The appropriate Supervisor in conjunction with the Dean of Academic Management are to assess the need for replacement of an open position at which time a vacancy occurs.

Temporary or regular placement of a position requires submission of an Employment Requisition to Human Resources (forms may be obtained from HR). Openings may not be filled unless a written requisition is submitted with signatures of the 1) Appropriate Supervisor, 2) Assistant to the VPAA, Vice President Clinical Affairs or Director of Research as appropriate 3) Chief Financial Officer.

Human Resources prepares and posts all job openings and coordinates internal distribution. Internal job posting is intended to provide current employees the opportunity to apply for job openings for which they feel qualified. Internal job posting in no way guarantees consideration or placement of a current employee. Current employees interested in an internal posting have six working days from the date of the posting to submit an application.

Official notifications of job vacancies are generally posted within 1 business day following receipt in Human Resources. Vacancies are considered posted at which time the notice has been distributed from Human Resources. Job postings may be found in designated areas as identified by Human Resources.

Departments, in concurrence with the Dean of Academic Management and Human Resources, may elect not to post a vacancy. Posting may not occur due to:

• Availability of a suitable candidate identified for a promotional or career development opportunity;

• Availability of a suitable candidate currently working in the same unit, department or division;
• Availability of a suitable candidate whose position has been eliminated, or due to reorganization;

• Availability of a suitable candidate scheduled to return from an authorized leave of absence or sabbatical;

• Availability of a suitable candidate currently a resident or temporary faculty member of the College;

• Availability of a suitable candidate who would fulfill an affirmative action opportunity; or

• Availability of a suitable candidate due to a demotion.

The President of the College or his/her designee determines appropriate means of announcement and notification of faculty administrative appointments as the need arises. Reassignment, addition or deletion of administrative duties from or to a faculty administrative position that is currently occupied is not considered a vacant or available position.

Note: This policy revises and updates the Executive Committee Decision of February 4, 1988 as amended on November 12, 1991.

Advertising and recruiting activities are implemented in consideration of any current affirmative action plan and goals. Human Resources monitors all advertising and recruiting and discusses necessary affirmative action with applicable departments.

Appropriate Supervisors are to contact Human Resources with a draft announcement/advertisement for an approved vacancy. To ensure proper equal opportunity/affirmative action provisions, Human Resources reviews and places all announcements/advertisements.

Palmer College of Chiropractic accepts unsolicited applications for current and future faculty vacancies. All applications are maintained by Human Resources and remain active for up to 12 months. Upon announcement of a vacancy, Human Resources forwards all qualified active applications to the hiring director following the application deadline. Hiring directors are to contact those applicants selected for further consideration. Such applicants are requested to provide an updated application, as necessary.

Current employees interested in a faculty opening are to submit a current resume/vitae to Human Resources.

Any individual found to have falsified, omitted and/or misrepresented information provided on the employment application or during the course of the employment interview may be disqualified from consideration or if hired, may be terminated.

Inactive applications are retained by Human Resources for 18 months for regulatory purposes only.

Departments are to conduct screening and interviewing according to acceptable equal employment practices and faculty handbook procedures. Individuals or selection committees charged with selection decisions are to meet with Human Resources to review equal employment practices and other related information prior to any screening and interviewing activities. The required candidate log for those individuals selected for interviews is to be completed and returned to Human Resources. Interviews may be scheduled with selected individuals following Human Resources verification that selected candidates meet the minimum job requirements.

Candidates selected for interviews are to meet with Human Resources immediately before or after a scheduled interview, unless other arrangements have been made in consensus with Human Resources. Human Resources reviews all general benefits with candidates and gathers all necessary equal employment/affirmative action information at this time.

Placement of a candidate is to be based on credentials, interview feedback, applicable references and background checks and overall suitability for the position. Hiring directors are to conduct appropriate reference checks prior to a final selection. Recommendations for hire are submitted to the Director of Human Resources as Chairperson of the Professional Personnel Committee on the faculty appointment request/notification form. All necessary documentation from the recommended candidates files and the initial appointment salary schedule are provided by Human Resources for review by the Professional Personnel Committee. The Professional Personnel Committee reviews recommended candidates for confirmation. Confirmed candidates are recommended to the President of the College for faculty appointment. Hiring directors may verbally inform recommended candidates of the recommendation for hire; however, hiring directors may not extend verbal or written offers of employment.

Letters of appointment are copied to Human Resources by the President’s office. A New Hire Authorization/Change form is generated by Human Resources for appropriate signatures. An official written employment contract is sent to the candidate by Human Resources. Candidates are to return signed contracts directly to Human Resources prior to or on the first day of work. Employment contracts are maintained as part of the official personnel file.

Hiring directors are to ensure that all applicants not selected for the position receive a standard no interest letter as provided by Human Resources. Copies of all correspondence are to be attached to the original application and returned to Human Resources. Deviation from the standard letter provided may expose the College to unnecessary risk and becomes the sole responsibility of the hiring director.

Hiring directors are to forward all interview notes, presentation evaluations and references applicable to interviewed candidates to Human Resources. All original applications/resumes are to be returned to and maintained in the Human Resources office for affirmative action record keeping purposes. Employment applications and resumes, vitae, etc. of individuals selected for employment are retained as part of the official personnel file.

All new employees are required to complete orientation. New faculty are to be scheduled to report to Human Resources prior to the first day of work. Human Resources provides and reviews all pertinent College information including handbooks, benefits, and necessary employment forms. Employees may be asked to meet with Human Resources at a later date to review and complete additional information. Hiring directors are to ensure that employees are provided the necessary time to complete all aspects of employment orientation.

Hiring directors are to provide department orientation as outlined on the department orientation checklist as well as any additional orientation necessary. Department orientation checklists are to be returned to Human Resources upon completion.

Hiring directors are to submit necessary requisitions and receive applicable approvals prior to hiring adjunct faculty. Adjunct faculty are to be scheduled to report to Human Resources prior to the first day of work. Human Resources reviews all pertinent College information and any necessary employment forms.