Presentation Transcript

1. Hiring & Layoff Presentation

   Presented by Service Center B: Aron Lewis, Lead HR Generalist Katy Rau, Assistant Director
2. Agenda Hiring Identifying Need Initiating Request Required Documents Approval/Posting Process Recruitment Speed Bumps Making the hire Documenting Performance Layoffs Identifying Need Initiating Request Approval Process Notifying Targeted Employee Scenarios Resources
3. Hiring Staff
4. Identify Need for Hire Replacement vs. New position Temporary vs. Long Term % Effort Needed Budget considerations Supervision
5. How to Initiate Hire
6. Required Documents for Hires
7. Updated JD/ERF
8. Updated JD/ERF
9. Approval & Posting Process Compensation Specialty Center Employment Specialty Center Employment Specialty Center Service Center (SC) Department Submits SRS Recruitment Ticket which includes completed JD/ERF, Org Chart & applicable supplement Consults & Approves with SC on Classification as needed Reviews JD/ERF for classification in conjunction with Comp; ask ?s and requests additional information; routes ticket to Employment Creates job req; sends notification email with link; manages pref rehire process
10. Minimum Posting Requirements
11. Recruitment Speed Bumps: Reassignment Definition:When an employee has been given notice of an indefinite layoff and a vacancy exists in an active career position in that employee’s unit at the same classification and salary grade as the employee’s current position, the employee will be reassigned to that position, provided the employee is qualified to perform the duties and responsibilities of the position.
12. Recruitment Speed Bumps: Preferential Rehire/Recall Definition:The right of a regular status employee who is laid off indefinitely or whose time is reduced indefinitely and has elected* to receive preferential consideration for any active, vacant career position for which the employee is qualified, which is at the same or lower salary grade, at the same or lesser percentage of time, and at the same campus as the position from which the employee was indefinitely laid off or indefinitely reduced in time. *Note: Based on contract/policy language
13. Recruitment Speed Bumps: Priority Reassignment Definition: a preferential employment process whereby an employee with a disability may be selected for another position at the University without the requirement that the position be publicized. This Priority Reassignment process does not provide a right to guaranteed re-employment.
14. Identify Final Candidate Reference checking File Review (if internal to UC) Resume Supplement/Conviction History Work with your Service Center to set initial salary Offer Letter SRS “Hire or Transfer In” Ticket Onboarding (if applicable)
15. Onboarding Schedule
16. Documenting Performance Probationary Mid-point Check-in (checklist) Probationary Performance Evaluation (6 month) Annual Performance Evaluation Performance Management if needed Work closely with your HR Generalist
17. Layoff & Reductions in Time (RIT)
18. Identify Need for Layoff/RIT Funding Lack of work Reorganization Or any combination
19. How to Initiate Layoff/RIT
20. Notice Requirements (Indefinite Layoffs)
21. Approval Process Lead time: 3-6 months depending on contract Department Service Center (SC) Labor Submits approved BP & Org Chart to SC & responds to additional ?s or requests for additional info Ensures BP is complete and asks ?s & additional info as needed; completes request for seniority; forwards complete packet to Labor for approval Reviews packet; asks additional ?s; approves; provides seniority points for order of layoff
22. Approval Received – Employee Notification
23. Scenario: No Seniority EE Notified of lack of seniority Notice issued
24. Scenario: Seniority #1 EE waives rights (may require union approval) EE notified of seniority rights Notice issued
25. Scenario: Seniority #2 EE notified of seniority rights EE decides to exercise seniority SC cursory review resume & required qualifications EE meets with least senior supervisor Request to retain outside of seniority EE reassigned into least senior role Move on to next less senior OR notice issued Notice issued to least senior
26. Options to Employee Noticed
27. MSP Termination (Layoff) Policy makes no distinction between involuntary termination and layoff; follows the involuntary termination process: No seniority consideration Intent to dismiss (60 calendar days’ notice) Skelly period Separation Agreement & General Release Severance (1 month for every year completed max 6 mos) Final dismissal
28. Layoff Expenses Severance/Reduced Severance (if elected) Vacation Payout Career Counseling & Outplacement Services (PPS & MSP) Coverage of salary throughout process and notice period
29. Resources
30. Helpful Links
31. Questions??

32. Thank You!