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Management and Staff Recruitment

CSU, East Bay is devoted to achieving a workforce reflective of the diversity of the State of California. The CSUEB recruitment program supports the goals and objectives of the University through the recruitment, placement, and retention of a diverse, talented, and professional workforce. The University will cultivate a campus that promotes mutual appreciation for the uniqueness of each member of our community. This commitment to diversity enriches and provides an atmosphere wherein all human potential is valued. This commitment will better enable the University to promote a productive and responsible workforce in this global society.

Recruitment and Selection Procedures for Management

Recruitment and Selection Procedures for Staff 

HR Manager's Assigned Departments

Step - 1 - Initiating Recruitment:

Log in to PeopleSoft and initiate the online recruitment request. Contact your HR Manager for the position PeopleSoft number. Process Guidelines for initiating a recruitment request can be found on the Administrative Applications page under "Department User" at the following URL:http://www20.csueastbay.edu/its/departments/cis/documentation/index.html.

Create a Position Description. Attach to the online recruitment request. Obtain all necessary signatures on the form prior to submitting the hardcopy form to HR.  The signed Position Description must be submitted to HR prior to the incumbents first day of employment. Include the PeopleSoft position number as well as the "reports to" PeopleSoft position number.  If a new one is needed or you are not sure what the PeopleSoft numbers are, contact your HR manager. 

Submit the online recruitment request to HR for review/approval. 

Additional advertisement can be noted directly on the online recruitment request or contact the Office of Human Resources at x53634.

Step - 2 - Screening Criteria:

       Attach the screening criteria directly to the recruitment request.

  • Select a search committee and whenever possible, choose a committee that is diverse in gender and ethnicity.  Committee members should generally be from the same occupational field and in higher level positions and/or individuals from the campus community who have knowledge of the position and/or who will work regularly with the incumbent.  Recruitment for a Unit 4 position must have at least one Unit 4 employee on the search committee.
  • The Search Committee Chair (or designated member on the committee) must read the Recruitment Guidelines and notify your HR Recruiter upon completion.  If a person serves on multiple committees, he/she will only need to review this presentation once.
  • Develop screening criteria (application and interview) and ratings scales and attach to the online recruitment request and submit to HR for approval.  Develop specific criteria based on the job description and posting.  Screening Criteria Sample.
  • Develop skills assessment (optional) that include rating scales and and answer key and submit to HR for approval.  Writing and Excel Assessment Sample.
  • Screen applications When the committee is ready to review applications contact your HR Manager so applications can be routed electronically. The committee will then rate per the established criteria.  Use the Application Screening Grid to document the relative strengths and limitations of applicants. 
  • Select applicants to interview based on top scores using the Application Screening Summary form.  Only applicants who meet the minimum qualifications may be interviewed.
  • Submit all supporting documentation of application screening results to HR, noting which candidates will be interviewed.  HR will assess results.
  • Contact candidates to schedule interviews after your screening results are approved by HR

Step - 3 - Interviewing and Selecting:

  • Conduct interviews based on approved interview questions.  Please refer to the Interview Guidelines.
  • Complete interview rating sheet.  Have each committee member complete an Interview Rating Sheet for each candidate.
  • Administer skills assessment (optional).  Skills assessments must be approved by HR.
  • Conduct second interviews (optional).  Refer names of final candidate(s) in an unbiased manner to the department head or supervisor.
  • Rank candidates and sort by high score using the Interview Results Summary form.
  • Conduct reference check(s) on finalist(s) using the CSUEB Reference Check Outline .
  • Complete the Appointment Recommendation Form and obtain necessary signatures prior to submitting form to HR.
  • Submit the Appointment Recommendation Form and all supporting documentation to HR for review before making an offer of employment.

Step - 4 - Making an Offer:

  • HR will send an "OK to Offer " email with the approved salary level to the person listed as the contact on the Recruitment Request.
  • Make offer of employment to finalist after you receive the OK to Offer email.  Any salary requests above the approved salary level must be discussed with your HR Manager.
  • Reply to the OK to Offer email noting whether the finalist accepted or declined the offer.
  • Prepare eSAF to hire after the offer of employment is accepted.  The earliest the hire date can be is the day after the offer of employment is accepted.
  • Have new employee sign-in with HR and Payroll on the first day of employment and are required to sign in within the first three days of employment.
  • HR will notify all other applicants who were not selected.
  • HR sends a formal appointment letter to the employee outlining the conditions of employment.

