Screening Committee Guidelines
INTRODUCTION
Information provided below has been adapted through the efforts of Faculty, Staff, and Administrators of Houston Community College. The HCC Human Resources Department continually receives input from all areas of the System to improve processes and procedures outlined in the guide. For questions regarding Screening Committee processes and procedures, contact the HCC Human Resources Department.
These guidelines are pertinent to Screening Committee activities that are part of the total employment process. This guide does not cover all steps in the employment process, but rather focuses on the Screening Committee process only.
Definitions
• Hiring Authority
Full-time positions can only be approved and hired by the appropriate Hiring Authority defined as Chancellor, Vice Chancellor, President and administrative equivalent. Hiring authorities will assure that all internal and external new hires will be selected from a diverse pool of candidates. It is the responsibility of the Hiring Authority to ensure a fair and impartial evaluation of all applicants for the position. The Hiring Authority shall be responsible for the final selection.
• Executive Positions
Non-faculty positions on the Executive Salary Structure beginning with grade E-10 and above, including “grant” or “soft money” positions.
• Exempt
Exempt employees are compensated on a salary basis for their employment period and are not entitled to overtime compensation.
• Non-exempt
Non-exempt employees are compensated on a salary basis for all hours worked each week, and are compensated for overtime in accordance with federal regulations.
• Committee Chair
The Chair is designated by the Hiring Authority and provides management of the screening process. Management of the process includes coordination and facilitation of meetings, liaison with Human Resources, expediting the screening process, assisting to ensure fairness and equity of treatment of all candidates, and ensures confidentiality of all communications and information concerning the candidates. Additionally, the Chair may also assume the roles and responsibilities of a member. The Screening Committee Chair or a Screening Committee Member cannot participate in the final interview process.
• Committee Member
Members of the Screening Committee provide applicant evaluation input, attend meetings, maintain confidentiality about information on all candidates, and work as a cooperative team to achieve consensus decisions.
Members are expected to exercise professional judgment regarding the appropriateness of serving on the committee.
Family members (related by blood, marriage, or household) may not serve on the same screening committee.
Members may recuse themselves from serving on a committee if the applicant is a direct report.
Members must recuse themselves from serving on a committee if the applicant is a family member (related by blood, marriage or household) or the applicant has a close personal relationship with the committee member.
• Human Resources
HR Staff members are available to provide guidelines, forms, applicant materials and coaching for the Screening Committee. The designated HR Staff member must attend the first screening committee meeting, as well as a second meeting with the Committee Chair to review all paperwork prior to conducting interviews. Additional meetings are held as necessary.
• Confidentiality Agreement
Document that requires all members of the Screening Committee to maintain confidentiality before, during and after the selection process.
• Consultant
An external search firm employed by HCC to assist in the selection of the best qualified applicant for the position.
• Charge to the Committee
Hiring Authority criteria which meets the posting requirements and the district and college needs, specifically indicates the number of applicants to recommend to be forwarded to Hiring Authority.
• Breach of Confidentiality
The list of conditions or requirements included in the Confidentiality Agreement that Screening Committee members must not violate.
• Paper Review
An objective analysis of data presented in the application paperwork.
• Job Description
The job description and job posting are synonymous and contain essential job duties and responsibilities.
• Critical Job Requirements
The Critical Job Requirements include elements from essential duties, responsibilities and requirements and qualifications for the job.
Purpose of the Screening Committee
Screening Committees are used for strengthening the full-time hiring process in order to hire the best candidate. As an aid to the Hiring Authority, the committee screens a large number of candidates to a select few of the “most qualified”. The Hiring Authority is responsible for the final selection.
When to Use a Screening Committee
Screening Committees are required for all full-time faculty positions plus non-faculty positions on the Executive Salary Structure beginning with grade E10 and above, including “grant” or "soft money" positions. A Screening Committee is not required for other exempt positions below salary grade E10. For “non-exempt” positions (i.e., those subject to overtime pay) Screening Committees should not be used. However, if needed for either exempt positions below grade E10 or non-exempt positions, the Hiring Authority may choose to utilize a screening committee to assist in the screening process, provided the Hiring Authority maintains process control and retains the decision making authority. The Human Resources Department is also to be consulted for assistance with this practice.
