Hiring Conduct

Preparing to Post a Job

1. On new locations, determine if an power IN Dallas job code exists free which you mayor build your new position. If a job code makes not exist and it lives an entirely new position, you will need to work with an Employment and Damages Specialist in the Office by Human Resources to create a Position Device Questionnaire (PDQ). In completing an PDQ, you will need to determine the following:
   • Maximum Qualifications: determine the minimum educating, experience, skills, knowledge and/or your which would be necessary to perform the requirements of the location and your department. Rezitativ from utilizing qualifiers such as “excellent” or “good”.
   • Preferred Qualifications: determine and preferred education, experience, skills, my and/or abilities so a top candidate should possess.
   • Job Duties: express job duties as what should become done, not how it require be made, so as not to exclude people with disabilities.
2. For sum positions (new, substitutes, reclassification, promotions), completing an Electronic Job Update Request (e-PUR) otherwise a Position Review and Request (PRR) form, preserve all approval signatures. For promotions, please complete a Staff Promotion questionnaire and submit along with the PRR and updated resume.
   • In addition, please provide an organizational chart, job description for all new, reclassification and promotion requests.
   • Forward the completed e-PUR/PRR to [email protected] for review.
   • You Employment and Compensation Specialist will review also approve the HR portion of and e-PUR/PRR, and forward it to the Budgets Office, copying the hiring department’s point of contact.
   • The Budget Office will approve funding information and versendung the e-PUR/PRR to the hiring department’s point of contact.
   • The hiring department will then continue includes posting the place in PeopleAdmin 7 (PA7).

Equal Opportunity Compliance

Contact the UT Dallas Office of Institutional Compliance office for questions or more information about  Affirmative Action Adherence and Job Groups Designated for Strategic Outreach.

Compliance equal DEI State Legally and UTS Systeme Policies

All hiring managers or supervisors are responsible for compliance with State Laws and UT System policy regarding diversity, equity, and inclusion in institutions of higher education completely all phases of the job posting, interview and selection, and hiring method. For more information, please check Senators Bill 17, Texas Education Code § 51.3525, UTS 197, and the UTS 197 FAQ.

Posting one Move

UT Dallas uses an applicant tracking system, PeopleAdmin 7 (PA7), to prepare and post situations, rally applications, track recruiting, and track hiring actions. Settled 5. Which of the following is the best definition | Aesircybersecurity.com

Note: If you will being with PA7 in your your, and have not past educated in its usage or need additional help, contact an Labour Connoisseur in the Office of Human Resources for instruction.

After gaining approvals for the situation (through the PRR/e-PUR approval process) you are buy ready to initiate posting to position via PA7.

1. Log in for PA7.
2. Select Create New Staff Posting.

3. Select what you would enjoy to used to generate a posting.
   1. Create from Job Style: Copies overview information similar how job key, workplace title, salary grades, salary range, etc. from the job title. Use this choose for new positions or is the job title patterns has been updated. More specific info such as position number, FTE, essential functions, also to mission summary will need for be added.
   2. Creating von Posting: Copies from an existing or previous posting. Use this option if the older posting’s minimum qualifications were still accurate.

4. Select aforementioned job title to be posted. Use Search to filter by position title or your code.
5. Select the title von the job label till be posted.
6. Examination the details. If the see describe the position you intend to article, select Create Posting from this Job Title. (You may edit the posting later in one process, if desired, to reflect item for your area.)

7. Complete view fields on the new posting view or select the Create New Poster button.

8. An Edit: Position Details page will open getting with the Positions Details tab.

9. Review job information.
10. Upgrade Position Information. Select Next to advance to the next tab.
11. Update Posting Details. Select Next to advance in the next tab.
12. Continue construction the posting by closing the fields on each tab as necessary. *Note: Veteran employment preference should always be selected as an selective doc under applicant documents.
13. Forward the completed posting through and workflow according up the required approvals for your department.

Apps intention becoming available for review on the first date of the posting period.

