Skip global navigation
St. Cloud State University

St. Cloud State University

HIring Procedures > Unclassified > MSUAASF

Filling an Existing Probationary MSUAASF Vacancy

Filling a “New” Probationary MSUAASF Vacancy

  1. Position Authorization
    1. Complete the following and submit to Human Resources:
      1. Request to Hire Approval Form
      2. MSUAASF Position Description - The Human Resources Office may suggest changes or modifications in addition to those suggested by the supervising authority.  Only newly created or substantially changed existing Position Descriptions are forwarded to the Office of the Chancellor, where final salary range determination is approved. (also send this document electronically to humanresources@stcloudstate.edu)
      3. MSUAASF Position Analysis Questionnaire
      4. Current Organizational Chart
      5. Memo from supervisor that includes:
        1. Why was the position created?
        2. Where did the job duties come from?
    2. Supervisor and Office of Affirmative Action (OAA) notified of Request to Hire Form approval by HR.
    3. Campus Evaluation Committee evaluates and recommends range to Office of the Chancellor
    4. Office of the Chancellor makes final range determination
    5. Supervisor is notified of range approval by HR and the position can then be searched.
  2. Search Committee Assembly
    1. To request representation from MSUAASF, AFSCME Council 5, MAPE or MMA for search committee membership, please contact Administrative Affairs at x8-2286. Per MSUAASF Master Agreement requirement, “The number of ASF members on the committee will not be exceeded by the membership from any other bargaining unit.”
    2. Affirmative Action Requirements for All Search Committees:
      1. Each committee must be diverse and should include a representative from the underutilized class in the department/unit where applicable.
      2. If it is not possible to constitute a committee within the unit which meets this minimum, a representative from outside the unit or administrative unit where the vacancy occurs may be asked to serve as a member of the committee
  3. Recruitment Plan / Notice of Vacancy / Advertising

    4. The following forms must be completed, approved by Vice-President (VP) or Supervising Authority (SA) and forwarded to OAA:

