLETING POSITION DESCRIPTION, gives detailed information on the completion of the POSITION DESCRIPTION. These instructions should be followed closely to insure accurate completion of the POSITION DESCRIPTION form. Copies of the instructions may be obtained from Human Resource Services.

Further Information - See Also:

Human Resource Services, Policy Statement 3, Position Management

Resource Services, Instructions for Requesting an SPA Job Study

Human Resource Services, Position Description PD-102R

4.1 Example policy 1

4.2 Example policy 2

5 Additional References

6 Authority

7 Contact Information

8 Effective Date

9 Revision Dates