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X :   OFFICE OF HUMAN RESOURCES RECRUITMENT & SELECTION MANUAL Reviewed and Updated 1.1.2022 Office of Human Resources TABLE OF CONTENTS Policy Statement..3 Purpose..3 Human Resources and Employment ....3 Legal Issues..4 Employment Process/Hiring Procedure..5-11 Opening a Position/Posting/Advertising/Soliciting Applications Application Screening Selection Interview Process Reference Checks/Background Investigations Employment Offers Hiring a Candidate/Closing the Search New Hire Orientation Faculty...11 Students12 Rehires/Retirees13-14 Policy Statement It is the policy of 91첥 to provide equal employment opportunities to all applicants for employment without regard to race, color, religion, age, sex, disability, national origin, veteran status, marital status, or sexual orientation. 91첥 employs only U.S. citizens and lawfully authorized resident and non-resident aliens. All new employees (staff, faculty and students) must provide employment eligibility verification within their first three days of employment as required by the U. S. Immigration and Naturalization Service. Purpose The objectives of the University are to attract, select, retain, develop and motivate qualified individuals to occupy vacant or new positions. The Office of Human Resources has outlined a process via this manual to assist hiring officials and search committee members/chairs in making successful selections and hiring recommendations. Hiring employees should be in accordance with the Universitys Employment Policies. The procedures outlined in this manual are steps that should be followed when hiring personnel. This procedure covers the hiring of full time, part time and temporary (contractual) personnel. Human Resources and Employment The Office of Human Resources serves as support for the institution's employment needs. Human Resources representative(s) endeavors to work closely with hiring supervisors or managers to obtain information about vacant position(s) and their role at the institution. Once obtaining this information, the human resources team can identify and help to recruit the best candidates by utilizing various recruitment venues including but not limited to the following: Job/Career Fairs College/University Recruitment Events Conferences Internet Job Sites Participation in local and national employment affiliations and organizations Local Employment Service The Office of Human Resources may assist in the pre-screening of applications. The hiring supervisor or manager will be responsible for interviewing applicants for a more in-depth assessment. Legal Issues Affecting Employment Title VII Civil Rights Act of 1964 This act prohibits discrimination by any employer on the basis of race, color, religion, age, sex, marital status, military status or disability. The Americans with Disabilities Act (ADA) The Americans with Disabilities Act (ADA) provides protection for those with physical and mental disabilities. The recruitment process is subject to state laws against disability discrimination and to the Americans with Disability Act, which prohibits discrimination in hiring against otherwise qualified individuals who can perform the essential functions of a job with or without reasonable accommodation. In all cases, employers can require every employee to be qualified to perform the essential functions of a job (refer to job description) and are free to select the most qualified applicant. Applicants must be selected on job related factors unrelated to any disability. Fair Labor Standards Act (FLSA) The Fair Labor Standards Act (FLSA) is a federal law created in 1938 that addresses employment issues such as a standard work week, minimum wage, overtime pay and child labor standards. Exemptions: Nonexempt employees (usually hourly paid) are eligible for overtime pay for hours worked in a standards Monday through Friday work week. Exempt employees (usually salary paid) are not eligible for overtime pay. New employees must be properly classified. The Human Resources Department will assist the supervisor in making the legal determination whether an employee is non-exempt or exempt by interpreting and applying the provisions of FLSA. Age Discrimination and Employment Act (ADEA) Protects employees at the age of 40 and over from discrimination. Equal Employment Opportunity (EEO) Prohibits job discrimination. ADA, Title VII ADEA are all Federal Equal Employment Opportunity laws. Employment Process PROCEDURE STEP 1: Opening a Position (New/Vacant) A job announcement may be created by utilizing the Universitys PeopleAdmin software. In the applicant tracking module of PeopleAdmin, the hiring official has the ability to create job postings, review applicants and application materials, and request a job offer and approval for non-exempt/exempt staff and faculty positions. The job posting is the initial announcement a potential applicant receives of the position. Prior to creating a job posting, the hiring official must have an approved Job Description on file in the Office of Human Resources. Note: All job descriptions should be monitored/updated when job responsibilities/job titles are amended. An open job announcement will be posted at minimum five (5) business days. An applicant is not considered an applicant unless an application is submitted for a vacant position. Occasionally, such factors as financial constraints, program continuity, the unavailability of a reasonable number of qualified applicants, or the existence of highly specialized qualifications and requirements for a particular position, require making an exception