    1. Affirmative Action Recruitment Plan
      1. Search committee & search chair names;
      2. Advertising plan and AA recruitment strategies
      3. Search timeline, including close or first review date
      4. Window of for national searches open a minimum of 30 days.
    2. Notice of Vacancy (NOV) The NOV is drafted by the Supervising Authority from position responsibilities and qualifications contained in the position description. Supervising Authority provides the Search Committee Chair with a copy of the current approved Position Description (PD) along with the NOV. Ads for professional publications and newspapers are written based on the Notice of Vacancy.
      1. Important items to remember when preparing NOV or Ad:
        Every Notice of Vacancy and Ad that is placed by SCSU must contain the following:
        1. The successful candidate will have demonstrated ability to work with persons from culturally diverse backgrounds. (include in the Qualifications section)
        2. Submit a letter of interest, resume/vitae, transcripts (copies acceptable for initial screening) and three letters of professional reference (may substitute “names, addresses, telephone numbers of three professional references”).  (include in the Application Information section)
        3. SCSU is committed to excellence and actively supports cultural diversity. To promote this endeavor, we invite individuals who contribute to such diversity to apply, including minorities, women, GLBT or persons with disabilities. SCSU is a member of Minnesota State Colleges and Universities System. (at end of NOV)
      2. NOV and PD forwarded from OAA to HR for review.  HR Director reviews NOV against approved position description and makes changes as needed, approves and returns to OAA.
      3. OAA reviews for completeness, diversity of committee, clarity and timeliness.
      4. OAA notifies SA and Search Chair when approved.
      5. Order 27 copies of NOV printed on NOV letterhead from Printing Services for campus bulletin board posting. Send to OAA in AS208 for distribution.
      6. OAA posts the position on AA websites and also places one ad paid for by Academic Affairs.
  4. Search Committee Tasks and Ground Rules
    1. FIRST COMMITTEE TASKS
      1. Search Chair arranges for committee to meet with HR Director. The HR Director will give the search committee its charge and answer questions.
      2. Schedule initial committee meeting.
        1. Review NOV terminology for full understanding of terms of responsibilities, qualifications and experience; be clear as to what is required, what is preferred;
        2. Draft NOV terminology into Screening Criteria form
        3. Draft Interview Questions - Include an interview question that asks if candidate is eligible to work in the USA.
        4. Forward Screening Criteria form and Interview Questions to OAA for approval prior to any review of applications.
      3. Arrange for applicant files to be secured; with space for reviewing.
      4. Set up committee meeting schedule.
    2. ESTABLISH COMMITTEE GROUND RULES
      1. Committee as a whole is the agent of university, not individuals;
      2. Decide standard way to achieve consensus;
      3. Decide how to break stalemate;
      4. Decide when and how to inform unit of progress;
      5. Committee Chair is sole spokesperson of Committee;
      6. Maintain confidentiality of deliberations, records and applicant information as per Minnesota State Data Practices Act. Maintain confidentiality of deliberations, records and applicant information as per Minnesota State Data Practices Act. Click on this link to a short video from MnSCU regarding the law and confidentiality issues in searches. Please forward it to all search committee members and have them review it.  This will provide some basic concepts and fundamental law.  Questions should be routed to the Search Chair, who will then route them to the Director of Affirmative Action (x8-5123).  A search committee (as a whole, not individually) acts as an agent of the university and is obligated to follow law and policy applying to personnel matters in carrying out the President's authority to hire, which is delegated, in writing, to the Provost.  
  5. Application Review
    1. Acknowledge applications; include Supplemental Personnel Data Form
    2. Maintain complete confidentiality; credential discussion should only be among committee members.
    3. Members must use the screening criteria form for each applicant review.
    4. The committee’s collective assessment of each applicant is recorded on the screening criteria form and kept in the search file.
    5. Phone interviews are an option for pre-screening and may be done to narrow an applicant pool. Two committee members should be present during phone interviews.
    6. Create Applicant Flow Analysis that includes every applicant and committee’s assessment.
    7. Draft Memo of Strengths and Weakness of Best Qualified candidates for interview (A-List), and Well Qualified candidates for back-up (B-List);
    8. Forward Memo and Applicant Flow Analysis to VP or SA for approval;
    9. Upon approval, VP or SA forwards the Memo and Flow Analysis to OAA;
    10. Upon approval, OAA notifies Search Chair at which time interviews can be arranged.
    11. Notify unsuccessful applicants.
    12. Reference checks can be done prior to bringing candidates on campus and/or following the candidate interview process.
  6. Interviews
    1. Treat the candidate with the courtesy of a guest.
    2. Personal questions are not appropriate; this is an assessment of the person’s professional qualifications.
    3. Arrange for candidates to be picked up and dropped off at airports.
    4. Have candidates accompanied around the campus.
    5. For a national search, 3 interviews is the norm.
    6. This is recruitment; put the department’s best foot forward.
    7. Seeking work-related travel/interview alternatives? Web/video/phone conferencing bring creative solutions.  St. Cloud State University provides and supports several meeting alternatives that can alleviate time and travel costs. To learn more about the SCSU-supported technologies or for assistance in using them, contact ITV/Video/WebConferencing 308-4096. In addition to these SCSU-supported options, there are several other free options available on the Web. For information on downloading and installing these types of software, please contact the HelpDesk at helpdesk@stcloudstate.edu or 308-2077.
    8. Committee should meet ASAP to compare notes and discuss results of interviews.
    9. Committee should discuss and record strengths and weaknesses for each interviewee.
    10. Provide reasons for committee's recommendation (unranked) to VP/SA.
    11. Upon approval, VP/SA forwards copy to OAA.
    12. Search Committee's work is now complete. VP/SA proceed to Step VII.
    13. If an applicant is not a US citizen or U.S. permanent resident, include Human Resources in the interview schedule (15 minutes). Call 308-3076 to arrange. See Foreign National section for more detailed information.
    14. For candidate travel expense reimbursement guidelines, see Guidelines for Use of Recruitment Funds for Non-Faculty Searches. Contact SCSU Business Office, Payroll Services X8-4005 for more information.
      Note: Candidate travel expenses are the financial responsibility of the hiring unit.
  7. Salary Calculation / Offer
    1. Final candidate recommended by VP/Supervising Authority and approved by the President.
    2. Have the candidate complete the Unclassified Personnel Application Form.
    3. Contact the Asst. HR Director or HR Director and provide the completed Unclassified Personnel Application Form and resume for the candidate.
    4. HR will determine the creditable experience of the candidate and approve a starting salary offer.
  8. Hire / Payroll Deadlines / Closing Search File
    1. MSUAASF Employment Request Form is submitted to HR with transcripts, reference letters, Unclassified Personnel Application Form and the notice of vacancy.
    2. In order for an employee to be paid in a timely manner, the Employment Request Form must be processed through HR immediately. Any delay can have significant impact on when the employee receives their first paycheck. It also impacts the employee’s ability to access e-mail and obtain a campus card.
      No employee may work without an appointment letter, an Employment Request Form and completed I-9 form which have been processed through Human Resources.
    3. HR forwards to OAA for final signature; search completed and file closed.
    4. OAA forwards employment request form to HR for contract processing.
    5. Search Chair notifies remaining unsuccessful candidates.
    6. Committee search materials are archived within hiring unit for three years.