ONLINE HIRING SYSTEM MANAGING APPLICATIONS

Transcription

1 ONLINE HIRING SYSTEM MANAGING APPLICATIONS Division of Human Resources ***Check the Help System for future updates to this manual ***

2 Managing Applications Division of Human Resources

3 Objectives Review WSU hiring & posting process Discuss non-academic and academic search processes Discuss applicant communication Demonstrate viewing applications and moving applicants through the hiring steps Hands-on practice 03/29/07 2

4 WSU Hiring Process HM determi nes need for vacancy Dean/VP grants approval to HM to hire Does position exist? No HM establishes position through TCW or Provost Yes HM posts vacancy HM Conducts Search Process HM Fills Vacancy HM Conducts Dept Orientation 03/29/07 3

5 Posting Process HM creates requisition in OHS HM sends requisition to S/C/D business office for review and approval BM sends requisition to ESC, SOM-HR or Academic Personnel for review and approval ESC, SOM- HR and Academic Personnel approves posting to web Applicants begin applying for position 03/29/07 4

6 Search Process Applicant Hiring Steps Represented Applicant submits application for position HR Screen Department Screen Non- Represented Applicant submits application for position Department Screen Academic Applicant submits application for position Search Committee Review Not Interviewed, Not Hired Interviewed Recommended Finalist Hired Interviewed, Not Hired 03/29/07 5

7 Search Process Non-Academic Academic & Research 03/29/07 6

8 Non-Academic Search Process HR screening Department screening Selecting applicants to interview Preparing a hiring recommendation and/or disqualification statement Extending a job offer Closing out the position 03/29/07 7

9 Non-Academic Search Process HR Screening HR begins screening process for after the posting close date Represented positions Testing requirements, if applicable Bargaining unit members Non-represented clerical positions Testing requirements Non-represented professional and management positions do not require screening by HR 03/29/07 8

10 Non-Academic Search Process Testing Requirements Clerical Exam Typing Exam 03/29/07 9

11 Non-Academic Search Process Testing Requirements Clerical Exam Applicants external to the bargaining unit required to pass exam all clerical positions Applicants internal to the bargaining unit are required to pass exam for promotions All applicants required to pass exam for non-represented clerical positions Not required for other represented positions (i.e., P&A, AFSCME, etc.) 03/29/07 10

12 Non-Academic Search Process Testing Requirements Typing Exam All applicants are required to pass exam as outlined in the position qualifications Speed and Accuracy = 40 wpm or more Light Typing = 25 wpm 39 wpm Not required for all other represented positions (i.e., P&A, AFSCME, etc.) 03/29/07 11

13 Non-Academic Search Process Bargaining Unit Members HR provides a seniority memo to hiring managers for bargaining unit members that have met the testing requirements containing: Bargaining unit seniority dates Number of occasions Performance review rating Current position title 03/29/07 12

14 Non-Academic Search Process Department Screening Review applicant credentials against minimum and preferred qualifications Identifies applicants to interview Schedules and conducts interviews Selects finalist Prepares a hiring recommendation memo and/or disqualification statement 03/29/07 13

15 Non-Academic Search Process Selecting Applicants to Interview All positions Evaluate applicant credentials against position requirements to determine who should be invited to interview Staff Association Review seniority list provided by HR, if applicable All bargaining unit members that have satisfactory attendance and performance must be interviewed Evaluate applicants against minimum qualifications P&A Review seniority list provided by HR, if applicable All bargaining unit members that have satisfactory attendance and performance must be interviewed Evaluate bargaining unit members against minimum and preferred qualifications 03/29/07 14

16 Non-Academic Search Process Preparing a Hiring Recommendation and/or Disqualification Statement The recommendation should contain the following information: Candidates interviewed for the position Recommended finalist Starting salary for finalist Desired start date Represented positions: Disqualification statements for any more bargaining unit members not selected, if applicable Attach to documents tab on posting 03/29/07 15

