Non-Faculty Hiring Process - Academic Health Center Finance and Administration, University of Cincinnati
NON-FACULTY HIRING PROCESS
New positions start at step #1, filling a vacant position go to step #3
Submit a completed Position Description Questionnaire (PDQ) to Compensation (new positions)
Compensation classifies the position
Process A-126 based on Compensation determination or position vacancy
Advertised by Recruitment Services (per advertisement schedule)
Advertisement generally open for two weeks (waivers are granted by the Affirmative Action Office)
Selection/Interview/New Hire Paperwork
Classified Positions:
Employment Services
Test given if no established list and test is necessary for position
Employment Services notifies persons who did not pass the test
Results of test sent to hiring department according to given union contract
If no test is necessary then all qualified applicants sent to hiring department
Sends all necessary affirmative action paperwork to hiring department
Hiring department:
Selects candidates for interviews in accordance with union contracts and Affirmative Action goals.
Sends rejection letters to applicants not selected for interviews
Interviews and selects a suitable candidate
Process A900 as needed
Process PAF with appropriate attachments
Unclassified Positions:
Employment Services
Employment Services receives and screens resumes for minimum qualifications (except department authorized for direct recruiting)
Send EEOC (affirmative action) information cards to all applicants
Employment Services sends rejection letters to applicants who did not meet minimum qualifications
Resumes or applications are sent from Recruitment Services to hiring department
Note: Direct Recruiting (qualified departments) act in the same capacity as Employment Services
Hiring department:
Select candidates for interviewing
Sends rejection letters to applicants not selected for interviews.
Interviews and selects a suitable candidate (s).
Requests the applicant breakdown and Applicant Flow Log from Employment Services (Departments are responsible for completing the Applicant Flow Log for position grade 18 and above)
Prepares A-900 (If an advanced starting salary is needed, the request should be made in writing to the Compensation Office prior to processing the A-900). An official offer of employment can be made in writing only after the A-900 has been approved.
Hiring department sends rejection letters to remaining candidates. Copies of rejection letters and remaining resumes or applications should be returned to Recruitment Services.
Process PAF with appropriate attachments
Direct Recruiting departments
Department receives and screens resumes for minimum qualifications.
Send EEOC (affirmative action) information cards to all applicants.
Sends rejection letters to applicants who did not meet minimum qualifications
Sends rejection letters to applicants not selected for interviews.
Interviews and selects a suitable candidate (s).
Completes applicant flow log
Prepares A-900 (If an advanced starting salary is needed, the request should be made in writing to the Compensation Office prior to processing the A-900). An official offer of employment can be made in writing only after the A-900 has been approved.
Hiring department sends rejection letters to remaining candidates. Copies of rejection letters and remaining resumes or applications should be returned to Recruitment Services.