Additional Information, Forms, and Templates:

Recruitments are posted until filled or with a specified closing (end) date.

Postings Open Until Filled: 
Will remain posted and applications will be accepted until the position is filled.

Postings with closing dates:  
Closing dates are usually on Fridays.  The posting remains open until midnight on the closing date. Applicants are able to submit applications until then. Once the posting closes contact your HR Manager to have the applications routed to the committee members.

The Recruitment Guidelines were created to provide valuable information to recruiting departments and their search committees.  The Guidelines cover topics such as:

  • What are the legally protected areas that we cannot ask candidates about during the interview?
  • What can we do if the top candidate declines the offer of employment?
  • What do we, the hiring department, need to do when our new employee starts?
  • You may refer to this PowerPoint presentation as many times as needed. 

Forms and Resources

  • Recruitment Guidelines - PowerPoint presentation with information that will assist you during the recruitment process

Templates

Assigned Departments:

 

JoAnne Hill - HR Manager x52264

Office of the President 

Administration and Finance

  • Accessibility Services
  • Facilities Management
  • Facilities Planning & Operations
  • Human Resources
  • Payroll Services
  • Risk Management - Internal Control

Planning, Enrollment Management & Student Affairs

  • Office of the Vice President
  • Enrollment Services
  • Institutional Research & Analysis
  • Student Life Programs

Special Assignment

  • CMS Project
  • Leaves/Benefits

André Johnson - Director, Human Resources x52164

Administration & Finance 

  • Accounting
  • Finance - Budget, Procurement, Accounting
  • Intercollegiate Athletics

Student Affairs 

  • Student Health and Counseling Services
  • University Police Department


Academic Affairs

  • Office of the Provost/Vice President
  • Academic Resources & Administration
  • Academic Programs & Graduate Studies
  • Faculty Development
  • General Education
  • Library & Instructional Technology
  • Testing

 Special Assignments

  • UAW Issues (BU 11)
  • Employee/Labor Relations

Kristine Fagundes - HR Manager x52077 

Information & Computing Services

  • Business Services
  • Academic & Administrative Technology
  • User Support Services
  • Campus Information Services

Academic Affairs

  • Concord Campus
  • Division of Continuing & International Ed
  • SCAA

Information & Computing Services

  • Web/Communication/IT Policy
  • Server Operations
  • Network Operations

Student Affairs

  • Academic Advising & Career Education
  • SAS/EOP/Renaissance Scholars
  • EXCEL
  • Upward Bound


University Advancement

  • Office of the Vice President
  • Advancement Services
  • Alumni Relations
  • Annual Fund
  • Communications
  • Corporate and Foundation Relations
  • Donor Relations
  • Government & Community Relations
  • Major Gifts


College of Education and Allied Studies

  • Office of the Dean
  • Credentials & Student Services Center
  • Educational Leadership
  • Educational Psychology
  • Kinesiology
  • Online Teaching & Learning Degree Program
  • Teacher Education
  • Hospitality, Recreation and Tourism


College of Letters, Arts, & Social Sciences

  • Office of the Dean
  • Anthropology
  • Art
  • CLASS Computer Labs
  • Communication
  • Communicative Sciences & Disorders
  • Criminal Justice
  • English
  • Ethnic Studies
  • Geography & Environmental Studies
  • History
  • Human Development/Women's Studies
  • International Studies
  • Latin American Studies
  • Liberal Studies
  • Modern Languages & Literature
  • Multimedia Services
  • Music
  • Philosophy
  • Political Science
  • Public Affairs and Administration
  • Sociology & Social Work
  • Theater & Dance

Special Assignments

  • Professional Development
  • H1-B Visas

Danielle Ortuno - HR Manager x53514

Foundation 

Academic Affairs

  • Research & Sponsored Programs

College of Business

  • Office of the Dean
  • Accounting/CIS
  • Economics
  • Management & Finance
  • Marketing

College of Science

  • Office of the Dean
  • Biology
  • Chemistry
  • Earth
  • Engineering
  • Geology
  • Health Sciences
  • Math & Computer Science
  • Nursing
  • Physics
  • Psychology
  • Statistics

Codie Howe - HR Analyst x53769

Student Affairs

  • Housing and Residential Life
  • Parking

Academic Affairs

  • Academic Senate
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