Quincy College does not discriminate on the basis of race, color, religion, national origin, age, gender, sexual orientation, or veteran status in any matters relating to recruitment, selection, employee training and development, promotion, benefits and other terms and conditions of employment. Quincy College is actively committed to increasing diversity and making every effort to seek and hire individuals that will have the College reflect the diversity of the communities it serves. As part of this commitment, a member of the Human Resources staff shall become an ex- officio member of all searches for all positions.
A. Recruitment and Hiring:
The goal of the selection process is to find the person who is best able to perform the essential functions of the position while achieving a workforce that reflects the diversity of the of the community population. Any criterion or process that is used to screen and select candidates, from qualification requirements through the interview, must be job-related and applied consistently to all candidates. If the College is not receiving a satisfactory response from the posting, the College may repost the position vacancy, internally and externally, with a new or extended deadline.
Individuals seeking employment in professional positions must submit a resume, letter of intent, and three references. All other individuals interested in non-exempt or hourly positions must complete a Quincy College Application for Employment or furnish a resume with letter of intent and three employment related references.
All required applicant information must be received inthe Human Resources office within the posted time limits to receive consideration.
Quincy College relies on the accuracy of the information contained in the Employment Application, as well as the accuracy of other data presented during the hiring and employment process. Any misrepresentations, falsifications, or material omissions in any of the information or data present throughout the hiring process may affect this application process or outcome unfavorably and may result in the exclusion of the individual from further consideration for employment or may result in discharge from employment if discovered at a later date.
All candidates selected to be interviewed shall be requested to complete the standard Quincy College Employment Application form prior to the interview. The information on the application will supplement the information contained in the resume and gathered during the interview. The Application can be obtained in Human Resources and is a standard form that must be used for all candidates being considered for hire.
Applications for each position will be screened to select a group of candidates to be considered for the position. Candidates will be interviewed in a fair and consistent process following the College's interviewing guideline. All candidate conversations shall be documented and a Candidate Interview Evaluation Form is available in Human Resources for this purpose. Finalists for a position shall be interviewed by the senior department manager and divisional VP and/or President.
Reference checks are a valuable tool to be utilized in the candidate selection process. A minimum of two (2) positive employment references must be obtained prior to making a recommendation for hire or 2 written recommendations verified. All completed reference checks must be documented and will be maintained in a personnel record upon hire. A Reference Check form is available in Human Resources.
Recommendations to employ are made through the administrative process to the College President. Executive level Exempt Non-unit positions are appointed by the President of the College. All other Unit and Non-unit position appointments, contracts and/or letters of hire are made by the President or President's designee and upon recommendation from the divisional manager. The President may designate an executive team member to compose or authorize formal written appointments or contracts of employment but the President is the only hiring authority and shall provide written approval of all personnel action in accordance with M.G.L. Chapter 71.
Consult Human Resources for further guidelines regarding Job Descriptions, personnel request and vacancy approval, posting procedures, recruitment, screening and interviewing guidelines, and candidate selection.
B. New Employee Orientation:
All new employees must attend Orientation with Human Resources. Human Resources shall arrange an appointment to conduct New Employee Orientation on or before the first day of employment and upon receipt of authorization for hire and required documentation.
Orientation is a forum for the College to provide new employees with necessary information about their employment, payroll, and benefits eligibility. At Orientation HR shall obtain required employment documentation and shall provide new employees with an an overview of essential policies and procedures.
New employees must complete tax forms, an emergency notification form, and other required documents at time of hire in compliance with state and federal record keeping requirements. A Form 1-9 must be completed at time of hire and in accordance with the Immigration Reform Control Act. The employee must present acceptable original documentations to be verified by Human Resources within 3 days of employment to comply with federal law.
C. Immigration Reform and ControlAct of 1986:
The Federal Government's Immigration and Control Act of 1986 requires that all new employees must present documents establishing both their identity and employment eligibility. In order to comply with the law, new employees are required to complete an Employment Eligibility Certification Form 1-9 and provide acceptable identification. Persons who are not citizens of the United States must also provide evidence that they are permitted to work in the United States. Questions concerning this law should be addressed to Human Resources.
Original: June 2006