Web viewPage 1 of 1 DMS Policy No. HR-08-102. Hiring Processes and New Employee Orientation. DEPARTMENT OF MANAGEMENT SERVICES. ADMINISTRATIVE POLICY

DEPARTMENT OF MANAGEMENT SERVICESADMINISTRATIVE POLICY

TITLE: Hiring Processes and New Employee Orientation (NEO)

POLICY NUMBER

HR08-102EFFECTIVE: May 13, 2008

REVISED: November 18, 2013

PURPOSE

Recruit and select the best candidate for each job. Provide a positive and successful new employee on-boarding experience. Comply with all state and federal laws.

SCOPE

All activity related to hiring Department of Management Services’ (DMS/department) employees and interns (paid and non-paid) and New Employee Orientation (NEO).

AUTHORITY

Chapter 110, Florida Statutes (F.S.) – State EmploymentChapter 112, Florida Statutes (F.S.) – Public Officers and Employees – General Provisions

DISTRIBUTION

The following individualsshould be notified of this policy,

its procedures and formsMethod of Notification

All DMS Employees HR communications to division’s HR Liaisons DMS communications via employee e-mail

distribution list DMS Website

DMS Executive Leadership Executive Leadership meetings

Page 1 of 15 DMS Policy No. HR-08-102Hiring Processes and New Employee Orientation

http://www.dms.myflorida.com/

POLICY & PROCEDURES

This policy provides an orderly approach to advertising, selecting and bringing new employees on board and all staff members associated with the hiring process follow this policy and its procedures. DMS is committed to:

conducting efficient, effective and consistent hiring processes, attracting qualified individuals, providing equal employment opportunities, and complying with veterans’ preference requirements (see Guide on-line).

A. JOB ADVERTISEMENTS

All DMS employment opportunities advertisements (ads) are advertised “Open Competitive Opportunity” and for a minimum of two weeks unless otherwise approved via e-mail by the Secretary (or designee) or Human Resources (HR) director. However, divisions may review the pool of applications from an ad of a like position, occurring in the previous three months. If this option is selected, the division works with the HR Office to coordinate the review.

All ads will contain the following statements:

The State of Florida is an Equal Opportunity Employer/Affirmative Action Employer and does not tolerate discrimination or violence in the workplace. DMS is a drug-free workplace and successful completion of background screening is a condition of employment. The background screening may consist of fingerprinting and drug testing.

DMS gives veterans' preference to eligible veterans and their spouses in accordance with Chapter 295 of the Florida Statutes. We only hire U.S. citizens and lawfully authorized alien workers. Applicants requiring a reasonable accommodation, as defined by the Americans with Disabilities Act, must contact the DMS Human Resources (HR) Office at (850) 488-2707. DMS requests applicants notify HR in advance to allow sufficient time to provide the accommodation.Federal law requires all employers to verify the identity and employment eligibility of all persons hired to work in the United States. The Department of Management Services participates in the Department of Homeland Security's Electronic Employment Verification Program (E-Verify) to assist in this required verification process.

B. SUBMITTING A JOB APPLICATION

Application for employment with DMS is made via the People First system or on a current, completed and signed State of Florida employment application.

C. SELECTED CANDIDATES

Selection of a candidate will not occur until the ad closes. The selected candidate must


possess the required qualifications unless selection is approved otherwise by the HR director. The selected candidate must be a U.S. citizen or lawfully authorized alien worker.

D. EQUAL EMPLOYMENT OPPORTUNITY (EEO) AND AFFIRMATIVE ACTION (AA)

DMS is an Equal Employment Opportunity and Affirmative Action (AA) employer. It is vital during the selection process that equal employment opportunities are given to all applicants without discrimination as to race, gender, color, age, national origin, religious creed, disability, political opinion or affiliation, or marital status except when such factors would constitute a bona fide occupational qualification necessary to performing a position’s assigned tasks. Recruiting supervisors are encouraged to recruit in ways that reach members of groups noted as underutilized within DMS’ AA Plan.

DMS works diligently to achieve a workforce, which mirrors the market by employing members of the underutilized EEO categories. Each division director is accountable for attaining and maintaining a work force that reflects the current, relevant and available labor market. DMS establishes a hiring goal in the AA Plan when a unit’s workforce does not reflect the labor market in a particular EEO category and communicates the plan to the division directors.

