The Employment Process

1. The Employment Process

2. Employment Process - Objectives • In the Employment Process training you will learn the necessary skills to navigate the employment process at ANR. • How to prepare a position description. • What the classification process entails. • What the recruitment process entails. • Where Affirmative Action interacts with employment.

3. Position Descriptions Creating Position Descriptions Getting Started Begin the process to prepare the job description by gathering the following information to enter into the online recruitment system: • Nature and Purpose of the Position • Major Duties and Responsibilities • Level of Supervision Received • Essential Functions

4. Position Descriptions Creating Position Descriptions Getting Started • Duties and Tasks • Common Contacts • Equipment and Tools • Position Requirements • Special Conditions of Employment • List the ANR Affirmative Action Goals

5. Position Descriptions Determining Position Requirements Requirements for Travel – It is illegal to require a person to possess a drivers license and/or their own vehicle for them to complete their job duties. Requirements for Degrees or Licenses – It is allowable to “prefer” but not require a degree for staff positions. Requirements for Years of Experience – It is allowable to “prefer” but not require a specific amount of years of experience.

6. Classifications Classification Process The classification process begins when the Staff Personnel Unit (SPU) receives the job description you have provided in CATS or People Admin. The responsible analyst will classify your position by evaluating the duties and responsibilities of the job within the organization and comparing it with predefined class specifications that are established for a series of job classes.

7. Classifications Classification Process • Ensure financial approval has been submitted to the ANRStaffPersonnel@ucdavis.eduinbox and add the position description in CATS or People Admin. Notify the SPU upon completion of entry. • Prepare any appropriate supporting documentation and attach. • Discuss with the SPU for any clarification of the job descriptions and answer any questions about the duties performed.

8. Classifications Classification Process • Reclassifications will be effective the first of the month after they are received unless a later date is requested. • The SPU will notify the county of the final reclassification determination and discuss with them the next steps including any salary increases/decreases that may accompany a reclassification

9. Recruitment and Selection Recruitment Process The recruitment process begins where the position description/classification process ends. Once a position description has been approved, classified and funding has been approved, a unit may begin the process for recruitment.

10. Recruitment and Selection Types of Appointments • Career Appointment • Limited Term Appointment (LTA) • Contract Appointment

11. Recruitment and Selection Tips for Recruitment • Reasons for Selection/Non-Selection • Interview Questions • Waiver of Recruitment/Identified Candidate • Background Checks and Fingerprinting

12. Recruitment and Selection Tips for Recruitment Above Minimum Salary Request All requests for salary above the minimum of the range require approval through the Staff Personnel Unit. After a request is made a Staff Personnel Unit Analyst will do a salary review by looking at prior experience, equity, union requirements and pay scale to determine the appropriate salary.

13. Recruitment and Selection Tips for Recruitment Employment Offers Before the employee begins, an offer letter should be sent with information regarding their dates of appointment. Once the employee signs the offer letter, mail, or scan and email a copy to the Staff Personnel Unit. No employment offer should be sent before the salary approval is completed in the Staff Personnel Unit.

14. Affirmative Action Affirmative Action Affirmative Action - Role in the Employment Process When a position is being classified the SPU reviews to ensure the position description follows all UC and ANR affirmative action policy. During the recruitment process the SPU works directly with the Affirmative Action (AA) analyst on the following details: Initial Review Interview Pool Approval Pre-hire Approval