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Standard Operating Procedures (Sop) recruitment policies and procedures.

Extracts from this document...

Introduction

STANDARD OPERATING PROCEDURES (SOP) RECRUITMENT RECRUITMENT POLICIES AND PROCEDURES I. FILING OF VACANCIES When a recruitment request is received, a GG-1(s) must be prepared and properly authenticated for the vacancy(s) to be filled. Upon GG-1 clearance, the first step is to determine the availability of candidates (i.e., existing eligibility list) or the need to post a job announcement. If there is a sufficient list of eligible for the type of recruitment (i.e. open, government, or departmental) and for the position to be filled, then immediate certification for selection interview is the proper next step. Otherwise, a job announcement must be prepared and posted. II. ANNOUNCEMENTS: A) Announcement of positions is based on the following reasons: � Insufficient eligible (less than 5 names/10 for Labor & Custodial); � Recruitment difficulties; � High turnover rates; � Departmental and Government-Wide Consideration (Pool of candidates consists of permanent classified employees either from within the department or from within the Government of Guam.) � Known Promotion Potential (KPP); 2) Prepare announcements in the proper format and post and disseminate to all government of Guam departments, agencies and to the private sectors and other non-profit organizations to ensure that announcements reach all segments of the population in order to assure equal opportunity for all citizens. 3) Two categories of announcements: � Continuous announcements m Regular m Critical Recruitment Action (for professional positions only � 2-week announcements (closed announcements) m Open m Government-Wide m Departmental For continuous announcements, the first eligibility list cannot be established until after at least 10 working days from the date of announcement. Thereafter, an eligibility list will be completed within 10 workdays from the date an application(s) is received. For Critical Recruitment Actions (CRA), the application will be evaluated immediately (the day received) for possible interview (consult DOPM for CRA procedures). Two-week announcements must be posted for a minimum of 10 work days. All applicants applying under this type of announcement will be evaluated and an eligibility list established within 2 months after the closing date of the announcement. ...read more.

Middle

� If the computer does not bring up any information, the information must be logged in anew. � Write down the new Application ID# on the application before you start. � STORE the information. NOTE: If you do not STORE the information, all information will be lost. 2. Evaluate application � The "Application Evaluation Screen" is in the Recruitment menu then the Evaluations Sub-Menu. � The evaluation process starts on the second screen of the computer. � Go through the fields verifying the corresponding information on the application, starting with the "Disabled" field TABBING through the rest and inputting. � When you get to the third screen you should be on the employment history section. On the far left side of the computer there should be a single character box where you will be labeling each job by letter (A, B, C etc.). � After entering the letter of the job, TAB to the from and to date field. Enter in the corresponding dates from the first job, then tab. � Before proceeding to the GEN (General), SPEC (Specialized), and SUP (Supervisory) field, you must determine where you want to divide the work experience to meet the qualification requirements. To find where the requirements are allocated, go back to the first page to the Qualification Requirements Box. At this point you must decide how to divide the work experience among the three categories (refer to recruitment SOP) and input them into the corresponding fields. � Follow the same process for the remainder of the job history. After the job history is logged in, TAB to the "Education Credits" field. If the qualification requirements specify college credits, the credit must be entered here. The credits will automatically convert to months when you TAB through. � After entering the credits, TAB through to the "third line" of that section labeled "Position Requirements." DETAIL in each of the fields. A secondary screen should appear listing the qualification requirements for the GEN (General), SPEC (Specialized), and SUP (Supervisory) ...read more.

Conclusion

Test Administration: 1. Prepare all examination sites for test administration, to include set-up of equipment and supplies. 2. Inspect examination sites for proper test environment conditions. 3. Travel to testing site. 4. On day of test, ensure all test booklets, test forms, pencils, pens, and scratch paper is sufficient for candidates. 5. For each test session, verify candidates per checking identification card and having candidates sign the sign-in sheet. 6. Start and stop test promptly adhering to standardize set test time. 7. Read instructions verbatim to all candidates, advise of confidentiality, and test security. 8. Verify all test booklets and examination materials when turned in after each test session by candidates. 9. Secure all test booklets and candidate answer sheets. 10. Advise candidates of protocol of receiving test scores. 11. Clean up and secure test sites. 12. Travel back to office. 13. Grade the written tests using the Scranton. 14. Grade the typing test using the typing program. 15. Grade the oral test using the LOTUS system. 16. Record and enter all test scores (written, typing, physical, and oral) into the RMIS. 17. Verify all required documents received by candidates and attach to the individual candidate application. 18. Enter receipt of all required documents into the RMIS for candidates. 19. Establish eligibility lists and sign for authenticity. 20. Adhere to confidentiality of eligibility lists, do not give out information to any unauthorized person and do not give out information of candidate rank on the eligibility list. 21. Keep eligibility list and applications in a secure area. 22. Print out and sign test notice of ratings for each candidate. 23. Candidates must pass all parts of the examination for the position in order to be eligible for the position. 24. Final rating test scores are valid for a period of one year. 25. Physical ability test scores are valid for a period of six months. 26. Answer candidate questions regarding final rating for the position tested. 27. Address test score appeals. 28. Schedule meetings with candidates who want to appeal their rating. ...read more.

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