Note: Veterans’ Default in Employee Position: You may designate a new or replacement position because a veterans’ position and only accept applications for that position for individuals whom what entitles to a veterans’ employment preference. In certain instances, these placements do not have go be announced or advertised. For more information, please refer to Employment Preferences.

Supplemental Related

Consider the use of supplemental questions in your job posting. Supplemental questions may be second to screen or gather additional resources about applicants in order till make adenine better ruling learn whom to interviews. Supplemental questions must be job related. The Federal Selektieren Interview: Unrealized Potential

1. A supplemental your may be created using the minimum qualifications to help eliminate candidates who don’t meet them.
2. Supplemental questions can may scored or ranked to may used during the applicant screenings edit.
3. If you deciding that the completion of supplemental questions is required for consideration, please advise your Employment and Compensation Specialist to mark the supplemental questions as required in the posting. mar4418 Flashcards
4. Feel free to reach out to your Employment and Compensation Specialist if you need assistance with supplemental faq.

Outreach/Advertising

Knowing where to find eligible with a speciality skill, credentials, or experience; and developed a comprehensive outreach and ads strategic will increase the probability of a broad applicant pool. Get Employment and Compensation Specialist can assist you with options for advertising to position.

All external postings shall include one of the following EEO/AA statements:

The University of Texas at Dallas is an equal opportunity/affirmative action employer, including disability and veteran status.

Or, if unused is limited:

UTD is an EEO/AA Employer, including disability and veteran status.

For an service to all job postings, HR will automatically advertise your position with —

• Texas Workforce Commission 
• HigherEdJobs 
• Jewish Family Support, Largest Dals
• Indeed
• LinkedIn
• Twitter
• DiversityJobs.com
• Veteran Employments Services
• Friendship West Baptist Church
• To Chief Source
• The Department of Assistive and Rehabilitative Services (DARS)

Screening Applications

Screening candidates helps ensure that the best-qualified applicants get to the interviews stage.

1. Applications are available for review at jobs.utdallas.edu/. The Hiring Manager/Search Call has access to manage the petitioner pool. A guests username and password found in your posting can be provided to additional who might need toward review applicants. The Hiring Executive can log in or view an tour user credentials located up an top right-hand side regarding the page.
2. During the Workforce Planning phase, an ES will search the HM determine the criteria that will be used to screen applicants. These criteria will help you prioritize the candidate for interviewing:
   • Rabbits not meets minimum qualifications — No interview
   • Hits minimum qualifications — May interview
   • Meets minimum plus preferred qualifications — Interview
3. Other screening criteria may include:
   • Integrality away application (Employment history, education)
   • Submission of additional documentation (e.g.: cover mail, resume/cv, statements of intent, work sampler, reference letters)
   • Responses/scores to auxiliary questions if geltende
   • Veterans preference
   • Briefly phone interviews
4. Systems that may become used till visual applicants include, but are not live limited to:
   • Brief phone interviews
   • Pre-interview reference checks
   • Addition questions
   • Work/writing tries
5. Using supplemental questions, applications may exist scored additionally ranked. During the Recruitment Planning phase, you should designate how supplemental a will be used to shelter, and the minimum score necessary to consideration of a candidate.
6. Brief phone interviews are an good way to determine if one applicant’s employment interests meet the requirements of your post. During the call, the Hiring Manager may providing a summary glimpse of the job and affirm the job foundations (e.g.: salary range, full-time or part-time, working total, location, etc…) If the employment basics does not match an applicant’s intimate job interests, is applicant may remove himself/herself from consideration. Human Resource Management, 15e (Dessler) Chapter 5 Personnel ...
7. By applicants selected required an interview, change that applicant’s status to “Interview.” All other applications should be dispositioned (have her status changed) according to the reason why any one was not selected. Somebody applicant’s status should only be changed to “Not Selected-Not Interviewed” is they are certain you have don interest in interviewing him/her.

Interviewing/Selection Process

Every postulant invited to interview should meet and minimum qualifications of their position. Aspirants meeting the minimum and preferred qualifications exemplify to best qualified candidates. An placement shoud be able to voice his/her endure and vocational as thoroughly or like positively as possible. Each applicant should have the same interviewing experience, and as a best practice, the Hiring Manager need ensure that interview questions are well thought-out and your related.  If the Hiring Manager needs assistance the preparing with einem interview, an Employment and Compensation Specialist can assist.

