Service Level Agreement Template

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SERVICE LEVEL AGREEMENT
Title:
Recruitment Process
HR SLA #1
Division:
Finance, Administration, Advancement
Department:
Human Resources
Effective Date:
10/1/13
Owner:
Revision Date:
Service Description:
Consistent, predictable, efficient completion of hiring process for employees to ensure optimal staffing levels
college-wide.
Delivery/Response Time Commitment:
Recruitment Service Level Agreement
Hiring Manager/Department
Human Resources
Position Creation/Discovery
Create (or review for existing) job
description (JD)
Within 1 business day of receipt of JD, distribute to bargaining units for
Send finalized JD to HR
review in compliance with contract requirements.
Within 1 business day of receipt of input from bargaining units, finalize
classification (band, level, bargaining unit) decision and communicate to
Hiring Manager/Department
Complete Request for Position Form
(RPF) and submit with JD to Dean (or
Admin equivalent) for written approval
Submit approved RPF and JD to
Within 1 business day of receipt of VMRT approved RPF and JD, notify
Vacancy Management Review Team
Budget Office to obtain Position Number, FOAPAL, other pertinent
(VMRT) for final approval.
information.
Within 1 business day of receipt of Budget information, forward
information to Hiring Manager/Department and instruct that position
can be created/finalized in People Admin
Within 1 business day of notification that Hiring Manager/Department
has created the Posting, review the posting for accuracy and
Create the Posting in People Admin
appropriateness; add appropriate designation as 'regular', 'provisional',
with information from approved RPF,
'temporary', 'internal only'; create posting specific questions to screen
JD and Budget information.
for minimum required qualifications; notify Hiring Manager/Department
that posting has been finalized and to initiate Departmental final review.
Within 1 business day of notification that Hiring Manager/Department
has created the Posting, for FT Faculty positions, notify union (MAHE)
that position is being posted and request names of MAHE recommended
search/interview committee members with due date indicated as 15
calendar days from notification.
SERVICE LEVEL AGREEMENT
Title:
Recruitment Process
HR SLA #1
Division:
Finance, Administration, Advancement
Department:
Human Resources
Effective Date:
10/1/13
Owner:
Revision Date:
Service Description:
Consistent, predictable, efficient completion of hiring process for employees to ensure optimal staffing levels
college-wide.
Delivery/Response Time Commitment:
Recruitment Service Level Agreement
Hiring Manager/Department
Human Resources
Position Creation/Discovery
Create (or review for existing) job
description (JD)
Within 1 business day of receipt of JD, distribute to bargaining units for
Send finalized JD to HR
review in compliance with contract requirements.
Within 1 business day of receipt of input from bargaining units, finalize
classification (band, level, bargaining unit) decision and communicate to
Hiring Manager/Department
Complete Request for Position Form
(RPF) and submit with JD to Dean (or
Admin equivalent) for written approval
Submit approved RPF and JD to
Within 1 business day of receipt of VMRT approved RPF and JD, notify
Vacancy Management Review Team
Budget Office to obtain Position Number, FOAPAL, other pertinent
(VMRT) for final approval.
information.
Within 1 business day of receipt of Budget information, forward
information to Hiring Manager/Department and instruct that position
can be created/finalized in People Admin
Within 1 business day of notification that Hiring Manager/Department
has created the Posting, review the posting for accuracy and
Create the Posting in People Admin
appropriateness; add appropriate designation as 'regular', 'provisional',
with information from approved RPF,
'temporary', 'internal only'; create posting specific questions to screen
JD and Budget information.
for minimum required qualifications; notify Hiring Manager/Department
that posting has been finalized and to initiate Departmental final review.
Within 1 business day of notification that Hiring Manager/Department
has created the Posting, for FT Faculty positions, notify union (MAHE)
that position is being posted and request names of MAHE recommended
search/interview committee members with due date indicated as 15
calendar days from notification.
