Recruitment and Selection
EXECUTIVE DIRECTOR POLICY & PROCEDURE MANUAL
SECTION: 2
RECRUITMENT AND SELECTION
Table of Contents
POLICY:
The University will establish recruitment and selection procedures designed to attract and select high caliber candidates whose qualifications and credentials will directly contribute to the achievement of University goals and objectives.
PROCEDURE:
RECRUITMENT
(Revised May 25, 2008)
Approval to Hire:
The President or Vice-President (Finance and Administration) (as
applicable) will initiate selection activities and establish funding
availability for all continuing and term Executive Director
appointments by completing and approving a the on-line "Request
for Appointment Form" to a Continuing or Term Non-Academic
Position form". The President/Vice-President will forward a copy of
the approved form to Human Resources. The position may then be
posted or advertised, as appropriate.
Search Committees:
(Revised February, 2005)
The use of search committees provides access to a broad range of perspectives and experiences to assist with the hiring decision. This is a mechanism that is seen to contribute to the integrity of the hiring process and to ensure that organizational and departmental needs are brought to bear on hiring decisions.
The role of the President/Vice-President is to select the members
of the search committee, to coordinate the interview process to ensure
that interviews are professionally conducted, and to solicit the advice
of committee members on the selection of the candidate. While the
committee members play an advisory role, the accountability rests
with the supervisor to decide on the candidate who will be recommended
for appointment. The Associate Vice-President Human Resources and
Administration Director, Human Resources will be an additional
resource to support the President/Vice-President on their appointment
recommendation.
All applications for the position shall be made available for consideration by the committee, which shall advise the President/Vice-President which candidate(s) it considers most suitable for interviews. To ensure the continued integrity of the committee, any committee member having a personal relationship with any of the candidates selected for interviews must advise the committee of the nature of the relationship. Depending on the circumstances, the member may opt out or, by decision of the Chair, be replaced.
Subsequent to interviewing the selected candidates, the President/Vice-President will seek advice from the committee members on their assessment of the candidate who best meets the selection criteria. All notes from selection process and references are to be maintained on file.
The President/Vice-President shall conduct a minimum of two telephone employment references on the selected candidate and shall request official transcripts to verify educational and professional credentials. Copies of the reference checks and transcripts are to be submitted to Human Resources for placement on the recruitment file and, if the applicant is hired, their personal file.
SELECTION
Hiring:
The President/Vice-President shall provide Human Resources with a completed Payroll Authorization Form (PAF). Human Resources will prepare the written offer of employment specifying the terms and conditions of employment and will provide the Executive Director a copy of the Executive Director Policy and Procedure Manual. The President/Vice-President may wish to make a verbal offer of employment prior to making a written offer. In every case a written offer shall be presented and shall prevail.
Hiring Relatives of University Employees:
The relatives of a current employee of the University should not
be employed within the same department directly associated with that
of the employee. Should a supervisor wish to hire a relative of a
current employee into the same department, prior approval from the
President or Vice-President, as appropriate, is required.
For the purposes of this policy, "relative" will mean spouse (including
common-law), parent, sibling, child (including foster child), grandparent
or grandchild of the employee by blood, marriage or adoption.
Employment of Relatives:
(Revised February, 2005)
Relatives of a current employee of the University should not be employed
within a department directly associated with that of the employee.
Should a supervisor wish to hire a relative of a current employee into a directly associated department, prior approval from the President or applicable Vice-President, as appropriate, is required. The President or Vice-President (s) may specify conditions regarding the supervision or evaluation of the relative as part of the approval, with such exceptions being reported to the Board.
No employee may, in any circumstances, evaluate or have input into the job performance of a relative who is also an employee.
For the purpose of this policy, "relative" will mean
spouse (including common-law), partner, parent, sibling, child (including
foster child), aunt, uncle, cousin, grandparent or grandchild of the
employee by blood, marriage, partnership or adoption.
ORIENTATION
(Revised May 25, 2008)
Employee orientation programs are designed to provide the new employee
with a positive start in the position and to present important information
about the University and the job. All new employees appointed to an
Executive Director position are required to attend the orientation
program conducted through Human Resources. offered the orientation
programs listed below:
PAYROLL AND BENEFITS ORIENTATION
(generally conducted on the first day of employment)
- pay procedures and deadlines
- benefits orientation and sign-up
HUMAN RESOURCES ORIENTATION
(generally within the first week of employment)
- reference the Executive Director Policy and Procedure Manual
- terms and conditions of employment
- general University information
DEPARTMENT ORIENTATION
(conducted by the department and supervisor)
- specific job duties and expectations
- setting of objectives for the first year
- introduction to co-workers
- tour of specific workplace facilities
- on-the-job training
Executive Director Policy and Procedures Manual Table of Contents