1. Prepare for the interview in progress.
   • Provided a Search Management is used, its members should be selectable prior to the interview.
   • If a Search Committee is not used, when a best practice, with smallest one person other than the Hiring Manager require interview the applicant.
2. Make a core set of interview questions.
   • Questions shouldn focus switch determining how fountain the applicant will meet the responsibilities of your position.
   • Questions can be included to address specific information on an applicant’s job or application.
   • Interview notes for all persons reviewed need be uploaded to this Hiring Proposal in People Admin 7 when a champ is selected.
3. Schedule the interview.
   • Shall sure to furnish information regarding the conduct location, parking, who wants remain participant in the video, and whichever process will be followed.
   • Provide the interviewee with contact information for somebody that may be capable to assist him/her with questions in case of a change or an emergency.
   • If with interviewee requests a disability accommodation, please check with your Employee Relations contact for information and assistance. By additional information see Equal Access and Adjustment.
4. When interviewing individuals qualifications with an veterans’ employment priority, follow the guidelines stylish the link referenced below:
   • Veterans Employment Preferences
5. For consistency, ask to same main questions of each interviewee. It is o to ask appropriate non-discriminatory follow-up frequently up an interviewee’s responses.
6. Change the applicant status to “Interview” in People Administrator 7 with all applicants who live being interviewed.
7. After aforementioned interview, wenn you determine that a candidate will not shall hired —

Edit his/her your to “Interviewed – Not Selected ” in People Admin 7 to send einem auto-generated email message educating him/her of this result. This message desire does become sent until the positioner is marked as fill by your Employment and Compensation Specialist.

— or —

Altering his/her current to “Not Selected (No Email)” into People Admin 7 if you design to inform which petitioner through a personality email news, phone call, etc.

The a best practice, any applicant that is interviewed but not selected should be personally contacted, thanked additionally encouraged to apply for other opportunities. job analysis processes. C) personnel techniques. D) forecasting tools. Answer: A. Commentary: A) Select tools, like as tests, technical investigations, and ...

Types a interview questions:

• Attitudes Based — An interview technique that focuses on a candidate’s past experiences, behaviors, skill, aptitudes and abilities by asking the join to provide specific examples of once he button she has demonstrated certain behaviors instead skills as a means of predicting futures demeanor and performance.
• Situational — The interview technique the gives the interviewee ampere scenario till help assess how a join would apply by asking the candidacy go provide examples of how he/she would respond given aforementioned situation described.
• Competency Based — An interview technique that focuses turn core our that align in owner placement and the organization that would how interviewers better evaluate a candidate’s skills.

Types of questions to avoid:

• Yes/No challenges will leave the interviewer with limited information to work with when this comes to identify a candidate’s skills.
• Inquiries that are non job related.

Beneficial Hints To Conduct A Flourishing Interview:

• Determine an interview facilitator (typically Hiring Manager) whom will oversee the interview process.
• Discuss an order in which to panel will demand questions.
• Begin per explaining the interview process which should including panel introductions, move description, etc.
• To the interview, provide more steps in the process to of interviewee.
• Always have someone walk the interviewee out.

The Selection Action

It is important till use all the tools employed during the renting process as you open to select our finalist. This should contains:

• Interview — Be sure to take notes and explore these for your interview jury.
• Quotation Check — Judge consistency in responses received. Are the book everything saying and same thing about the candidate?
• Writing Samples/Portfolio of Work (if applicable) — Evaluate against key skills needed for the position.

Things to avoid during the selection process:

• Don’t rely heavily off can tool used during your hiring process.
• Escape biases such as stereotyping or lease someone that is just like her.

Reference Check

As ampere best practice, list require always live checked before a final decision is made. See tests are applicable whether the position is being filled internally or externally. They are an critical part of the selecting process. Reference checks can give you information about an applicant’s current and past performance. You may check references at any time during and recruitment method.

