CALIFORNIA STATE UNIVERSITY, SAN BERNARDINO
AND APPOINTMENT (STAFF)
[Personnel Policy #100]
California State University, San Bernardino places a high degree of emphasis on the recruitment and selection of staff. It is essential that the University attract and employ a well qualified and capable staff to support the many and varied operations within the University.
While the most immediate labor market comprises the City of San Bernardino, applicants are drawn from other locales within San Bernardino and Riverside counties as well as other counties such as Orange and Los Angeles. Applicants may come from other areas of the state and the nation, depending upon the level of the vacancy and the skill, knowledge and ability necessary to perform the required duties.
It is the policy of the University to conduct an open recruitment for all position vacancies. Recruitment procedures are coordinated with the affirmative action policy. The affirmative action policy is addressed under the Affirmative Action section of the Personnel Policies Manual. Recruitment procedures are also coordinated with the appropriate collective bargaining agreement.
Because of the changing nature of specific laws, regulations, guidelines and contractual agreements, the Human Resources Department is responsible for the coordination and administration of all recruitment activities for staff and management positions.
Schools and departments should maintain an ongoing relationship with the Human Resources Department professional staff in the identification and development of position requirements. All positions are to be carefully evaluated at the time a vacancy occurs so that an effective recruitment may be conducted to obtain the required skills necessary to perform the duties assigned to a particular position.
The focus for all recruitment activity is the posting process which takes place at regular intervals. The posting process is an announcement of the vacancy with all related information describing the position. The posting process must be adhered to as prescribed in the appropriate collective bargaining agreements.
CSUSB conducts all recruitment activity in accordance with local, state and federal laws and regulations as well as appropriate collective bargaining agreements.
A completed, approved and signed (including by the appropriate vice president) personnel requisition initiates the recruitment process for vacant positions to be filled. Requisitions should specifically described the duties, tasks, essential job functions to be performed and specialized skills required. Requisitions are to be forwarded to the Human Resources Department, which will secure budget approval prior to the start of the recruitment process. Requisitions to be included in the posting must be received in the Human Resources Department by 5:00 p.m. on the Friday preceding the posting date.
If a position is newly created or the duties and responsibilities have changed significantly, the position must be reviewed by the professional staff in the Human Resources Department for the proper classification prior to posting and recruitment. Sufficient lead time should be allowed for this process to be completed before a position can be posted.
All positions will be posted in accordance with collective bargaining agreements for a prescribed minimum number of days. Positions may be posted for longer periods if necessary. The Human Resources Department sends out posting announcements bi-weekly to a list of several hundred sources such as other CSU campuses, UC campuses, community colleges, EDD offices, etc. (Special postings between regular scheduled posting periods cannot be accommodated due to additional mailing costs, duplicate processing costs, etc.)
All application materials requested and submitted by applicants in response to posted positions must be received in the Human Resources Department by 5:00 p.m. on the closing date specified on the posting. The Human Resources Department will maintain recruitment files for posted positions until the time of closure. The files are the property of the Human Resources Department and cannot be removed from the department. Application materials will not be loaned out to departments for review. Departments may copy applications of those applicants to be interviewed.
The applicant flow for each position will be monitored during the posting process. If the applicant response is below the required level of quantity and/or quality, the department will be contacted so that adjustments can be made to the recruitment process in order to stimulate a better response. Additional sources of applicants identified by the department may be contacted by the Human Resources Department or the department. Additional copies of postings may be duplicated by the department as required. Departments are not to produce and distribute postings of their own creation and design.