1. Recruitment, Assessment and Selection

2. Pre-Recruitment Process for SMPH Departments Department/Hiring Manager submits to Dean’s office Hiring Committee for approval of position If approved Position is entered into JEMS/CHRIS or PVL Dean’s office reviews JEMS/CHRIS/PVL Entry and approves to campus for review Once campus approves PD, department enters into Job Apply (University Staff- Required) 2 week and 4 week posting periods Screening criteria is submitted to Dean’s office Dean’s office reviews and approves screening criteria and notifies department Create PD and screening criteria FLSA and title determination Waiver? If so, skip to CHRIS/PVL entry below Determine if position is underutilized Recruitment Efforts Plan needed?

3. Reference Checks (One current or previous supervisor required) Advertising: AS- Category 8 and above. US- if underutilized. Recruitment Process for SMPH Departments As you receive applications, communicate receipt of application materials with applicants. (Job apply will do this for you) Screen applicants using criteria Interviews and Selection (panel must consist of 2 or more people for final round)

4. Make contingent offer to candidate. Run job history on candidate. Run equity report and determine salary (need SMPH & campus approval for anything over midpoint for US) Post Recruitment Process for SMPH Departments Once CBC is completed, department writes appointment letter and sends to candidate. Start onboarding process Close out recruitment file, retain for 7 yrs. Department communicates with Applicants not selected Send candidate’s resume to Dean’s office and request CBC Submit JEMS entry (AS) or form (US) to Dean’s office along with final appointment letter and org chart Dean’s office approves JEMS/CHRIS entry to HRS

5. Recruitment, Assessment and Selection New Requirements (effective 7/1/15): Screening criteria sent to Dean’s Office (AS and US) Job Apply (required for US- effective 6/1/15) Interview panel– must consist of at least two individuals for final round Reference checks- must include one current or previous supervisor Department requests CBC to Dean’s office Department writes appointment letters (Department Chair, Administrator or HR can sign)

6. Screening Criteria Examples: Education No degree required, but education or coursework in XXX or other related fields is helpful. Bachelor’s/Master’s degree required/preferred; Specialization XXX field required/preferred. Experience At least one year of recent professional work experience as an MLT including venipuncture and lab equipment is required. Familiarity with contents and use of electronic medical record (EMR) systems in a clinical setting preferred.

7. Screening Criteria Examples: Skills Skill with Adult and Pediatric phlebotomy procedures and techniques is required. Ability to create and maintain web-based electronic databases and filing systems required. Strong media presentation skills, web and social media skills, calendar management skills desired. Skill with variety of computer programs and tools including proficiency with Microsoft Office (Excel, Word, PowerPoint), Adobe PDF, etc. Knowledge Existing knowledge of UW-Madison e-reimbursement system and policies and procedures including travel and p-card purchasing is preferred. Knowledge of clinical confidentiality/privacy issues preferred. Knowledge of UW regulations and procedures, including the XXX preferred.

8. Example Applicant Instructions: Please upload a current resume and cover letter describing your qualifications for this position. Include responses to the following: Do you possess a 2-year Associate Degree as a Medical Laboratory Technician (MLT) from an accredited institution? Do you have at least one year of recent professional work experience as an MLT including venipuncture and lab equipment experience? Are you skilled with keyboarding and the use of computers? Do you have knowledge of the Epic electronic medical records system or LabDAQ Laboratory Information System? Are you skilled with Adult and Pediatric phlebotomy procedures and techniques? Finalists for the position should be able to demonstrate the following in a personal interview: Knowledge of modern laboratory principles and techniques and ability to apply them in clinical analysis leading to the diagnosis of disease. Knowledge of principles of chemistry, bacteriology, serology, hematology and parasitology. Knowledge of laboratory safety policies and procedures. Knowledge of CLIA and OSHA rules and regulations. Quality control principles and procedures.

9. Advertising

10. Initial Candidate Assessment: Determining who to invite for interviews

11. Recruitment File Checklist Division Human Resources, in collaboration with hiring administrators and search committees, must document searches to ensure compliance with UW-Madison and U.S. Department of Labor records retention requirements. Information documenting recruitment and selection procedures should be retained for all hires. School, colleges and divisions must maintain records documenting the following information for a period of seven years from the date the position is filled: information on all individuals who were hired or not selected; and the reasons for selection or non-selection. Among the records that must be retained are the following: ☐ Names of all members of the search committee and who served as chair ☐ Copies of the position description and announcement from the UW-Madison employment website ☐ Documentation of blue-collar multi-shift process ☐ Copies of the Recruitment Efforts Plan, advertisements, press releases, and other publicity materials and outreach activities ☐ Assessment and screening criteria ☐ List of applicants and nominees ☐ Candidate materials for example cover letters, work history, resumes/curriculum vitae, transcripts, recommendation letters, reference list, reference check materials, and copies of correspondence with individual applicants and nominees ☐ Sample correspondence (emails/letters) sent to applicants ☐ List of interviewees and interview questions ☐ Evaluations of candidates at each step, evaluations of candidates who are interviewed, reasons why candidates were not referred for selection, reason for selecting the finalist ☐ Affirmative Action Review Form (if applicable; see Recruitment, Assessment and Selection procedures for guidance)

12. Waiver of Open Recruitment Reasons (AS and US) 25% or less Two years or less Temporary acting appointments Leave of absence temporary replacement Official internship or fellowship programs Training completion for EIT’s Referral Priority (AS layoff candidate) Rehired annuitant Sole Source Spousal Hire Dual Role UW Fixed Term Finite to US Ongoing If hired through competition Temporary Employee (formerly LTE) Veteran Summer Service Summer Session FA to AS or AS to FA Position conversion Reactivate backup appointment HR Design Employee choice (classified exempt to AS) International employment rehire Other