Non-Discrimination/Equal Employment Opportunity
Houston Community College seeks to provide equal employment opportunities without regard to race, color, religion, national origin, gender, age, disability, sexual orientation or veteran status. It is the Hiring Authority's responsibility to ensure adherence to this policy. Additionally, whether or not a Screening Committee is used, the Hiring Authority must accept responsibility and accountability for final selection. When a Screening Committee is used, it is incumbent on the Hiring Authority to take their input as “good counsel” presented in “good faith” that the finalists are the best candidates currently available.
Confidentiality Agreement
To ensure all applicants are treated in a fair and equitable manner, any information discussed or obtained during the hiring process will remain confidential to the Screening Committee, Hiring Authority, and Human Resources Staff members throughout the process as well as after the process is completed. Members of screening committees and the Hiring Authority are required to sign the HCC Confidentiality Agreement for each screening committee they serve on and turn in their form to their designated HR Staff member.
Such confidential information includes, but is not limited to the following:
• Names of applicants
• Background information of applicants
• Information regarding applicant scores, ranking, or interview performance
• Statements made by screening committee members within or outside the confines of a screening committee meeting; including but not limited to, conversations, e-mails, faxes or written correspondence
• Any information regarding interview questions (unless pre-approved by the screening committee for release to applicants)
• Personal, unsubstantiated statements cannot be disclosed
• Post-interview or committee screening summary information cannot be discussed or provided to applicants, former members of the screening committee, peers, workers or the hiring authority. (i.e., Professional improvement "tips", reasons for not qualifying, or any other suggestions for improvement)
• Breach of confidentiality is a severe offense and is subject to appropriate disciplinary action, up to and including termination. Breaches of confidentiality can also result in disbanding the committee and canceling the hiring process.
THE SCREENING COMMITTEE PROCESS
Formation of the Committee
The “Hiring Authority” forms the Screening Committee (see notes and information under “Roles and Responsibilities”). Prospective members are contacted by the Hiring Authority, or his/her designee, to determine willingness to serve on the committee and availability during the active time of the committee.
Size and Composition
The Screening Committee consists of five (5) or more diverse members. One member will be designated as the Chair. The Hiring Authority is not a member of the committee, but instructs and guides the members in terms of what is necessary for job success. Any change in the status or composition of the committee must be immediately reported to the Employment Services Manager. If new members are added they must receive the charge, review the Screening Committee Guidelines and sign the Confidentiality Agreement prior to reviewing all the files, applications and credentials of the applicants and before participating in any substantive discussions by the newly constituted screening committee.
A committee will have a diverse membership based on a meaningful mix of two (2) or more of the following; gender, race, ethnicity and job content knowledge. The more technical or specialized a given position, the more important job content knowledge is among the members. Committee members at higher levels as well as peer level of the open position should be included.
Screening Committees for faculty positions will include a majority of members with teaching expertise in that area of discipline.
In cases where there are not enough full-time members available, adjunct and/or part-time faculty may be used to constitute a majority however they must be currently teaching within the discipline and are not candidates for the position.
If there is still a need for a majority from the discipline, the Hiring Authority and Screening Committee Chair may select available members from related disciplines who are most appropriate for Screening Committee representation, including members from other HCC work sites.
If a majority from the discipline has not been established at this point, the Hiring Authority will consult with Human Resources to consider available full-time and /or part-time members from the discipline or related disciplines throughout HCC as well as community, business, or other educational institutions.
At times, particularly with positions at the executive level, external members from the community, business or other educational institutions may be added to the composition of the screening committee. There must be adequate time for these members to become familiar with the screening committee process and the applications prior to participation in discussions about the applicants.
Roles, Responsibilities, and Additional Notes
Hiring Authority — The Human Resources Department makes all job offers. The designation of “Hiring Authority” is limited to President, Vice Chancellor, Chancellor or administrative equivalent, depending on the organization. The Hiring Authority may designate another individual to provide screening committee organization and leadership. The Hiring Authority must sign the Recommendation for Full Time Employment prior to an offer being made. The Hiring Authority does not serve on the initial Screening Committee. The Hiring Authority (or designee) provides leadership, ensures that the committee understands the job requirements and candidate qualifications, forms a diverse and knowledgeable committee and accepts committee input in good faith. The Hiring Authority must sign the Confidentiality Agreement. The Hiring Authority is prohibited from asking any questions of any Screening Committee member regarding the finalists or any other applicant/candidate at anytime during the Screening Committee/Selection process. The Hiring Authority may not have any contact with job applicants unless they are officially referred as a finalist by the Screening Committee. The Hiring Authority is accountable for the final selection. The Hiring Authority may designate other individuals such as Dean, Hiring Manager, or Supervisor to participate in the final selection, provided these individuals did not participate in the initial screening or evaluation process.
