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General Description
Requirements
Policy Provisions
Performance Evaluation
Subject Experts
Selection Process for Hiring New Staff Members
Policy

Document Number: StaffHR--102 Revision #: 1.0
Document Owner: Executive VP Date Last Updated: 07/11/2013
Primary Author: Director of Human Resources Status: Approved
Date Originally Created: 01/10/2012

General Description
Description:

Information about the selection process for hiring new staff members relative to Director of Human Resources policy.


Purpose:

Delineation of policy.


Scope:

VP for Academic Affairs, Director of Director of Human Resources


Responsibility: Director of Director of Human Resources

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Requirements
Relevant Knowledge: In order to comply with this policy you should know:
Current University policy
Standard company policies
Standards of good practice

Terms and Definitions: Additional training

Corrective Action

Loss of privilege, general

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Policy Provisions
1.

Selection Process for Hiring New Staff Members

 


Before a formal search to fill any position can begin, recommendation must originate by the Unit Vice President, Vice President of Finance, Director of Human Resources and final approval by the President of the University. The authorizations forms, Request to Recruit, (Appendix A) can be obtained in the Human Resource or Cumberland University's Shared Drive under the Human Resource Departmental Folder. The responsibility for initiation of formal search procedures rests with the unit head. The position to be filled will normally be appropriately advertised. The extent of advertising will be determined by the responsibilities and the professional qualifications required for the open position. The use of a search committee will normally be determined by the head of the appropriate unit. If it is determined that a search committee would be beneficial, the committee will be selected by the unit head.

 

The Human Resources Director will receive applications, send acknowledgments, and provide the administrative head and/or Search Committee access to the resumes. When the pool of candidates is narrowed by the administrative head or Search Committee, a recommendation to invite and interview the qualified finalists will be made. The candidate preferred for the position will be recommended to the administrative head of the appropriate department. The President of the University will extend an offer of employment to the selected candidate or will request a continued search.

 


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Performance Evaluation
Performance Metrics: Compliance with standard policy and procedure

Consequences: Further training
Loss of privileges

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Subject Experts
The following may be consulted for additional information.
Director of Human Resources

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