RECRUITMENT SELECTION AND PLACEMENT
1.COMPANY POLICY
To recruit, select and place new employees solely on the basis of their qualifications regardless of race, color, religion, sex, age, national origin, handicap or veteran status. The main Objective is to employ qualified people.
2. APPLICANT AND EMPLOYEE TESTING
Depending upon the job to be filled, the Company uses Objective tests as part of the overall assessment of applicants for appointment and, for some positions, to assess candidates for transfer or promotion. All tests are administered under professionally approved standards and safeguards. Selections are made on the basis of available information such as experience, education, achievement, interest, personal characteristics, performance ratings, biographical data, personal interviews, etc.
The Company's testing program is under the overall direction of a qualified psychologist, and all tests are administered by personnel trained in the techniques of test administration.
Appropriate validation methods are used to assure that the tests and the test standards are realistic and appropriate for the jobs for which they are used. In developing tests and testing procedures, care is taken to assure that qualified minority, female and handicapped applicants are not excluded.
Test results are confidential and are available only to authorized individuals in HR Department.
3. PROCEDURE TO REQUISITION AN EMPLOYEE
When a weekly salaried vacancy must be filled from outside the office, complete Form Position Requisition for Employee, in duplicate. Retain one copy for files and send the other through appropriate channels to HR Department. If the vacancy is for a higher level position, complete and attach a Job Information Sheet, unless a current Job Information Sheet or Job Vacancy Notice (Career Opportunity Program) is on file in HR Department.
4. HOW ENTRY LEVEL POSITIONS ARE FILLED
All applicants for entry level employment in the office should be interviewed, tested, and evaluated in Employment Unit prior to a secondary interview with management. In appraising an applicant's qualifications for a position, the results of All phases of the evaluation process should be carefully considered. This includes information contained on the application form, test results, appraisal by the interviewer and by management in the secondary interview (depending upon local practice), the medical evaluation and references.
5. HOW HIGHER LEVEL WEEKLY SALARIED POSITIONS ARE FILLED
When selecting people to fill higher level positions, every effort must first be made to find someone qualified within the Company. See Career Opportunity Program.
When no one can be found among the present employees to fill a position requiring some special training, previous experience, or education, management should request HR to recruit and refer qualified candidates from outside the Company.
The Officer or Manager in charge of the unit should interview the applicants, evaluate the qualifications of each and select a qualified candidate for appointment. All the regular employment procedures - completion of employment application, preliminary interview, etc. -- should be conducted by Emp1oyment Unit. No commitment should be made to any applicant without the agreement of HR Department.
6. SOURCES OF NEW EMPLOYEES
Applicants Referred by Company Employees
Each year our own employees introduce a number of applicants. Company employees know something about our requirements from personal experience and can, to some degree, "pre-select" those friends and acquaintances whose qualifications meet Company standards.
Employment of Relatives
Relatives of Company employees may be hired provided, of course, they meet all our usual employment requirements. When hired, they are not assigned to the same section as a relative nor to a position under the general direction or supervision of a relative.
Reemployment of Former Employees
Former employees may be considered for reemployment provided
management recommends it,
there is a suitable vacancy,
the former employee meets all employment requirements,
prior service with the Company was satisfactory.
In certain instances, former employees may be reinstated rather than re-appointed, depending upon the length of time out of Company service and certain other factors.
Other Sources
A number of new employees are obtained from candidates who visit us on their own (walk-ins) or are referred by employment agencies, including the Government Employment Service.
In addition, the Company recruits from colleges and universities including those having significant enrollments of minority group members and women. We also place classified advertisements in local newspapers and in magazines, including those that have particular interest to minority group members and women.
The Objective is to stimulate referrals from sources that provide a complete cross-section of the labor force -- men, women, minorities and handicapped.
7. TIME OFF FOR RELIGIOUS OBSERVANCE
In general, the Company's employment policy requires that all employees adhere to standard work schedules and be available for overtime, if required. However, this basic policy is subject to modification when considering applicants who require time off for religious observance.
Such applicants will be considered for assignment to positions where time off (taken either as vacation, a discretionary holiday or time off without pay) for religious observance can be reasonably accommodated without undue hardship on the conduct of the Company's business.
In determining the extent to which a reasonable accommodation is to be made, particular consideration will be given to business necessity and to financial costs and expenses.
Applicants will not be considered for assignment to positions that will not permit such an accommodation. Typical of such positions at this time would be specific shift assignments where the work demands are such that requests for time off cannot be granted without the aforementioned adverse effect on operations.
However, as operational procedures are subject to change, each such case should be reviewed by management on an individual basis. If management does not feel it can make the required accommodation, the reason should be submitted in writing to Human Resources Department, where the final decision will be made.
