Giving to SouthArk

2.02e Selection Process – Extra Help Employees

Chapter Two: Personnel

Procedure Title: Selection Process – Extra Help Employees
Based On: Board Policy 3
Procedure Number: 2.02e
Date Adopted/Revised: March 29, 2010
I. A job description will be developed/revised as appropriate by:
  A. Human Resources Office reprsentative
  B. Area Vice President or designee
  C. Supervisor of the position
II. The selection committee will be appointed by the area Vice President or designee; membership will include the area Vice President or designee, two staff members, and a Human Resources Office representative.
III. An hextra help position must be assigned an authorized classification in accordance with the Uniform Classification and Compensation Act and any person hired in an extra help position must meet the minimum qualifications and any other requirements set by the official class specification of the classification assigned to the position.
IV. IThe rates of pay for extra help employees shall be set in accordance with and will not exceed those provided in the Uniform Classification and Compensation Act for the appropriate classification. An approved Personnel Action Form (PAF) is required prior to hiring extra help employees.
V. Extra help employees may not exceed one thousnad five hundred (1,500) hours per fiscal year. Extra help employees are eligible to apply for but are not guaranteed a regular position before, during, or after the maximum 1,500 hours worked per fiscal year. Extra help positions are ineligible for college benefits.
VI. The Human Resources Office will administer any test, determine if candidates meet minimum standards of the position and maintain appplicable personnel records.
VII. The committee members will determine who will check references; theHuman Resources Office will perform criminal background checks. All background chceks should be complete prior to hiring.
VIII. The committee will make a recommendation to the area Vice President. The VicePresident will review the recommendation and if acceptable will make the final hiring decision.

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