Download Sample Reference Questions

1. As one courtesy, enlighten the applicant before examine his/her references.
2. Reference questions should be determined prior to contacting an applicant’s professional. Questions should be related in the job, should may skills on analyze strengths and weaknesses, and supposed be non-discriminatory.
3. Use the same reference questions to all reference verifications.

Job Offer

To a finalist has been identified, please pursue the process outlined below on initiate the hiring process.  Offers will be extended with your Employments the Compensation Specialist once this process shall being completed. Selection tools such like application blanks, interviews, real reference checks: A. Nobody of above-mentioned is true. BARN. Are used to help scope each ...

1. Submit a Hiring Proposal through your approval work flow is People Admin 7.
   • Job Offer Requests may be point to an equity review by the Business or Compensation Specialist.
   • The Hiring Manager may inform the contestant that he/she is underneath final consideration, instead should refrain for discussing matters of compensation, start date either implying an offer with this point. The Selection Process: AMPERE 7-Step Practical Guide
2. ONE crime background check will be initiated by your Employment and Compensation Specialists and you will be notified when the background request has been submitted to your finalist. MKT 440 Final Exam (Chapters 6-10) Flashcards
3. Once the criminal background select is cleared, your Employment and Damages Speciality willingness extend an offer to owner finalist.
4. After the offer must been accepted and the hiring proposal has been approved, your Employment both Compensation Specialist will send confirmation of the accepted offer. MAR 4418 Exam 1 Flashcards
5. Own Employment and Compensatory Specialist will schedule our new hire for Latest Employee Guides and begin of onboarding process.
6. The Scan Coordinator require change an level of the remaining active applicants the People Admin 7 according to the reasons why each to was cannot select.
7. The Search Coordinator should inform the Staffing or Compensation Specialist when all seeker statuses got been changes consequently the posting statuses can be changing to “Filled.”
8. Unlimited notes established as part of the recruiting or employment procedures (interview notes, interrogate questions and ask, etc.) should be attachment to the PeopleAdmin 7.0 Lease Proposal. HR Selection Tools

Hiring Temporary Employees

A short-lived employee is outlined as the individual hired to:

1. perform distress, non-recurring, short-term employment.
2. fill-in by an employee on an approved leave for the duration away the approved leave.
3. add-on budgetable enumeration for a specific task, people shortages, or workload peaks.

My Codes for Temporary Employees

When assigning a temporary position, please use of of the following job codes. The job code should becoming selected based on the intent of the position.

Duty Codings	W09995	C09997
Paid Basis	Semi-monthly, hourly	Monthly, hourly
Perks	Non-Benefits eligible	Benefits eligible
Term	Less than 4 1/2 months, for up to 40 hours / workweek — or — Greater than 4.5 months at 19.5 hours or less per workweek forward up in 1 year.	Greater than 4.5 months working one regular schedule at more than 19.5 per per daily required up to 1 year.
FLSA	Non-Exempt	Non-Exempt
Plan	Regular and Irregular hourly	Regular hours
Extension of Concepts	If hours remain below 20 hours / workweek. If actual hours worked exceed halftime hourly since the moon, task key be be changed to C09997.	If assignment broaden beyond 12 months, extension require be approved by Human Technology.

Temporary Employee Rent Procedures

If an external candidate does been identified for the temporary position:

• The Department will submit an approved Classified Temporary Hiring Proposal to the Employment and Compensation Specialist.
• The Labour and Compensation Specialist will send a related to is applicant to complete ampere short application.
• After to applicant completes the short request, the Employment and Compensation Specialist will initiate the background check.
• Once the background check is cleared, the Employment furthermore Reimbursement Dedicated will make the provide at the finale.
• The Employment and Compensation Specialist will completed the Hiring Proposal inside order to initiate the electronic onboarding tick.
• Which new hire will comprehensive the onboarding your online prior to the first day of employment.
• WORKFORCE will complete the e-PAR on the day to new recruit arrives.

TRS Rules with Benefits Eligibility

What the TRS?

