Recruitment Guidelines

Division:

Administration & Finance

Department:

Human Resources

Contact Information:

Jeannette Peralta / Executive Director of Organizational Development for Human Resources / (415) 338-7187 / peralta@sfsu.edu

Effective Date:

Monday, June 1, 2009

Revised Date:

Sunday, April 1, 2001

Authority:

Collective Bargaining Agreement

Objective:

To recruit and obtain a pool of qualified applicants from within the University and from external labor markets. SFSU will make special efforts to ensure that the recruitment process facilitates equal employment opportunities, upward mobility and reasonable accommodations for qualified individuals with disabilities as defined in the Americans with Disabilities Act (ADA).

Statement:

PROGRAM

It is the philosophy of San Francisco State University (SF State) and the California University System, in conformance with the California Education Code, Title 5, State, and Federal guidelines, to recruit from within the University and from external labor markets as widely and for as much time as is practical to obtain a pool of qualified applicants. SF State will make special efforts to ensure that the recruitment process facilitates equal employment opportunities, upward mobility and reasonable accommodations for qualified individuals with disabilities as defined in the Americans with Disabilities Act (ADA).

SCOPE

These guidelines apply to all positions for staff covered by collective bargaining agreements, appointed into the Management Personnel Plan (MPP) or into designated Confidential positions.

These guidelines do not apply to Faculty, Unit 3 positions or classifications, SF State Head Start, Unit 12 positions, excluded from collective bargaining representation, e.g., Student Assistants/Work Study, Special Consultants, etc.

Where the provisions of these guidelines are in conflict with the Collective Bargaining Agreements reached pursuant to Chapter 12 (commencing with Section 3560) of Division 4 of Title I of the Government Code, the Collective Bargaining Agreements shall take precedence.

GENERAL PROVISIONS

Formal recruitment procedures are not implemented for an appointment that is less than 90 days. To initiate a less than 90-day appointment, consult with an Employment Specialist, submit a Position Description, Work Schedule, employee's application/resume, create an employee hire E-TRAC and submit to Human Resources. Such an appointment may be filled from the temporary short-term applicant pool maintained by Human Resources or by some other personal referral. Deans/Directors or HR Liaison shall contact Human Resources to arrange completion of the hiring documents (?sign-in? packet) at the time the appointment documents are submitted.

The temporary appointment of an employee initially hired for less than 90 days, i.e., a non-posted position, may be extended for an additional 90 days based upon the Collective Bargaining Agreement. The Hiring Supervisor shall notify Human Resources at least 30 days prior to the end of the 90-day temporary appointment to initiate formal posting procedures.

Formal recruitment procedures are not implemented for a lateral transfer within the same department under the same supervisor; a disciplinary action; i.e. temporary or permanent reassignment; demotion of an employee; a recall of a laid-off employee; or placement of an employee with reinstatement rights to a classification.

All positions of more than 90 days, whether temporary with an ending date or probationary with no ending date, except for temporary reassignments, shall be posted a minimum of 14 calendar days. Full recruitment procedures are required for the conversion of a temporary appointment to a probationary appointment unless a statement is made about the possibility of conversion when the initial temporary appointment is posted.

It shall be the policy of the CSU and SF State University in filling vacant positions in CSUEU bargaining units 2, 5, 7, 9 to fill such vacancies from among qualified SF State University employee applicants holding positions within CSUEU bargaining units 2, 5, 7, 9.

Recruitment for Administrator level I and II MPP positions is normally conducted in a manner similar to staff positions with advertising (posting) through Human Resources. Recruitment for Administrator level III and IV MPP positions is often conducted by a search committee independent from Human Resources. The Associate Director of Human Resources is to be notified of any/all recruitment and hiring activities for positions in the Management Personnel Plan (MPP) (refer to Management Recruiting Guidelines for further information). All recruiting materials shall be forwarded to Human Resources for retention at the conclusion of the search process.