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分类招聘 & Assessment

1540.020分类招聘 & 评估过程

在某种程度上，本政策涉及的条款或条款涵盖的集体 代表雇员的谈判协议，集体谈判的条款 agreement will control for those represented classified employees.

A. PURPOSE

Wenatchee Valley College is committed to a recruitment and assessment process that yields excellent employees that continually enhance all aspects of college mission 和操作. This procedure is one tool to use in conjunction with the college’s promotional policy, certification policy and procedure, and applicable federal and 州法律、Chapter 357 WACs以及其他董事会政策和大学运作程序.

B. 平等就业机会/平权行动

学院有责任继续树立机会平等的榜样 practices and to conduct outreach where analysis of current employment shows under representation of historically disadvantaged populations. 平等原则 就业和非歧视被纳入这一程序和人类 resources office (hereafter called human resources) shall have responsibility for 监控合规.

C. 责任

  1. Process
    学院的首席人力资源官或指定人员负责管理 the classified staff recruitment and assessment process.
  2. 位置的批准
    招聘主管应得到适当的内部批准 预算，职位分配，职位职能和人员配置审批 recruitment. A personal action form (PAF) must be submitted, approved and received 由人力资源部门在招聘前负责.
  3. 职位描述
    在招聘机密职位之前，招聘主管必须提交一份准确的、 updated position description to human resources for review and approval. 人力资源 是否会对职位描述进行评审，以确保职位是合适的 allocated.

D. 招聘及外展

  1. 人力资源总监或其指定人员有权终止 or extend recruitment as determined appropriate or necessary to ensure achievement 政策和程序的完整性.
  2. 在发布招聘公告之前，招聘主管负责协调招聘工作 流程与人力资源. The hiring supervisor and human resources consider the 能力和特定职位的要求，以确保最 effective, efficient, and useful method of recruitment for the position.
  3. 在适当的情况下，学院将确定和利用目标招聘资源 招聘具有专业技能的申请人来填补需要这些技能的职位 skills to perform the minimum competencies of the position.
  4. 使用补充申请(考试)和面试和选拔的选项 是否会尽快由人力资源人员与主管讨论 as possible after a recruitment need is identified.
  5. 在考虑合适的招聘策略时，学院首先会考虑 utilization of historically disadvantaged populations, required competencies, the 这些能力在学院现有劳动力中的可用性，以及 need for diversity of experience, knowledge and skills. 考虑之后，一个 or more of the following recruitment strategies, as determined appropriate by the chief human resources officer or designee shall be utilized:
    1. Promotional: recruitment limited to the identified promotional unit in accordance 采用分类促销政策.
    2. 公开竞争:招聘面向所有符合条件的内部和外部候选人 去大学.
  6. 未能产生候选人的促销招聘，要么筛选 committee or the president or designee consider capable of executing the assigned 职位将以公开竞争的方式招聘. 这个决定是有约束力的 有待检讨.

E. 申请人群体证明

根据职位的不同，可能会有大量的申请人 以前的招聘经历. To receive applicants from a pool, the hiring supervisor must 遵循上述职位审批和职位描述要求. 人力资源部将根据学院的认证对申请人进行认证 procedure.

F. 工作公告

如果没有可用的申请人，招聘主管将与人力资源部门合作 创建一个招聘公告. For promotional (may include transfer and voluntary 降职)招聘时，人力资源部将通过电子邮件将招聘启事发送给符合条件的人 WVC分类雇员. For open-competitive recruitments, human resources will post the job announcement on the college’s jobs website. 所有的招聘都将是 至少开放10个日历日.

G. 申请人评核(考试)

  1. 人力资源办公室负责协助主管进行发展 和/或评估方法的审查.
  2. 所有就业前评估，包括但不限于书面或口头练习， 笔试或口试，以及口头小组面试，必须以工作相关为基础 competencies required to perform the position successfully. 职前评估 must be administered uniformly unless a reasonable accommodation is requested and granted. A person with a visible disability, which might interfere with his/her ability 为了完成这项工作，可能会要求他/她展示如何完成具体的、与工作相关的工作 tasks (WAC 357-16-085).
  3. 人力资源 office is responsible for the coordination and preparation of reasonable accommodation needs for applicants requesting assistance (WAC 357-16-090).
  4. 根据主管的要求，员工必须被释放参加州 华盛顿评估和面试程序(WAC 357-16-105).

