A 2 - Handling Position Vacancies
The Board of Trustees of Eastern Iowa Community College District has established as one of the goals under Policy Number 401 and 402 that the highest caliber of professional and supporting personnel shall be recruited for positions within the District.
It shall further be the policy of the Board of Trustees that all decisions affecting the personnel activities of the District, including recruitment, selection, and placement, shall be based solely upon job-related factors and that no artificial barriers shall be allowed to exist. The Board has directed the administration to implement and maintain procedures that lead to the fulfillment of this goal.
This administrative procedure is an attempt to implement the wishes of the Board in a uniform method throughout the District.
- When a position becomes vacant, the immediate supervisor, through the college’s normal chain of command (as identified by the organizational chart of the college), will submit a Request to Open Position in the EICC’s applicant tracking system, PeopleAdmin. The Request to Open a position will follow the approvals established in PeopleAdmin. For more resources on how to review and use the PeopleAdmin system visit: https://liveeicc.sharepoint.com/sites/HumanResources/SitePages/Hiring-Process.aspx
- Prior to the beginning of the selection process, a draft of interview questions, applicant review form, selection committee and interview assessment form must be reviewed and approved by the Human Resources Office. Sample applicant review forms & interview assessments can be found at: https://liveeicc.sharepoint.com/sites/HumanResources/SitePages/Hiring-Process.aspx
- The committee chair will conduct interviews with the finalists and make a recommendation for hire. All assessment documents including candidate assessments and interview notes will be forwarded to the Human Resources Office upon recommendation for hire.
- Upon Receipt of the assessment documents and recommendation for hire, the Human Resources Office will review, recommend a starting salary, and route the candidate offer through the approval process in PeopleAdmin.
- Upon offer approval, the Director of Human Resources or designee will extend a verbal offer to the candidate contingent upon a successful background screening, verification of credentials, and subject to Board approval if required.
- No candidate will be allowed to interview or be eligible for employment if their application information is not on file in the Human Resources Office prior to the interview.
ADOPTED 8/2019
REVISED 4/24
REVIEWED 4/24
Ref. Board Policy 402
Job Posting Procedure
Non-Contractual
Time open for application - minimum of seven (7) calendar days.
Recruiting techniques - job announcements will be posted on EICC Careers web page, local newspapers as appropriate, diversity publications as appropriate, and EICC social media resources.
Instructional and Mid-Management
Time open for application - minimum of fifteen (15) calendar days.
Recruiting techniques - job announcements will be posted on EICC Careers web page, local newspapers as appropriate, diversity publications as appropriate, and EICC social media resources.
Director and Above
Time open for application - minimum of twenty (20) calendar days.
Recruiting techniques - job announcements will be posted on EICC Careers web page, local newspapers as appropriate, diversity publications as appropriate, and EICC social media resources.
Internal Openings
An opening may be posted and filled internally at the direction of the Chancellor. Such posting will be for a minimum of five (5) working days.
ADOPTED 10/83
REVISED 8/19, 4/24
REVIEWED 8/19, 4/24
Add to Planning Folder (opens a new window)
|
