III. HIRING

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A. RECRUITMENT PROCEDURES

1. All Central Level Member positions shall be advertised and posted on the Hiring Commission website and by other digital means, and paper copies shall be distributed to the houses for posting. In addition house-level managers will promote awareness of central-level job opportunities and encourage all members to apply.
a. At the end of each semester, the Hiring Commission Chair will contact all members who hold Central Level positions and elucidate which positions will be vacant. Unfilled positions will be re-advertised and hired for at the end of the current semester or the beginning of the following semester.
2. All announcements and advertisements shall contain the statement, “The BSC is an Equal Opportunity Employer.”


B. APPLICATIONS

1. All applications for positions shall be kept for two years for persons not hired. Applications of persons employed shall be kept for five years after their departure from the BSC.
2. Applications shall be kept confidential, and shall be available only to those persons entitled to participate in the hiring for the position which the application is submitted for.
3. All applications shall include a sheet explaining hiring procedures and the applicant’s rights under the Personnel Code.
4. Applications shall not contain any questions (such as those pertaining to sex, age, marital status, race, etc.) that might prejudice interviewers.
5. Each application shall have a separate optional information page for the purpose of self-identification of those who wish to be considered under affirmative action policies. In the case of equally qualified applicants, this information will be used by the Fair Employment Practices Administrator to inform the Hiring Commission which applicants will help achieve affirmative action goals; but the information page shall not be made available to Hiring Commission members. This information will also be used for statistical purposes and for evaluation of the effectiveness of recruitment programs.
6. No late applications will be accepted.


C. EQUAL OPPORTUNITY IN HIRING

1. All persons responsible for hiring, including members of Hiring Commission and all house-level managers, shall be thoroughly familiar with the equal opportunity employment policies upon starting their respective jobs.
2. All Central Level applications will be reviewed by the Fair Employment Practices Administrator. Furthermore, when any person is not hired for a Central Level position, the reasons for non-hiring will be attached to her/his application.
3. Reasonable accommodation shall be made through physical and/or job modifications to allow a physically disabled person to perform a job, including job-sharing proporsals. Furthermore, the co-op shall not discriminate in any way because of pregnancy.


D. MEMBER EMPLOYEES

1. It shall be the responsibility of the Executive Director in conjunction with the Department Supervisor to publicize a description and summary of qualifications for the position, and undertake appropriate advertising.
2. The Hiring Commission Chair in conjunction with the Executive Director and/or Department Supervisor shall review written applications to decide who to interview from among the qualified applicants, and they shall also formulate interview questions.
3. There shall be a four step reporting procedure for Hiring Commission decisions:
a. A decision shall be made and recorded on the applications of persons interviewed by the Hiring Commission.
b. The Hiring Commission shall be asked to name an alternate. The alter¬nate’s status shall be noted on his/her application. The Commission may decline to name an alternate.
c. The decision of the Hiring Commission shall become an official hiring in four working days only if there is no appeal. This period shall begin as determined by the President, on the day which all applicants should receive notice in writing of Hiring Commission’s decision.
d. The decisions of the Hiring Commission shall be reported to the Board at least twice each semester in a written report.

E. HIRING MEMBER POSITIONS AT 8 HOURS OR LESS

1. For all member positions at 8 hours or less that are not part of the workshift pool process, hirings will work as follows:
a. The supervisor will select based upon applications and, as necessary, interviews (whether by phone or in-person).
b. They will submit to the Hiring Commission Chair and Fair Employment Practices Administrator a brief statement (half-page) about why they selected that particular candidate over the others.
c. The Fair Employment Practices Administrator and HiCom Chair will have until the end of the next business day to discuss with the supervisor, and/or - as necessary - veto the decision, triggering a normal hiring process.


F. TEMPORARY MEMBER EMPLOYEES

1. It shall be the responsibility of the Executive Director in conjunction with the Department Supervisor to publicize a description and summary of qualifications for the position, and to undertake appropriate recruitment.
2. The Executive Director in conjunction with the hiring supervisor shall review written applications, select interviewee(s) from among the qualified applicants, and make a final selection from among those interviewed.


G. APPEALS OF HIRING COMMISSION DECISIONS
Appeals of Hiring Commission decisions may be requested by any person who applied for a job and was not selected. Appeals must be submitted in writing to the VPIA within four working days of notification of the hiring decision.

1. Petitions for appeal are admissible only for violations of BSC policy.
a. A petition for appeal must be signed by two of the following persons: Hiring Commission Chair, Commission members, Fair Employment Practices Administrator, hiring supervisor involved in the hiring, President, a Vice President, or any Manager.

[Updated 04/26/12]