Recruitment, Assessment and
Selection
Pre-Recruitment Process for SMPH Departments
Department/Hiring
Manager submits to
Dean’s office Hiring
Committee for approval
of position
Create PD and
screening criteria
FLSA and title
determination
Waiver? If so, skip
to CHRIS/PVL entry
below
Determine if
position is
underutilized
Recruitment Efforts
Plan needed?
Position is entered
into JEMS/CHRIS or
PVL
Dean’s office reviews
JEMS/CHRIS/PVL Entry
and approves to
campus for review
Screening criteria is
submitted to Dean’s
office
If
approved
Dean’s office reviews
and approves screening
criteria and notifies
department
Once campus approves PD,
department enters into Job
Apply (University StaffRequired) 2 week and 4 week
posting periods
Recruitment Process for SMPH Departments
Advertising:
AS- Category 8 and
above.
US- if underutilized.
Interviews and
Selection (panel
must consist of 2 or
more people for
final round)
As you receive applications,
communicate receipt of
application materials with
applicants. (Job apply will
do this for you)
Reference Checks
(One current or previous
supervisor required)
Screen
applicants using
criteria
Post Recruitment Process for SMPH Departments
Run job history on
candidate. Run equity
report and determine
salary (need SMPH &
campus approval for
anything over midpoint
for US)
Once CBC is
completed,
department writes
appointment letter
and sends to
candidate.
Department
communicates
with Applicants
not selected
Make contingent offer to
candidate.
Send candidate’s
resume to Dean’s
office and request
CBC
Submit JEMS entry
(AS) or form (US) to
Dean’s office along
with final appointment
letter and org chart
Dean’s office
approves
JEMS/CHRIS entry
to HRS
Start onboarding
process
Close out
recruitment file,
retain for 7 yrs.
Recruitment, Assessment and Selection
New Requirements (effective 7/1/15):
• Screening criteria sent to Dean’s Office (AS and US)
• Job Apply (required for US- effective 6/1/15)
• Interview panel– must consist of at least two individuals for
final round
• Reference checks- must include one current or previous
supervisor
• Department requests CBC to Dean’s office
• Department writes appointment letters (Department Chair,
Administrator or HR can sign)
Screening Criteria Examples:
• Education
• No degree required, but education or coursework in XXX or other related
fields is helpful.
• Bachelor’s/Master’s degree required/preferred; Specialization XXX field
required/preferred.
• Experience
• At least one year of recent professional work experience as an MLT including
venipuncture and lab equipment is required.
• Familiarity with contents and use of electronic medical record (EMR) systems
in a clinical setting preferred.
Screening Criteria Examples:
• Skills
• Skill with Adult and Pediatric phlebotomy procedures and techniques is required.
• Ability to create and maintain web-based electronic databases and filing systems
required.
• Strong media presentation skills, web and social media skills, calendar management
skills desired.
• Skill with variety of computer programs and tools including proficiency with
Microsoft Office (Excel, Word, PowerPoint), Adobe PDF, etc.
• Knowledge
• Existing knowledge of UW-Madison e-reimbursement system and policies and
procedures including travel and p-card purchasing is preferred.
• Knowledge of clinical confidentiality/privacy issues preferred.
• Knowledge of UW regulations and procedures, including the XXX preferred.
Example Applicant Instructions:
Please upload a current resume and cover letter describing your qualifications for this position.
Include responses to the following:
• Do you possess a 2-year Associate Degree as a Medical Laboratory Technician (MLT) from an
accredited institution?
• Do you have at least one year of recent professional work experience as an MLT including
venipuncture and lab equipment experience?
• Are you skilled with keyboarding and the use of computers?
• Do you have knowledge of the Epic electronic medical records system or LabDAQ Laboratory
Information System?
• Are you skilled with Adult and Pediatric phlebotomy procedures and techniques?
Finalists for the position should be able to demonstrate the following in a personal interview:
• Knowledge of modern laboratory principles and techniques and ability to apply them in clinical
analysis leading to the diagnosis of disease.
• Knowledge of principles of chemistry, bacteriology, serology, hematology and parasitology.
• Knowledge of laboratory safety policies and procedures.
• Knowledge of CLIA and OSHA rules and regulations.
