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Recruitment, Selection and Appointment (Management Employees)

Recruitment, Selection and Appointment (Management Employees)

Reviewed By: Administrative Council on
Approved By: Under Review on
Approved By: President Morales on


Recruitment 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. Questions regarding these policies or other relevant policies may be directed to the Human Resources 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.

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 any vacancies may be accomplished through modified search procedures which include:

  • A search outside of the university may be conducted to recruit a diverse pool of qualified applicants. The search, dependent upon the level of the position and the expertise required, may cover the local inland area, Southern California, the State of California, or the search may be national in scope.

Due to the changing nature of specific laws, regulations, guidelines and contractual agreements, Talent Acquisition in the Human Resources Department 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 a separate policy.

Recruitment Procedures

Recruitment Requisition

A completed, approved and executed electronic initiates the recruitment process for vacant positions to be filled.  Requisitions are submitted by either the hiring manager or designee. Approval shall include Human Resources, the Department Head, appropriate Vice President and, if required, Vice President’s Cabinet,. Requisitions should include the position description, which specifically describes the duties, tasks, essential job functions to be performed, and specialized skills required.   Requisitions are submitted electronically through the designated online system to Classification and Compensation Services in Human Resources prior to the commencement of the recruitment process to validate the appropriateness of the position and provide recommended salary details. Sufficient lead time should be allowed for this process to be completed before the requisition is approved. A search will not be conducted without an approved requisition. The college or department is responsible for securing budget approval prior to the start of the recruitment process. Once the requisition receives final approval, is moved to Talent Acquisition in Human Resources to develop the recruitment plan with the hiring manager.

Posting Process

All MPP position vacancies for which a recruitment is to be conducted are to be posted for a recommended 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 in the Human Resources Department as specified in the posting. The Human Resources Department will maintain recruitment files for posted positions in accordance with the CSU retention policy. The Human Resources Department will provide search committees with recruitment folders, including applications and relevant materials for the selection process. The folders are the property of the Human Resources Department and returned at the conclusion of the final interview. Recruitment Interviews are conducted by search committee members. Committee members required to complete diversity and inclusion training prior to receiving applications. 

The Associate Vice President of Human Resources who functions as Co-Chief Diversity Officer, or designee, will be responsible for determining if a diverse representative applicant pool exists once the application materials are received. This is applicable only to non-academic staff positions. 


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. Talent Acquisition will advice on recommended advertisement sources will be limited to the department's availability of funds. 

Initial advertising will be including, but not limited to, the Human Resources website, Govermentjobs, CSU Careers, CA Jobs, Higher Education Recruitment Consortium (HERC), Hire Vets and Higher Ed Jobs, The cost of advertising in other specialized sources will be the responsibility of the requesting department. 


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. 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. These expenses include airfare, lodging, meals, and incidentals. Lodging is to be accommodated through the established contract with the specified local hotel. Lodging will be paid directly to the hotel. Applicants should only incur meal, airfare, airport commute, reasonable telephone and parking expenses for reimbursement by the university.

Recruitment interviews are conducted by hiring managers or search committee members who are required to complete diversity and inclusion training prior to receiving applications. Once interview phases are finalized, a hiring recommendation is submitted to Talent Acquisition to extend the job offer and initiate the background check process in accordance with the CSU Background Check Policy: HR 2017-17.


The President or designee is to be informed of the hire of final candidates for all MPP position recruitments conducted by the university once the final selection has been made and the position filled.