Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-113 - Recruitment of personnel and hiring procedures

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy
			 statement
The human resources department ("HR")
				shall provide a service for the university of Toledo by recruiting staff
				employees. Advertising for applicants will originate from the HR department.
				The university supports an open and fair competitive
				process.
(B)
								Procedure
Whenever a position becomes vacant or a
				new position is created, the hiring department must complete an electronic
				personnel authorization ("EPAF") request to secure the necessary approvals and
				begin the recruitment process.
(C)
								The EPAF includes
			 the position description with comprehensive up-to-date position duties and
			 qualifications. Once job duties and classification have been provided, HR shall
			 determine the appropriate classification and appointment category. All
			 university appointments are for on-site employment. The university does not
			 extend offers of employment to work remotely unless the job description
			 indicates that the duties of the position require the individual to be located
			 elsewhere or to travel as part of their duties.
(1)
									Requests for a
			 new position are also processed by use of the EPAF and must be accompanied by a
			 position description denoting the basic character of the work, examples of
			 duties, essential knowledge, abilities and skills required, and working
			 conditions. The classification of a new position will be determined by HR in
			 accordance with civil service regulations, the policies of the university, and
			 laws set forth in the Fair Labor Standards Act. Positions shall be designated
			 based on actual duties performed by the position. In no case will positions be
			 designated to a higher or lower classification than the duties
			 allow.
(2)
									The EPAF and position description must be approved
			 appropriately by the department head, the office of financial planning,
			 analysis, and budget and HR. HR will respond within seventy-two hours provided
			 all required materials and supporting information are properly
			 submitted.
(3)
									After the approval process is completed and HR has
			 received appropriate paperwork, the position vacancy will be posted on the
			 university's online website; interested employees must apply online. All full
			 time classified and unclassified position openings at the university are posted
			 on the university's employment opportunity site located at
http://jobs.utoledo.edu
. Lateral and vertical job mobility is encouraged.
(a)
										If a position is
			 determined to be in a bargaining unit, the respective contract provisions on
			 bidding will be followed.
(b)
										The department or unit is strongly encouraged to review
			 personnel files and contact supervisors of the employees.
(c)
										Interviewing
			 managers may offer the position to a qualified internal candidate. Once
			 accepted, the interviewing manager must notify HR and all other internal
			 candidates of the reason for their non-selection and contact the employee's
			 current supervisor to arrange for an effective date of transfer, in accordance
			 with the timeframes in any applicable collective bargaining
			 agreement.
(4)
									If recruiting externally, the interviewing manager will
			 work closely with their HR consultant to create a recruitment plan and assist
			 the hiring department throughout the process.
(5)
									Once a selection
			 is made, the hiring department will inform HR of its selection. HR will make
			 the employment offer, with consideration for the affirmative action plan, and
			 schedule all pre-employment requirements, such as background checks, pre-hire
			 drug tests, etc.
(6)
									All candidates for hire on the health science campus
			 and/or university of Toledo medical center ("UTMC") must be cleared by
			 occupational health in compliance with the university's drug screen and
			 immunization review process, as well as a cotinine test for UTMC candidates for
			 hire, by the first day of work. The university may rescind offers of employment
			 if requirements for employment are not satisfactorily met. Employees may be
			 relieved from duty if the requirements are not complete.
To enter new employees on the payroll
				properly, see the rule
				3364-25-119 of
				the Administrative Code (personnel actions).