Hiring Policy and Procedures
Effective Date: July 1, 2009
Board Approval: June 9, 2009
Board Approved Amendments: June 5, 2018, April 3, 2024
1. Purpose
1.1. To establish policy and responsibility for hiring employees of the Tooele Technical College (College).
2. Definitions
2.1. Hiring Authority. The College President or Vice President, who is authorized to hire a new employee, has the responsibility to follow through on requirements in the hiring process.
3. Policy
3.1. Employment decisions shall be based upon the institution's needs, and the person chosen during any personnel decision will be based upon qualifications, competence, and ability of the person to perform essential job functions.
3.2. Tooele Technical College shall not discriminate against any employee or any applicant for employment because of race, color, religion, sex, national origin, age, disability, sexual orientation, gender identity, or any other classification protected by law.
4. Procedures
4.1. Hiring Decision
4.1.1. When a current position becomes vacant, the Executive Administrative Team should consider if there is an opportunity to restructure the position to gain institutional efficiency.
4.1.2. The President makes the final decision regarding the addition of a new position. Should the new position be part of a new program, the Board of Directors needs to approve the program before the new position is hired.
4.2. Advertising
4.2.1. External postings will be advertised in a manner determined to be cost-effective and long enough to gather an acceptable pool of applicants.
4.2.2. Generally, postings will be open until filled.
4.3. Exceptions to Posting of Job Opportunities
4.3.1. Transfer/Promotion. The President of the College has the authority to transfer qualified employees internally.
4.3.2. The President may promote a part-time employee to a full-time one if they determine it is in the College's best interest.
4.3.3. Advertising may be limited to internal postings if there are sufficient qualified internal candidates to fill a position.
4.3.4. Special Skills Required. The advertising process may be suspended when a particular skill is required.
4.3.5. The Hiring Authority may elect to return to a pool of applicants if the same job they had applied for has become vacant.
4.3.6. In cases where a technical education program is transferred from the school district to the College, the President may elect to hire the school district faculty for that program.
4.4. Screening Process
4.4.1. The Hiring Authority will lead an appropriate process to determine the most qualified pool of applicants in a manner that does not discriminate against a protected class.
4.5. Interview Process
4.5.1. The Hiring Authority will lead the interview process in an appropriate manner to determine the most qualified candidate for the position that does not discriminate against a projected class.
4.5.2. The Hiring Authority will make the selection with input from the Interview Committee. Interview scores alone do not determine the final selection.
4.5.3. Compensation is set per the Salary Wage & Administration Policy.
4.6. The selection process must be documented and include all applicable information used in the hiring process. The relevant documentation should be given to the Human Resource Office for retention purposes.
4.7. Job Offer Letter
4.7.1. Offer letters may be created for regular full and part-time employees.
4.7.2. The job offer may be extended by the Hiring Authority as coordinated with the Director of Human Resources.
4.7.3. The offer letter, which states the terms of employment, is completed by the Hiring Authority in coordination with the Director of Human Resources and signed by the President or their designee.
4.7.4. The Hiring Authority sends non-selection notices within one week or as soon as practicable.
4.8. New Employee Packet. The Human Resource Office will provide a New Employee Packet. All forms in the new employee packet should be completed by the employee and returned to the Human Resource Office before beginning employment.