17 Non-Academic Search Process Extending a Job Offer HR reviews hiring recommendation and extends job offer: When candidate accepts: Changes status of candidate to Hired Completes post-hire details Schedules Faculty/Staff orientation Coordinates completion of letter of offer with hiring manager If candidate does not accept: Changes status of applicant to Declined Offer Notifies department of decision and proceeds with second choice candidate or re-post of position 03/29/07 16

18 Non-Academic Search Process Closing Out Position After candidate accepts offer, hiring manager: Changes status of remaining applicants to Interviewed, Not Hired or Not Interviewed, Not Hired Changes status of position to Filled Completes new hire paperwork 03/29/07 17

19 Academic & Research Search Process Hiring manager: Works closely with Dean s office on search process Reviews applicant credentials against position requirements Identifies applicants to interview Schedules and conducts interviews Selects finalist Works through the dean s office to extend offer 03/29/07 18

20 Academic & Research Search Process Closing Out Position When candidate accepts, hiring manager: Changes status of candidate to Hired Changes status of remaining applicants to Interviewed, Not Hired, Not Interviewed, Not Hired, or Declined Offer Completes post-hire details Changes status of posting to Filled Schedules new employee for faculty orientation (Fall semester) Completes new hire paperwork 03/29/07 19

21 Applicant Communication Applicants receive automatic notifications when the status of their application is changed See: Guide to Applicant Statuses and Guide to Not Hired Reasons 03/29/07 20

22 Viewing Applicants and Changing an Applicant Status Demonstration Hands-on Practice 03/29/07 21

23 Table of Contents Document Page Number I. Viewing Applicants and Supporting Documents 2 II. Guide for Managing the Documents Tab 5 III. Steps for Changing an Applicant s Status. 6 IV. Guide to Applicant Statuses.. 7 V. Guide to Not Hired Reasons.. 8 VI. Guide to Applicant Notifications.. 9 VII. Procedures for Completing the Post-Hire Details 11 VIII. Guide to Requisition Statuses 13 IX. Sample Staff Association Seniority List. 15 X. Sample P&A Seniority List.. 16 XI. Sample Staff Association Disqualification Memo. 17 XII. Sample P&A Disqualification Memo /20/2008

24 Viewing Applicants and Supporting Documents After a posting has been Approved and Opened in the OHS, applicants may begin applying to the posting. There are several methods to view applicants in the system. You may view an applicant by clicking Search under the Job Postings heading on the left, then selecting the Posting whose applicants you wish to view. Viewing Applicants for a Posting 1) Log into the OHS using your username and password 2) Click Search under the Job Postings menu 3) Search job postings by any of the following criteria, which narrows your search results: a. Posting number b. Application/Job Type c. Position Title d. Division e. Posting Status f. Department g. Reposed Position 4) Click one of the following tabs at the top of the page to view positions in an Open, Closed or Filled/Cancelled status. (Note: Applicants will not be available for postings that are Awaiting Approval or Denied).). 5) Select a posting to view, by clicking View under the Job Title. 6) On the applicants tab, the list of active applicants is provided along with summary information which includes: a. Documents uploaded by applicants (e.g. resume, cover letter, references, etc.) b. Bargaining unit c. Current employee d. Posting-Specific Questions Score e. Clerical Test Score f. Light Typing Test Score g. Speed and Accuracy Test Score h. Link to (History/Notes) i. Date Applied j. Status Sorting and Viewing Applicants by Different Criteria 1) To sort applicants by Name, Date Applied, etc., click the arrow next to the corresponding column heading. 2) Clicking the arrow again reverses the sort order. You may also choose to show Active Applicants, Inactive Applicants, or both. To perform this function: 3) At the bottom of the screen, check the boxes next to a. Active Applicants (active Applicants are still under review) and b. Inactive Applicants (inactive Applicants are no longer under review). 4) Click the Refresh button to refresh the screen. 2 11/20/2008

