Roster Postings Like a Pro

1. Roster Postings Like a Pro Amber Ziegler Department of Movement Sciences

2. Acknowledgement and Thanks From Human Resources A huge thank you to Amber Ziegler in the College of Education for her work on preparing this presentation for roster hiring in PeopleAdmin. She has been a leader in helping us to implement the roster process, and we appreciate her efforts and results in this regard. This page is a preview of the roster hiring process, prepared by employment services. Please call the PeopleAdmin specialist at Human Resources with any questions you have about rosters. A roster is a posting that lists several positions, usually temporary faculty positions. The roster is posted with the same minimum and preferred qualifications. Applicants who are qualified for and wish to be hired for more than one position, may indicate that in their application. To post a roster, please follow the following guidelines: • Create a new position in position management. • In the position request rationale, first indicate which PCN the department will use for this position. Then indicate the need for the roster. • Complete the action, and send forward for approval. • Post the roster after the action is approved. • The selection and hiring proposal for all employees in the roster will take place from that one posting. • For each employee hired, a new action for approval to hire must be started. This will ensure each hired employee will be placed into the system after the hiring process is complete. • To start the new action, clone the original action and adjust the job duties to include only the classes that employee is hired to teach. • Use the newly approved action for the hiring proposal.

3. Position Description • Position title • Vague, but descriptive • Request rationale • Why a roster posting? • Temporary PCN • Pay Range • Position summary • Capture common elements of every position to be filled • Specific range of courses, or general groupings

4. Position Description • Responsibilities • Again, vague ...but descriptive • Qualifications • Capture everything • necessary to the positions

5. Postings – General • Search coordinator – one or two, depending on size of pool • Two week minimum (temp faculty) – set a priority date • Posting Documents • Keep it easy! Qualifications and position summary won’t change from applicant to applicant • Applicant Documents • Utilize “Other Document” options • Committee members – at least three, more than one gender

6. Postings – Special Instructions to Applicants(This is where the magic happens) • List specific needs • Give essential info • Clarifying comments • Contact info

7. Hiring! Need a unique position description for each hire – my method: • Clone the original PD • Candidate/position info in request rationale and submission note • DO NOT CHANGE ESSENTIAL PD ELEMENTS IN ANY WAY • Email HR with explanation and request to be moved forward to approved • Attach hiring proposal to appropriate PD once it has been approved

8. Hiring (Proposals)! Everything works pretty much the same except... • Salary! • Provide specifics – what are they teaching, how does it add up to the total requested salary? • Total Requested Salary: $1875 • So-and-so will teach the following sections at $625/section: • PEB 106-07 • PEB 106-11 • PEB 106-16 • $625 x 3 = $1875