Committee Chair — The Chair is designated by the Hiring Authority and provides management of the screening process. Management of the process includes coordination and facilitation of meetings, liaison with Human Resources, expediting the screening process, assisting to ensure fairness and equitable treatment of all candidates, and ensures confidentiality of all communications and information concerning the candidates. Additionally, the Chair may also assume the roles and responsibilities of a member. The Screening Committee Chair or a Screening Committee Member cannot participate in the final interview process.
Member — Members of the Screening Committee provide applicant evaluation input, attend meetings, maintain confidentiality about information on all candidates, and works as a cooperative team member to achieve consensus decisions.
• Members are expected to exercise professional judgment regarding the appropriateness of serving on the committee.
• Family members (related by blood, marriage, or household) may not serve on the same screening committee.
• Members may recuse themselves from serving on a committee if the applicant is a subordinate for whom they provide direct supervision.
• Members must recuse themselves from serving on a committee if the applicant is a family member (related by blood, marriage or household) or the applicant has a close personal relationship with the committee member.
Human Resources— HR Staff members are available to provide guidelines, forms, applicant materials and coaching for the Screening Committee. The designated HR Staff member must attend the first screening committee meeting, as well as a second meeting with the Committee Chair to review all paperwork prior to conducting interviews. Additional meetings are held as necessary.
Consultant or Search Firm— A consultant or search firm should only be used for an Executive Level Position of E20 and above or specifically authorized by the Chancellor. Anytime a consultant or search firm is to be utilized a request must be submitted to the Director of Employment Services prior to the selection and use of the consultant or search firm. If a consultant or search firm is added to the Screening Committee process then rationale for such addition should be adequately explained to members of the screening committee. A decision to hire a consultant or search firm must be made at the beginning of the selection and screening process and should be sufficiently explained to all members of the Screening Committee.
The role of a consultant or search firm is to locate and screen applicants to form a reasonable pool of qualified applicants to be considered by the Screening Committee. A consultant or search firm can only provide salary range information to applicants; specific salary discussions is the responsibility of the Employment Services Department. The selection and use of a consultant or search firm will be in compliance with HCC Procurement policies.
Travel — Travel to interview with the Screening Committee will not be paid for by HCC. Travel (over 100 miles) for finalist interviews for Grade E10 and above positions will be paid for through the appropriate Hiring Authority budget. Exceptions to this travel practice are to be approved by the Chief Human Resources Officer. Alternatives to travel include conference calls and video conferencing. Please consult with your designated HR Staff member.
Preparation for the First Committee Meeting
Once the position is posted and prior to the closing date, the Hiring Authority (or designee) will proceed as follows:
• Ensure that the Screening Committee Chair and committee members have been contacted and understand their roles and responsibilities.
• Prior to the job closing date consult with the designated HR Staff member on availability to meet prior to establishing a confirmed date and time for the first committee meeting.
• The Screening Committee Chair will contact committee members so they can review the online Screening Committee Guidelines and Forms and prepare a Selection Committee Packet of materials for the committee to include:
- Meeting Agenda
- Calendar / Timeline for Selection Process
- Screening Committee Guidelines
-Confidentiality Agreements
- All necessary paperwork
First Committee Meeting — Part I
The meeting includes the Hiring Authority, committee Chair, all committee members and the designated HR Staff member. After the Committee Chair begins the meeting, the Hiring Authority gives the “charge” and the designated HR Staff member reviews the guidelines. The “charge” that is given verbally should be put in writing in case there is a substitution to the Hiring Authority or a member of the Screening Committee. The “charge” will remain the same. The purpose of this meeting will be to instruct the committee members about how the Screening Committee process will be carried out as well as provide information about the position itself. All screening committee members should endeavor to attend all screening committee meetings, regardless of being a member of previous screening committees.
After the committee has been established, all correspondence, including e-mail, must be sent to all of the committee members and the designated HR Staff member, but not to the Hiring Authority. All correspondence, including e-mail, must only pertain to the selection and hiring process.
