Business%20Operations%20Meeting%20HR%20Update

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Business Operations MeetingHR Update

• Human Resources
• June 16, 2009

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Existing Interim Positions

• Existing interim positions categorized as
• Category 1
• Person has been in position less than 6 months
  and search committee has not been formed to fill
  position
• Category 2
• Person has been in position over 6 months
  however, person has not been identified as the
  preferred candidate and a search committee has
  not been formed to fill position.
• Category 3
• Person in position is the preferred candidate to
  fill the position on a permanent basis.

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Existing Interim Positions - Actions

• Category 1
• HR Rep VP develop an action plan to fill
  position in accordance with HR policies
• Must be completed within 1 yr from initial
  filling of interim positions
• Category 2
• HR Rep VP develop an action plan to fill
  position in accordance with HR policies
• Must occur by 9/1/09
• Category 3
• HR Rep VP provide written documentation as to
  why the person is the preferred candidate to OID.
• Once approved positions will be made permanent at
  or around 9/2009.

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Future Interim Appointments

• Interim assignments should not exist for more
  than 1 yr from initial date of filling.
• VP/Department Head must begin immediately to
  develop a recruitment plan to fill position on
  permanent basis.
• VP/Department Head and HR Rep will monitor the
  progress toward completing the plan on a timely
  basis.

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Future Interim Appointments

• Process
• Work with HR Rep to discuss position.
• Submit ePAF for normal approval process with
  required documentation/attachments
• Position Justification
• Position Description
• Interims Resume
• Org Chart
• SPA
• HR Rep evaluate resume to verify meets stated
  min. qualifications.
• If external candidate HR Rep to conduct
  required pre-employment process and make offer
• If internal candidate HR Rep to follow regular
  offer process

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• Strict Position Control Hiring Process

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Strict Position Control Hiring Process

• The current process for obtaining authorization
  to fill vacancies will
• continue with the following modifications
• Departments will need to submit ePAFS for all
  replacement and new positions regardless of
  funding source includes H6 H7 positions on
  MC, plus all Post Docs and Grant funded positions
  on HSC MC.
• Supporting documentation, i.e. departmental org
  chart, current job description, and position
  justification must be attached to the ePAF
• Bill Logie will be meeting weekly with Dr. Jacobs
  in place of the present Position Justification
  Committee
• Dr. Jacobs will determine which positions, if
  any, will be approved for posting and filling

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General Guidelines

• Previously approved positions where offers
• have been extended by HR will continue.
• All other previously approved positions will
• need to be re-approved by Dr. Jacobs prior
• to HR being able to extend an offer.

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New HR Project Begins -

• HR begins development of new system and process
  to post positions via web accept applications
  via web prescreen candidates provide access
  to resumes for managers/ search committees plus
  much much more . . . . . . . . . .

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Business Operations Resource

• An HR site dedicated to You
• A Place to go to -
• get the most current updates and changes to HR
  processes
• reference past communiqué
• Let your HR Rep know what additional resources
  you would like to see
• Visit soon and visit often, you are always
  welcome
• http//www.utoledo.edu/depts/hr/Business_Operation
  s_Resources/.html