Personnel action form (PDF), Reference check form (PDF)
The hiring supervisor will complete the Job Rationale, prepare or update the Job Description, assess budget funding and evaluate the salary market range for the job. The completed Job Requisition, along with the Job Rationale (approved by the area Vice President) and Job Description, will be sent to Human Resources for review and approval. Once approved, Human Resources will forward the Job Rationale and Job Requisition to the Finance Office for review and then to the President’s Office for signature. The President’s Office will return the approved Job Requisition form to Human Resources for posting.
The hiring supervisor will submit to Human Resources all documentation capturing the assessment of candidates, including professional reference checks, number of candidates interviewed (in person and by phone) and names of interview panel or person who conducted interviews. Human Resources will conduct an audit for compliance with Equal Employment Opportunity and fair hiring practice requirements. An offer of employment must not be made until the audit has been completed.
When making a decision to hire, it is critical to consider alternatives which maximize use of resources while meeting department needs. Containing personnel costs can help provide additional funds for other needs or emerging priorities. Before posting a position, consider the workload and possible alternatives to full-time employment. For example,
The cost of a full time position includes the annual salary, health benefits, retirement, vacation (which increases with years of service), holidays and sick leave. Although there are 260 paid days per year, a full time employee will have as few as 224 work days if all paid leave is used. Also consider the computer equipment, professional development and other non-personnel expenses required for an employee. Part-time employees who work less than 30 hours per week have mandatory benefits only, which are considerably less than benefits for full-time employees. Below is a comparison of savings using various alternatives for a position with an annual salary of $36,000:
|Option||Hourly rate||Annual salary||Avg. benefit expense||Added total cost||Vacation days per year||Holidays per year||Sick leave days per year|
|Full-time, 40 hours per week, 12 months||$17.31||$36,000||$8,640||$44,640||10||14||12|
|3/4 time, 30 hours per week, 12 months||$17.31||$27,000||$6,480||$33,480||7.5||10.5||9|
|Part-time, 20 hours per week, 12 months||$17.31||$18,000||$1,377||$19,377||0||0||0|
|Full-time, 40 hours per week, 10 months||$17.31||$30,000||$7,200||$37,200||8.3||11.7||10|
|Agency temporary (assumes 224 work days)||$25.00||$44,800||None||$44,800||0||0||0|
|Job share (2 part-time positions totaling 40 hours per week)||$17.31||$36,000||$2,754||$38,754||0||0||0|
|Add to existing position with 10% pay increase||$1.73||$3,600||$864||$4,464||0||0||0|
After returning this form to Human Resources, please complete a purchase order form via Gateway under Key Applications on the homepage by choosing Technology Purchasing Center in order to receive a consultation, if needed.
All purchases, such as computers, desks, adjustable chairs, etc., must be approved by your department head or chair because all orders must be purchased by your department. Note: please allow up to two weeks for delivery of any computer equipment that must be ordered. Office furniture can take six to eight weeks for delivery.