For Staff positions, the Hiring Authority will provide a time frame for the work of the screening committee, with no more than 21 business days maximum from the first committee meeting date.
For Faculty positions, the Hiring Authority will provide a time frame for the work of the screening committee, with no more than 30 business days from the first committee meeting date. However, during registration periods, the time frame can be extended to a maximum of 45 business days.
While the designated HR Staff member will explain the process, including the requirements for confidentiality and answer questions of a general nature, it will be up to the Hiring Authority (or designee) to explain the position and give the “Charge” which is the characteristics of the successful candidate using the posted requisition. Committee members need to emerge from this meeting with an understanding of their roles and responsibilities in the screening process as well as a firm grasp of the position requirements. Except as indicated below, both the Hiring Authority (or designee) and the designated HR Staff member will leave the meeting at this point and the Chair will convene Part II of the First Meeting.
Continuation of the First Meeting — Part II
The committee, under the direction of the Chair--- will continue with Part II of the first meeting.
For Executive Level Positions, the designated HR Staff member will attend all meetings and must also be copied on all correspondence, including e-mail.
Accomplishments in Part II are to include:
• Complete calendar or schedule with agreed upon meeting time and dates; and timelines to complete paper review and schedule interviews.
• Discussion of ground rules for attendance and actions of the committee members
• Develop the applicant "Paper Review" & Rating Form
• Develop the Interview Questions Rating Form
• Both set of forms must be approved by Employment Services Manager.
The Paper Review Rating Form (Non-Weighted or Weighted) and Interview Questions Rating Form (Non-Weighted or Weighted) must be received and approved before the applications can be released online. This may be done prior to the closing of the requisition. Human Resources will notify the Hiring Authority and Committee Chair when the requisition closes.
The Chair and the committee members decide upon future meeting dates and times. It will be necessary for the committee to meet to:
• Review all applicants for minimum qualifications for all faculty positions
• Compile and review the results of the Paper Review
• Complete the Scoring Sheet for the Paper Review
• Meet with the designated HR Staff member to provide the results
• Interview the candidates
• Compile and review the results of the interviews
• Complete the Scoring Sheet for the Interviews
• Inform Employment Services to change the status of applicants (online) that were interviewed, but will not receive a final interview with the Hiring Authority
Finally, the Chair must complete the Screening Committee Applicant Recommendation Form, the Approval of Recommendations Screening Committee Members Form and the Memorandum from Committee Chair to Hiring Authority, and then meet with the designated HR Staff member to fill out the Completion Checklist. Finally, the designated HR Staff member will forward all authorized documentation to the Hiring Authority (or designee).
Preparation for the "Paper Review"
The Screening Committee uses a “paper review” rating form to screen the qualified applicant pool to a smaller number of candidates to be interviewed by the Screening Committee. Given a goal by the Hiring Authority to submit “highly” qualified finalist candidates, the committee should reduce a large applicant pool to a “short list”.
“Paper Reviews” vary greatly in terms of their content because they are dependent on the Job Requisition and the Charge. The focus is on the job requirements and essential duties and responsibilities as noted, as well as, those college/district needs articulated by the Hiring Authority in a written Charge to the screening committee.
The committee should choose all those factors from the Job Requisition that are recognizable or identifiable either in the resume, vita, application, or any additional paperwork provided to HR during the application process. This normally includes education, years of experience, specific types of experience, special training certification, licenses, and other elements of knowledge or skill that relate to tangible duties and responsibilities the candidate will be expected to perform.
An objective analysis of data present in the application paperwork is required. This necessitates keen judgment and understanding of what is required to be successful in the position.
Due to the complexities of the “paper review” analysis, it is required that a quantitative point system be developed by the committee. A list of position requirements, specified information from the charge provided by the hiring authority, and position duties and responsibilities from the job description should be developed. Each of these can be given a simple point system from 0 to 1 point for simple standard screening requirements, to perhaps a 3 or 5 point scale for other elements that can be rated by the committee. Complex point systems and weighting approaches should be avoided. However, some simple weighting based on the importance or value of the evaluation factor in the overall rating/scoring approach is certainly appropriate.
The committee should also consider a natural break in points when narrowing the selection of those screened. If during the Paper Review there is a decision to re-open the applicant process, to invite more candidates and enrich the pool of applicants, this decision should be sufficiently explained to all members of the Screening Committee.
Applicant Paper Review Evaluation
The paper review rating form must be submitted and approved by the Employment Services Department prior to the release of the applications to the committee.
