Recruitment, Assessment and Selection

Pre-Recruitment Process for SMPH Departments

Department/Hiring Manager submits to Dean’s office Hiring

Committee for approval of position

If approved

Position is entered into JEMS/CHRIS or

PVL

Dean’s office reviews JEMS/CHRIS/PVL Entry

and approves to campus for review

Once campus approves PD, department enters into Job

Apply (University Staff-Required) 2 week and 4 week

posting periods

Screening criteria is submitted to Dean’s office

Dean’s office reviews and approves screening

criteria and notifies department

Create PD and screening criteria

FLSA and title determination

Waiver? If so, skip to CHRIS/PVL entry

below

Determine if position is

underutilized

Recruitment Efforts Plan needed?

Reference Checks (One current or previous

supervisor required)

Advertising: AS- Category 8 and

above. US- if underutilized.

Recruitment Process for SMPH Departments

As you receive applications, communicate receipt of

application materials with applicants. (Job apply will

do this for you)

Screen applicants using

criteria

Interviews and Selection (panel

must consist of 2 or more people for

final round)

Make contingent offer to candidate.

Run job history on candidate. Run equity report and determine salary (need SMPH & campus approval for

anything over midpoint for US)

Post Recruitment Process for SMPH Departments

Once CBC is completed,

department writes appointment letter

and sends to candidate.

Start onboarding process

Close out recruitment file, retain for 7 yrs.

Department communicates with Applicants

not selected

Send candidate’s resume to Dean’s office and request

CBC

Submit JEMS entry (AS) or form (US) to Dean’s office along

with final appointment letter and org chart

Dean’s office approves

JEMS/CHRIS entry to HRS

Recruitment, Assessment and SelectionNew Requirements (effective 7/1/15): •Screening criteria sent to Dean’s Office (AS and US)•Job Apply (required for US- effective 6/1/15)•Interview panel– must consist of at least two individuals for final round•Reference checks- must include one current or previous supervisor•Department requests CBC to Dean’s office•Department writes appointment letters (Department Chair, Administrator or HR can sign)

Screening Criteria Examples: • Education

• No degree required, but education or coursework in XXX or other related fields is helpful.

• Bachelor’s/Master’s degree required/preferred; Specialization XXX field required/preferred.

• Experience• At least one year of recent professional work experience as an MLT including

venipuncture and lab equipment is required.• Familiarity with contents and use of electronic medical record (EMR) systems

in a clinical setting preferred.

Screening Criteria Examples: • Skills

• Skill with Adult and Pediatric phlebotomy procedures and techniques is required.• Ability to create and maintain web-based electronic databases and filing systems

required. • Strong media presentation skills, web and social media skills, calendar management

skills desired.• Skill with variety of computer programs and tools including proficiency with

Microsoft Office (Excel, Word, PowerPoint), Adobe PDF, etc.

• Knowledge• Existing knowledge of UW-Madison e-reimbursement system and policies and

procedures including travel and p-card purchasing is preferred.• Knowledge of clinical confidentiality/privacy issues preferred.• Knowledge of UW regulations and procedures, including the XXX preferred.

Example Applicant Instructions: Please upload a current resume and cover letter describing your qualifications for this position. Include responses to the following:•Do you possess a 2-year Associate Degree as a Medical Laboratory Technician (MLT) from an accredited institution? •Do you have at least one year of recent professional work experience as an MLT including venipuncture and lab equipment experience? •Are you skilled with keyboarding and the use of computers? •Do you have knowledge of the Epic electronic medical records system or LabDAQ Laboratory Information System?•Are you skilled with Adult and Pediatric phlebotomy procedures and techniques?

Finalists for the position should be able to demonstrate the following in a personal interview:•Knowledge of modern laboratory principles and techniques and ability to apply them in clinical analysis leading to the diagnosis of disease.•Knowledge of principles of chemistry, bacteriology, serology, hematology and parasitology.•Knowledge of laboratory safety policies and procedures.•Knowledge of CLIA and OSHA rules and regulations.•Quality control principles and procedures.

Advertising

Medical Laboratory Technician

The UW-Madison Dept. of Family Medicine and Community Health Eau Claire Family Medicine Clinic is seeking a 80% Medical Laboratory Technician (MLT). Work hours are Monday through Friday, with exact schedule to be determined upon hire. Starting salary for applicants will be between $15.35 to $20.43 per hour based on qualifications, plus a competitive benefit package. A 6-month probationary period is required. To qualify, candidates must possess a 2-year Associate Degree as a MLT from an accredited institution AND 1 year of recent experience working as a MLT including venipuncture and lab equipment. Questions may be directed to Todd Schry, Human Resources at (608)265-0641; e-mail Todd.Schry@fammed.wisc.edu. How To Apply: For complete job description and to apply online, please visit http://tinyurl.com/pqc754q. Deadline to apply is October 21, 2015. UW-Madison is an Equal Opportunity/Affirmative Action Employer

Initial Candidate Assessment: Determining who to invite for interviews

96492 MLT-O Applicant Assessment

Questions: 0, 1 0, 1 0, 1 0, 1 0, 1 0,1 4, 6

Applicant Name

Possesses a 2-year Associate Degree as a Medical Laboratory Technician (MLT) from an accredited institution? Yes = 1, No = 0

Has at least one year of recent professional work experience as an MLT including venipuncture and lab equipment? Yes = 1, No =0

Indicates solid computer and keyboarding? Yes = 1, No =0

Has knowledge of Epic EMR and LabDAQ Laboratory Information System? Yes = 1, No = 0

Has skill with Adult and Pediatric phlebotomy procedures and techniques? Yes = 1, No = 0

Resume and cover letter consistently formatted and error free? Yes = 1, No = 0

TOTALS: Mandatory,Preferred

0

0

0

0

0

MAXIMUM TOTAL SCORE =6; must have a score of 4 or greater for required elements; top 3 candidates, or more if scores are tied, will be considered for interviews

Evaluators: Todd Schry, DFMCH HR and Len Deprey

Must have score of 2 or greater to qualify for interview

Mandatory

Preferred

Recruitment File Checklist Division Human Resources, in collaboration with hiring administrators and search committees, must document searches to ensure compliance with UW-Madison and U.S. Department of Labor records retention requirements. Information documenting recruitment and selection procedures should be retained for all hires. School, colleges and divisions must maintain records documenting the following information for a period of seven years from the date the position is filled: information on all individuals who were hired or not selected; and the reasons for selection or non-selection.

Among the records that must be retained are the following:☐Names of all members of the search committee and who served as chair☐Copies of the position description and announcement from the UW-Madison employment website☐Documentation of blue-collar multi-shift process☐Copies of the Recruitment Efforts Plan, advertisements, press releases, and other publicity materials and outreach activities☐Assessment and screening criteria☐List of applicants and nominees☐Candidate materials for example cover letters, work history, resumes/curriculum vitae, transcripts, recommendation letters, reference list, reference check materials, and copies of correspondence with individual applicants and nominees☐Sample correspondence (emails/letters) sent to applicants☐List of interviewees and interview questions☐Evaluations of candidates at each step, evaluations of candidates who are interviewed, reasons why candidates were not referred for selection, reason for selecting the finalist☐Affirmative Action Review Form (if applicable; see Recruitment, Assessment and Selection procedures for guidance)

Waiver of Open RecruitmentReasons (AS and US)