E. AMERICANS WITH DISABILITIES ACT (ADA)

Applicants with qualifying disabilities, as defined by the Americans with Disabilities Act (ADA), are not denied employment solely because of such disability, with or without reasonable accommodation, unless the disabling condition would prohibit performing essential functions of the job as documented in the position description. Applicants with disabilities must be evaluated in terms of the actual job requirements, with thought given to reasonable accommodations (within DMS’ reasonable ability to make such accommodations) to enable the individual to perform the essential functions of the position.

F. CONDITIONS OF EMPLOYMENT

Conditions of employment include a positive background check and positive work/education references. Positions designated “Level 2” require successful fingerprinting. Positions designated “safety-sensitive” require drug testing. These checks will occur prior to the employee’s first day of work unless authorized otherwise by the HR director.

A. NEW EMPLOYEES

Once a candidate has been selected for employment, the candidate must be advised that the Department’s offer of employment is contingent upon a successful criminal history background screening. The following processes apply:

Level I Criminal History Background Screening

The supervisor for this position must complete the Department’s L1 Background Check Request, Form HR-102-F17. This form may be accessed by using the link below.


http://dms.myflorida.com/index.php/content/download/46797/199447/version/8/file/HR-102-F17+-+Background+Check+Request.doc

The supervisor must obtain a copy of the candidate’s driver’s license or state issued identification card. The supervisor shall ensure that the candidate has resided in Florida for more than one year. If the driver’s license or state identification was issued less than one year prior to the screening process, the supervisor must obtain evidence of the candidate’s former residency. Acceptable documents may include one of the following items; utility bills that reflect the candidate’s address, school records or official documents mailed to the candidate’s address. Documents must have a date that is more than one year prior to the screening process.

Once the documents identified above have been provided, the supervisor must contact the Office of Inspector General to request the criminal history background screening be initiated. This request shall be made by e-mail and titled “L1 Background Check Request”. A copy of the driver’s license or state identification card and evidence of residency must be attached as scanned documents. This e-mail must include the division’s organization code for billing purposes. The following example will be used to make background screening requests:

“Mr. John Doe has accepted a contingent offer of employment by the (division, bureau). This position requires a Level I Criminal History Background Screening. Please charge this background screening to Organization Code xxxxxxxxxxx. Contact information for this candidate is:Mr. John Doe123 East Main StreetTallahassee, FL 32311(850) 888-7777 (home)(850) 333-2222 (cell)(850) 487-9999 (work)[email protected] (e-mail)”

Once the requested criminal history background screening is completed the Office of Inspector General will issue a report reflecting that the candidate has been approved or disapproved for the requested security screening. This report will be provided to the Human Resources office and the hiring department will be notified by e-mail for proper processing.

Level II Criminal History Background Screening

The supervisor of the position must notify the Office of Inspector General that a candidate has accepted an offer of employment and request that a Level II criminal history background screening be conducted. This notification shall be made by e-mail and must include the candidate’s full name, address and telephone numbers (home, cell, work, and e-mail). The e-mail request must include the division’s Organization Code for billing purposes. The following example applies:

“Mr. John Doe has accepted an offer of employment by the –(bureau, division). This is a Position of Special Trust and requires a Level II Criminal History Background Screening. Please charge this background screening to Organization Code xxxxxxxxxxx.” Page 4 of 15 DMS Policy No. HR-08-102

Hiring Processes and New Employee Orientation

mailto:[email protected]



Mr. Doe’s contact information is:

Mr. John Doe123 East Main StreetTallahassee, FL 32311(850) 878-7777 (home)(850) 339-2222 (cell)(850) 487-9999 (work)[email protected] (e-mail)

The Office of Inspector General will contact the candidate and initiate the background screening process. When the criminal history background screening is completed the Office of Inspector General will issue a report reflecting that the candidate is approved or disapproved for a Position of Special Trust. This report will be provided to the Human Resources Office for administrative processing.

For questions concerning criminal history background screenings should be directed to the Office of Inspector General.

B. CONTRACTORS

Solicitations for services will advise vendors the level of security background check required for the contractor’s employees. The solicitation indicates the procedures required to complete the L1 and L2 background checks. Within 10 days after the award and execution of a contract (or as soon as practicable or as provided in the contract), the contract manager shall ensure all contractors are processed by the OIG. The following processes apply:

Level I Criminal History Background Screening

The contractor must obtain a recent Criminal History Record for each contract employee from the Florida Department of Law Enforcement. This can be accomplished by contacting the Florida Department of Law Enforcement directly, or by accessing the Florida Department of Law Enforcement, “MyFlorida PrivateEye”, at the link below.

http://www.fdle.state.fl.us/content/getdoc/2952da22-ba08-4dfc-9e45-2d7932a803ea/Obtaining-Criminal-History-Information.aspx

The contractor must provide the contract manager with a copy of the Criminal History Record, a copy of the contract employee’s driver license or state issued identification card and a copy of the contract employee’s social security card. All but the last four digits of the social security number may be redacted.

