Approved: December 7, 2005
Nomenclature changes: April 17, 2023
Hiring Manager = Direct line supervisor for vacant position; may not be chairperson of the screening committee
Supervisor = Hiring Manager's direct line supervisor
Chairperson of the Screening Committee = Designated by the Hiring Manager
Form A = Personnel Authorization Request (PAR)
Form B = Recruitment Plan and Position Description
EEO Survey = Applicant information survey (electronic) provided by the Office of Civil Rights and Diversity
Applicant = A person who submits materials for a specific position
Candidate = A person listed on Form C
Form C = Candidate Selection Form
Form D = Request to Offer Appointment
Before a vacant position can be advertised or filled, both Forms A and B must be approved. Form A must be submitted via the online PAR system and approved by all the appropriate line supervisors, the Vice President and the President. Form B is completed by the hiring manager and approved by the Dean/Director and the Civil Rights Director. Advertising for a position should not occur until both Forms A and B have been approved.
Guidelines for employing Academic Department Chairpersons are described in a separate policy.
The Hiring Manager and the Civil Rights Director shall discuss the composition of the unit’s administrative employees and its recruitment and retention efforts for persons from underrepresented groups. The Hiring Manager is responsible for developing a recruitment plan that encourages the formation of a large, diverse, highly qualified applicant pool. For assistant coach positions only, the recruitment plan should also address whether virtual interviews will be utilized. (All other positions are required to have on-campus interviews.) Before the advertising and screening process can begin, the appropriate Supervisor and the Civil Rights Director must approve the Recruitment Plan.
Normally a Vice President or the President is not required to approve a Form B unless the position is a direct report to that administrator. The Department Head, the Hiring Manager, the Dean/Director and the Civil Rights Director must approve the Form B.
The Recruitment Plan shall address at the minimum the following items:
The position description should describe those duties regarded as essential to the specific position being advertised, and also those duties expected of all other comparable administrators in the department/unit. Upload the position description to the Form B. This description should be the basis for the vacancy announcement and all advertising.
In most instances, an administrative position shall be filled through an external recruiting process.
The Recruitment Rationale shall address the reasons for using the internal recruitment process, describe the composition of the screening committee, and describe the interview and selection process. This Rationale shall be routed for approval through the appropriate Vice President, the Civil Rights Director, or the President before an internal selection process may be acted upon.
Screening Committees play an integral role in identifying, recruiting and evaluating candidates. The Chairperson of a screening committee shall not be the one who directly reports to the position being filled nor should it be the Department Head/Director or Hiring Manager. The Civil Rights Director or designee can serve on all administrative screening committees and may be a voting member of the committee.
After approval of PAR Form A and the Form B/Recruitment Plan, the Hiring Manager shall announce the vacancy and carry out the Recruitment Plan.
The Hiring Manager and the appropriate Supervisor are responsible for the employment decision. The Hiring Manager is responsible for providing guidance and support to the designated Screening Committee Chairperson regarding the entire employment process. At the beginning of the screening process, the Hiring Manager shall explain to the committee its duties as outlined in the Recruitment Plan.
The Hiring Manager and the Screening Committee Chairperson are responsible for ensuring that all application materials are secured. Unless otherwise authorized by the President, only persons directly involved in the employment process shall have access to all applications and supplementary materials. All screening committee information and materials are confidential, and may only be discussed with others directly involved in the employment process.
The Screening Committee shall function according to the charge outlined in the Recruitment Plan and expressed at the organizational meeting. No candidates may be invited for interviews until the Form C is submitted by the Screening Committee Chair via the online PAR system and approved by the Office of Civil Rights and the appropriate Hiring Manager, Department Head, Dean/Director, r and Vice President/President (if applicable) as designated in the Recruitment Plan.
No offer of employment may be made until the appropriate Vice President or the President and the Civil Rights Director have signed the Form D.
The President shall send an offer of appointment with i) return date specified, ii) if applicable, requirement to submit official transcript, iii) if applicable, statement that employment is contingent upon favorable results of background check, and iv) explain that the new employee shall complete an Employment Eligibility Form (i-9) as required (Section 1 must be completed on the first day of employment and Sections 2 and 3 must be completed by the end of the third day of employment).
The Hiring Manager or designee shall notify all unsuccessful candidates and complete all remaining paperwork associated with the search and interviews.
All newly hired employees shall be required to complete the State of Illinois Ethics Training and the Preventing Harassment & Discrimination Training within 30 days of employment.
The Chairperson/Unit Head shall ensure all applicant files (i.e., required documents for consideration), screening committee summary comments (i.e., strengths and weaknesses of
candidates as sent to hiring supervisor) and Chairperson/Unit Head notes (i.e., reference notes) are in the search file and submitted to the Office of Civil Rights at the conclusion of the search process. Search files will be kept in a secured location for five years and in accordance with the Records Retention Policy.
If a Hiring Manager is contemplating filling an administrative position with a temporary appointment, a rationale shall be prepared which explains the reasons for filling the vacancy with a temporary appointment, describes how the affected constituencies will be consulted regarding the person to be named in the position, and states when the national search is projected to begin to fill the vacancy. An appropriate length of time shall be set aside for constituents to forward comments to the Hiring Manager or Senior Line Supervisor. This rationale must be approved by the Civil Rights Director and the Division Vice President before the Hiring Manager may proceed with actions to name an acting administrator.
If a Hiring Manager is contemplating reassigning an administrative position or expanding the duties and scope of an administrative position, a rationale shall be prepared which explains the reasons for this action and describes how the affected constituencies will be consulted regarding these changes. An appropriate length of time shall be set aside for constituents to forward comments to the Hiring Manager or Senior Line Supervisor. The rationale must be approved by the Civil Rights Director and the Division Vice President before the Hiring Manager may proceed with actions to reassign the administrative position or expand the duties of an administrative position.