| Human
Resources Policies & Procedures Illinois Institute of Technology |
Policy No. A. 3.00
Date of Issue 4/97 |
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Subject: Evaluation and Selection |
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| 3.01 | Evaluation and selection shall be based upon the abilities and qualifications of the applicants in compliance with federal and state laws. | |
| 3.02 | When possible and where equally qualified, current university employees expressing interest should be given preference for available positions over non-employees. Internal candidates must have completed at least six months in their current positions before applying for promotion or transfer to another department. Exceptions to this policy are subject to prior approval by the Director of Human Resources. | |
| 3.03 | Former employees must be in good standing to be considered for re-employment. Employees discharged for cause will not be eligible for rehire. Upon re-employment, an employee will retain credit for past service only if the break in service is less than 30 calendar days. All other former employees will be considered new employees from the date of rehire. | |
| 3.04 | For employment of relatives of current employees, see Policy A. 5.00. | |
| 3.05 | Employment of people under age 16 is prohibited. Eighteen (18) is the minimum age for hazardous work as defined by the Fair Labor Standards Act. | |
| 3.06 | If a certain level of skill is required, any formal, informal, scored or unscored test is to be reviewed and approved in advance by Human Resources. Testing for software proficiency, keyboarding, data entry, and a wide variety of basic skills is provided in Human Resources. | |
| 3.07 | Human Resources should provide initial screening of applicants by review of applications and resumes, telephone contact and/or in-person interviews. | |
| 3.08 | Human Resources is available to guide hiring managers on effective interviewing techniques as well as to consult on the selection of the final candidate. | |
| 3.09 | The decision to hire resides with the requisitioning department provided that it is in conformance with IIT policies. The hiring department is required to complete an Applicant Information Sheet to record those applicants contacted and the job-related reasons for the final selection. | |
| 3.10 | Employment is contingent upon the receipt of satisfactory references and confirmation of information provided in the employment application or resume. | |
| 3.11 | Certain positions for which it is relevant will also require a criminal background check and/or credit history examination. | |
| 3.12 | Only Human Resources is authorized to make a commitment of employment to applicants who have been approved by the hiring department. The job offer includes salary level and a description of benefits. | |
| 3.13 | An employee accepted by another department shall be released from his/her present job on a schedule consistent with the needs of the two departments involved, but the move shall not normally be delayed for more than two weeks. | |
| 3.14 | Upon the selected candidate’s acceptance of the offer, the hiring department should forward a Payroll Authorization to Human Resources to appoint the new hire. This must be signed by the department head and the appropriate vice president. | |
| 3.15 | The Immigration Reform and Control Act of 1986 requires employers to ask new hires to provide evidence of both their identity and their eligibility to work in the United States. This documentation and verification, as required by Form I-9, is collected by Human Resources on the first day of employment, but in any case must be provided within three (3) days of the first day worked. Those failing to comply will not be permitted to continue to work. | |
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