Personnel Policy Manual for Support Staff

SUBJECT: RECRUITING

POLICY STATEMENT:

The success of Le Moyne College shall, in large measure, be the result of the combined efforts of all employees. The screening of qualified applicants and the selection and promotion of employees to fill manpower requirements are critical activities requiring close attention of all involved in the process.

IMPLEMENTATION:

1. The department head/supervisor requiring additional personnel shall initiate a Personnel Request form (See Exhibit #313B) and a revised job description which will initiate a proposed search.

2. If the position is new, the department head/supervisor will, with the assistance of the Personnel Office, prepare a job description. The Director of Personnel will establish a grade/level and submit to the President for approval.

3. The division Vice President and Affirmative Action Officer shall approve all requests prior to the commencement of the search.

4. The department head/supervisor will be notified by the Affirmative Action Officer within three (3) working days upon receipt of the Personnel Request of the request's adequacy or of any recommended or required changes.

5. Upon receipt of the approved Personnel Request form, the Director of Personnel will initiate the recruiting process.

6. Positions shall be processed according to the College's system of job posting (see Policy #418).

7. Upon completion of the Job Posting, the Director of Personnel shall initiate the outside recruiting process, and will be responsible for notifying newspapers and applicants in conformance with all Equal Opportunity Regulations.

8. The Personnel Office shall check references, conduct initial screening interviews and tests where required, and schedule interviews with department heads/supervisors.

9. The Director of Personnel shall interview for background, personal stability, and motivation, freeing the department head/supervisor to concentrate on job competence.

10. Department heads/supervisors shall complete a Departmental Interviewer's worksheet after interviewing a candidate (see Exhibit #313A).

11. Department heads/supervisors shall review their interview results with the Director of Personnel to determine the job offer to be made.

12. At the time of selection of a successful candidate, a Record of Intent to Hire (ROH) (See Exhibit 313B) must be provided to the Affirmative Action Officer by the department head/supervisor and/or Director of Personnel before an offer is made.

13. The Affirmative Action Officer, will return the approved ROH to the Director of Personnel within three working days.

14. The Director of Personnel extends the offer to the successful candidate.