to the University's normal employee recruitment and selection procedures (see types of exceptions at mvsu.edu/recruitment-and-selection). Use of Media Advertising Advertising will be accomplished through the Office of Human Resources where a variety of methods to post and advertise vacant positions may be used. While the most immediate method includes the Universitys Employment website  HYPERLINK "https://mvsu.peopleadmin.com/" https://mvsu.peopleadmin.com, other sources are utilized as determined by the Human Resources representative and the hiring official. External job Advertising Vendors include: The Chronicles of Higher Education, local newspapers (Greenwood Commonwealth, The Clarion Ledger, Delta Democrat Times, The Commercial Appeal) and HigherEd Jobs. The hiring department is responsible for the necessary requisition and invoice payment. A purchase order number must accompany the request for job advertising with external vendors. Internal Applicants Internal applicants for vacant positions must complete the application process through the PeopleAdmin portal and also complete the Internal Transfer/Promotion Request Form (see  HYPERLINK "http://www.mvsu.edu" www.mvsu.edu, Human Resources link). Upon approval for a transfer, the employee will be notified by the Office of Human Resources or the hiring supervisor in the hiring department. STEP 2. Application Screening Employment materials (employment applications, resumes, and curriculum vitae, portfolios, academic transcripts, references letters etc.) received via the Applicant Tracking module in the PeopleAdmin software must be screened for job criteria. Official academic transcripts are required for Faculty, Professional and Executive Management positions and for staff positions that require an academic degree. Qualified applicants are those who meet the minimum qualifications for the position according to the job description. All job requirements must be included in the job description. If there are additional preferences beyond the minimum requirements, the Human Resources Representative can screen at this higher level by written request of the hiring official. STEP 3 - Selection Interviews The hiring official/search committee chair will review the applications, conduct interviews and make a final selection(s) to recommend for the vacant position. The hiring official is responsible for ensuring that all applicants meet the minimum qualifications before an interview is conducted. The hiring official may only interview the candidates who best meet the qualifications for the vacant position. It is suggested that prior to interview selection, applicants be ranked according to the hiring officials needs by using the MVSU Candidate Evaluation Form. Once ranked, the candidates with the highest scores should be interviewed. Determining who is to be interviewed and who is to be hired must be based on job related criteria. Interviewing and hiring decisions can not be made based on race, sex, age, religion, veteran status, disability, national origin or family status. Documenting all criterion and reasons for both interviewing and selection will help assure an objective decision. There is no requirement to specifically interview internal candidates. They should be treated as all other applicants and ranked accordingly. The Interview Process The purpose of the interview is to collect additional information about the candidates job-related knowledge skills and abilities that will assist in selecting the individual who can best fulfill the responsibilities of the position. Note: All interview questions and requests for information must be job-related. Interview Questions - Interview questions have been developed for staff and faculty positions based on competencies identified that will accommodate most positions. Job competencies are key behaviors required for excellent performance. They assist an interviewer in evaluating the candidate against job qualifications. The job competencies are: Initiative Stress Tolerance Planning & Organizing Communication Skills Work Standard Job Motivation Leadership Teamwork Technical Various federal and state laws regulate the type of questions a prospective employer can ask a candidate. Therefore, our focus must be, What do I need to know to decide whether this person can perform the functions of the job. This is to prevent soliciting information that could be used for discriminatory purposes. Sample legal interview questions for Faculty and Staff may be obtained from the Office of Human Resources. Selecting Interview Committees An Interview Committee should be broadly representative of the institution and its members should be able to provide a variety of perspectives on the role and function of the position in question such as: (1) a person who has supervised the vacant position or similar position, (2) a person who has performed or held the vacant position or similar position, (3) persons who possess technical expertise sufficient to make astute comparisons among applicants. A good committee might include individuals who will be peers of the new hire in his or her reporting chain and among his or her clients. In the case of top positions, such as presidents, provosts, Vice Presidents, the committee should include some of the institutions stakeholders such as representatives of alumni associations. The selection committee should reflect diversity in gender and race. An individual from the Human Resources Department should be selected to help the search committee understand laws and regulations, as well as institutional criteria relevant to the search process. Guidance