The Screening Committee has the latitude to develop its own unique paper screening approach or it may use one of the suggested samples. The key to a successful approach is to define and agree upon the “critical job requirements” from the Job Requisition as provided by the designated HR Staff member during the first meeting.
The committee should focus on the two sections:
• Essential Duties, Responsibilities and Requirements
• Qualifications for the job
The “critical job requirements” for the paper review may include elements of both. There are two samples of paper review rating forms (Non-Weighted or Weighted). These may be modified to meet specific needs. Each of these takes a little different approach but results in a total number of points which is used to determine who among the candidates will go on to the interview step. Based on the number of committee members, each applicant will receive a number of paper review rating total scores. These scores will be added together and a final grand total will emerge for each applicant. Applicants with the highest grand totals will be those to move to the next step in the selection process. If there is not a natural cut-off in the grand total, the committee should use consensus discussion to decide which applicants will move to the interviewing stage.
The most important aspects with regard to paper reviews are:
• Thorough analysis and understanding of the Job Posting, and the Hiring Authority's "Charge to the Committee"
• Agreement among committee members about the “critical job requirements”
• Selection (or development) of a rating form that suits the requirements of the job selection process
• Each committee member gives the evaluation task the necessary time and attention to achieve as accurate rating as possible with the information provided by the candidate.
Paper Review Results
For each applicant, the Chair records the results of the paper review on the Scoring Sheet for Paper Reviews (MS Excel). This sheet should include all scores from all committee members completing the paper review evaluation form. Above all, evaluations must remain CONFIDENTIAL within the committee. All rating forms must be turned in to the Chair for inclusion in the working documents that are retained by HR Employment Services as a record of results. The scoring sheets are not passed on to nor discussed with the Hiring Authority. All paper review documents and the MS Excel Scoring Sheet must be submitted to the designated HR Staff member for evaluation of the paper review process. After this step has been completed, the Chair is responsible for notifying Employment Services to change the applicant status online for those not moving to the interview phase (based on paper review results). The status should be changed to “not selected”.
Credentialing Process
After the paper review is completed and approved, the Chair will send the list of names of the applicants selected for an interview to Employment Services for credentialing, if necessary. Once approved and credentialed, the selected applicants will be contacted for an interview. If there are any questions about credentialing, the chair should contact their designated HR Staff member.
Development of Interview Questions
The task at hand is to decide on a uniform set of interview questions. Interview questions must focus exclusively on the applicant’s professional and technical ability or knowledge to perform the particular job for which the candidate has applied. The responses will be used as the basis for the selection of “finalists” who are recommended to the Hiring Authority. The Interview Questions Rating form (Non-Weighted or Weighted) must be submitted to the Employment Services Manager prior to applications being released.
A set of common questions should be used in a selection interview. Generally, a list of about 10 to 12 questions will serve to appropriately cover most positions. This number of questions will probably take the average candidate 45 to 60 minutes to answer. The committee should ask itself: “What 10 to 12 questions should be used to determine who are the best among the successful paper review candidates?” All questions must relate to the Job Requisition and what it will take to be successful in the position. The committee should use consensus decision making to agree upon what questions will be used.
Questions to be avoided would be those that refer to any of the protected classes. These include: race, color, religion, national origin, gender, age or disability. In addition, questions which may be deemed personal in nature (e.g., information regarding spouse, children, hobbies, tastes, etc.) must also be avoided. Such questions would invalidate the work of the committee.
The key to good interviewing is to ask questions which cannot be answered with a “yes/no” or a simple fact. Good interview questions elicit an answer that is “full” of content and useful information. It is very important to construct questions that pertain to producing successful results on the job. Keep in mind that interview questions must be objective, job related, and consistently applied to all interviewees. “Follow up” questions are appropriate as long as the “follow up” questions are job related. Depending on the job -- writing samples, teaching samples, solving specific problems and other “real-world” samples that pertain to the job may also be relevant. For teaching demonstrations or portfolio reviews, specific criteria and a quantitative rating scale is required.
NOTE: Unsolicited examples or samples of work provided by an applicant during an interview cannot be reviewed or considered during the committee process.
Applicant Interview Evaluation
As with paper screening, it is necessary to have a rating procedure for committee members to use for the interview results. There are two Interview Rating forms: one is a weighted approach and one is non-weighted. Both approaches require the rating of a list of questions asked of the candidates or evaluation statements about the candidates. In each case, individual committee members would generate a total interview score for each interviewee.