If the contract employee’s driver license or state identification card does not list a street address, or if the driver license or identification card was issued less than one year prior to the background screening process, the contractor must provide evidence of the contract employee’s current/former residence. Acceptable documents may include one of the following items; utility bills that reflect the employee’s name and address, school Page 5 of 15 DMS Policy No. HR-08-102





records, or official documents mailed to the contract employee’s home address. Documents must have a date that is more than one year prior to the screening process.

If the contract employee resided outside the state of Florida less than one year prior to the screening process, a state wide Criminal History Background Screening must be provided from the jurisdiction in which the contract employee used to reside. This can be accomplished by contacting a law enforcement agency in the jurisdiction that the employee used to reside and requesting a Criminal History Background Screening, or by using a private vendor that performs state and national background screening services.

If the employee is a foreign national, current Department of Homeland Security records must be provided that reflect the employee is authorized to work in the United States.

Once the aforementioned documents have been obtained, the contract manager will submit these documents and a Memorandum addressed to the Inspector General. This memorandum shall request that the Inspector General review the documents and approve or disapprove the contract employees to provide contract services in DMS facilities.

The Office of Inspector General will issue a Memorandum to the contract manager with the results of this review. The Office of Inspector General will also maintain a database of all contract employees who have been approved or disapproved to provide contract services at DMS facilities.

Any Questions regarding Level I Background Security Screenings for contract employees shall be directed to the Office of Inspector General.

Level II Criminal History Background Screening

The contract manager must notify the Office of Inspector General that a contract employee has been placed into a Position of Special Trust and request that a Level II Criminal History Background Screening be conducted. This notification shall be made by e-mail and must include the contract employee’s full name, address and telephone numbers (home, cell and work), and the name of the company that the contract employee is employed by. Also, this e-mail must include the division’s Organization Code for billing purposes. The following example applies.

“Mr. John Doe is a contract employee from ABCD Telecommunications. Mr. Doe will be placed into a Position of Special Trust and requires a Level II Criminal History Background Screening. Please charge this background screening to Organization Code xxxxxxxxxxx.”

Mr. Doe may be contacted at:

Mr. John Doe123 Main StreetTallahassee, FL 32311(850) 878-7777 (home)(850) 339-2222 (cell)(850) 487-9999 (work)Page 6 of 15 DMS Policy No. HR-08-102


The Office of Inspector General will contact the contract employee and initiate the background screening process. When the Criminal History Background Screening is completed the Office of Inspector General will issue a report reflecting that the contract employee is approved or disapproved for a Position of Special Trust. This report will be provided to the Director of the division that requested the Level II Criminal Background History Screening.

Any questions concerning Level II Criminal History Background Screenings should be directed to the Office of Inspector General.

G. G. NOTIFYING NON-SELECTED CANDIDATES

Divisions will send form HR-102-F2, “Thank You Letter for Interviewed Applicants” to candidates that have been interviewed and not selected via e-mail or U.S. mail. Letters are only to be mailed after the new employee reports to work, allowing the division to consider other interviewed candidates if the selected candidate later declines the offer or does not report for work All other applicants should be sent letters as soon as possible once the requisition has closed. This is done by contacting the staffing specialist at People First to request that notification letters be sent to all applicants not selected for interview.

H. NEW EMPLOYEE ORIENTATION (NEO)

NEO occurs every other Monday following the first day of a pay period. Divisions should schedule new employees to start on a NEO day unless otherwise approved by the HR director. Attendance is required unless approved otherwise by the HR director.

I. PROCESS MAPS FOR THIS POLICY AND ITS PROCEDURES

The DMS Website provides process maps and help aids that serve as training aids for this policy and its procedures. Direct questions related to this policy and its procedures to the HR Office. The HR director must approve exemptions to this policy and its processes.

The hiring activity is divided into the following eight processes:

1. Obtain approval to advertise a vacancy,2. Advertise the job,3. Prepare for the interview,4. Screen interviewing and selecting,5. Check references and extending the offer,6. Prepare for the employee,7. Employee first day (NEO)8. Complete checklists and finalize the hiring package.


