The hiring manager and Personnel staff should assure that the critical tasks, KSAs, and training and experience requirements, including any selective criteria, necessary to successfully perform the duties of the position have been identified. Information from the job analysis and position description will guide the hiring manager in drafting the vacancy announcement. Personnel staff will ensure the vacancy announcement meets the requirements of State policy. Personnel staff should be consulted for assistance and will be responsible for review of selection tools and procedures. Some examples of selection tools include structured interview, in-basket exercises, written tests, skills tests, and reference checks.
Applications are to be submitted by job applicants directly to the Personnel office.
A designated Personnel Office staff member will screen all applications to determine which applicants meet essential qualification requirements including any selective criteria. After determining which applicants are unqualified and which applicants possess essential possess essential minimum qualifications, the designated Personnel Office staff will further evaluate the qualifications of job applicants, using the preferences mentioned in the vacancy announcement. The hiring manager will determine those applicants who are most qualified by using job related evaluation criteria developed prior to receiving the applications. The evaluation criteria should be based upon the job-related qualifications identified in the vacancy announcement. Applications must also be reviewed in relation to all applicable policies and priorities.