Steps to Hire a Classified Employee
- The hiring department coordinates with the vice president of administration (VPA) or appropriate district office manager (manager) to review hiring needs, approval, and completion of the posting request in PeopleAdmin.
- The VPA's administrative assistant or designee submits the posting in PeopleAdmin and forwards it to the VPA for approval.
- The VPA or manager approves the posting and forwards it to Human Resources, Recruitment.
- Recruitment reviews the posting, edits it as necessary, and forwards it to Fiscal Services for a position number, transaction number, and approval.
- Fiscal Services returns the completed posting to Recruitment, ready for advertising. Positions are advertised for a minimum of 15 business days.
- After the posting closes, Human Resources screens the applicant pool and notifies applicants who do not meet the minimum qualifications via email. Human Resources releases the remaining applicant pool to the VPA and administrative assistant or designee, who forwards it to the hiring committee.
- The hiring committee screens and interviews, in accordance with the respective collective bargaining unit, policy, and regulation guidelines. See hiring committee resources.
- After the hiring committee screens the applicant pool and prior to scheduling interviews, the hiring committee emails the interview pool to the administrative assistant or designee, who forwards it to Human Resources at hr@losrios.edu (include the posting number and title in the subject line) for approval. Do not schedule interviews until the interview pool has been approved.
- Human Resources notifies the administrative assistant or designee of interview pool approval. Upon notification, the hiring department is responsible for scheduling interviews. See hiring committee resources.
- After interviews are conducted, the committee emails the results to the administrative assistant or designee, who then forwards the results to Human Resources at hr@losrios.edu (include the posting number and title in the subject line):
- If the search was a success, then provide the name of the successful candidate to contact for an official offer. See hiring committee resources.
- If the recruitment was a failed search, then let Human Resources know. See hiring committee resources.
- Regardless of the outcome, email all screening/interview documents. See hiring committee resources.
- The hiring department coordinates with the vice president of administration (VPA) or appropriate district office manager (manager) to review hiring needs, approval, and completion of the posting request in PeopleAdmin.
- The VPA's administrative assistant or designee submits the posting in PeopleAdmin and forwards it to the VPA for approval.
- The VPA or manager approves the posting and forwards it to Human Resources, Recruitment.
- Recruitment reviews the posting, edits it as necessary, and forwards it to Fiscal Services for a transaction number and approval.
- If the interim assignment is for a regular classified position and the duration is six months or less, then the candidate will submit timesheets.
- If the interim assignment is for a regular classified position and the duration is six months or longer, then the candidate does not need to submit timesheets.
- If the interim assignment is for a supervisor classified position and the duration is three months or longer, then the candidate does not need to submit timesheets.
- Fiscal Services returns the completed posting to Recruitment, ready for advertising. Positions are advertised as follows:
- External advertisements are advertised for a minimum of 15 business days.
- Internal advertisements are advertised for a minimum of five business days.
- If the hiring department does not want to include temporary employees in the interim pool, then the hiring department must provide that information in the Special Advertisement section of the posting. For example, "Do not include temporary employees" or "Regular permanent employees only."
- If the candidate to be hired is not an active regular classified employee, then the interim assignment will change to a temporary assignment subject to the 145 days/960 hours limit. It is up to the hiring department to determine if a temporary employee has enough hours for the assignment.
- After the posting closes, Human Resources screens the applicant pool and notifies applicants who do not meet the minimum qualifications via email. Human Resources releases the remaining applicant pool to the VPA and administrative assistant or designee, who forwards it to the hiring committee.
- Screening of applicants by the hiring committee for interim positions is not required.
- After the hiring committee selects the interview pool, the hiring department schedules interviews. Approval of the interview pool by Human Resources is not required for interim positions. See hiring committee resources.
- After interviews are conducted, the committee emails the results to the administrative assistant or designee, who then forwards the results to Human Resources at hr@losrios.edu (include the posting number and title in the subject line):
- If the search was a success, then provide the name of the successful candidate to contact for an official offer. See hiring committee resources.
- If the recruitment was a failed search, then let Human Resources know. See hiring committee resources.
- Regardless of the outcome, email all screening/interview documents. See hiring committee resources.
New Positions/Job Descriptions
A vice president of administration or district office manager works with the human resources director to draft a new job description. New job descriptions must be approved by all vice presidents of administration. The human resources director will consult with the collective bargaining unit regarding the particulars for the position.
Changing an Existing Job Description
A vice president of administration or district office manager works with the human resources director to make changes to an existing job description. Changes to an existing job description must be approved by all vice presidents of administration and reviewed by the collective bargaining unit.
Hiring Committee Forms
After you hire a classified candidate, return the following forms to the vice president of administration or district manager:
- Classified Employment Form P-137 – to be completed by the Equity Officer/Representative
- Equal Opportunity Employment Checklist Form P-130– to be completed by Equity Officer/Representative
- Reference Check Form – reference checking can be completed by the hiring department, or by Brenda Balsamo, Director of Human Resources
- Interview questions
- Individual rating sheets
- Screening criteria