Web Maintainers Meeting. October 20, 2014

Transcription

1 Web Maintainers Meeting October 20, 2014

2 Site migration update

3 Site migration update Completed Departments: 7 basic science departments, PM&R Education: 2 interdepartmental graduate programs, graduate programs, MD/PhD program Academic centers: Cancer Center 30 faculty labs Global initiative site In progress Departments: Pediatrics, Radiology/Oncology, Neurology Section/Division: 41 Pediatric Professional Development: Office site and related award and training subsites Core labs: 8 30 faculty labs

4 ONEWeb and Signature updates

5 ONEWeb and Signature updates ONEWeb Data Tables content type In the wings: Media replacement and deletion Slated: Forms Signature Clinician bios and find a Baylor doctor (find a physician) Encourage faculty, staff, students to complete their profiles, or become a delegate

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7 Title media so you can find them in the Media Chooser

8 Title media so you can find them in the Media Chooser

9 Working with images: Minimum sizes Rule of thumb: Upload the largest version of your image. Minimum pixel requirements by content type Carousel: 1200 x 520 Featured Media: 970 x 444 Section with Definition List: 110 x 110 Section with Pull Media: 320 x 240 Media Spiff: 320 x 240 Thumbnail Spiff: 93 x 77 (Also listed in ONEWeb documentation and ONEWeb Support site s FAQ page.)

10 Working with images: Tagging Rule of thumb: Upload the largest version of your image.

11 Writing effective captions: Carousels Include 1-4 descriptive keywords in the heading, a caption providing highlight information about your area, and a link to another page.

12 Tips from OIT Training Writing effective captions: Carousels Include 1-4 descriptive keywords in the heading, a caption providing highlight information about your area, and a link to another page.

13 Writing effective captions: Featured and Pull Media Include keywords describing the image.

14 Tips from OIT Training Writing effective captions: Featured and Pull Media If the photo includes people, list their names from left to right.

15 People List descriptions help everyone

16 People List descriptions help everyone

17 Navigation menus in ONEWeb

18 Reordering navigation Child pages appear in the order they were created. What if you need to reorder the child pages?

19 Reordering navigation Hover your mouse over the blue navigation bar, then click the purple pencil.

20 Reordering navigation Double-click the navigation block in the Canvas.

21 Reordering navigation Simply drag to reorder the navigation items.

22 Reordering navigation

23 Custom navigation Check with the Office of Communications before using custom navigation.

24 ONEWeb training reminders Who: Anyone needing editing access, or a refresher What: Training covers the FUN-damentals of using the ONEWeb editor When: Every other Thursday Where: Room 018D or 020D, Jewish wing, Cullen Building Why: Training is updated as additions are made to the ONEWeb system How: Registration link at

25 HR Compliance for Posting on the Baylor Website

26 HR Compliance for Posting on bcm.edu Questions Is it ok to post on websites other than the traditional recruitment website? Is there a process in place to provide guidance on posting externally? Is there a policy in place?

27 HR Compliance for Posting on bcm.edu BCM Policies and Procedures Human Resources: Employment PURPOSE To identify and track the College's staff and postdoctoral vacancies and to maintain records of the recruitment, selection, and hiring activities to meet legal requirements. POLICY (1) All recruitment for staff and postdoctoral vacancies should be coordinated with Human Resources Recruiters. (2) The hiring department should submit a Position Approval Form (PAF) to Budget and Compensation. Upon approval, a vacancy number is assigned and recruitment will begin. (3) Employment advertisements, bulletins, and/or announcements with professional associations should be approved by the Employment Team in Human Resources. The hiring department is responsible for paying any advertising or external fee. (4) Departments are asked not to place electronic job postings without the involvement of their recruiter. Recruiters will post vacancies on external websites, but the department is responsible for any fees incurred by the College.

28 HR Compliance for Posting on bcm.edu BCM Policies and Procedures Human Resources: Employment (5) Applications, including those from persons who wish to transfer, must be current in the applicant tracking system prior to any interview. (6) Recruiters administer all pre-employment tests. Hiring departments are asked not to develop or administer written or any other tests. (7) Applications/resumes are screened by the Recruiter or in conjunction with a departmental representative. (8) Once an applicant has been selected for hire, the Recruiter should be notified before a job offer is extended. This allows the Recruiter to assist the department with salary issues before a salary offer is extended. Written offers of employment will be sent by the Recruiter and the candidate will be notified about orientation. (9) All paid employees are subject to a background check in accordance with College policy. (10) Departments should coordinate the scheduling of orientation for new employees with the Recruiter prior to the actual start date. New employees must complete the Employment Eligibility Verification (I-9) form on the first day of employment. See Policy New employees will not receive an ID Badge until they have complied with the I-9 Verification

29 HR Compliance for Posting on bcm.edu BCM Policies and Procedures Human Resources: Employment PURPOSE To ensure that advertisements for position vacancies are placed in a costeffective manner in compliance with applicable law. DEFINITION Advertising is defined as all purchased or donated space external to Baylor College of Medicine in print publications, direct mail, electronic mail, online, visual displays, brochures, mass letters, leaflets, and purchased or donated time via radio and television that is not within the news format of the applicable media. POLICY (1) Public Affairs coordinates the placement of newsprint advertisements with the Houston Chronicle for faculty and staff position vacancies. (2) Human Resources cannot authorize payment from department funds or College funds to purchase advertising.

30 HR Compliance for Posting on bcm.edu BCM Policies and Procedures Human Resources: Employment (3) All staff and faculty advertisements must be approved by a Human Resources Recruiter before placement. Staff and faculty print advertisements in sources other than the Houston Chronicle should be placed directly by the department after obtaining the approval. Faculty advertisements must contain the department contact's name, Baylor College of Medicine s address, telephone number, and the EEO statement. Staff advertisements must direct applicants to use BCM's online application system at (4) Departments are responsible for making direct payment to the advertising source for all recruitment advertising. PROCEDURE (1) Departments that wish to advertise for staff and faculty vacancies must send a copy of the proposed advertisement to their Recruiter. Upon approval, the department will coordinate placement of the advertising.

31 HR Compliance for Posting on bcm.edu Recruitment Posting: Job Description vs. Job Posting Job Description Existing templates are located on the Compensation website. Consult Compensation regarding creating a new job title/template. Generic used as a template to define a class of jobs generally performing similar duties; does not always describe exact duties of specific position. Serves internal functions including for Federal Labor Standards Act, EEO, and AA purposes. Intended for internal audience. Job Posting To be written by hiring manager in coordination with recruiter. (May use the generic and customize it). Position-specific, descriptive- contains details of exact duties, specific skills, selling points, keywords, work conditions, and hiring criteria. Serves an external function to attract targeted applicants. Intended for external audience should have the tone of advertisement or marketinginformative, attention-grabbing, and inviting.

32 HR Compliance for Posting on bcm.edu Recruitment Posting: Job Description vs. Job Posting Working Conditions Travel Required Non-traditional work schedule, on-call Exposure to hazardous conditions Physical requirements Job Description Includes may statements May supervise or May require a Bachelor s if working at the VA. Includes entire salary range defined by Compensation (Minimum Midpoint Maximum). Job Posting Not included except when there is a need to convey special conditions. Example- should be included if employee will be exposed to hazardous materials, extreme or potentially adverse working conditions, physical dangers, requires specific physical requirements, works a schedule other than full-time (M-F, 8-5), requires after hours/oncall, weekends, travel, etc. These statements should be removed if not applicable to this position. Should include a more defined / targeted salary range defined by departmental budget (PAF).

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