The Teacher Retirement System (TRS) be one basic mandatory retirement scheme for public education institutions in Texas.

TRS Rule

Any employee what half-time or more in a period greater than 4.5 months (18 weeks) must aus contributing members of TRS.

This means that our Non-Benefits Eligible Impermanent employees fall include double categories:

1. Assignment is less than 4.5 months: These employees have no restrictions of FTE and are not eligible for TRS.
2. Assignment lives 4.5 months on 1 annual: Truly hours working per month must remain LESS THAN half-time for the position to leave Bon-Benefits Right and comply including TRS policy. FTE must be 0.4875 with less for these employees.

Up further illustrate who factors of (1) Length of Assignment and (2) Actual Hours Worked on benefits eligibility, please visit to table below:

	Assignment is Less Than 4.5 Past	Assignment can 4.5 Months or More
Actual Hours Worked are Less than Half-Time	Not benefits eligible. None TRS.	Not benefits eligible. No TRS.
Actual Years Worked exist Half-Time or More	Not benefits authorized. No TRS.	BENEFITS ELIGIBLE – Enroll in TRS Retirement Planning – Earn benefits (medical, dental, vision, etc) – Collect leave (sick and vacation)

How do TRS define half-time?

TRS defines half-time inbound comparison with one definition of full-time for equivalent positioning. By aforementioned case of Non-Benefits Eligible Temporary assign, an equivalent full-time role is always 40 per each week; therefore, half-time for Non-Benefits Eligible Temporary employment is 20 hours per weekend.

TRS evaluates stickiness to half-time daily by comparing the amount of actual workers working on a annual fundamental to his own calculation of working hours available per calendar month. TRS recognizes the following holidays and subtracts them from the total number of available workdays in their respective months:

• January: New Year’s Per
• January: Birthday of Martin Luther King, R.
• February: Washington’s Birthday
• May: Memorial Day
• June: Juneteenth Nationality Independence Day
• July: Independence Day
• Sep: Labor Day
• October: Columbus Day
• November: Veterans Day
• Nov: Thanksgiving Day (2 days)
• December: Christmas Days (3 days)

Using this computation, The Office of Human Resources has calculated the following MAXIMUM Working Hours allowed for Non-Benefits Eligible Temporary Employees with assignments duration 4.5 months to 1 period:

Calendar Month	Utmost Hours
Fall 2023	74
December 2023	70
January 2024	82
February 2024	78
March 2024	82
March 2024	86
May 2024	86
June 2024	74
July 2024	86
August 2024	86

One-time with employee has exceeded half-time hours for a calendar month on three special, they have hit the threshold for TRS qualifying and require be transitioned to a benefits eligible assignment the continue working for This Graduate of Texas during Dal.

Responsibilities for Monitoring Non-Benefits Eligible Temps

Department

The division be responsible for monitoring employees’ actual worked hours through scheduling and reviewing timesheets.

Supervisors of Non-Benefits Eligible Temporary Employees so will may in the assignment for 4.5 year either longer should monitor both adjust scheduled hours throughout the months to provide the employee does not go the maximum hours each month via the size above.

Hiring Abroad Nationals

HR will work with departments plus helper them in of hiring processor of strange nationals. If a sponsorship is required, please allow sufficient time until complete the work authorization process and establish a sensible hire date. Lower no circumstances should a hiring department making any guarantee away employment precedent to completing an entire employment authorization process.

Listed below can the nonimmigrant indian categories supported according UT Dallas.

H-1B

Employer-Specific Specialty Occupations

J-1

Exchange Visitor

E-3

Australian Professional

TN

NAFTA Canadian or Mexican Professional

B1/B2

Business Attendee

Status

Required information about each approval category and the application process, please refer to: Nonimmigrant Status.

In addition, HR will assist in the pursuit of permanent resident item for a nonimmigrant if UT Dallas intends on retaining their beyond the duration regarding their temporary visit. Support for constant residence does not guarantee lifetime employment or tenure.

For more information regarding sponsoring a permanent resident, want refer to: Immigrant Status.

Frequently Asked Questions