Processes (P)

4P1-4P2 Identifying Specific Credentials, Skills, and Values; Hiring, Orienting,
Retaining, and Planning Changes in Personnel

Western follows established guidelines for recruiting and hiring employees, including advertising nationally, regionally, or locally, as appropriate to the position, and hiring the most qualified candidates (Policy Guide, 3: I.M).

As positions become vacant, units review curricular and departmental needs and update position descriptions before communicating the vacancy. This includes reviewing credentials and requirements for the job. Justification for the position includes curricular and departmental needs as well as the institution’s mission, goals, and priorities. Positions are posted publicly after the position is approved through the appropriate vice president and the President’s Cabinet.

Positions can be filled internally if candidates possess the requisite qualifications and experience for the position. Staff recruitment includes a seven-day internal posting before the position is advertised outside the institution. In special cases, internal and external recruiting may be concurrent.

Western uses search committees for full-time exempt positions and for some non-exempt positions. The make-up of each search committee includes employees from the hiring department, and frequently, representation from other departments. Some searches, when appropriate, have student participation on the committee. As appropriate, the on-site interview includes a cross section of the campus community and presentations by the applicant. The search committee consists of people whose individual expertise is used to ensure that the candidate meets appropriate qualifications.

Background checks, employment verifications, reference calls, and official transcripts provide a thorough base of information on the candidate’s credentials and fit with the Western community. Appropriate vice presidents review and approve final candidates. The Board of Governors approves all exempt staff and faculty positions.

The faculty search process (Policy Guide, 3.I.I-L, Appendix D) includes the following steps:

• Development of a position description, announcement, and advertisement
• National advertisement using internet or appropriate trade publications
• Completed candidate files
• Acknowledgement letters to applicants and an Affirmative Action Demographic Card
• A sorting of applicants
• Notification to applicants no longer being considered
• Reference checks
• Interviews at a variety of levels, including a demonstration of teaching skills
• Committee recommendation and final selection of successful candidate
• Completed search process and job offer

As an Equal Opportunity Employer (Policy Guide, 3.I.B; Appendix C), Western complies with the Americans with Disabilities Act and institutional policies and procedures for personnel searches.

Western addresses employee retention through orientation, training and development (4C4), evaluation (5R1), and the performance review system (4P6). An orientation conducted by Human Resources was added to the hiring process during FY2006 and occurs soon after the new employee is hired.

The pay-for-performance evaluation process works with performance-based incentives and compensation for employees throughout the institution (4P7, 5P7). Employees develop annual work plans that address position requirements and include specific goals. During the annual evaluation meeting, unit supervisors and
department chairs evaluate employee performance and review new goals, suggesting revisions as needed.

Western follows promotion, tenure, awards, and pay-for-performance policies as outlined in the Policy Guide (2.I.C, VI.C-G, VI.F, VII, VIII, Appendix D). Succession planning includes ongoing needs analysis, replacement, redefinition, and reallocation of positions. The President’s Cabinet anticipates vacancies, including retirements, and approves filling open positions contingent on funding and institutional priorities. Some positions may be filled with an interim appointment to provide for seamless transition. The Board of Governors approves a multi-year contract for the President which enables Western to anticipate and prepare for succession. The institution’s five-year plan and implementation schedule helps to assure continuity in mission, goals, and objectives as changes occur in personnel.