• Quality control principles and procedures.
Advertising
Medical Laboratory Technician
The UW-Madison Dept. of Family Medicine and
Community Health Eau Claire Family Medicine Clinic is
seeking a 80% Medical Laboratory Technician (MLT).
Work hours are Monday through Friday, with exact
schedule to be determined upon hire. Starting salary for
applicants will be between $15.35 to $20.43 per hour
based on qualifications, plus a competitive benefit
package. A 6-month probationary period is required.
To qualify, candidates must possess a 2-year Associate
Degree as a MLT from an accredited institution AND
1 year of recent experience working as a MLT including
venipuncture and lab equipment. Questions may be
directed to Todd Schry, Human Resources at (608)2650641; e-mail Todd.Schry@fammed.wisc.edu.
How To Apply: For complete job description and to
apply online, please visit http://tinyurl.com/pqc754q.
Deadline to apply is October 21, 2015. UW-Madison is an
Equal Opportunity/Affirmative Action Employer
Initial Candidate Assessment: Determining who to invite for interviews
96492
Questions:
Applicant Name
MLT-O Applicant Assessment
0, 1
Possesses a 2year Associate
Degree as a
Medical
Laboratory
Technician (MLT)
from an
accredited
institution? Yes =
1, No = 0
0, 1
0, 1
0, 1
0, 1
Has at least one year
of recent
professional work
experience as an
MLT including
venipuncture and
lab equipment? Yes
= 1, No =0
Has skill with Adult
Has knowledge of
and Pediatric
Indicates solid Epic EMR and
phlebotomy
computer and LabDAQ Laboratory procedures and
keyboarding? Information System? techniques? Yes = 1,
Yes = 1, No =0 Yes = 1, No = 0
No = 0
0,1
Resume and cover
letter consistently
formatted and
error free?
Yes = 1, No = 0
4, 6
TOTALS:
Mandatory,Preferred
0
0
0
0
0
MAXIMUM TOTAL SCORE =6; must have a score of 4 or greater for required elements; top 3 candidates, or more if scores are tied, will be considered for interviews
Evaluators: Todd Schry, DFMCH HR and Len Deprey
Must have score of 2 or greater to qualify for interview
Mandatory
Preferred
Recruitment File Checklist
Division Human Resources, in collaboration with hiring administrators and search committees, must document
searches to ensure compliance with UW-Madison and U.S. Department of Labor records retention
requirements. Information documenting recruitment and selection procedures should be retained for all hires.
School, colleges and divisions must maintain records documenting the following information for a period of
seven years from the date the position is filled: information on all individuals who were hired or not selected;
and the reasons for selection or non-selection.
Among the records that must be retained are the following:
☐Names of all members of the search committee and who served as chair
☐Copies of the position description and announcement from the UW-Madison employment website
☐Documentation of blue-collar multi-shift process
☐Copies of the Recruitment Efforts Plan, advertisements, press releases, and other publicity materials and
outreach activities
☐Assessment and screening criteria
☐List of applicants and nominees
☐Candidate materials for example cover letters, work history, resumes/curriculum vitae, transcripts,
recommendation letters, reference list, reference check materials, and copies of correspondence with
individual applicants and nominees
☐Sample correspondence (emails/letters) sent to applicants
☐List of interviewees and interview questions
☐Evaluations of candidates at each step, evaluations of candidates who are interviewed, reasons why
candidates were not referred for selection, reason for selecting the finalist
☐Affirmative Action Review Form (if applicable; see Recruitment, Assessment and Selection procedures for
guidance)
Waiver of Open Recruitment
Reasons (AS and US)
• 25% or less
• Two years or less
• UW Fixed Term Finite to US Ongoing
•
If hired through competition
• Temporary acting appointments
• Temporary Employee (formerly LTE)
• Leave of absence temporary replacement
• Veteran
• Official internship or fellowship programs
• Summer Service
• Training completion for EIT’s
• Summer Session
• Referral Priority (AS layoff candidate)
• FA to AS or AS to FA
• Rehired annuitant
• Position conversion
• Sole Source
• Reactivate backup appointment
• Spousal Hire
• HR Design Employee choice (classified exempt to AS)
• Dual Role
• International employment rehire
• Other