Recruitment, Assessment and Selection. Pre-Recruitment Process for SMPH Departments...
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Transcript of Recruitment, Assessment and Selection. Pre-Recruitment Process for SMPH Departments...
Recruitment, Assessment and Selection
Pre-Recruitment Process for SMPH Departments
Department/Hiring Manager submits to Dean’s office Hiring
Committee for approval of position
If approved
Position is entered into JEMS/CHRIS or
PVL
Dean’s office reviews JEMS/CHRIS/PVL Entry
and approves to campus for review
Once campus approves PD, department enters into Job
Apply (University Staff-Required) 2 week and 4 week
posting periods
Screening criteria is submitted to Dean’s office
Dean’s office reviews and approves screening
criteria and notifies department
Create PD and screening criteria
FLSA and title determination
Waiver? If so, skip to CHRIS/PVL entry
below
Determine if position is
underutilized
Recruitment Efforts Plan needed?
Reference Checks (One current or previous
supervisor required)
Advertising: AS- Category 8 and
above. US- if underutilized.
Recruitment Process for SMPH Departments
As you receive applications, communicate receipt of
application materials with applicants. (Job apply will
do this for you)
Screen applicants using
criteria
Interviews and Selection (panel
must consist of 2 or more people for
final round)
Make contingent offer to candidate.
Run job history on candidate. Run equity report and determine salary (need SMPH & campus approval for
anything over midpoint for US)
Post Recruitment Process for SMPH Departments
Once CBC is completed,
department writes appointment letter
and sends to candidate.
Start onboarding process
Close out recruitment file, retain for 7 yrs.
Department communicates with Applicants
not selected
Send candidate’s resume to Dean’s office and request
CBC
Submit JEMS entry (AS) or form (US) to Dean’s office along
with final appointment letter and org chart
Dean’s office approves
JEMS/CHRIS entry to HRS
Recruitment, Assessment and SelectionNew Requirements (effective 7/1/15): •Screening criteria sent to Dean’s Office (AS and US)•Job Apply (required for US- effective 6/1/15)•Interview panel– must consist of at least two individuals for final round•Reference checks- must include one current or previous supervisor•Department requests CBC to Dean’s office•Department writes appointment letters (Department Chair, Administrator or HR can sign)
Screening Criteria Examples: • Education
• No degree required, but education or coursework in XXX or other related fields is helpful.
• Bachelor’s/Master’s degree required/preferred; Specialization XXX field required/preferred.
• Experience• At least one year of recent professional work experience as an MLT including
venipuncture and lab equipment is required.• Familiarity with contents and use of electronic medical record (EMR) systems
in a clinical setting preferred.
Screening Criteria Examples: • Skills
• Skill with Adult and Pediatric phlebotomy procedures and techniques is required.• Ability to create and maintain web-based electronic databases and filing systems
required. • Strong media presentation skills, web and social media skills, calendar management
skills desired.• Skill with variety of computer programs and tools including proficiency with
Microsoft Office (Excel, Word, PowerPoint), Adobe PDF, etc.
• Knowledge• Existing knowledge of UW-Madison e-reimbursement system and policies and
procedures including travel and p-card purchasing is preferred.• Knowledge of clinical confidentiality/privacy issues preferred.• Knowledge of UW regulations and procedures, including the XXX preferred.
Example Applicant Instructions: Please upload a current resume and cover letter describing your qualifications for this position. Include responses to the following:•Do you possess a 2-year Associate Degree as a Medical Laboratory Technician (MLT) from an accredited institution? •Do you have at least one year of recent professional work experience as an MLT including venipuncture and lab equipment experience? •Are you skilled with keyboarding and the use of computers? •Do you have knowledge of the Epic electronic medical records system or LabDAQ Laboratory Information System?•Are you skilled with Adult and Pediatric phlebotomy procedures and techniques?
Finalists for the position should be able to demonstrate the following in a personal interview:•Knowledge of modern laboratory principles and techniques and ability to apply them in clinical analysis leading to the diagnosis of disease.•Knowledge of principles of chemistry, bacteriology, serology, hematology and parasitology.•Knowledge of laboratory safety policies and procedures.•Knowledge of CLIA and OSHA rules and regulations.•Quality control principles and procedures.
Advertising
Medical Laboratory Technician
The UW-Madison Dept. of Family Medicine and Community Health Eau Claire Family Medicine Clinic is seeking a 80% Medical Laboratory Technician (MLT). Work hours are Monday through Friday, with exact schedule to be determined upon hire. Starting salary for applicants will be between $15.35 to $20.43 per hour based on qualifications, plus a competitive benefit package. A 6-month probationary period is required. To qualify, candidates must possess a 2-year Associate Degree as a MLT from an accredited institution AND 1 year of recent experience working as a MLT including venipuncture and lab equipment. Questions may be directed to Todd Schry, Human Resources at (608)265-0641; e-mail [email protected]. How To Apply: For complete job description and to apply online, please visit http://tinyurl.com/pqc754q. Deadline to apply is October 21, 2015. UW-Madison is an Equal Opportunity/Affirmative Action Employer
Initial Candidate Assessment: Determining who to invite for interviews
96492 MLT-O Applicant Assessment
Questions: 0, 1 0, 1 0, 1 0, 1 0, 1 0,1 4, 6
Applicant Name
Possesses a 2-year Associate Degree as a Medical Laboratory Technician (MLT) from an accredited institution? Yes = 1, No = 0
Has at least one year of recent professional work experience as an MLT including venipuncture and lab equipment? Yes = 1, No =0
Indicates solid computer and keyboarding? Yes = 1, No =0
Has knowledge of Epic EMR and LabDAQ Laboratory Information System? Yes = 1, No = 0
Has skill with Adult and Pediatric phlebotomy procedures and techniques? Yes = 1, No = 0
Resume and cover letter consistently formatted and error free? Yes = 1, No = 0
TOTALS: Mandatory,Preferred
0
0
0
0
0
MAXIMUM TOTAL SCORE =6; must have a score of 4 or greater for required elements; top 3 candidates, or more if scores are tied, will be considered for interviews
Evaluators: Todd Schry, DFMCH HR and Len Deprey
Must have score of 2 or greater to qualify for interview
Mandatory
Preferred
Recruitment File Checklist Division Human Resources, in collaboration with hiring administrators and search committees, must document searches to ensure compliance with UW-Madison and U.S. Department of Labor records retention requirements. Information documenting recruitment and selection procedures should be retained for all hires. School, colleges and divisions must maintain records documenting the following information for a period of seven years from the date the position is filled: information on all individuals who were hired or not selected; and the reasons for selection or non-selection.
Among the records that must be retained are the following:☐Names of all members of the search committee and who served as chair☐Copies of the position description and announcement from the UW-Madison employment website☐Documentation of blue-collar multi-shift process☐Copies of the Recruitment Efforts Plan, advertisements, press releases, and other publicity materials and outreach activities☐Assessment and screening criteria☐List of applicants and nominees☐Candidate materials for example cover letters, work history, resumes/curriculum vitae, transcripts, recommendation letters, reference list, reference check materials, and copies of correspondence with individual applicants and nominees☐Sample correspondence (emails/letters) sent to applicants☐List of interviewees and interview questions☐Evaluations of candidates at each step, evaluations of candidates who are interviewed, reasons why candidates were not referred for selection, reason for selecting the finalist☐Affirmative Action Review Form (if applicable; see Recruitment, Assessment and Selection procedures for guidance)
Waiver of Open RecruitmentReasons (AS and US)