25 Viewing and Printing Applicants 5) To view and print a single Application, click the View Application link under the applicant s name. The application will appear in a new browser window. Note: It may take a few moments for the information to load into the new window. 6) Select File > Print from your browser s menu to print the application. There is a signature line at the bottom of the page for obtaining the applicant's signature, if necessary. 7) To close the window, click the Close Window link, or click the X in the upper right corner of the window (this will NOT log you out of the system it will simply return you to the list of applicants on the View Posting screen). 8) To view and print multiple applications at the same time, perform the following steps: a. Check the boxes next to the corresponding Applicants you wish to print (or click All"). The boxes are located on the right side of the page. b. Click View Multiple Applications button, located at the bottom of the page. 9) A new browser window will appear (it may take several moments to load) that contains all the applications that were selected. 10) Select File > Print from your browser s menu to print the application(s). Viewing and Printing Documents This process is very similar to printing applications, except the documents are loaded using the Adobe Acrobat Reader software. This is done to preserve the integrity of the documents formatting, and to assist in preventing viruses from entering the system via documents attached by Applicants. To view and print a single document (such as a resume or cover letter) that the applicant attached when applying for the Posting: 1) Click the link of the document under the column labeled Documents. A new window will appear (it may take several moments to load) in Adobe Acrobat Reader. This window contains the document for the Applicants you selected to print. 2) Select File>Print from the Adobe Reader menu to print the document. 3) To close the window, click on the X in the upper right-hand corner of the window (this will NOT log you out of the system it will simply return you to the list of Applicants on the View Posting screen). 4) To view and print multiple documents at the same time, perform the following steps: a. Check the boxes next to the corresponding applicants you wish to print (or click All ). These boxes are located on the right side of the page. b. Click the View Multiple Documents button. 3 11/20/2008

26 5) A new browser window will appear (it may take several moments to load) that contains all the documents for the applicants that were selected. 6) Select File>Print from the Adobe Acrobat menu. Adding Notes to an Applicant s Record On the Applicants tab, you may add notes to an applicant s record. These notes are saved by the system and can be viewed by all users within the system. Every time an applicant changes status (i.e. submits their application, withdraws their application, is no longer under consideration, etc.), a record is made automatically in the Notes/History section, which is viewable on this screen. To view the notes for an individual: 1) Click the History/Notes link under the Link To column. a. History indicates dates and times of changes made to the application and/or when the applicant s status is changed b. Modified By indicates who was responsible for making the change. System Generated indicates that the system automatically moved the applicant to that step in the process. 2) Click Return to return to the previous screen To add notes: 1) Click in the text box field Notes at the bottom of the page 2) Enter the note to be attached to the applicant s record 3) When finished, click the Add Notes 4) Click Confirm 5) To return to the applicant list, click the Return button. 4 11/20/2008

27 Guide for Managing the Documents Tab The documents tab should be utilized to attach supporting documents relating to the posting. The documents should be attached based on the following standards: Document Type Seniority List Seniority List Repost Attendance Report Attendance Report Repost Interview Questions Interview Notes Disqualification Memo Hiring Recommendation Other Standard Seniority ranking memo prepared by Human Resources Representative and sent to the hiring manager. Seniority ranking memo prepared by Human Resources after a position has been re-posted. ODS/Cognos Occasions report run for all eligible bargaining unit members that applied for the position. ODS/Cognos occasions report run for all eligible bargaining unit members that applied for the re-posted position. Questions utilized by the hiring manager in the selection process. Notes taken by the search committee regarding candidate responses to interview questions. Statement from the hiring manager as to why bargaining unit members to do not meet the minimum qualifications (Note: Occasionally, the disqualification memo and hiring recommendation may be combined into one document.) Statement provided by the hiring manager that provides a recommendation to HR about extending a formal offer of employment to a final candidate. Any other documents that don t fit that above descriptions that should be included in the search record To Attach Documents (documents must be in Word, Excel or PDF format): 1) After logging into the OHS, locate the position that you wish to attach documents by clicking Search on the Job Postings menu 2) Click View under the Job Title 3) Click the Documents tab, located on the far right hand side 4) Upload or paste a new document 5) When finished attaching documents, click on View Posting Summary 6) Click Save 5 11/20/2008

