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Employment Process - Objectives
In the Employment Process training you will learn
the necessary skills to navigate the employment
process at ANR.
• How to prepare a position description.
• What the classification process entails.
• What the recruitment process entails.
• Where Affirmative Action interacts with
employment.
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Position Descriptions
Creating Position Descriptions
Getting Started
Begin the process to prepare the job description by
gathering the following information to enter into the online
recruitment system:
a. Nature and Purpose of the Position
b. Major Duties and Responsibilities
c. Level of Supervision Received
d. Essential Functions
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Position Descriptions
Creating Position Descriptions
Getting Started
e. Duties and Tasks
f. Common Contacts
g. Equipment and Tools
h. Position Requirements
i. Special Conditions of Employment
j. List the ANR Affirmative Action Goals
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Position Descriptions
Determining Position Requirements
Requirements for Travel – It is illegal to require a person to
possess a drivers license and/or their own vehicle for
them to complete their job duties.
Requirements for Degrees or Licenses – It is allowable to
“prefer” but not require a degree for staff positions.
Requirements for Years of Experience – It is allowable to
“prefer” but not require a specific amount of years of
experience.
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Classifications
Classification Process
The classification process begins when the Staff Personnel
Unit (SPU) receives the job description you have provided
in CATS or People Admin. The responsible analyst will
classify your position by evaluating the duties and
responsibilities of the job within the organization and
comparing it with predefined class specifications that are
established for a series of job classes.
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Classifications
Classification Process
1. Ensure financial approval has been submitted to the
ANRStaffPersonnel@ucdavis.edu inbox and add the
position description in CATS or People Admin.
Notify the SPU upon completion of entry.
2. Prepare any appropriate supporting documentation
and attach.
3. Discuss with the SPU for any clarification of the job
descriptions and answer any questions about the
duties performed.
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Classifications
Classification Process
3. Reclassifications will be effective the first of the
month after they are received unless a later date is
requested.
4. The SPU will notify the county of the final
reclassification determination and discuss with
them the next steps including any salary
increases/decreases that may accompany a
reclassification
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Recruitment and Selection
Recruitment Process
The recruitment process begins where the position
description/classification process ends. Once a position
description has been approved, classified and funding
has been approved, a unit may begin the process for
recruitment.
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Recruitment and Selection
Types of Appointments
• Career Appointment
• Limited Term Appointment (LTA)
• Contract Appointment
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Recruitment and Selection
Tips for Recruitment
• Reasons for Selection/Non-Selection
• Interview Questions
• Waiver of Recruitment/Identified Candidate
• Background Checks and Fingerprinting
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Recruitment and Selection
Tips for Recruitment
Above Minimum Salary Request
All requests for salary above the minimum of the range
require approval through the Staff Personnel Unit. After a
request is made a Staff Personnel Unit Analyst will do a
salary review by looking at prior experience, equity, union
requirements and pay scale to determine the appropriate
salary.
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Recruitment and Selection
Tips for Recruitment
Employment Offers
Before the employee begins, an offer letter should be sent
with information regarding their dates of appointment.
Once the employee signs the offer letter, mail, or scan and
email a copy to the Staff Personnel Unit.
No employment offer should be sent before the salary
approval is completed in the Staff Personnel Unit.
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Affirmative Action
Affirmative Action
Affirmative Action - Role in the Employment Process
When a position is being classified the SPU reviews to
ensure the position description follows all UC and ANR
affirmative action policy. During the recruitment process
the SPU works directly with the Affirmative Action (AA)
analyst on the following details:
Initial Review
Interview Pool Approval
Pre-hire Approval
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