Recruitment, Selection and Appointment (Management Employees)
For interpretation of this policy, please contact Julio Arevalo, Director, Talent Acquisition and Student Employment, (909) 537-4315
Policy
The policies contained in this section of the Personnel Policy Manual apply to all Management Personnel Plan employees, except where other policies may be applicable such as FAM. Questions regarding these policies or other relevant policies may be directed to the Human Resources Division/Employment Services Department.
California State University, San Bernardino places a high degree of emphasis on the recruitment and selection of well-qualified and capable staff to support the many and varied operations within the University.
While the most immediate labor market comprises the City of San Bernardino, applicants are drawn from other locales within San Bernardino and Riverside counties as well as other counties such as Orange and Los Angeles. Applicants may come from other areas of the state and the nation, depending upon the level of vacancy and the skill, knowledge, and ability necessary to perform required duties.
It is the policy of CSUSB to conduct an open, competitive recruitment for all Management Personnel Plan vacancies. The University, in accordance with the Equal Employment Opportunity Commission (EEOC), is an equal opportunity employer. Qualified applicants are considered for employment without regard to race, religion, color, national origin, ancestry, age, sex, gender, gender identity, gender expression, sexual orientation, genetic information, medical condition, disability, marital status, covered veteran’s status or any other protected status. The only exception to this policy is a reassignment that may be made by the President or a Vice President for a specified term.
Due to the changing nature of specific laws, regulations, guidelines and contractual agreements, Talent Acquisition in the Human Resources Division is responsible for the coordination and administration of all MPP recruitments, including academic administrator positions within the Academic Affairs Division such as Vice President, Associate Vice President, Dean, etc. Recruitment procedures for position vacancies at the Vice President level which report directly to the President are outlined in the respective Management recruitment guidelines or FAM.
Procedures
Recruitment Requisition
The Hiring Administrator (MPP) or an Administrative Support creates a position description template via CSU Recruit powered by PageUp. Approval shall include, the Hiring Administrator, Employment Services, Classification/Compensation, Budget Office, appropriate Vice President or Vice President designee, if required, Cabinet. Once the position description has been fully approved via CSU Recruit, Employment Services will use the position description as the official requisition to continue the recruitment process. Requisitions should include the position description, which specifically describes the duties, tasks, essential job functions to be performed, and specialized skills required. A search will not be conducted without an approved position description. The Division is responsible for securing budget approval prior to the start of the recruitment process. Talent Acquisition will develop the recruitment plan in consulation with the hiring manager.
During periods of special conditions such as a state of fiscal exigency, major enrollment decline, reduction in administrative personnel, or other extenuating circumstances, as determined by the President, the filling of a management vacancy may be accomplished through modified search procedures which include:
An executive search firm may be used during the selection process; however, the firm must abide by campus hiring guidelines and collaborate with Employment Services. Please note, Search Firms are not Independent Contractors. Under the Dynamex Test, Executive Search Firms do not satisfy the following criteria: (1) The worker is free from the employer’s control and direction. This means that the hiring entity must not be able to control or direct what the worker does, either by contract or in actual practice; and (2) The worker performs a service that is either outside the usual course of the business for which such service is performed or that such service is performed outside of all the places of business of the enterprise for which such service is performed. Misclassification of a worker as an independent contractor can result in considerable wage and benefit obligations, financial penalties, tax consequences, and other liabilities.
Posting Process
All MPP position vacancies for which recruitment is to be conducted are to be posted for a recommended: Administrator I/II, fourteen days and Administrator III/IV thirty days. Posting periods may be longer if necessary. The posting distribution is to cover a broad network of sources such as other CSU, UC campuses, community colleges, and other target areas that could provide individuals with the required qualifications and equal opportunity representation in the applicant pool.
All application materials submitted by applicants in response to posted positions must be received via CSU Recruit powered by PageUP (Applicant Tracking Software) as specified in the posting. Employment Services will maintain recruitment files for posted positions in accordance with the CSU retention policy. Employment Services will provide search committees with recruitment materials, including applications and relevant documents for the selection process.
Advertising
Recruitment advertising for MPP positions will be conducted in those elements of the media that would provide the best response. Additional means of recruitment beyond the standard posting process may be required in some situations. The budget for position advertising is allocated by the hiring department. Employment Services will advise on recommended advertisement sources that will be limited to the department's availability of funds.
The cost of advertising in other specialized sources will be the responsibility of the requesting department.
Sourcing channels, no cost to the department:
- Indeed.com
- Southern-ca-h.hercjobs.org
- WomenandHigherEd.com
- DiverseEducation.com
- HispanicsinHigherEd.com
- NativeAmericansinHigherEd.com
- BlacksinHigherEd.com
- Chronicle.com
- CareersinGovernment.com
- Africanamericanjobnetwork.com
- Asianjobnetwork.com
- Disabilityjobnetwork.com
- Latinojobnetwork.com
- Lgbtjobnetwork.com
- Retirementjobsnetwork.com
- Veteranjobnetwork.net
- Womensjobnetwork.com
- Findacaliforniajob.com
Selection
It is the policy of CSUSB to attract, hire and retain well-qualified individuals. When a recruitment is to be conducted, a search committee is to be established for several purposes:
- To identify and select those individuals who possess the requisite experience, skill, knowledge, ability and education for interview.
- To interview those individuals selected from the pool and evaluate their potential for success in the position for which the recruitment is being conducted.
- To recommend to the appropriate individual an identification of candidates as preferred and acceptable.
All search committees are to be representative of the areas over which the position has authority or significant scope of contact. If the position is in Academic Affairs, the appropriate faculty are to be included on the search committee, and the search process is to be conducted according to policies established for academic or administrative positions such as FAM. All search committees are to be representative of the university composition in terms of women, minorities and other protected classes.
Travel expenses for applicants invited to the campus for interviews will be paid by the hiring department or candidate. These expenses include airfare, lodging, meals, and incidentals and should follow the non-employee travel reimbursement process.
Recruitment interviews are conducted by hiring managers or search committee members who are required to complete diversity and inclusion training. Search committees are also required to complete an interview rating sheet for each candidate who is interviewed.
Upon request, the Lead Talent Acquisition Partner may provide the Hiring Administrator with a diversity report for their respective job during the completion of the pre-screening process, the report will provide data which highlights initiatives to promote diversity, equity, and Inclusion (DEI); DEI discussions must be had at the beginning of the recruitment process. Once the interview phases are finalized, the Senior Talent Acquisition Specialist gives instruction on contingent offer consultation, Hiring Administrator (MPP) may contact finalist and make verbal offer, contingent on the successful completion of background checks. Upon the finalist’s acceptance of the verbal conditional offer, the Hiring Administrator must complete reference checks and notify the Senior Talent Acquisition Specialist to proceed with the next steps of the conditional offer process and initiate the background check process in accordance with the CSU Background Check Policy.
Hiring Administrators may offer as an incentive a Moving and Relocation bonus, please refer to the Relocation Policy – CSUSB Management Employees.