28 Steps for Changing an Applicant s Status The status of applicants can be changed as the applications for applicants are reviewed, and as interviewing and hiring decisions are made. Changing an applicant s status may result in the applicant receiving a system generated as notification to the applicant. See Guide to Applicant Statuses and Guide to Not Hired Reasons for definitions and information on notifications. 1) Log into the OHS using your username and password 2) Locate an Open or Closed position 3) Select a posting to view, click View under the Job Title. 4) To change the status of one applicant, click the Change Status link under the Status column heading. 5) Select the status to which you wish to change the applicant. 6) Click the Continue to Confirm Page button. To reset the statuses to their original values, click the Reset to Original Status button. To return to the previous screen, click Cancel. 7) To change the status of multiple applicants at the same time: a. Check the box under the All/None column for each applicant b. Click the button labeled Change Multiple Applicant Statuses. You may also click the All link to select all applicants at the same time. To deselect all applicants, click the None link. c. Select the status to which you wish to change each applicant and then click the Continue to Confirm Page button. To reset the statuses to their original values, click the Reset to Original Status button. To return to the previous screen, click Cancel. Note: You may also change all selected applicants statuses at the same time, to the same status, by using the Change For All Applicants feature at the top of the screen. 8) Click on the Continue to Confirm Page button 9) Select the Save Status Changes 10) Select the Cancel button to return to the previous screen to edit your changes. 6 11/20/2008

29 Guide to Applicant Statuses The following table represents the statuses an application may be in at any time during and/or after the search process: Applicant Status Definition HR Screen Default status for applicants that have successfully applied for a non-academic position Department Screen HR has completed screening of applicant and has hiring managers can begin reviewing applicants Search Committee Review Applicant has been forwarded to the search committee for an interview Interviewed Hiring Manager has interviewed applicant for the position Recommended Finalist Hiring manager has completed interviews and has recommended applicant as a finalist for the position Offered Job Candidate was offered employment Hired Candidate has accepted offer of employment and agreed on start date Declined Offer Candidate has declined offer of employment Interviewed, Not Hired Applicant interviewed for the position; has not been extended an offer of employment Not Interviewed, Not Hired Applicant was not selected to interview for the position 7 11/20/2008

30 Guide to Not Hired Reasons The following table lists the reasons that a hiring manager may select when changing an applicant s status to Interviewed, Not Hired or Not Interviewed, Not Hired: Not Hired Reason Definition Insufficient required work experience Applicant that does not meet minimum experience requirements Insufficient required skill set Applicant that does not demonstrate sufficient skills Insufficient required training/certification Unable to contact to schedule interview Did not report for interview Withdrew from consideration Falsification of information on application Unsatisfactory reference check Position filled per collective bargaining agreement non academic Posting cancelled Applicant that does not possess appropriate training and/or certifications Applicant that meet minimum qualifications, but was unable to reach to schedule interview Applicant that was scheduled for interview, but failed to report at scheduled time Candidate that withdrew from consideration after given consideration by department Applicant that does not provide accurate information on application Candidate that is a finalist but references checks are not satisfactory Applicants that does not receive consideration due to position filled by an employee or laid-off employee subject to bumping or recall Position that is under review by department for changes Another candidate more closely matched the requirements of the department Other Candidate that met the requirements of the position, but was not the most qualified. Other legitimate reason that is not covered by any other not hired reason 8 11/20/2008

