A. Hiring Authority: Coordinate your recruiting needs with your Departmental Payroll and Personnel Administrator (Department PPA) or other designated staff.
1. Make sure you have an approved vacancy and FTE (ask your PPA).
2. Let the PPA (or other designated staff) know how long you want to recruit for the position (at least five days).
3. Note: If you have advertised for this position within the previous six months, and if you are not prohibited by Civil Service rules or union agreements, you may first review the candidates in that recruitment. If you find an acceptable candidate in that group you do not need to carry out further recruitment.
4. Give the PPA or other designated staff your recruiting sources. If you want advertising in local papers, publications, or websites, please provide the department PPA or designated Office Facilitator with your advertising needs. You may e-mail or fax advertising examples. The Human Resource Division will not place ads in the local paper(s) without notification from the department PPA or other specifically designated staff. Each department will be billed for their ads and/or publications.
5. Conduct one-on-one outreach as needed to ensure a diverse and well-qualified applicant pool.
B. Department PPA (or Other Staff Assigned by Department Director):
1. Complete an on-line requisition process:
§ http://slcnet/
§ Click on online tools
§ PPA login
§ Login/Password
§ Requisition Request Form
2. Forward the requisition to the Human Resource Division (Nancy Torres or Irene Sanchez, copy to Department Human Resources Consultant) no later then Wednesday at 10:00 a.m., if the position is to be posted the following week.
3. Be sure to include the Position Control Number (PCN).
4. Inform Human Resources of the length of the recruiting period and whether the recruiting should be internal or external.
5. Include desired advertising sources and special wording (if any).
6. Beware of the following items which may delay recruiting:
a. Job descriptions that have not been approved.
b. Major changes to a job description that will require a Human Resources consultant and/or Compensation Manager’s review.
c. An unapproved vacancy, without an approved PCN.
C. Human Resources Employment Staff:
1. Review request to determine whether employees with disabilities (as covered in the Americans with Disabilities Act) or employees on layoff status may be eligible for appointment to the position. If so, resolve such appointment issues prior to proceeding.
2. Based on the information provided in the on-line requisition, prepare the job announcement.
3. Work with the hiring authority to determine the best recruiting sources, considering diversity, recruiting area and professional specialties.
4. Receive and log all applications.
5. Coordinate letters and notices to applicants.
D. Special Announcement for Some Reclassified Positions
1. When a position has been reclassified from a 100 Series or 200 Series position into a 300 Series or 600 Series position, include a notice of this action with City job announcements in order to provide public posting of the change.
2. If there is an incumbent in the reclassified position, and if the incumbent meets the minimum qualifications for the newly classified position, no other public announcement is required.
3. If there is no incumbent, recruit as usual.