Hiring Manager/Department
Human Resources
Position Posting/Recruitment
Within 1 business day of notification that Posting is ready for activation,
Review final draft of Posting and notify
notify Reduction in Force (RIF) employees and bargaining unit
HR that posting is ready for activation.
representatives as required by contracts.
Within 1 business day of notification that Posting is ready for activation,
activate Posting.
Within 3 business days of activation, send posting to Star_Alert for
campus wide publication and initiate external postings as appropriate
for the position.
Within 1 business day of activation (or within 1 business day of receipt
of MAHE recommended interview/search committee members) (or
within 1 business day of expiration of 15 day deadline for MAHE
recommendations) notify Hiring Manager/Department of need for
identification of search/interview committee members.
Interview/Search Committee Formation
In compliance with any relevant
bargaining unit requirements, identify
Within 1 business day of receipt of proposed search/interview
3 to 5 employees to serve as part of the
committee members, review committee for contract compliance,
search/ interview committee and
diversity concerns, and appropriate training completion.
forward names to HR.
Within 2 business days of receipt of proposed search/interview
committee members, enroll committee members in online Search
Committee training modules as appropriate and communicate such
enrollment to committee members with deadlines for completion.
Within 3 business days of completion of training by committee
members, forward to Hiring Manager/Department a search/interview
Search/interview committee members
committee packet which includes: final job description and posting;
complete online training.
sample interview questions; instructions for completing
interview/search process.
Organizes initial meeting and identifies
chair person for search/ interview
committee and provides with HR
committee packet.
Identifies for search/interview
committee any expectations for timing
of process, communication of results,
etc.
Ensures that search/interview
committee reviews job description and
posting as they create and finalize
interview questions, resume screening
process, teaching
demos/presentations, etc.
Hiring Manager/Department
Human Resources
Within 3 business days of receipt of proposed search/interview tools
Forwards proposed interview tools and
and questions, reviews and provides approval or recommendations for
plan to HR for approval before receiving
revision to search/interview committee chair person and conducts
applications or other applicant materials
final review of applicants to ensure candidates meet all minimum
qualifications.
Search/interview committee finalizes
Within 1 business day of receipt of final approved search/ interview
interview tools and plans and forwards
tools, provides online access to applications and other materials to all
final copies to HR.
search/interview committee members.
Candidate Interviews
Schedules search/interview committee
meeting to review application materials
and identify appropriate candidates for
interview.
Schedule and conduct interview of
candidates.
Identify candidates to forward for
second level search/interview
committee interview as appropriate.
Second level search/interview
committees follow same formation and
review process as first level committees.
Identify recommended candidate to
pursue background screening and
Within 1 week of receipt of name of final candidate, completes
provide HR with name of candidate as
reference checks (including internal references for internal candidates)
well as a summary statement
and develops proposed offer of employment (including proposed
(paragraph) indicating rationale for
salary) to be reviewed with Hiring Manager/Department
selection of identified candidate and
forwards summary to HR.
Hiring Manager returns all screening
materials (including committee(s)
materials) to HR.
Offer Process
Reviews proposed offer and provides
Within 1 business day of finalization of proposed offer, contacts
any recommendations or requests for
selected candidate and makes contingent offer of employment and
modification to HR.
communicates final steps necessary for selection.
Within 1 business day of notification from candidate of acceptance of
proposed contingent offer, forwards candidate contingent job offer
letter, along with background screening/criminal background request
forms for signatures.
Hiring Manager/Department
Human Resources
Within 1 business day of receipt of signed background screening
documents from candidate, submits request for criminal background
check to screening agency (Pinkerton).
Within 1 business day of receipt of completed criminal background
(Pinkerton) screening, prepare formal offer of employment and send
to Hiring Manager/Department for final review
Reviews final offer and provides any
Within 1 business day of finalization of final offer, contacts selected
recommendations, additional
candidate and makes final offer of employment, following up with
information, or requests for modification
written offer by e-mail.
to HR.
Within 1 business day of notification of acceptance of final offer,
notifies Hiring Manager/Department.

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