31 Guide to Applicant Notifications Applicant Status Content Your application for the following position has been received: HR Screen Position Title: Posting Number: Department: Should your qualifications match the department's needs, the hiring manager will contact you directly for an interview. Please log on periodically to to review the status of your application. Thank you for your interest in employment with Wayne State University. Best wishes to you in your job search! Wayne State University Your application for the following position has been received by the hiring manager: Department Screen Position Title: Posting Number: Department: Should your qualifications match the department's needs, the hiring manager will contact you directly for an interview. Please log on periodically to to review the status of your application. Thank you for your interest in employment with Wayne State University. Best wishes to you in your job search! Wayne State University Your application for the following position has been received by the search committee: Search Committee Review Position Title: Posting Number: Department: Should your qualifications match the department's needs, the hiring manager will contact you directly for an interview. Please log on periodically to to review the status of your application. Thank you for your interest in employment with Wayne State University. Best wishes to you in your job search! Wayne State University Your application for the following position has been disqualified because the testing requirements for this position have not been fulfilled before the posting close date: Disqualified Does Not Meet Testing Requirements Position Title: Posting Number: Department: If you wish to be considered for other positions which require testing, or if you have previously taken the exams and would like to re-test, please contact the at (313) in order to schedule an appointment for testing. Thank you for your interest in employment with Wayne State University. Best wishes to you in your job search! Wayne State University 9 11/20/2008

32 Applicant Status Content Congratulations on your new position! Here is some important information to aid in your transition: If you are a new hire, you will be contacted separately to arrange an appointment for your initial orientation. At your initial orientation, in addition to other employment-related documents, you will be asked to complete Form I-9, Employment Eligibility Verification which verifies your eligibility to work in the United States. To view the list of acceptable documents, please go to: Hired New Hire Benefits - For a list of benefits that you may qualify for as a new hire, please go to to obtain employee benefit information. Department Orientation Your supervisor will provide you with a department orientation beginning with your first day of work. University Orientation - Go to and view the training events calendar to determine when the next University Orientation will be held. Thank you for choosing Wayne State University as your career choice. We wish you well in your employment endeavors. Wayne State University Thank you for taking the time to interview for the following position: Position Title: Posting Number: Department: Interviewed, Not Hired Your experience and education has been reviewed against our current requirements. Another candidate more closely matched the requirements of the department. We sincerely appreciate your interest in this position. We regret that this response cannot be more favorable, and we wish you well in locating the opportunity you desire. Please log on to to apply for other job opportunities at WSU for which you feel you qualify. Best wishes to you in your job search! Wayne State University Thank you for your interest in the following position: Not Interviewed, Not Hired Position Title: Posting Number: Department: Your application has been reviewed and based on our current pool of applicants, you will not be considered for an interview at this time. We appreciate your interest in this position and we wish you well in locating the opportunity you desire. We invite you to log on to to apply for other job opportunities at WSU for which you feel you qualify. Wayne State University Thank you for submitting your application for the following position: Cancelled Position Title: Posting Number: Department: This position has been cancelled. Please log on to to apply for other job opportunities at WSU for which you feel you qualify. Best wishes to you in your job search! Wayne State University 10 11/20/2008

33 Procedures for Completing the Post-Hire Details The post-hire details tab should be completed within 24 hours after a candidate has accepted an offer of employment. Position Type Responsibility for Ensuring Post-Hire Details is Completed Academic Positions Hiring Manager/Business Manager Non-Academic Positions SOM Human Resources Representative (School of Medicine Postings) Research Positions Business Manager The post-hire details tab should be completed as follows: 7) After logging into the OHS, locate the position that has been filled. 8) Click View under the Job Title 9) Locate the applicant that has accepted the offer of employment. 10) Under the Status column, click Change Status. 11) Change the applicant s status to Hired. 12) Click on the Post-Hire Details tab. 13) Complete the required and any additional applicable fields (see Guide to Post-Hire Details Tab). 14) Click Continue to Next Page or Save and Stay on this Page /20/2008

