MISSION: Northland Pioneer College provides educational excellence that is affordable and accessible for the enrichment of communities across northeastern Arizona.
golden eagle flying over campus sign
Information About
Policies & Procedures

Hiring

Procedure 2701
  1. Purpose
    To set out specific guidelines related to recruiting, selecting and hiring candidates for all regular positions requiring a contract of employment for a specified term with the College. This procedure is not applicable to hiring temporary employees, lab aids, adjunct faculty or any position that is normally scheduled to work less than 20 hours per week.
  2. Philosophy
    NPC will post all open contracted positions to encourage professional advancement for its employees and to give priority consideration to qualified internal candidates while ensuring equal opportunity.
  3. Need for Position
    The need for a position occurs when an existing position becomes vacant or a new position is created. Budget managers may request a new position during the regular budget cycle. The Human Resource Office must be notified when a position is open in order to begin the hiring process. The hiring process begins when a completed Human Resources Personnel Requisition is submitted with a job description.
  4. Human Resources Personnel Requisition
    The supervisor obtains a Personnel Requisition from the Human Resource Office and provides the requested information in consultation with the Human Resource Office. The Screening/Interview Committee will be composed of a minimum of three members who represent a cross-section of the areas served by the position.
  5. Job Description
    The supervisor obtains a copy of the current job description from the Human Resource Office. The supervisor reviews the job description for accuracy and assurance that it reflects the current requirements of the position. The job description must list the required qualifications. Preferred qualifications may also be listed. Qualifications must specify required educational degree level, prior related experience, and other items that are relevant to the position. If a job description does not exist, the supervisor may draft a job description in consultation with the Human Resource Office. New job descriptions must be approved and placed on the appropriate salary schedule by the executive team with input from the Chief Human Resources Officer. Minor changes to a job description that do not affect the title or salary placement are approved by the supervisor and the Chief Human Resources Officer. Once the job description has been approved, the supervisor and appropriate executive team member will complete and sign a Personnel Requisition and submit the form along with the approved job description to the Human Resource Office.
  6. President’s Approval
    The Human Resource Office will forward the Personnel Requisition and the job description to the President for approval.
  7. Posting and selection process for approved Personnel Requisitions.
    1. Internal Process
      1. All currently active contracted employees, temporary employees, lab aids, and adjunct faculty are considered internal applicants.
      2. The Human Resource Office will develop the job posting from the approved job description, distribute via NPC email, and post on the MyNPC website for a minimum of seven calendar days. A position may be simultaneously posted internally and externally with approval of the appropriate executive team member and the College President.
      3. The Human Resource Office will receive applications, acknowledge receipt to the applicant, log applications, and forward all applications to the Screening/Interview Committee Chair. All applications will be screened by the Human Resource Office for required qualifications prior to forwarding to the Screening/Interview Committee Chair. Applications received after the closing date for the internal posting period may be included in the external candidate pool.
      4. At the completion of the internal posting period, the supervisor and the appropriate executive team member will consult with the hiring committee and then provide direction to the Human Resource Office on when and if the position should be advertised externally.
      5. Internal applications will be screened and internal applicants meeting the required qualifications may be interviewed. Internal applicants not meeting the required qualifications will not be considered during the internal hiring process, but may be considered should the position be opened externally. Internal applicants will be granted release time to participate in interviews.
      6. The Screening/Interview Committee will:
        1. Agree on a set of questions that all interviewed candidates will be asked. Interview questions must be approved by the Human Resource Office.
        2. Arrange interviews.
        3. Check references. Questions for reference checks must be approved by the Human Resource Office.
        4. Conduct interview.
        5. Rate interviewed candidates based on the interview, application materials and reference checks
      7. The committee will prepare the recommendation to hire that documents the strengths and weaknesses of each interviewed candidate and forward to the supervisor for review and approval.
      8. The supervisor will forward the approved recommendation to the appropriate executive team member for review and approval.
      9. The executive team member will forward the approved recommendation to the Chief Human Resources Officer who will prepare the salary recommendation based on the prior education and experience of the candidate as listed in the application materials and in consultation with the executive team member. If the position is at the same level or in the same group as the applicant’s current position, the salary will remain the same.
