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Subject: |
EMPLOYMENT PROCEDURES: CUSTODIAL/MAINTENANCE |
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Source(s): |
Board Policy 8005 |
External Staffing
1. When the Human Resources Department determines there is a need to establish a candidate pool from which to hire custodians it solicits applications for an appropriate time period. During this period the department will inform the public of the District's intent to establish an applicant and candidate pool from which entry level positions will be staffed. Minorities and women will be encouraged to make application.
2. To establish the applicant pool, the Human Resources Department may:
a) Place the announcement on its telephone recorded message of job opportunities and the Human Resources website;
b) Post the announcement on Madison Metropolitan School District bulletin boards located in the Administration Building;
c) Send the announcement to the Job Service office;
d) Mail the announcement to community-based advocacy agencies (to solicit applications from members of under-represented groups);
e) Advertise in a local newspaper and community based target group advocacy newsletters/periodicals;
f) Send the announcement to the schools.
3. The candidate pool will be re-established each year unless the number of people in the previous pool and on layoff exceeds 10.
4. The Human Resources Department will consider applications received by 4:15 p.m. of the last day of the posting period.
5. If a target group is under-represented the department will review the applicants to determine whether they are representative of the targeted group members' availability in the relevant labor market. If a review of the applicants does not reflect such availability the department will extend the posting period and broaden its recruitment efforts unless the Affirmative Action Officer indicates a good faith effort has been made.
Screening of External Candidates by the Human Resources Department
To establish a candidate pool, the Department will:
1. Give all applicants an employment test and record all test scores in descending order, with the applicant names.
2. Notify those candidates whose score on the employment test was unsuccessful.
3. Notify those candidates whose score on the employment test was successful and ask them to complete an application for custodial employment.
4. The Human Resources Department will screen the candidates and refer candidates for an interview with a committee.
5. Appoint an interview committee which shall consist of three (3) people. The committee shall include a representative from the Building Services Departments and shall include no more than two (2) members of the same gender and consist of at least one target group member.
6. Schedule committee interviews of applicants.
Committee Interview and Placement in the Candidate Pool
1. The committee may interview up to 60 (sixty) of the applicants.
2. The Director of the Human Resources Department or the Director's designee will inform the supervisor(s) of their responsibilities, the procedures and timetable to be followed and the District's Affirmative Action goals.
3. The committee will develop job related questions and ask the same job related questions, in the same order, of each applicant interviewed. Each committee member shall reduce to writing his or her evaluation of the answers during or immediately following each interview. Follow up questions may be asked.
4. The committee will score the interviews and rank the applicants according to interview scores.
5. The Department will notify those applicants who fail to pass the interview.
6. The Department shall place the remaining applicants into the candidate pool. The candidate pool shall not exceed 25 applicants. Each candidate will be given a numeric rank based on their interview score.
Notification and Offer of Employment
1. When a vacancy occurs the Department will select the highest rated candidate from the candidate pool and refer him/her for a physical examination.
2. If the candidate successfully completes the physical examination the Department will recommend to the Board of Education that the candidate be hired. The Department will notify those candidates who fail to meet the requirements of the physical examination.
3. All inquiries concerning the employment policy and procedure will be referred to Human Resources.
4. All of the applicable employment forms must be completed by the candidate and approved by the Human Resources Department prior to recommending to the Board of Education that such candidate be hired.
5. All offers of employment are subject to the approval of the Superintendent and the Board of Education.
February 2003