Process 1 – Get approval to advertise a vacancy

Goals of this process ensure: position is necessary, position description is accurate budget is available division leadership approves position to be advertised.

Perform a workload analysis prior to advertising each job to ensure the duties of the job are essential to DMS operations. If the duties of the job are determined to be essential, confirm that the position description is up-to-date and accurate.

If the position is determined no longer essential to DMS operations, contact the Division Director who will determine if the position might be utilized in another area of the Division. If the position is needed in another area, the procedures in Administrative Policy “HR-08-101 – Position Establishment and Maintenance” are followed to update the position description. If the position is no longer needed, the division director notifies the director of the Division of Administration who consults with the secretary of DMS to determine placement/reclassification or elimination of the position.

Review all position descriptions prior to a job being advertised to ensure they are current and reflect the true duties of the position. If the position description requires updating, the procedures in Administrative Policy “HR-08-101 – Position Establishment and Maintenance” are followed to update the position description. The O*Net Website should be used as a tool when updating and developing position descriptions.

The division’s budget liaison and HR liaison must be notified of all anticipated advertisements).

Process 2 – Advertise Job

Goals of this process ensure: division leadership is aware job is being advertised a quality review of the ad is must be performed and approved by HR ad contains required information ad reaches a broad and diverse population HR is aware of media where ad(s) appear

HR will assist the division consider the benefits of advertising in a variety of publications if needed.

A division staff member completes a “Job Advertisement Request Form” (HR-102-F1) and has it approved by their division director. The division may enter the requisition to advertise in People First or send the information in an e-mail to the HR Inbox to be entered by the HR staff.

If all information is provided on the “Job Advertisement Request Form,” HR enters the ad within 24 hours of request. If the information is incomplete or a delay is encountered, HR communicates with the requester to resolve issue(s) and advise status


of ad(s).

If HR enters the ad, the HR staff member forwards the initial request to the requester advising the ad(s) status. The requester is then responsible for reviewing the ad(s) and advising HR of any changes. If HR enters the ad in a media other than People First, the HR staff member updates the “Job Advertisement Request Form” with the advertising costs prior to forwarding back to the division.

Review all applications with a 100 percent match on the qualifying questions. It is not a requirement to print the applications. When possible, supervisors review applications online and only print applications for applicants being interviewing. The following “care and control” will occur for all printed applications:

remove the EEO Survey store in a folder or envelop when not being reviewed lock in storage/file cabinet during non-working hours only make necessary copies to facilitate interviews do not share with anyone not involved in the interview process use extreme control when taken out of the office

Process 3 – Prepare for Interview

Goals of this process ensure: effective interview questions are prepared prior to the interview required and desired qualifications are identified prior to the interview managerial staff have reviewed and approved the questions and qualifications all applicants are asked the established questions an interview team is identified to conduct the interviews and is available for the

interviews

Supervisors work with the HR Office to develop appropriate selection tools, criteria and determining veteran’s preference for eligible applicants.

Interviews are conducted by a team consisting of the hiring manager and others to include a team member from another division.

Process 4 – Screen, Interview and Select

Goals of this process ensure: a consistent collection of information regarding each applicant’s ability to meet

the requirements of the advertised position interview packages are provided to the interview team in advance of interview all applicants are asked the same questions and rated on the same qualifications selected candidate is qualified for the job group input must be considered in the selection process completed reference “Check Release Form” (HR-102-F5) (and “Background

Check Request Form” (HR-102-17) for Level 1 positions) are obtained from top applicants


http://dms.myflorida.com/human_resource_support/human_resource_management/for_job_applicants#EEO

The EEO Survey must be removed from each application prior to its review. Apply the same initial selection criteria to all applicants throughout the selection process. Document all phases of the selection/interview process.

Each male applicant born on or after Jan. 1, 1960, must be verified to determine if he registered for the Selective Service System. Do not rely on the applicant's answer on the job application. The verification is made through the www.sss.gov Website. If the applicant failed to register, the State of Florida cannot hire him (section 110.1128, F.S.). For more information on this topic, refer to HRM's Program Guideline; subject "Selective Service Registration."

The supervisor reviews all applications and identifies applicants meeting all qualifying questions. Review applicants meeting 100 percent first to determine if they are viable candidates. Review the remaining applications depending on the results of the 100 percent qualified applicants.