H. 应用程序筛选

  1. 首席人力资源官或指定人员将对申请进行筛选 职位的最低能力，以确保只有那些候选人符合最低要求 competencies are forwarded for consideration to the screening committee.
  2. 所有的筛选方法必须基于职位所要求的能力 可能包括但不限于，看简历，面试应聘者， utilizing supplemental applications (exams) and/or written or oral exercises. Screening 标准将在适当和与工作相关的情况下事先由 人力资源办公室.
  3. 分类审查委员会将由一名主席和其他主题组成 experts, with specific representation appropriate to the position vacancy. The hiring supervisor shall make committee appointments and may serve as committee chair. Attempts will be made to ensure gender and racial diversity of the committee.
  4. 筛选委员会将由一名人力资源代表提供意见 办公室关于全面，专业的筛选程序，流程和协议.
  5. 所有的冲突或潜在的冲突必须在审查委员会之前披露 候选人的考虑. 人力资源 representative will determine whether 冲突或潜在冲突使委员会成员丧失参加的资格 在筛选过程的任何一个步骤中.
  6. Screening committee members are responsible for protecting the confidentiality of all information made available or produced during the screening process. In accepting 委员会成员，每个成员都有责任保护候选人的名字 现状，委员会评估的结果，委员会审议的内容. Violations will be cause for removal from the screening committee and potentially termination of the screening process for that position.
  7. The college may decline further consideration of an applicant at any point in the process for not meeting the established competencies or not being able to satisfy other requirements such as shift or geographic availability.

I. INTERVIEWS

  1. Once human resources releases a candidate pool, the hiring supervisor reviews and 考虑该职位的申请人. 招聘主管负责 ensuring that the hiring process is fair and objective.
  2. 所有的面试过程和方法都要与面试官进行讨论、审查和实施 人力资源办公室的协助.
  3. The hiring supervisor and human resources will coordinate and schedule interviews for those candidates considered most qualified for the position.

J. 选择，背景调查和工作邀请

  1. The hiring supervisor and interview committee members determine the candidate who Best符合完成推荐信和背景调查的要求 on and to be recommended to the president to fill the vacancy. 委员会可以问 推荐信要针对不止一个申请人.
  2. 人力资源 will coordinate reference and background checks as needed. 参考 and background checks may include but is not limited to:
    1. Application.
    2. Work history.
    3. Education.
    4. 资格.
    5. Experience.
    6. References.
    7. 犯罪史.

      招聘主管可以查阅在职或曾经工作过的应聘者的个人档案 at the college and are under consideration for the departmental vacancy.

  3. 背景调查完成后，首席人力资源官或指定人员， on behalf of the committee, makes an appointment recommendation to the president. 校长保留对申请人进行进一步评估和考虑的权利 额外的信息. Other than former permanent status employees who have applied 再就业 WAC 357-19-455, 460，招聘主管和总裁都不能认为没有转发的申请人 供本程序审议.
  4. 经总裁批准，首席人力资源官或其指定人员可以 向申请人提供有约束力的工作机会. 此报盘有条件待定 receipt of an acceptable pre-employment criminal history background check. No other types of offers will be recognized as binding upon the college. 人力资源 office shall notify the screening committee of any accepted offer of employment. The 首席人力资源官或指定人员将通知面试的候选人 没有被选上这个职位.

K. 通知申请人

人力资源 will notify each eligible applicant that applied for the position 职位的地位(1).e.(已满的，待定的，广告).

人力资源 will provide a letter signed by the chief human resources officer or designee confirming the appointment to the candidate who has been extended and 接受一份工作.

L. 文档保留

人力资源 office is to maintain all recruitment documents (e.g., interview questions, notes) in accordance with approved records retention schedules.

总统内阁批准:8/2/11
提交给董事会:11/9/14
最后一次审查:5/20/23
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500.125 机会均等-平权行动政策
540.030 分类促销政策
1540.040 分类认证程序