HIRING POLICY BOARD OF DIRECTORS REVISION DATES 3302007 4162010

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HIRING POLICY BOARD OF DIRECTORS REVISION DATES 3302007 4162010


Hiring Policy


Board of Directors Revision Dates: 3/30/2007, 4/16/2010, 3/15/2013, 4/21/2017

Delegate Assembly Revision Date: 9/23-24/2016


Summary: Hiring practices and procedures.


Related Information:


Policy:

MAPE is an equal opportunity employer and does not discriminate in its hiring practices on the basis of race, color, national origin, creed, religion, political belief, sex, marital status, and sexual preference/orientation, status with regard to public assistance, age or disability. MAPE’s hiring procedures are designed to ensure that the best qualified candidate is hired for the job.


MAPE embraces a well-reasoned affirmative action program which welcomes diversity. This includes a diverse workforce free of discriminatory practices. Additionally, MAPE’s goal is to promote a totally hostile-free work environment.


Vacancies:

Vacancies will be announced in all of MAPE’s publications, including the website for 30 days to provide MAPE members the opportunity to apply for any vacancy. The position description and minimum qualifications will be included in the announcement.


In addition, the vacancies will also be advertised in one or more of the following as well as national publications as desired:


DEED

Star Tribune

St. Paul Pioneer Press

Labor Publications

Publications with high minority circulation

Women’s Press





MAPE Staff Organizational Chart


HIRING POLICY BOARD OF DIRECTORS REVISION DATES 3302007 4162010


Temporary and Emergency Employees:


The MAPE Executive Director is authorized to take whatever action is required to meet the temporary or emergency staffing objectives to ensure the well-being of the Association.


Recommended qualifications:


All staff positions shall have current written position descriptions. The Board will approve all position descriptions, both current position descriptions that are altered and new position descriptions. These will define the duties and responsibilities of each position and the required skills, knowledge and abilities necessary to successfully perform the required duties. All new positions will have a salary grid approved by the Board.


Selection Committee Formation:


For the positions not hired exclusively by the Executive Director, the President shall form a Selection Committee which shall include the Executive Committee, the Chair or designated representative of the Diversity Committee and the Director of the division where the vacancy has occurred. The President may also appoint two additional members, except when hiring for the Executive Director position, in which case additional appointees at-large shall be two Directors from the board and one each from the Local Presidents Committee and the Government Relations Committee.


The Selection Committee shall select and recommend three (3) candidates to the President and the Executive Director for their consideration. Positions shall be filled in conformity with the MAPE/OPEIU Local 12 contract, if applicable. If two or more candidates are equal in terms of knowledge, skills and abilities, as determined by the selection committee, and one or more candidates are MAPE members, a MAPE member shall be forwarded to the Board of Directors with a recommendation to hire.


For the positions of Business Manager, Director of Member Representation and Services, and Director of Public Affairs and Communications, the top candidate will be referred to the Executive Director. The President shall be at the interviews with the Executive Director. The Executive Director will make a recommendation to hire to the Board of Directors for approval. Following Board approval, the Executive Director will make the offer of employment to the successful candidate.


  1. All candidates to be interviewed, including MAPE members, must meet the minimum qualifications for the position. MAPE activism/membership will be considered a positive factor in the process and may substitute for qualified experience. If MAPE creates an on-the-job training opportunity in lieu of qualified experience, MAPE member applicants will be given priority status. Non-selected MAPE members shall be notified in writing at the point the interview pool is formed if they are not going to be offered an interview.


  1. All applications become the property of MAPE and will be kept on file for six (6) months. If a new vacancy occurs, the top five applicants on file may be notified of the vacancy and given a chance to update their application.


  1. All interviewed applicants who are not referred for consideration to the President and Executive Director will be notified in writing within one (1) week of the acceptance of the position by the successful candidate. Applicants referred for consideration to the President and Executive Director that are not forwarded to and approved for hire by the Board of Directors will be notified in writing within one (1) week of acceptance of the position by the successful candidate.


Interview:


  1. The Selection Committee shall develop a list of interview questions.


  1. All candidates will be asked the same prepared questions. The Committee members may ask other relevant questions a needed.


  1. The Committee will develop a method for rating all aspects of the interview/application process prior to the interviews. Every effort shall be made to interview all candidates on the same day.


  1. After completing the interview process, the Committee will discuss and evaluate the qualifications of each candidate. The Committee will consider interview responses, experience, writing samples, and references. The three (3) candidates with the highest combined scores will be referred to the President and the Executive Director for consideration. For the position of Executive Director, the top candidate will be forwarded to the Board of Directors with a recommendation to hire. Following a positive majority vote by the Board of Directors, the President will make the offer of employment.


  1. If deemed necessary, second and third interviews may be conducted.


  1. The President and the Executive Director will be responsible for ensuring that references are thoroughly checked prior to any offer of employment. In the case of hiring for the Executive Director position, the President will assume the responsibility.


Positions filled through the Selection Committee recommendation and Board approval process:


Executive Director

Business Manager

Member Representation and Services Director

Public Affairs and Communications Director

Business Agents

Organizer

Communications Coordinator

Public Affairs Coordinator

Assistant Communications Coordinator

Senior Communications Advisor


Positions filled by the Executive Director:


The following positions may be filled by the Executive Director and he/she will report the results to the Board of Directors at the next scheduled meeting following the completion of the hiring process. When positions they supervise are involved, the appropriate Division Director will participate in the hiring process.

Administrative Assistant

Financial Specialist

Administrative Specialist

Membership Database/IT Specialist

Accounting Assistant


Board of Directors Approval:


The Board will be provided with the successful candidate’s credentials and the recommendation. The Board will accept or reject the recommendation by a majority vote. Following Board of Directors approval, the Executive Director or the President will make the offer of employment.


The Board may require that the selected candidate be presented to them and stand for questions at the scheduled Board meeting closest to the selection or at the next meeting of the Board.




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