34 Guide to Post-Hire Details Fields Field Name Action Candidate Hired Position Number Job Type Appt% Banner ID Start Date Offer Accepted Date Orientation Date Date of Physical Date Sent for Security Clearance Annual Salary/Hourly Rate Shift Code (if applicable) Definition The hiring action that is taking place The name of the candidate(s) hired for position Position number created by Budget Office Position Full-time, part-time, temporary full-time or temporary part-time Appointment percentage the new employee will work Employee s banner ID Employee s actual start date Non-academic positions Date candidate accepted verbal offer Academic positions Date candidate signed letter of offer Date employee is scheduled to attend Faculty/Staff orientation Date employee completes pre-employment physical examination Date employee sent for fingerprinting Employee s offered annual salary or hourly rate Employee s work shift 12 11/20/2008

35 Guide to Requisition Statuses The following table represents the statuses that a requisition may be in at any time during and/or after the search process: Saved Job Requisition (Posting) Status Definition Hiring manager has created the requisition but not submitted to the next level approver. S/C/D Business Office Review NEW!! Hiring manager has forwarded the requisition to the business manager review and approval. Return to Hiring Mgr Employment Office Review School of Medicine HR Office Review NEW!! Provost Office Review Requisition has been returned to the hiring manager for revisions, etc. Hiring manager or business manager has forwarded the requisition to the to review, approve and post. Hiring manager has forwarded the requisition to the School of Medicine HR Office to review, approve and post. Hiring manager or business manager has forwarded the requisition to Academic Personnel to review, approve and post. Denied Requisition denied by HR or Academic Personnel. Approved Requisition has been approved to post for a future date. Opened Closed HR or Academic Personnel has approved the requisition. The requisition is now posted to applicant site and for applicants to begin applying. Requisition has been removed from the applicant site, applications are no longer accepted. Hiring manager can begin search process. HR Screen Completed NEW!! HR has screened the applicant pool for seniority eligibility and/or clerical testing 13 11/20/2008

36 Job Requisition (Posting) Status Definition Interviews Completed NEW!! Hiring manager has completed interview process and identified a final candidate Job Offered and Accepted NEW!! HR has extended an offer of employment to the final candidate; candidate has accepted offer Filled Requisition has been filled by a candidate who has accepted an offer of employment. Pending Cancellation NEW!! Requisition has been in an opened or closed status for 10 months; posting will be cancelled if no action is taken to fill the position within the following 60 days. Cancelled Requisition is no longer a viable vacancy /20/2008

37 MEMORANDUM TO: FROM: SUBJECT: RE: Hiring Manager School/College/Division Human Resources Representative Seniority List Posting # Classification (Job) Title Department DATE: September 25, 2006 Listed below are the profiles for members of the Staff Association bargaining unit that have applied for the above named position. Pursuant to Article 19 Section D of the Staff Association Bargaining Unit Agreement you may use one of the following options when filling this position: Salary Grade 5 and above: Select a qualified Staff Association applicant with the most seniority or the best attendance prior to interviewing. No more than ten (10) Staff Association members need to be interviewed. Salary Grade 4 and below: Select the most qualified applicant (internal or external) for the position. Interview Staff Association members who best meet the requirements of the position. No more than ten (10) Staff Association members need to be interviewed. You may disqualify the Staff Association applicants from interviewing for one of the following reasons: o o Less than Satisfactory Performance: Employees that have received an overall Less than Satisfactory (LS) rating or less on the most recent performance review. Also, any disciplinary actions received within the last two years may be considered by hiring managers as a basis for disqualification. In Violation of Attendance Standards: Employees that have accrued more than 6 occasions, or a total of more than 45 hours of unscheduled absence (more than 48 hours for 8 hr/day employees) involving 4 or more occasions. You must submit a memo to your Human Resources Representative stating the reasons for disqualifying Staff Association applicants prior to interviewing any non-staff Association applicants. Should you have any questions regarding promotions/transfers of bargaining unit employees or need any additional information, please do not hesitate to contact me at Employee Seniority Number of Attendance Performance Current Name Date Occasions Ranking Rating Classification John Doe 01/01/06 8@ FS Office Services Clerk II 2. Jane Doe 02/01/06 2@ LS Secretary III 3. Jim Doe 02/15/06 6@ E Receptionist 4. Julie Doe 05/01/06 4@ FS Accounting Assistant 15 Rev. 09/2006

