1. Job Opportunity - New Position or Vacant Position (Internal or External Posting)

1. The first step when requesting to post a new or vacant position is updating the job description. To obtain the job description, please email Pam Butler. 
2. Once the job description is approved, the SPAF will be created and sent out. This form will circulate through the appropriate approvers and once finalized will come back to HR to begin the job posting phase.
   1. As the SPAF is being approved, HR will reach out to the hiring manager to fill out the job advertisement form to gather information about the job posting. 

2. Promotion or Significant Job Change (Internal Posting)

1. The first step when requesting an employee promotion or significant job change (title change, job responsibility updates, new pay, etc.) is updating the job description. To obtain the job description, please email Pam Butler. 
2. Once the job description is approved, the SPAF will be created and sent out. This form will circulate through the appropriate approvers and once finalized will come back to HR to begin the job posting phase.
   1. All job promotions must be posted to comply with the Colorado Equal Pay for Equal Work Act.

3. Other Considerations - Temporary Positions, Simple Job Changes

1. The first step when requesting temporary positions or making simple job changes (supervisor changes, hour changes, etc.) is updating the job description. To obtain the job description, please email Pam Butler. 
2. Once the job description is approved, the SPAF will be created and sent out. This form will circulate through the appropriate approvers and once finalized will come back to HR. 
   1.  These positions do not need to be posted. 

A search committee is required for all full-time external searches. For part-time, temporary, and occasional (OC) external searches, a search committee is optional. For these roles, at least 2 people should be reviewing applications and interviewing. Internal searches also require at least 2 people.

Search Committee Composition - The search committee's role is to assist the hiring manager in the selection and interview process, to bring different perspectives, and to mitigate bias within the hiring process. The search team should be made up of diverse members across campus, members in the open position’s department and members who are stakeholders to the position. Each member must be present at all stages of the hiring process. If they are unable to attend meetings and both interviews, please consider selecting another person. 

There are 2 models you can use to build your search team. These models are designed to have less hierarchical roles participating; allowing other stakeholders to share their opinions and perspectives. Note: Another department can still be within the same division. 

Model A

1. Hiring Manager/Chair
2. Stakeholder of the position from another department
3. Stakeholder of the position from another department

Model B

1. Hiring Manager/Chair
2. Member in open position's department
3. Stakeholder of the position from another department
4. Stakeholder of the position from another department

Ideally, the search team should consist of 3-4 members including the chair. It's advised not having more than 5 committee members as it can be difficult having effective conversations and coordinating schedules. Please reach out to Missy Liu if you need any support in putting together a search team.

Search Charge: Once a job has been posted and a search committee selected, a search charge meeting will take place. A meeting is not required, but if the search chair or members of the committee have not attended one in the past 12 months, or if there is a new search chair or committee members it is highly suggested. 

1. Once the committee has agreed on the top candidates after the application review, invite them to the virtual interview.
2. Before the interview, determine which interview questions you will ask and create an interview rubric. Use this rubric to evaluate candidates.
3. After the virtual interviews are complete, the search committee will rejoin and discuss who the top candidates are.
4. Disposition candidates in the pool by moving them to the correct workflow in the portal. 
5. Invite top candidates to a campus interview. Again before the campus interviews, determine which interview questions you will ask and create an interview rubric.

Best Practices:

• Finalize the interview questions and rubrics for all teams participating in campus interviews. Follow these best practices for collecting feedback.
• Use this interview agenda to assist with the flow of the interview and to ensure consistent interviews with all candidates.