Food & Nutrition
Improve Position Posting Process and Standardize Interview Process:
-
Time and Labor needed to open a position is too long and laborious
Need to recognize that a Job Posting (external view/advertisement) and Position Description
(formal outline of employee duties and responsibilities) are different
Develop position “worksheet” to be used by Manager/Supervisor to add “variable” position
information (FTE, schedule, location, etc.)
Develop “workflow” to utilize Administrative Support to position posting process
--------Create Quick Phone Screen Guide for Supervisors/Managers
Develop Interview Team structure; should not be “ad hoc”
Create structured interviews (behavioral based) per position
Position Posting:
ePAR process:
-
Use AFSCME Classification Specifications as basis for all AFSCME positions
Applies to both Position Descriptions and Posting information (ePar)
Develop Work Unit Summary Description (briefly describe work unit/area)
Develop worksheet (of sorts) to add “Preferred” Function/Duties of Position
and “Preferred Qualifications”; and variable information: FTE, schedule, location, etc.
Proposed Workflow:
-
Supervisor/Manager to email Position Worksheet to Administrative Support and request to
open position (ePar process)
Administrative Support to use standard Position Description and Posting information and add
requested variable information from Position Worksheet
Standardize Interview Process:
-
-
Create candidate profiles per AFSCME position
A candidate profile essentially functions as a blueprint, ultimately helping recruiters to map out
the desired personality traits and attributes for a specific open role. While a job description
focuses on describing the job, a candidate profile is all about defining the ideal candidate for a
specific position.
Create structured interview formats per AFSCME position
Develop interview feedback structure and workflow