38 MEMORANDUM TO: FROM: SUBJECT: RE: Hiring Manager School/College/Division Human Resources Representative Seniority List Posting # Classification (Job) Title Department DATE: April 28, 2006 Listed below are the employees represented by the Professional and Administrative Union, Local 1979, U.A.W that have applied for the above named position. Pursuant to Article 15 of the WSU Professional and Administrative Union, Local 1979, University-trained hiring managers may utilize more than one method of promotion: 1) Method I Most Senior You may select the P&A member with the highest seniority provided the employee has satisfactory attendance, performance and meets the qualifications of the position. No more than ten (10) most senior P&A employees must be interviewed. 2) Method II Most Qualified You may select the most qualified applicant (internal or external) for the position. No more than ten (10) P&A employees, who best meet the requirements of the position, must be interviewed. Bargaining unit members should be offered the position if the following criteria are met: a. Satisfactory attendance b. Satisfactory performance c. Is more qualified than any other internal or external applicants If you have not yet completed all three modules of the Method II training, you must make hiring decisions based on most-senior-qualified, Method 1 only. You may disqualify P&A applicants from interviewing for one of the following reasons: 1) In Violation of Attendance Standards: Employees that have accrued more than 6 occasions, or a total of more than 45 hours of unscheduled absence (more than 48 hours for 8 hr/day employees) involving 4 or more occasions. 2) Less Than Satisfactory Performance: Employees that have received an overall Less than Satisfactory (LS) rating on the most recent performance review. Also, any disciplinary actions received within the last two years may be considered by hiring managers as a basis for disqualification. Should you have any questions regarding selection for this position or need additional information about the WSU employee candidates, please do not hesitate to contact me at Employee Seniority Number of Performance Current Name Date Occasions Rating Classification John Doe 01/01/06 8@82.5 FS Business Systems Analyst I 2. Jane Doe 02/01/06 2@25.0 LS Systems Software Engineer 3. Jim Doe 02/15/06 6@60.0 E Administrative Assistant II 4. Julie Doe 05/01/06 4@48.0 FS Multimedia Specialist * Currently on layoff and should be given preferential consideration 16

39 Sample Staff Association Disqualification Memo MEMORANDUM TO: FROM: Hiring Manager SUBJECT: Posting # Office Services Clerk Senior DATE: October 12, 2006 I would like to offer the Office Services Clerk Senior position to John Doe. John Doe is the most qualified candidate out of all the other applicants. John Doe is currently utilizing bookkeeping skills that require the use of the Financial Accounting System by processing various purchasing, and other university forms. John Doe also has experience tracking expenditures and processing billings. I did not select any of the other candidates that preceded John Doe in regards seniority for the following reasons: - Jane Doe has more than 6 occurrences, and did not pass Clerical Skills test. - Susan Doe does not currently perform bookkeeping duties that require the use of the Financial Accounting System, and she does not currently prepare and process billings, track expenditures, or receive and post payments. - Mary Doe has more than 6 occurrences, and failed the typing test. - Lisa Doe does not currently perform bookkeeping duties that require the use to the Financial Accounting System, and she does not currently prepare and process billings, track expenditures, or receive and post payments. It would be helpful to me if you d let me know what salary John Doe is currently receiving here at the university, as I would like to offer John Doe 5% above her current salary, providing she s not currently at hire max. Your assistance is greatly appreciated. 17

