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Filling New and Current Positions

New Positions
 
To establish a new position, the following must be completed:
  1. Personnel Request Form signed by the Vice President for Finance and Administration and the Budget Manager
  2. Employee Work Profile,
  3. Department Organizational Chart to show reporting structure, and
  4. Justification for establishing position and description of how position will be funded. 
     
     
Filling Current Classified Vacancies
 

 To fill a current vacancy, the following must be completed:

1.   Personnel Request Form with the appropriate signatures, and a
2.   Reviewed or revised Employee Work Profile (EWP).
 

The employing unit Supervisor and the Director or Dean for that unit shall develop the vacancy announcement.  The announcement shall be approved by the Human Resources (HR) Manager prior to the advertising of the position, but within one week of receiving the proposed announcement. Sample vacancy announcements or copies of previous announcements are available upon request.  The Supervisor and Director or Dean in consultation with the HR Manager shall develop a job posting of required and preferred qualifications to be considered by the search committee.

 

Employee Work Profile (EWP) and Performance Standards

  1. The employing unit supervisor must develop a thorough position description/employee work profile by conducting an analysis to identify actual tasks performed, their frequency, and the importance of specific employee traits or skills needed.  Supervisors should also consider if rearranging existing staff and/or work responsibilities and processes could better achieve organizational objectives.
  2. The EWP and minimum qualification standards should reflect major job functions. The supervisor should utilize the EWP to develop core responsibilities for the position.  If an EWP already exists for the position, the supervisor should review the existing description and make necessary modifications for changes that may have or will occur.
  3. Vacancy listings, announcements, EWP, and core measures shall serve as the basis for developing the evaluation criteria. The employing unit Supervisor and the Director, Dean, or Vice President for that employing unit shall establish evaluation criteria detailing required performance standards and behavior factors that contribute to fully successful employment in the position. In turn, these criteria may be used in advertising as well as in the selection grid. Concerns about the grid shall be resolved by consensus of the HR Manager, Director, Dean, or employing unit Supervisor.

 

Filling Current Part-Time Vacancies

 

Job Description and Performance Standards
    1. The employing unit supervisor must develop a thorough Job Description (JD) by conducting an analysis to identify actual tasks performed, their frequency, and the importance of specific employee traits or skills needed.  Supervisors should also consider if rearranging existing staff and/or work responsibilities and processes could better achieve organizational objectives.
    2. The JD and minimum qualification standards should reflect major job functions. The supervisor should utilize the JD to develop core responsibilities for the position.  If a JD already exists for the position, the supervisor should review the existing description and make necessary modifications for changes that may have or will occur.
    3. Vacancy listings, announcements, JD, and core measures shall serve as the basis for developing the evaluation criteria.  The employing unit Supervisor and the Director, Dean, or Vice President for that employing unit shall establish evaluation criteria detailing required performance standards and behavior factors that contribute to fully successful employment in the position.  In turn, these criteria may be used in advertising, as well as in the selection grid.  Concerns about the grid shall be resolved by consensus of the HR Manager, Director, Dean, or employing unit Supervisor.

Part-time Emergency  Employee Hire

 
The position involves work that is temporary in nature and will not exceed sixty (60) days in duration. During the emergency hire period, the College will proceed with filling the position if the position is expected to last more than sixty (60) days.
 
All part-time hourly positions will be listed one or two weeks in the state Recruitment Management System (RMS), on the CVCC Human Resources (HR) web page, and in additional media as agreed upon by the Dean, Director, Department Head, and the HR Manager. 
 
As a reminder, a CVCC Part-Time Employment Request Form must be completed for all part-time hourly positions. This ensures the Dean, Director, Department Head, or appropriate Vice President(s) and Human Resources have approved the request.  The CVCC Part-Time Employment Request Form must also include a detailed Job Description (JD) including the appropriate knowledge, skills, and abilities required for the position.

 

These procedures do not apply to Federal Work-Study Positions. 

CVCC