from the Human Resources Department is critical because many federal and state equal employment opportunity laws affect the search committees work. These laws include: Title VII of the Civil Rights Act, The Americans with Disabilities Act, and the Age Discrimination Act. Other federal laws should be adhered once the committee selects applicants to interview, and conduct reference checks. For participation on departmental search committees, please contact the Human Resources Department at 662.254.3531. Testing An ability of skill test may be given in appropriate circumstances prior to final acceptance into the job. Employment tests may be given to applicants only under the following conditions: The tests are job related and have been approved by the Director of Human Resources Tests may be administered by the interviewing department or the Office of Human Resources. Employee Selection An eligible employee is defined as an individual who meets the minimum qualifications for the job. (applicants must also meet other applicable requirements before being considered for a vacant position such as satisfactory performance evaluation). Selection of an individual to fill a job opening, either in an initial hire situation or a promotion/transfer situation should be based on factors such as the individuals skills, knowledge, job interest and past work experience. Final employee selection is the responsibility of the hiring supervisor or manager along with the approval of the University President. Applicants who fail to answer all questions and do not complete the employment application will not be considered for employment. Human Resources will support the selection process as follows: provide the hiring official with information gathered in a pre-screening process, if applicable, discussion and evaluation of any skill, test results or information gathered in subsequent interviews. The hiring department should ensure correct salary determination based on the individuals qualifications and ensure equity and conformity with MVSUs budgetary plan. STEP 4 - Reference Checks After completing all interviews, and prior to making a hiring decision and commitment, the hiring official will conduct reference checks of the final candidate. Checking references before the interview can create false expectations and affect your ability to evaluate the applicants qualifications objectively. This includes 91첥 references. Reference checking is an essential part of the selection process. References provide valuable information about a candidates performance, helps to rank candidates and assists in making a final hiring decision. Reference Checks should be conducted on your top candidates regardless of the persons qualifications. Reference checks can reveal information about a candidates behavior with prior employers, which could be critical to your decision, regardless of the candidates skills, knowledge and abilities. Failure to check references can have serious legal consequences for MVSU. If a person is hired and engages in violent, harmful behavior similar to that which occurred during previous employment that would have been revealed in a reference check, MVSU can be legally charged with negligent hiring. Reference Check forms provided by Human Resources (written and telephone) The following guidelines are offered to assist in this process: State during the interview with a job applicant that references will be checked. Do not only rely on letters of reference or personal references provided by the applicant. A telephone reference check takes less time than a written reference check and usually more information is gained. Forms may not uncover negative information and employers may hesitate to put into writing what they may say in a conversation. The hiring official is usually the best one to make the call because he/she is more familiar with the information obtained from the candidate and the responsibilities of the job. Be prepared with a written list of job related questions and be consistent in the questions asked. Ask the same questions of all candidates for the vacant position. When calling a candidates reference, identify yourself and tell the reference about the position for which the candidate is being considered. To gain as much information as possible, let the reference speak without interrupting. If the reference pauses in the conversation, it may mean he/she has other information they are hesitant to share. Get them to talk about everything that would be helpful but only ask for information that will be used in the hiring decision. Ask only job-related questions and document all answers. Avoid questions that can be answered yes or no. Ask for specific information, example: Tell me about this persons attendance and punctuality. If the reference is reluctant to provide information, ask if he/she will verify the information read from the candidates resume or employment application. One of the most important questions to get answered is if there is any reason the organization would not rehire the individual. Check multiple references whenever possible (recommended minimum 3 references) Pre-Employment Screening Process-Background Investigations Once a decision is made to hire an applicant, the human resources representative for recruitment must be notified of the candidates name and a background investigation will be conducted by the Office of Human Resources. The University reserves a right to add positions to this list at any time prior to the beginning of recruitment efforts. Also, applicants who indicate on their employment application that they have a prior