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Subject: |
EMPLOYMENT PROCEDURES: FOOD SERVICES EMPLOYEES |
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Source(s): |
Board Policy 8005 |
External Staffing
1. When a decision has been made not to fill a vacant position internally by promotion, demotion or transfer, the Human Resources Department will solicit applications from outside the members of the bargaining unit.
2. To announce the position the Human Resources Department may:
a) Place the announcement on its telephone recorded message of job opportunities and on the Human Resources website;
b) Post the announcement on some 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 underrepresented groups);
e) Advertise in a local newspaper and community based target group advocacy newsletters/periodicals;
f) Send the announcement to the schools.
3. The Human Resources Department will consider applications received by 4:15 p.m. of the last day of the announcement period.
4. If a target group is underrepresented the department will review the applications to determine whether they are representative of the targeted group members' availability in the relevant labor market. If a review of the applications 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 External Candidates by the Human Resources Department
The Human Resources Department will review the applications and rank the applicants according to skill, ability and experience relevant to the duties of the position to be filled as reflected in the position specifications. The Department will refer up to four (4) of the applicants to the direct supervisor for interview.
Interview and Selection of External Candidates by Supervisor(s)
1. 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.
The supervisor(s)/building principal will develop job related questions to ask each applicant at the interview.
2. The supervisor(s) will develop job related questions and ask the same questions, in the same order of each applicant interviewed, and shall write down his or her evaluation of the answers during or immediately following each interview. Follow up questions may be asked.
3. The supervisor(s) will score the interviews, rank the applicants on the basis of their qualifications and recommend to be hired the most qualified candidate.
4. If the reference(s) are to be used in the selection decision by the supervisor(s), then the supervisor(s) must contact the reference(s) of all the candidates and solicit the same information from such reference(s).
5. The supervisor(s) will contact the reference(s) of the successful candidate before the supervisor(s) recommends that such candidate be employed by the Board of Education.
6. Unsuccessful candidate forms are completed and submitted to Human Resources for those applicants not selected for the position.
Notification and Offer of Employment
1. The Department will notify successful and unsuccessful applicants.
2. All inquiries concerning the employment policy and procedure will be referred to Human Resources.
3. All candidates must satisfy the requirements of a physical examination before they may begin employment.
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