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Subject: |
EMPLOYMENT PROCEDURES: PAINTERS AND CARPENTERS |
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Source(s): |
Board Policy 8005 |
Staffing
1. The Director of Building Services must complete a Vacancy Notice and forward it to the Human Resources Department to set in motion the procedure for filling a position. When a new position, or one that has been vacant for two (2) years, is to be filled the Assistant Superintendent for Business Services must approve the request to fill the vacant position.
2. When the decision has been made to fill a vacant position, the Human Resources Department may solicit applicants:
a. From the Business Agent for that craft;
b. By placing the announcement on its telephone recorded message of job opportunities and on the Human Resources website;
c. By posting the announcement on Madison Metropolitan School District bulletin boards located in the Administration Building and other District buildings;
d. By sending the announcement to the local Job Service office;
e. By mailing the announcement to community-based advocacy agencies (to solicit applications from members of underrepresented groups);
f. By advertising in newspapers.
3. All applicants for positions must be recognized as a journeyworker by an appropriate authority or have documentable training and experience equivalent to a journeyworker.
4. The Human Resources 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 Office indicates a good faith effort has been made.
5. The Human Resources Department will only consider applications received by 4:15 p.m. on the last day of the announcement period.
Screening Applicants by Human Resources Department
1. The Human Resources Department will:
a. Give all applicants job related employment test and record all test scores in descending order.
b. Notify those applicants whose score on the employment test was unsuccessful.
c. The applicants whose test scores are successful will be evaluated and ranked. The criteria for ranking applicants are the applicant's work history, experience, education, and training that is relevant to the position specifications.
d. After the Human Resources Department has evaluated the qualifications of the candidates and ranked the applicants, the Department will refer up to four (4) applicants to the committee for interviews.
e. The Human Resources Department shall contact the reference(s) of the applicants before such applicants are referred to the committee.
f. The Human Resources Department shall appoint an interview committee which shall consist of four (4) people. The committee shall include the Coordinator of Building/Systems/Energy, the Director of Building Services, or his designee, and the appropriate leadperson. The committee shall include a target group member.
Final Interview and Selection of Candidates by Committee
1. The committee will develop job related questions and ask the questions in the same order of each candidate. Follow up questions may be asked.
2. Each committee member shall make written notations of his/her evaluation of individual candidate answers during or immediately following each interview.
3. The committee will evaluate the interviews and rank the candidates according to their interview evaluations.
4. When the committee determines one of the candidates is the most qualified, the committee shall recommend that this candidate be appointed to fill the vacant position.
5. Unsuccessful candidate forms will be completed and submitted to Human Resources for those candidates not selected for the position.
Notification and Offer of Employment
1. The Human Resources Department will notify the successful and unsuccessful candidates.
2. All inquiries concerning the employment policy and procedure will be referred to Human Resources.
3. 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 that such candidate be hired.
4. All offers of employment are subject to the candidate's successful completion of physical examination and to the approval of the Superintendent and the Board of Education.
February 2003