felony conviction or have a felony charge pending will also be subject to background checks. If you have any questions, please contact the Office of Human Resources at 662.254.3531. STEP 5. Hiring the Candidate/Closing the Search/Employment Offers Once a selection is made, the hiring official must provide the name of the selected candidate to the Office of Human Resources through a Recommendation for New Hire Form. Recommendation for New Hire A Recommendation for New Hire PC05 Form should be generated by the hiring official or hiring department head, if different, for required approval signatures. The recommendation for new hire PC05 should be initiated at least 30 days in advance of the proposed hire date. This allows time for proper routing and required signatures to be obtained. It also allows prospective employees time to give their current employer sufficient notification of their pending separation. The New Hire PCO5 form prompts the Office of Human Resources to establish the employee within the universitys payroll system and to schedule new hire orientation for the new employee Once the Recommendation for New Hire PCO5 Form is received by the Office of Human Resources, a Human Resources representative will notify the department manager, hiring supervisor or manager, or hiring official that a job offer is being extended. Before a job offer can be extended, the following steps must be completed: A fully executed PC05 bearing all required signatures, must be received by human resources. The Human Resources Representative must complete a criminal background investigation and receive a complete, clear report. With the approved Recommendation for New Hire PCO5 in hand, The Human Resources Representative will contact the candidate to schedule the employee's Orientation Session and inform them as to whom and where they are to report to on their first day of employment. Required Documents for New Hires Original PCO5 (Request for New Hire) Applicants Employment Application and other attachments Applicant Reference Check Employment offers (i.e., new hires, promotions, etc.) oral or written may be extended by a human resources official ONLY after receipt of an approved Recommendation for New Hire PCO5 form. Employment offers will normally include the following: -starting date and starting salary (expressed either in hourly, monthly, or annual terms, based upon the job classification of the position -Job title and employment status -relocation commitments (if any) -Department and Supervisor Name -Statement of special arrangements or conditions of employment Ex. Offer is contingent upon satisfactory reference check, background Investigation or other contingencies. Written employment offers may be sent for salaried, exempt positions. Written employment offers for faculty and management positions are generated by the Presidents Office. A copy of the written employment offer, signed and returned by the new employee is required in order to assure agreement on terms and conditions of employment. This will also guard against misunderstandings after the new employee has begun work. Rejection Letters Applicant rejection letters to applicants who were not selected for positions should be prepared and mailed by the Hiring Official/Department. STEP 6. New Hire Orientation A formal orientation meeting is conducted by Human Resources twice monthly-the 1st and 15th days of each month beginning at 9:00 a.m. and continues for approximately 2 to 3 hours. New Hire Orientation must be completed by all employees. Although the preference is to have all employees start at 91첥 on a Monday or on the aforementioned dates, exceptions to this practice may be necessary when filling some faculty positions. Such exceptions must be approved in advance by the Vice President for Academic Affairs and/or President in collaboration with the Director of Human Resources or Human Resources Representative. The new hire orientation process includes: Completion of routing paperwork necessary to put the new employee on payroll, including information on and enrollment eligibility in the various benefit programs, Personal Demographic Data, Form W-4 Employees Withholding Allowance Certificate (federal), Mississippi Employees Withholding Exemption Certificate (State) and employment eligibility form I-9. Also, included is a review of the Employee Handbook, information about the University and its policies. Verification of Employment Eligibility Federal law requires that MVSU have each employee complete an I-9 form and present acceptable documentation to establish identify and employment eligibility within three (3) business of hire. Failure to comply with this law may result in termination of the employee. The Human Resources Department will administer this process. FACULTY If a candidate is being considered for a faculty position, ensure that all Southern Association of Colleges and Schools (SACS) guidelines are met with relation to verification of credentials. It is recommended that an objective third party such as the institutions Human Resources Representative or Director conduct the final review of credentials. Below are SACS guidelines: Faculty teaching undergraduate courses: doctors or masters degree in the teaching discipline or masters degree with a concentration in the teaching discipline (minimum of 18 graduate semester hours in the teaching discipline) Faculty teaching graduate courses: earned doctorate/terminal degree in the teaching discipline or related discipline. Graduate teaching assistants: masters degree in the teaching discipline or 18 graduate semester hours in the teaching