If the review of the applications determines there are no viable candidates, the job should be re-advertised. The division staff consults with HR prior to proceeding with the next advertisement to determine improvements to ad content or advertising in another media to reach additional applicants. If there are viable candidates, the supervisor may conduct a telephone pre interview screening to determine which applicants possess the required qualifications. The supervisor determines which applicants to interview. The supervisor or staff member then schedules the interviews with the applicants and interview team. “Interview Packages” (HR-102-F4) are provided to the interview team as soon as possible. After each interview, the team conducts a brief discussion to share observations and assessments of the applicant. If the position is background check Level 1 (L1), request viable applicants to complete the “L1 Background Check Request Form” (HR-102-F17) and provide a copy of their driver’s license during the interview.If an applicant is selected, the supervisor contacts applicant to discuss the offer and answer any questions from the candidate. During the call, the supervisor obtains/confirms reference check information and requests the applicant complete a “Reference Check Release Form” (HR-102-F5) and the “L1 - Background Check Request Form” (HR-102-F17). Under no circumstances are references contacted until the candidate has given verbal permission. If the position requires interviews with the Secretary and Chief of Staff, the interviews occur at this point in the process.

Process 5 – Check References and Extend Offer

Goals of this process ensure: quality reference checks are completed prior to extending offer salary offered is within available rate, salary projections and industry salary

ranges background checks completed on L1 positions prior to formal offer an offer letter is sent and welcome information is provided by HR

Perform reference checks prior to extending an offer to the candidate (note exceptions


below). Division staff conducts the reference checks. The following forms are utilized.The “Work Reference Check Form” (HR-102-6a) and “Education Reference Check Form” (HR-102-6b) are used and the completed reference check forms become a part of the hiring package.

A contingent offer is extended to the candidate after reviewing the reference checks. If the reference checks result in any questionable or non-favorable responses, the supervisor consults with division leadership and/or the HR director prior to extending the offer.

If negotiations occur, division leadership and the division’s budget liaison must approve the terms. Once the candidate accepts a conditional offer, and if the position is a L1 background check, the division submits the required “L1 Background Check Request Form” (HR-102-F17) to the Office of the Inspector General (OIG), who immediately performs the L1 background check. Once background checks are completed, the OIG sends an e-mail advising the division of the results, with a copy to the HR Inbox.

NOTE: If a candidate requests the reference checks to be conducted after they receive an offer, the division will wait to perform the reference checks. In this case, the offer is conditional on satisfactory reference checks.

Process 6 – Prepare for New Employee

Goals of this process ensure: Personnel Action Request is created in People First HR is aware of decision to hire approved DMS offer letter is sent to new hire salary listed in offer letter is accurate welcome package is provided with offer letter candidate is made aware of start date, time and location to report to NEO candidate is made aware of Level 2 (L2) background check (if L2 position) OIG is aware and performs L2 background check (if L2 position) HR Office establishes a personnel file for the new employee new employee is added to NEO list and documents prepared employee is greeted by HR staff member in lobby on their first day employee attends NEO on their first day (unless start date is not a NEO day) employee’s office, necessary equipment and other items are ready when

employee arrives be ready for the employee!

The supervisor or division’s PAR liaison enters the employee in People First and routes for approval (the HR Office must be entered as an approver of the PAR). This action is the first step of notifying the HR Office of a new employee. To ensure a quality hire process, HR creates their “New Employee Checklist” (HR-102-F9), adds employee to the “NEO List” (HR-102-F12) and establishes a personnel file for the employee. The supervisor completes an “Offer Form” (HR-102-F7) and e-mails to Lila Dyer ([email protected]), [email protected] (the HR inbox), and the OIG Background Investigator. The HR Office prepares and mails the offer letter and other documents to the selected candidate.




If the position requires a L2 background check, the division contacts OIG which schedules a meeting for completion of the L2 activity with the selected candidate. Once completed, the OIG sends an e-mail advising the division of the results, with a copy to the HR Inbox. Employee will not be allowed to begin employment without a successful background check. Applicant should be advised that authorization to work is contingent upon verification of employment eligibility through the E-Verify system.

The sponsor completes the “New Employee Checklist” (HR-102-F10) and begins performing the “sponsorship” tasks. The supervisor completes their “New Employee Checklist” (HR-102-F11) begins performing the “supervisor” tasks. The “IT Service Request Form” (HR-102-F16) is completed and sent to the Help Desk at least one week prior to the employee’s start date.

The supervisor/hiring manager, division’s PAR liaison and the HR Office utilize checklists to ensure required steps are completed.

