Overview: This document provides guidance and suggested questions for exploring client needs when first contacted about vacancies, job evaluation or organization design and structure. Vacancies Identify why there is a workforce need. How did the vacancy arise? Typically this would be the result of a resignation, retirement, termination, or newly funded position. Describe the key elements of the job. Analyze the current processes/workflow within the department. Can efficiencies be realized? When was the last time you recruited for this position? What is the recruiting approach? Can you develop an individual into the role, or do you need an experienced individual? What is the employment status (Full-time, part-time, continuing, term or casual)? If term, temporary, or contract, what is the duration? How many hours per week? What is happening in the environment that will impact this need? Identify working relationships (internal /external contacts). Job evaluation or re-evaluation requests Has the current job description been reviewed? Are changes to the job description required? Submit job description to be evaluated, if required. Organization structure/re-structure/design Recruiting Add to Headcount Temporary add to Headcount Decision: Vacant Position Contingent (term, part-time, consultant) Approval: ____________________________________ Preferred start date: ____________________________ Department prepared for the new hire (capacity to train/orient) as of preferred start date?
Overview: This document provides guidance and suggested questions for exploring client needs when first contacted about vacancies, job evaluation or organization design and structure. Vacancies Identify why there is a workforce need. How did the vacancy arise? Typically this would be the result of a resignation, retirement, termination, or newly funded position. Describe the key elements of the job. Analyze the current processes/workflow within the department. Can efficiencies be realized? When was the last time you recruited for this position? What is the recruiting approach? Can you develop an individual into the role, or do you need an experienced individual? What is the employment status (Full-time, part-time, continuing, term or casual)? If term, temporary, or contract, what is the duration? How many hours per week? What is happening in the environment that will impact this need? Identify working relationships (internal /external contacts). Job evaluation or re-evaluation requests Has the current job description been reviewed? Are changes to the job description required? Submit job description to be evaluated, if required. Organization structure/re-structure/design Recruiting Decision: Add to Headcount Temporary add to Headcount Vacant Position Contingent (term, part-time, consultant) Approval: ____________________________________ Preferred start date: ____________________________ Department prepared for the new hire (capacity to train/orient) as of preferred start date?
Pre-recruitingPlanner.docx