discipline, direct supervisions by a faculty member experienced in the teaching discipline, regular in-service training and planned periodic evaluations. Exceptions: If the faculty member does not meet prescribed SACS faculty requirements, the institution may consider a portfolio of the faculty members work-related experience in the field, professional licensure, certifications, honors and awards. Other Required Documents for Faculty New Hires New Employee Data and Emergency Contact Information Sheet for all new hires. Full Time Fully executed PC05 (Recommendation for New Hire) form Completed Employment Application and attachments Reason for Non-Selection Other required forms, i.e. I-9, W-4, State Tax will be secured in New Hire Orientation Adjunct - Fully executed Memorandum of Agreement (MOA) PC05 (Recommendation for New Hire) form Form I-9 Employment Eligibility Verification Non-Covered Employment Acknowledgment W-4 (Federal Withholding) State Withholding Exemption Certificate (State Tax Form) Employment Applications and attachments Temporary Fully executed Memorandum of Agreement (MOA) PCO5 (Recommendation for New Hire) form Form I-9 Employment Eligibility Verification Non-Covered Employment Acknowledgment W-4 (Federal Withholding) State Withholding Exemption Certificate (State Tax Form) Employment Applications and attachments STUDENT NEW HIRES The following documents are required for students who are hired as regular employees at MVSU: -Memorandum of Agreement -Fully Executed PCO5 (Recommendation for New Hire) Form -Employment Application and other attachments -W-4 Form & State Tax Form -I-9 Employment Eligibility Verification SUMMER PROGRAM EMPLOYEES Hiring officials must notify the Human Resources Department of their summer program start dates so that new hire orientation can be scheduled. This is necessary to obtain the documents required which are: Memorandum of Agreement -Fully Executed PCO5 (Recommendation for New Hire) Form -Employment Application and other attachments -W-4 Form & State Tax Form -I-9 Employment Eligibility Verification The required documents will ensure payment to individuals hired to work. REHIRES/RETIREES Individuals who have retired from the University or other State of Mississippi service, may be re-employed in accordance with the Public Employees Retirement System of Mississippi regulation 34, Reemployment After Retirement. No PERS retiree may return to covered employment for at least 90 consecutive calendar days from his or her effective date of retirement without terminating retirement (except as a local elected official if age 62 or older) The employer and employee must notify PERS in writing within five (5) days of the reemployment and provide conditions under which the individual is being reemployed. Notifications must be repeated each new fiscal year of post-retirement employment. Members who retire from a covered educational institution at the end of a school year after working on a less-than-12-month basis and then decide to return to work with a covered educational institution would not be considered withdrawn from service until 90 consecutive calendar days after beginning of the next school year. (Date should be verified with HRM prior to offer). If the retiree is reemployed by the same or another covered employer in any capacity, including that of an independent contractor, within 90 consecutive calendar days from the effective date of retirement, the member shall be considered to have continued in the status of an employee and not to have separated from service. Limited Reemployment Conditions An eligible service retiree may be employed with covered employer and continue to receive service retirement benefits only if one of the following limited reemployment conditions is met. The retiree works for a period of time not to exceed one half of the normal working days or hours for the position in any fiscal year during which the retiree will receive no more than one half of the salary in effect for the position at the time of employment or The retiree works long enough in any fiscal year to earn no more than 25 percent of his or her average compensation that was used in the calculation of his or her benefit amount. The limited reemployment conditions also apply to any service retiree who returns to work with a state agency as a contract worker (i.e., employee). Contract workers earnings are subject to Social Security and federal and state tax withholding reported to the IRS. NOTE: Retirees must complete the PERS form 4B and submit it to HR prior to reporting for re-employment. All rehired retirees should complete a time sheet and submit it to the department for approval and signature. Completed time sheets will provide each department with verification regarding the days and hours worked by retirees in case of a PERS audit. PERS reserves the right to audit the days and hours worked, as well as, compensation for all hired retirees. Non-exempt rehired retirees should sign a time sheet, also to be used to verify hours worked. Fiscal Year shall mean the period beginning July 1 of any year and ending on June 30 of the next succeeding year as provided by the statute. Effective July 1, 2005, rehired retirees will no longer be eligible to accrue and utilize personal and major medical leave. In the event of an absence, departments should reduce the number of hours worked in a pay period during the regular payroll process for non-exempt employees. For additional information, see PERS(Public Employees Retirement System) Regulation 34, Reemployment After Retirement.       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