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General Advertisements 
  1. For classified and wage positions, work and role titles will routinely be used in advertising, in order to provide a more accurate and commonly understood title to potential applicants.  Salaries will be advertised listing the minimum salary and will be determined by the level of work performed within a role, the work unit’s budget, and past recruitment history for similar roles.

  2. Advertising must include the phrase “An Equal Opportunity Employer or EOE.”  In addition to openly advertising a vacancy, the HR Manager shall engage in recruitment aimed specifically at generating applications from qualified minorities, women, disabled individuals, and veterans, when deemed appropriate.  If the applicant pool inadequately represents minorities and/or women, or if a qualified applicant cannot be found by the closing date, additional recruiting actions shall be determined jointly by the HR Manager, Supervisor of the employing unit, and Director or Dean of the employing unit.

  3. All job announcements shall also be posted on the College’s web site.  All vacant, continuous recruitments may be conducted for those roles identified as being difficult to fill and retain on a College-wide basis. 

  4. Teaching faculty, administrative faculty, certain professional, classified staff, and the President’s position shall be recruited for nationally.

  5. The HR Manager may authorize exceptions to the posting of vacancy announcements if a recently completed search must be conducted again within sixty (60) days.  For example, if an employee hired two months ago leaves our employment, the HR Manager and/or  AA / EEO Officer may approve using the previous applicant pool without another posting of the position to refill the position. The request to utilize the same pool should be in writing from the supervisor of the vacant position to the HR Manager.  Documentation regarding authorized exceptions must be retained in the HR Office recruitment file.

  6. Advertisements on the website should include the following:

    • Minimum range of salary within the pay band (for staff positions);
    • Rank or role and position / working title;
    • Name of work unit and campus location;
    • Minimum qualifications;
    • Preferred qualifications;
    • Core duties and measures;
    • Application procedures (including any specialized interview and selection processes, such as panel interview, a practical skills assessment, etc.);
    • Benefits Information; and the
    • Closing date for recruitment.

7. Vacancy announcements may NOT 

    • List specific requirements as minimum or required qualifications, unless they are required for accreditation purposes or supported by a class specification and job analysis (these requirements should otherwise be listed as preferred qualifications);
    • Require a specific number of years experience;
    • Require absolute educational qualification unless required by class specification; or
    • Require unreasonable proficiency levels.

CVCC