VCOM Institutional Policy and Procedure Manual

VCOM Policy and Procedure

Policy #U024

diversity and VCOM seeks diversity among its staff. VCOM is committed to providing an academic and employment environment in which employees are treated with courtesy, respect, and dignity. It is the policy of VCOM that no employee shall, on the basis of sex, be discriminated in, or be denied the benefits of, any education program or activity that it operates. This requirement not to discriminate is required by Title IX and Part 106 of Title 34 of the Code of Federal Regulations and extends to admission and employment. Inquiries about the application of Title IX and Part 106 to VCOM may be directed to the VCOM Title IX Coordinator, to the Assistant Secretary of the Department of Education, or both. VCOM’s commitment to the principles of nondiscrimination includes and extends far beyond the federally protected classes and includes, but is not limited to, age, gender, sex, race, color, creed, national origin, religion, ancestry, marital status, ethnicity, disability, sexual orientation, gender identity, status as a protected veteran, or any other category protected by federal, state, or local law. VCOM has a commitment to nondiscrimination against any individual or group of individuals. VCOM has no tolerance to inappropriate behavior exhibited as an act of discrimination. 3. APPROVAL FOR FILLING A POSITION Prior approval by the Campus Dean and President and Provost will help ensure that the position requirements are identified, the expectations for the staff position are identified, and the budgetary impact of the hire has been considered. Approval for filling budgeted positions shall be obtained in writing from the Campus Dean or supervising officer. Approval for unbudgeted positions shall be obtained in writing from the Campus Dean and/or the President and Provost before the positions are advertised. The hiring supervisor shall obtain this approval by completing the VCOM Staffing Requisition Form in its entirety and a Position Description. Once approved, the VCOM Staffing Requisition Form and Position Description are forwarded to the Director for Human Resources. The Campus Dean and/or President and Provost will notify the supervising officer of the approval. 4. SOURCING OF APPLICANTS The Director for Human Resources will be involved early in the recruitment process to help assure that applicable rules and regulations are met and that selected candidates are transitioned into employment in an efficient manner. The Campus Dean and/or supervising officer will schedule a meeting with the Director for Human Resources to discuss the placement of advertisements for the position, but the Director for Human Resources is responsible for developing and placing these advertisements. The position should be advertised for a minimum of four weeks unless filled by an existing employee. Applicant CVs and letters received by the Director for Human Resources will be forwarded to the Supervisor Officer and the Campus Dean for review. 5. INITIAL APPLICANT SCREENING Applicant screening helps to determine if a formal interview is warranted. The officer/supervisor will review the CVs of applicants to determine if they meet the minimum qualifications for the position. The officer/supervisor will then prepare a short-list of candidates for interview and will forward the applicants’ application materials to the additional interviewers or the Hiring Committee.

VCOM Policy on Administrative Staff, Classified Staff, and Select Wage Employees Recruitment

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