It is important that all questions are asked of each candidate in a relatively consistent manner. Committee members may decide who will ask which questions to various candidates. It is most appropriate to re-ask the question or probe for more or clarifying information if needed.
In addition to actual questions asked of the applicants, observations about candidates made during the interview may be evaluated. These observations must be job related as specified in the Job Description. The interview may be considered a “sample of behavior” and these samples, if job related may be evaluated just as responses to specific questions are. For example: If “oral communication skills” is one of the important qualifications for success in the job, then this factor may be evaluated based on results in the interview. Any sample of behavior demonstrated during the interview may be considered as a criterion of evaluation, however it must be job related and would normally be stated in the job description.
The Interview Rating Form samples show a space for “Interview Observation” statements. Just as is the case with actual questions to be asked in the interview, these observations need to be agreed upon by the Screening Committee prior to the interviews. Rating results are calculated into the total evaluation scores along with ratings on the questions answered.
If an applicant begins an interview, the interview must be cancelled when there is sufficient evidence or knowledge of a breach of confidentiality or breach of the Screening Committee Guidelines. The applicant will be allowed to complete the interview, but the Screening Committee members will be instructed not to score the applicants interview. Human Resources Employment Services Director in consultation with the Chief Human Resources Officer or Employee Relations Director may stop the interview process. The applicant who is being interviewed will be allowed to complete the interview, but the remainder of the process will cease until the investigation is completed. The Director of Employment Services and/or the Chief Human Resources Officer will make a recommendation to terminate the Screening Process and disband the Screening Committee.
Interview Results
The total scores will delineate the finalists with three (3) being the goal. If it is not possible to forward at least three finalists to the Hiring Authority, the Director of Employment Services is to be immediately consulted. Any deviation from the goal set in the Charge requires consultation with the designated HR Staff member and approval by the Employment Services Director or his/her designee.
The Chair records the results of the interviews on the Scoring Sheet for Interviews (MS EXCEL). Note: This Interview Rating Form is not to be forwarded or shared with the Hiring Authority. After meeting with the designated HR Staff member, the Chair is required to call or send an e-mail to Employment Services to change the status for each non-selected applicant online to “Not Selected”.
The list of finalists is listed in alphabetical order so that the ranking of finalists is not revealed. The hiring packet is then forwarded to the Hiring Authority or designee by the designated HR Staff member.
FINALIZATION OF EMPLOYMENT PROCESS
The paperwork necessary to complete the process can be accessed on the Applicant Screening Process page and is discussed during the first Screening Committee meeting. Please note that upon returning all paperwork the Completion Checklist must be completed. Schedule a meeting with the designated HR Staff member to complete the process.
• HR Staff Member Responsibilities
- Confidentiality-Agreements
- Human Resources Employment representative will assist with the final reference check, the salary determination (as agreed with the Hiring Authority), verbal offer, start date and formal offer letter.
-Change Status of Applicants following Paper Review
-Change Status of Applicants after Interviews
-Human Resources Department makes all job offers
• Committee Chair Responsibilities (Listed on Completion Checklist)
-Applicant Paper Review Rating Form Scoring Sheet for Paper Review (MS Excel)
-Meet with the designated HR Staff member to check Paper Review Process
-Contact Employment Services by phone or e-mail to Change the Status of Applicants following Paper Review
-Applicant Interview Rating Forms
-Scoring Sheet for Interviews (MS Excel)
-Meet with the designated HR Staff member to check Interview Process
-Contact Employment Services by phone or e-mail to Change the Status of Applicants after Interviews
-Memorandum to Hiring Authority from Chair
-Screening Committee Applicant Recommendations
-Approval of Recommendations (Signatures of Members)
-Meet with the designated HR Staff member to sign off on Completion Checklist.
-Chair will review all paperwork for compliance prior to recommendations being submitted to the Hiring Authority or designee.
• Hiring Authority Responsibilities (Listed on Completion Checklist)
-Memorandum to Human Resources from the Hiring Authority
-Employment/Reference Background Check (at least 2)
-Personnel Action Form (PAF)
-Verification of Compensation Level
All paperwork from the Selection and Hiring process will be delivered to the designated HR Staff member.
Revised 09/01/10
