Laserfiche WebLink
Control Number: <br />211.07.01.001 <br />Version: <br />1.0 <br />Title: <br />Hiring <br /> <br />Page Number: <br />2 of 11 <br /> <br /> <br />IDOC Data Sensitivity Classification - L3 Restricted <br />References ..........................................................................................................................10 <br />BOARD OF CORRECTION IDAPA RULE NUMBER <br />None <br />POLICY CONTROL NUMBER 211 <br />Hiring and Probation <br />PURPOSE <br />It is the policy of the Board of Correction that the IDOC fills all positions based on merit and <br />in accordance with applicable federal and state laws. <br />In order to maintain and protect the security of the department and its facilities, it is the <br />policy of the board that IDOC performs thorough and careful screening of the applicants <br />before hiring. <br />RESPONSIBILITY <br />Human Resource Manager <br />The human resource (HR) manager or designee is responsible for: <br />• Developing and administering a hiring process, which identifies qualified applicants <br />and assures applicants are selected for positions based on merit and in accordance <br />with applicable federal and state laws. <br />• Providing consultation and HR services to supervisors and managers on the hiring <br />process to facilitate the recruitment, screening, selection, orientation, and <br />management of new staff. <br />Hiring Managers <br />Hiring managers are responsible for: <br />• Specifying and clarifying, for approval by the HR manager, changes to minimum <br />qualifications, specialty areas, or desirable qualifications for a position. <br />• Working with HR and supervisors to assure compliance with each stage of the hiring <br />process. <br />• Determining and recommending to the approving authority the individual best suited <br />for the position. The approving authority (e.g., a division chief or designee) makes <br />the final hiring decision. <br />STANDARD PROCEDURES <br />1. Equal Opportunity <br />Hiring decisions and appointments are to be made without regard to race, national origin, <br />color, sex, age, religion, disability, or veteran status (unless under other than honorable <br />conditions). <br />2. Confidentiality <br />All applications, placement on eligibility registers and hiring lists, names of subject matter <br />specialists involved in reviewing and scoring applications, answers to interview questions,