Conducting a Classified Staff Search

Classified Staff Hire Process

An open competitive search process will be conducted to fill all positions unless the appointing authority wants to consider a transfer or voluntary demotion. All searches must be conducted in a timely and professional manner. Classified Staff searches are governed by the State Personnel Board Rules and Director’s Administrative Procedures.  As states above, it will be an open and fair competitive process.  The evaluation process is called a Comparative Analysis where Subject Matter Experts will measure specific job-related knowledge, skills, abilities, behaviors, and other competencies of qualified applicants. Qualified applicants are those who meet the minimum qualifications as posted. Current employees must meet minimum qualifications for a promotion.

 

Screening Applicants

HR staff will determine the applicants who meet the minimum requirements. Applicants have five days to provide additional information for meeting the qualifications and must be notified.

 

Assessment Process

The ‘Comparative Analysis’ process is developed in consultation with the hiring department. It is the HR Consultant's responsibility to maintain the professional standards for assessments and employment as adopted by the State Personnel System. The HR Consultant work with the hiring department to identify qualified, objective Subject Matter Experts (SME), and begin to prepare an appropriate assessment for the position being filled. SMEs will be asked to participate in a valid process which evaluates the critical competencies of the position possessed by the applicants who have met the minimum requirements.

In order to participate in the assessment of candidates, SMEs are typically at the level of the position or higher and are familiar with duties of the position. The appointing authority and direct supervisor are not involved in assessing candidates but are expected to provide material/information for consideration in the assessment process and participate in the interview of the candidates referred by HR at the end of the process when the eligible list is established. HR will edit the final details of the assessment ensuring it meets with professional standards and appropriately evaluates the important competencies of the position.

 

Appeal Rights

If you receive notice that you have been eliminated from consideration for the position, you should contact the HR Office to discuss.  Following that, you may protest the action by filing an appeal with the State Personnel Board/State Personnel Director within 10 days from the date you receive notice of the elimination.

Also, if you wish to challenge the selection and comparative analysis process, you may file an appeal with the State Personnel Board/State Personnel Director within 10 days from the receipt of notice or knowledge of the action you are challenging.

Refer to Chapters 4 and 8 of the State Personnel Board Rules and Personnel Director's Administrative Procedures, 4 CCR 801, for more information about the appeals process. The State Personnel Board Rules and Personnel Director's Administrative Procedures are available at www.colorado.gov/spb.

A standard appeal form is available at: www.colorado.gov/spb. If you appeal, your appeal must be submitted in writing on the official appeal form, signed by you or your representative, and received at the following address within 10 days of your receipt of notice or knowledge of the action: Colorado State Personnel Board/State Personnel Director, Attn: Appeals Processing, 1525 Sherman Street, 4th Floor, Denver, CO 80203. Fax: 303-866-5038. Phone: 303-866-3300. The ten-day deadline and these appeal procedures also apply to all charges of discrimination.

 

Referral

The top six highest ranking individuals identified from the assessment process are referred to the appointing authority in the hiring department for the job interview. The eligible list is a ranked list of all of the candidates who passed the assessment and includes any applicable veteran who passed the assessment. The eligible may be used for other positions or other departments with a vacancy in the same or a lower classification.  Individuals who are transfers, reinstatements, and voluntary demotions may also be interviewed together with the top six candidates from the assessment process, if that was the initial decision. All applicants participating in the assessment process are notified by Human Resource. The referred applicants will also receive notice of their referred status and the hiring manager will contact them for the interview.  All persons referred to the appointing authority must be interviewed. It is recommended that the applicants be given 7 days to contact the hiring department and 48 hours to return a phone call. If candidates do not contact you within that time frame, that could justify removal of their name from consideration. Additional names from the eligible list may be provided only for specific, valid reasons. Please contact HR for more information.

 

Interviews

Interview questions must be job related; click here to view lawful and unlawful questions.

 

Reference Checks

Departments must perform reference checks on the top candidates. Please read UCCS Reference Checks Guidelines. 

 

Background Check

All new employees must complete background checks in accordance with UCCS Campus Policy 300-022 prior to being offered a position at UCCS. Upon selection of a finalist, the department must complete a Background Release Form, and return the signed form to UCCS Campus HR for the process to begin. Background checks with discrepancies are reviewed and discussed with the Director of HR and the Hiring Authority for final disposition. Please read UCCS Background Check Process

 

Making an Offer

Once a final decision is made, make the e-offer of employment through CU Careers. The e-offer will be approved by HR and the department will then extend the offer to the candidates.  Follow the E-Offers Step by Step. 

When considering a start date, consult the payroll calendar for processing deadlines. If the appointment start date is after the monthly payroll process date, an end of month direct deposit is not automatic and the payment for the partial month may be delayed until the end of the following month. A hiring department representative must notify the new employee accordingly. HR will not input the appointment into HCM until the employee has visited the HR department and provided the required hiring documents. This should be done on or before the first day of work.