Process 7 – Employee’s First Day

Goals of this process ensure: required documentation is obtained from employee by the HR Office employee receives ID badge and building access card employee reviews the “Oath of Loyalty, Code of Ethics, Code of Personal

Responsibility” (all DMS Administrative Policies and Procedures) employee agrees to and signs the “Employee Pledge Signature Form” (HR-102-

F14) and HR notarizes employee is provided an overview of DMS which includes policies, benefits and

other pertinent information employee is greeted by their supervisor or a member of their division when the

NEO session is complete

A member from HR greets each new employee in the lobby on their first day and escorts them to the HR Office to begin NEO. The new employee will spend their first day of employment with the HR staff.

Process 8 – Complete Checklist and Finalize Hiring Package

Goals of this process ensure: division assists new employees to become situated in their new work

environment HR has completed all hiring tasks sponsor is fulfilling their role regret letters are mailed to interviewed candidates by division HR notifies People First to send regret letters to all applicants not interviewed Hiring Package is complete HR contacts each new employee at the end of his or her first week

Use the following checklists to ensure all new employee tasks are completed: HR NE Checklist sponsor NE Checklist supervisor NE Checklist


Hiring Package Checklist

Once complete, the checklists become a part of the employee’s personnel file.

RESPONSIBILITIES

Individualor Group Responsibilities

Division Budget Liaisons

Follow this policy and its procedures. Assist staff with review of their division’s available salary and

rate.Division Directors/ Leadership

Follow this policy and its procedures. Review and approve all advertisements and offers to hire.

Division HR Liaisons

Follow this policy and its procedures. Assist and train other division staff members on use of this

policy.Employees (current and new)

Follow this policy and its procedures.

Hiring Managers Follow this policy and its procedures.Human Resources (HR) Director

Follow this policy and its procedures. Revise this policy and its procedures, when necessary. Provide approval or denial for exceptions to this policy and its

procedures.HR Staff Follow this policy and its procedures.

Recommend improvements to this policy and its procedures.Supervisors Follow this policy and its procedures.

DEFINITIONS

Word/Term DefinitionDivision’sBudget Liaison

An individual assigned in each division to oversee the division’s budget. This person works closely with the Planning and Budget Office.

Division’s HR Liaison

An individual assigned in each division to coordinate human resources related activity within the division. This person works closely with the HR Office and supervisors in their division.

Hiring Package

A package, created for each ad, containing the following documents:1. Copy of all ads2. Copy of hired employee’s State of Florida employment

application3. Notes from interviews4. Documentation of the screening criteria and selection process5. Names of interviewers and persons involved in the selection

process6. Copy of reference checks7. Copy of job letter offer8. Copy of HR NE Checklist and Hiring Package Checklist


HR Inbox [email protected] Global Address Book name: DMS Human Resources

HR NEO Coordinator

The individual in the HR Office responsible for coordination NEO.

Level 1 Background CheckPosition (L1)

All DMS positions that are not L2.

Level 2 Background CheckPosition (L2)

A position designated as sensitive because of special trust, responsibility, or its location (within sensitive areas in which confidential information, records or files may be reviewed, utilized, altered or destroyed).

Reviewer Individuals that review People First Personal Action Requests (PARs).


ASSOCIATED FORMS

Form No. Form Title 102-F1 Job Advertisement Request Form 102-F2 Thank You Letter for Interviewed Applicants 102-F3 Interview Team List 102-F4 Interview Package Cover Sheet 102-F5 Reference Check Release 102-F6a Work Reference Check 102-F6b Education Reference Check 102-F7 Offer Form 102-F8 Offer Letter Checklist 102-F9 New Employee (NE) Checklist – HR 102-F10 New Employee (NE) Checklist – Sponsor 102-F11 New Employee (NE) Checklist – Supervisor 102-F12 New Employee Orientation (NEO) List (of attendees) 102-F13 New Employee Orientation (NEO) Agenda 102-F14 Employee Signature Form 102-F15 Not Assigned 102-F16 New Employee Service Request 102-F17 Background Check Request 102-F18 Hiring Package Checklist

ASSOCIATED PROCESS MAPS

ProcessMap No. Process Name

1 Request Approval to Advertise2 Advertise3 Prepare for Interview4 Screen, Interview and Select5 Check References and Extend Offer6 Prepare for New Employee7 Employee’s First Day (NEO)8 Complete Checklists and Finalize Hiring Package