40 Sample P&A Disqualification Memo Memo To: From: Hiring Manager Date: Re: Candidate Disqualification Administrative Assistant II Position The purpose of this memorandum is to provide justification for the hiring of Jane Doe for the position of Administrative Assistant II. Jane Doe is not a member of the P&A bargaining unit. Therefore that I would like to formally disqualify the Professional and Administrative Staff candidates interviewed, Susan Doe, Lisa Doe, and Mary Doe. The search committee was comprised of members of the department in addition to the Business Manager. I have completed P&A Method II Certification Training. The Search Committee interviewed Jane Doe and determined that she was the most qualified individual for the Administrative Assistant II position. She has extensive experience in grants accounting and prepost grant contract and compliance services. Ms. Doe gained this experience as a Budget Analyst for five years with the WSU College of Science, where she was responsible for over 40 grant accounts, totaling $200 million dollars in funding. Ms. Doe has audited grant expenditures, reconciled contract accounts against the WSU accounting system and reviewed and corrected payroll charges. She also worked closely with principal investigators to prevent deficit spending and maintain compliance with the WSU procedures relative to grant related AAUP and non-academic personnel processing. This department has 20 academic staff and 120 non-academic staff (including student assistants and technicians). Ms. Doe has also supervised Staff Association and student personnel. She has extensive knowledge and experience with the Banner Financial Management System, Human Resources Management System and RAPP. In addition Ms. Doe has served as a trainer/facilitator for Banner and RAPP with the WSU Office of Training and Development. Prior to working with the College of Science, Ms. Doe served as an Accountant I where she prepared financial reports, monitored budget compliance with WSU and external agency funding requirements. This department consists of seven opportunity programs. Each of the programs is funded by a total of $12 million dollars in grants from the U.S. Department of Education with varying levels of general fund support. Based upon an extensive review of each of the candidate s strengths and weaknesses I believe that Ms. Doe has the best combination of training and experience for the Administrative Assistant II position. I have summarized the results of our interviews with the P&A candidates below for your review. The Search Committee interviewed Ms. Susan Doe and determined that she does not possess a basic qualification for the position. Ms. Doe had limited grant experience, but lacks knowledge of University policy and procedures relative to personnel and human resources. The qualifications for the job require that the successful candidate have reasonable knowledge of and experience with University academic and/or non-academic personnel processing procedures and practices. The Search Committee interviewed Ms. Lisa Doe and determined that she does not possess two basic qualifications for the position. Ms. Doe lacks knowledge of University policy and procedures relative to 18

41 personnel and grants accounting. The qualifications for the job require that the successful candidate have reasonable knowledge of and experience with University academic and/or non-academic personnel processing procedures and practices. Ms. Doe has no experience with grants. The Search Committee interviewed Ms. Mary Doe and determined that she does not possess two basic qualifications for the position. Ms. Doe lacks reasonable knowledge of University policy and procedures relative to personnel and grants accounting. The qualifications for the job require that the successful candidate have reasonable knowledge of and experience with University policies and procedures including academic and non-academic personnel processing procedures and practices. Ms. Doe does not have experience working with AAUP-AFT academic staff. This department has 20 academic staff and 120 non-academic staff (including student assistants and technicians). Her current department in Africana Studies is a very small department with a handful of faculty. Ms. Doe s grant experience is extremely dated going back to When asked what type of training she would require for this job, the candidate stated grant training, which would be a problem since this department is 90% grant funded and the candidate should have experience working with pre and post awards and the university policies and procedures associated with those processes. Ms. Doe provided the committee with a sample budget. The budget was a financial reflection of the operation at a specific point in time. The example did not include any forecasting or projection. It was an example of an E-Report that was downloaded into an Excel spreadsheet and formatted. She said that this is similar to what she provides her administration. The committee deems this an inaccurate reflection of the unit s balance since it did not include any projections or forecasting. If there are questions or concerns please contact me. Thank you. 19