1. HIRING PROCESS
GHR

2. VACANCIES
Vacancies occur when an employee resigns or a new position has been created. In both cases a requisition is created so the position can be posted on the job board.
In cases when an employee resigns, a resignation letter must always be submitted to the Manager and should include an effective date for the resignation.

3. MANAGER SELECTION SCREEN CANDIDATES INTERVIEW CANDIDATES
Establish a rubric for
scoring candidate
applications
Interview committee
should complete rubric a
for each candidate
Disposition candidates
that will not be interviewed
INTERVIEW CANDIDATES
Committee should have
at least three members
Diverse committee
someone from the position’s
same bargaining unit

4. Hiring a Candidate Prepare to Qualify Verify Candidate The Finish Line
Hiring Routing Form
Move candidate to Qualify
Salary Estimator for Pro-Tech and Admin positions
Candidate initiated background and reference checks
Skill Survey Reference Report (external)
Reference Check Form with most recent supervisor (internal)
Reference Attestations
Offer from HR On Boarding (salaries for Bargaining Unit positions set by HR)
Candidate accepts offer online
Start date discussion (1st or 15th for internal candidates)
New hire paperwork; candidate must have fingerprints done by DPS prior to 1st day of work