Classified Staff Hiring Classified Staff Hiring ProcessProcess

11 November 201011 November 2010

Overview of systems and processes used to hire classified staff.

Classified Staffing Levels(less Child Development Center)

1 July 2010—30 Sep 2010

91%95%93%

91%89%95%93%91%94%

91%91%

0

50

100

150

200

250

300

2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011

20%

30%

40%

50%

60%

70%

80%

90%

100%

Authorized FTE Filled FTE % Filled Positions

Classified Hiring1 July 2010—30 Sep 2010

31

22 2125 23

3741

34 3538

0

10

20

30

40

50

Application Deadline Hiring Decision

FY/07 FY/08 FY/09

FY/10 FY/11 1st Qtr

PeopleAdmin ProcessPeopleAdmin Process‘Getting Started’‘Getting Started’

• VPA office is focal point for all hiring actions related to Classified Staff– College vs. district actions

• Division/Unit initiates hiring process for open, budgeted classified positions– Request to Employ Classified Personnel (P102B)– Close review on categorical positions due to

budget concerns

• Advertised for a Minimum of 2 Weeks

Forming the Hiring CommitteeForming the Hiring Committee

• Governed by LRCCD Regulation R-6122– Appointed by College President or Administrative Officer– Can/should be done while district position is being advertised

• Minimum Requirements: manager/supervisor, one classified member, one Equity Officer– Equity Representative assigned by Julia Jolly’s office (x2407) based on

overall composition of committee.– Achieve balance given minimum requirements– If interface with academic staff, faculty member can be included

• ALL transactions/communications are CONFIDENTIAL– All members share this responsibility

• Multiple tasks including: establishing selection criteria, screening, interviews, evaluating candidates, resolving selection outcomes

Initiating Campus ActionsInitiating Campus Actions

• Hiring Committee develops interview format, questions and associated tasks PRIOR to reviewing applicant information– A copy of the interview questions, classified employment

procedures (blue form), and screening sheets (signed) sent to the VPA office

• Once position is closed from PeopleAdmin, HR screens applications for minimum qualifications (MQs)

• HR releases the position to the campus within five days of the closing date (all via PeopleAdmin)

• VPA Office:– generates a cover memo detailing procedures to be followed– Transmits candidate pool and PA access information to the

manager/supervisor

ScreeningScreening

• Function of the Hiring Committee but can be a subset of the overall group– NOT a required step at the college level– The screening committee MUST consist of the equity

representative and the chair of the committee – Other members of the committee are optional to screen

• A screening committee ,if used, will establish the basic criteria and rating system to be used for the selection of the candidates to be interviewed

• Candidates to be interviewed, forwarded to VPA office– VPA Office coordinates with DO/HR to set up interview

schedule and format (minimum of 7 days to set up interviews)– HR sends official interview schedule to VPA office by email;

then forwarded to hiring committee chair

Interview and SelectionInterview and Selection

• The hiring committee chair is responsible for providing a memo stating the recommendation and the recommended date for the candidate to start– Second interviews are an option (subjective criteria)– Inform the VPA office if you have done reference checks or if you want

DO/HR to accomplish• VPA Office needs:

– reference check documents (if applicable)– P-130 (Equity Officer Checklist) – All applications (if printed), and all rating sheets (signed)

• After VPA approval, College will forward the name of selected candidate to Director of HR for final review and approval

• DO/HR will notify us if the person has accepted/declined and when they will start

• VPA Office will let the area/division know if the candidate accepted/declined the position and the tentative start date – ALL timing is subject to background and medical checks as required

Other ConsiderationsOther Considerations• Internal candidates

– General pool• NON-selection and re-advertisement• Multiple selections from one hiring panel• Failed or delayed background checks

– Medical checks– Required training

• Orientation: DO vs College• Brief posted on INSIDE SCC>Admin Services>