Program Implementation Procedures The steps below will be followed when implementing the Prework Screening Program. Step One. Functional job descriptions will be provided to <screening provider name> for each job included in the Scope. This information will be used to create an appropriate prework screening for each job included in the program. Step Two. <Screening provider name> will review the functional job description and verify the essential functions by observing a current employee performing the job tasks. Step Three. Based on the information gathered from the functional job description and observations, <screening provider name> will identify the necessary prework screening criteria and orientation materials. The documents will be sent to the Program Administrator for review prior to being used. Step Four. The Program Administrator will ensure that the prework screening criteria are as accurate as possible. This will be accomplished by requiring <screening provider name> to first “test the test” by administering the prework screen on current employees. The results from these screenings will be presented to the Program Administrator with all personally identifiable information (PII) removed. Step Five. The Program Administrator will analyze the results and correct any procedural, communication or technical problems before job applicants are screened. Step Six. Start screening job candidates for jobs included in the program. Prework Screening Process All job candidates offered a position in the jobs listed in the Scope will receive both a verbal and written conditional job offer of employment. This means the candidate is required to pass a prework screening prior to beginning work for <Company Name>. Check Your Understanding. You will need to develop a conditional offer of employment letter to send to job candidates. Consult your legal counsel when creating this letter to make sure it is pursuant to applicable employment-related laws and regulations. All candidates receiving conditional job offers will be sent to the <screening provider, address, and phone> to undergo screening. Candidates must undergo screening within <insert time period> or the conditional offer of employment will be rescinded. A copy of the conditional offer of employment letter will be sent to the screening provider. Results. <Screening provider name> will determine if the employee has passed or failed the screening. The results will be sent to the Program Administrator who will inform the hiring manager/supervisor of the results of the screening within <insert time period>. If <Company Name> receives a passing score for the job candidate and if he or she passes all routine HR reviews and testing, the hiring manager/supervisor may contact the job candidate and offer a final, non-conditional job offer.
Program Implementation Procedures The steps below will be followed when implementing the Prework Screening Program. Step One. Functional job descriptions will be provided to <screening provider name> for each job included in the Scope. This information will be used to create an appropriate prework screening for each job included in the program. Step Two. <Screening provider name> will review the functional job description and verify the essential functions by observing a current employee performing the job tasks. Step Three. Based on the information gathered from the functional job description and observations, <screening provider name> will identify the necessary prework screening criteria and orientation materials. The documents will be sent to the Program Administrator for review prior to being used. Step Four. The Program Administrator will ensure that the prework screening criteria are as accurate as possible. This will be accomplished by requiring <screening provider name> to first “test the test” by administering the prework screen on current employees. The results from these screenings will be presented to the Program Administrator with all personally identifiable information (PII) removed. Step Five. The Program Administrator will analyze the results and correct any procedural, communication or technical problems before job applicants are screened. Step Six. Start screening job candidates for jobs included in the program. Prework Screening Process All job candidates offered a position in the jobs listed in the Scope will receive both a verbal and written conditional job offer of employment. This means the candidate is required to pass a prework screening prior to beginning work for <Company Name>. Check Your Understanding. You will need to develop a conditional offer of employment letter to send to job candidates. Consult your legal counsel when creating this letter to make sure it is pursuant to applicable employment-related laws and regulations. All candidates receiving conditional job offers will be sent to the <screening provider, address, and phone> to undergo screening. Candidates must undergo screening within <insert time period> or the conditional offer of employment will be rescinded. A copy of the conditional offer of employment letter will be sent to the screening provider. Results. <Screening provider name> will determine if the employee has passed or failed the screening. The results will be sent to the Program Administrator who will inform the hiring manager/supervisor of the results of the screening within <insert time period>. If <Company Name> receives a passing score for the job candidate and if he or she passes all routine HR reviews and testing, the hiring manager/supervisor may contact the job candidate and offer a final, non-conditional job offer.
Prework%20Screening%20Program.docx