      10. Upon approval of the salary recommendation by the executive team member, the recommendation to hire and salary recommendation will be forwarded to the President for review and approval.
      11. If the committee decides not to hire an internal candidate following the internal process, internal applicants will be included in the external process. The Human Resource Office will notify the applicant.
    2. External Process
      1. Jobs will be posted externally on the NPC website for a minimum of seven consecutive days. The Human Resource Office will place job ads as required. The posting will be distributed to all NPC campus and center sites.
      2. The Human Resource Office will receive applications, acknowledge receipt to the applicant, log applications, and forward all applications to the Screening/Interview Committee Chair. All applications will be screened by the Human Resource Office for required qualifications prior to forwarding to the Screening/Interview Committee Chair. Applications received after the closing date will not be accepted.
      3. The Screening/Interview Committee will:
        1. Agree on a set of questions that all interviewed candidates will be asked. Interview questions must be approved by the Human Resource Office.
        2. Arrange interviews.
        3. Check references. Questions for reference checks must be approved by the Human Resource Office.
        4. Conduct interview.
        5. Rate interviewed candidates based on the interview, application materials and reference checks
      4. The committee will prepare the recommendation to hire that documents the strengths and weaknesses of each interviewed candidate and forward to the supervisor for review and approval.
      5. The supervisor will forward the approved recommendation to the appropriate executive team member for approval.
      6. The executive team member will forward the approved recommendation to the Chief Human Resources Officer who will prepare the salary recommendation based on the prior education and experience of the candidate as listed in the application materials and in consultation with the executive team member.
      7. Upon approval of the salary recommendation by the executive team member, the recommendation to hire and salary recommendation will be forwarded to the President for review and approval.
  8. Offer
    The President or designee will call the successful candidate and offer the position. The offer will include the salary amount, work dates, information about benefits, and other appropriate information. Sufficient time will be allowed for the successful candidate to make a decision to accept or reject the offer of employment, which time will not extend beyond five (5) work days. An appropriate employment start date will be determined at the time the offer of employment is verbally accepted.
    1. E-Verify Employment Eligibility Checks
      All offers of employment are contingent upon verification of authorization to work in the United States. An employment eligibility check will be performed by the Human Resource Office.
    2. Criminal Background Checks
      A criminal background check and/or credit check may be deemed appropriate for some positions. Offers of employment are contingent upon the results of these checks.
  9. Employment Contract
    The employment contract will be prepared by the Human Resource Office, reviewed and, if approved, signed by the President. The Human Resource Office will forward the contract to the employee for signature. All new employment contracts are subject to probationary status as defined in College Procedures.
  10. Notifications
    The committee chair will call all applicants who were interviewed by the screening/interview committee of the outcome of the selection process. The Human Resource Department will send letters of regret to all candidates not interviewed.
  11. Record Retention
    The Screening/Interview committee chair will collect all notes, forms, papers or other materials used in the hiring process and forward in one package to the Human Resource Office for retention. Documents to be submitted include paper copies of any electronic documents developed or used by the committee. Committee members must delete all electronic files used in the process from their computers.
  12. New Employee Packet and Checklist
    A new employee packet and checklist will be provided to all new employees by the Human Resource Office. All forms in the New Employee Packet must be completed by the employee and returned to the Human Resource Office prior to beginning employment. Current employees who change positions will review the new employee packet and checklist with the Human Resource Office to determine appropriate updates.
  13. Extension of Recruitment Period
    A job posting may be extended if requested by the appropriate executive team member. Additional recruitment sources may be added when a recruitment period is extended. A new requisition is not necessary. The job description, hiring committee and all other information will remain the same as in the original posting.
  14. Reposting
    A job opening may be reposted if the applications have been reviewed by the hiring committee, interviews have been held, and it is determined that a suitable candidate cannot be recommended for the position. When reposting a position, a new Personnel Requisition must be completed with the appropriate signatures. The requisition must be accompanied by a job description for the position. When a position is reposted, a new hiring committee must be formed, unless approval to retain the existing hiring committee is obtained from the President.
Based on Policy #1510 and Policy #1020; Replaces Procedure 2800; New 3/15

Contact

Farah Bughio
‪Assistant to President/Recording Secretary to DGB

P.O. Box 610
Holbrook, AZ 86025

email
(928) 524-7418

Helpful Links