To recruit, select and place new employees solely on the basis of their qualifications regardless of race, color, religion, sex, age, national origin, handicap or veteran status. The main Objective is to employ qualified people.
2. APPLICANT AND EMPLOYEE TESTING
Depending upon the job to be filled, the Company uses Objective tests as part of the overall assessment of applicants for appointment and, for some positions, to assess candidates for transfer or promotion. All tests are administered under professionally approved standards and safeguards. Selections are made on the basis of available information such as experience, education, achievement, interest, personal characteristics, performance ratings, biographical data, personal interviews, etc.
The Company's testing program is under the overall direction of a qualified psychologist, and all tests are administered by personnel trained in the techniques of test administration.
Appropriate validation methods are used to assure that the tests and the test standards are realistic and appropriate for the jobs for which they are used. In developing tests and testing procedures, care is taken to assure that qualified minority, female and handicapped applicants are not excluded.
Test results are confidential and are available only to authorized individuals in HR Department.
3. PROCEDURE TO REQUISITION AN EMPLOYEE
When a weekly salaried vacancy must be filled from outside the office, complete Form Position Requisition for Employee, in duplicate. Retain one copy for files and send the other through appropriate channels to HR Department. If the vacancy is for a higher level position, complete and attach a Job Information Sheet, unless a current Job Information Sheet or Job Vacancy Notice (Career Opportunity Program) is on file in HR Department.
4. HOW ENTRY LEVEL POSITIONS ARE FILLED
All applicants for entry level employment in the office should be interviewed, tested, and evaluated in Employment Unit prior to a secondary interview with management. In appraising an applicant's qualifications for a position, the results of All phases of the evaluation process should be carefully considered. This includes information contained on the application form, test results, appraisal by the interviewer and by management in the secondary interview (depending upon local practice), the medical evaluation and references.
5. HOW HIGHER LEVEL WEEKLY SALARIED POSITIONS ARE FILLED
When selecting people to fill higher level positions, every effort must first be made to find someone qualified within the Company. See Career Opportunity Program.
When no one can be found among the present employees to fill a position requiring some special training, previous experience, or education, management should request HR to recruit and refer qualified candidates from outside the Company.
The Officer or Manager in charge of the unit should interview the applicants, evaluate the qualifications of each and select a qualified candidate for appointment. All the regular employment procedures - completion of employment application, preliminary interview, etc. -- should be conducted by Emp1oyment Unit. No commitment should be made to any applicant without the agreement of HR Department.
6. SOURCES OF NEW EMPLOYEES
Applicants Referred by Company Employees
Each year our own employees introduce a number of applicants. Company employees know something about our requirements from personal experience and can, to some degree, "pre-select" those friends and acquaintances whose qualifications meet Company standards.
Employment of Relatives
Relatives of Company employees may be hired provided, of course, they meet all our usual employment requirements. When hired, they are not assigned to the same section as a relative nor to a position under the general direction or supervision of a relative.
Reemployment of Former Employees
Former employees may be considered for reemployment provided
management recommends it,
there is a suitable vacancy,
the former employee meets all employment requirements,
prior service with the Company was satisfactory.
In certain instances, former employees may be reinstated rather than re-appointed, depending upon the length of time out of Company service and certain other factors.
Other Sources
A number of new employees are obtained from candidates who visit us on their own (walk-ins) or are referred by employment agencies, including the Government Employment Service.
In addition, the Company recruits from colleges and universities including those having significant enrollments of minority group members and women. We also place classified advertisements in local newspapers and in magazines, including those that have particular interest to minority group members and women.
The Objective is to stimulate referrals from sources that provide a complete cross-section of the labor force -- men, women, minorities and handicapped.
7. TIME OFF FOR RELIGIOUS OBSERVANCE
In general, the Company's employment policy requires that all employees adhere to standard work schedules and be available for overtime, if required. However, this basic policy is subject to modification when considering applicants who require time off for religious observance.
Such applicants will be considered for assignment to positions where time off (taken either as vacation, a discretionary holiday or time off without pay) for religious observance can be reasonably accommodated without undue hardship on the conduct of the Company's business.
In determining the extent to which a reasonable accommodation is to be made, particular consideration will be given to business necessity and to financial costs and expenses.
Applicants will not be considered for assignment to positions that will not permit such an accommodation. Typical of such positions at this time would be specific shift assignments where the work demands are such that requests for time off cannot be granted without the aforementioned adverse effect on operations.
However, as operational procedures are subject to change, each such case should be reviewed by management on an individual basis. If management does not feel it can make the required accommodation, the reason should be submitted in writing to Human Resources Department, where the final decision will be made.