{"id":22357,"date":"2021-07-02T09:30:00","date_gmt":"2021-07-02T16:30:00","guid":{"rendered":"http:\/\/policies.wsu.edu\/prf\/?page_id=22357"},"modified":"2026-05-14T16:01:08","modified_gmt":"2026-05-14T23:01:08","slug":"bppm-60-18","status":"publish","type":"page","link":"https:\/\/policies.wsu.edu\/prf\/index\/manuals\/business-policies-and-procedures-manual\/bppm-60-18\/","title":{"rendered":"60.18 Recruitment and Selection of Classified Positions"},"content":{"rendered":"\n<h1 class=\"wp-block-heading wsu-font-size--xxmedium\">University Policies and Procedures Manual&nbsp;(previously Business Policies and Procedures Manual)<\/h1>\n\n\n\n<h2 class=\"wp-block-heading\">Recruitment and Selection of Classified Positions<\/h2>\n\n\n<div class=\"wsu-row wsu-row--single\" >\r\n    \n<div class=\"wsu-column\"  style=\"\">\r\n\t\n\n<p><strong>UPPM 60.18<\/strong><\/p>\n<p><strong>For more information contact:<\/strong><br>&nbsp; &nbsp;Human Resource Services<br>&nbsp; &nbsp;509-335-4521 \/ <a href=\"mailto:hrs@wsu.edu\">hrs@wsu.edu<\/a><\/p>\n<hr>\n<div id=\"toc_container\">\n<h3>Contents<\/h3>\n<ul class=\"toc_list\">\n<li><a href=\"#One_0\">1.0 Overview and Purpose<\/a><\/li>\n<li><a href=\"#Two_0\">2.0 Applicability<\/a><\/li>\n<li><a href=\"#Three_0\">3.0 Requirements<\/a>\n<ul>\n<li><a href=\"#Three_1\">3.1 Employing Official<\/a><\/li>\n<li><a href=\"#Three_2\">3.2 Administration<\/a><\/li>\n<li><a href=\"#Three_3\">3.3 Promotional Applicants<\/a><\/li>\n<li><a href=\"#Three_4\">3.4 Retirees<\/a><\/li>\n<li><a href=\"#Three_5\">3.5 Open Competitive Recruitment<\/a><\/li>\n<\/ul>\n<\/li>\n<li><a href=\"#Four_0\">4.0 Procedures<\/a>\n<ul>\n<li><a href=\"#Four_1\">4.1 Prior to Recruitment<\/a><\/li>\n<li><a href=\"#Four_2\">4.2 Create a Job Posting<\/a><\/li>\n<li><a href=\"#Four_3\">4.3 Referral of Applicants for Consideration<\/a><\/li>\n<li><a href=\"#Four_4\">4.4 Interview<\/a><\/li>\n<li><a href=\"#Four_5\">4.5 Reference Checks<\/a><\/li>\n<li><a href=\"#Four_6\">4.6 Selection<\/a><\/li>\n<li><a href=\"#Four_7\">4.7 Exceptions to Open Recruitment<\/a><\/li>\n<li><a href=\"#Four_8\">4.8 Notification to Applicants<\/a><\/li>\n<li><a href=\"#Four_9\">4.9 Appointment<\/a><\/li>\n<li><a href=\"#Four_10\">4.10 Retention of Recruitment Documents<\/a><\/li>\n<li><a href=\"#Four_11\">4.11 New Employee Orientation<\/a><\/li>\n<\/ul>\n<\/li>\n<li><a href=\"#Five_0\">5.0 Resources<\/a><\/li>\n<\/ul>\n<h3 id=\"One_0\">1.0&nbsp;&nbsp;&nbsp;&nbsp; Overview and Purpose<\/h3>\n<p>Washington State University is committed to the recruitment, development, and retention of its employees. The University follows state regulations regarding the recruitment and selection of applicants for classified positions (see <em>Washington Administrative Code <\/em>(WAC) <a href=\"https:\/\/app.leg.wa.gov\/WAC\/default.aspx?cite=357-16\">Chapter 357-16<\/a>).<\/p>\n<p>Prior to requesting recruitment for a position, the department considers and approves the budget, position allocation, position function (including a current position description and performance expectations), staffing level implications, and salary (see <a href=\"https:\/\/policies.wsu.edu\/prf\/index\/manuals\/business-policies-and-procedures-manual\/bppm-30-07\/\">UPPM&nbsp;30.07<\/a> and <a href=\"https:\/\/policies.wsu.edu\/prf\/index\/manuals\/business-policies-and-procedures-manual\/bppm-60-02\/\">60.02<\/a>).<\/p>\n<h3 id=\"Two_0\">2.0&nbsp;&nbsp;&nbsp; Applicability<\/h3>\n<p>This policy applies to WSU classified employees. For the purposes of this policy, civil service positions and positions covered by bargaining unit agreements are referred to collectively as classified positions. When recruiting for a position covered under a collective bargaining agreement, refer to the appropriate agreement regarding promotional procedures. See Human Resource Services (HRS) <a href=\"https:\/\/hrs.wsu.edu\/employees\/labor-relations\/\">Labor Relations<\/a>.<\/p>\n<h3 id=\"Three_0\">3.0&nbsp;&nbsp;&nbsp; Requirements<\/h3>\n<h4 id=\"Three_1\">3.1&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Employing Official<\/h4>\n<p>The employing official is the administrative or supervisory employee designated by the appointing authority to exercise responsibility for requesting certification, interviewing eligible applicants, and recommending appointment of individuals to classified positions (see <a href=\"https:\/\/app.leg.wa.gov\/WAC\/default.aspx?cite=357-01-150\">WAC&nbsp;357-01-150<\/a> and <a href=\"https:\/\/policies.wsu.edu\/prf\/index\/manuals\/business-policies-and-procedures-manual\/bppm-60-10\/\">UPPM&nbsp;60.10<\/a>).<\/p>\n<h4 id=\"Three_2\">3.2&nbsp;&nbsp;&nbsp;&nbsp; Administration<\/h4>\n<p>WSU HRS is responsible for overseeing all recruitment activities for classified positions at all WSU locations systemwide.<\/p>\n<p>The University&#8217;s designated Personnel Officer is the administrator who oversees HRS (see <a href=\"https:\/\/app.leg.wa.gov\/rcw\/default.aspx?cite=41.06.510\">RCW 41.06.510<\/a>).<\/p>\n<h4 id=\"Three_3\">3.3&nbsp;&nbsp;&nbsp;&nbsp; Promotional Applicants<\/h4>\n<p>A promotional applicant is an applicant who, at the time of application, is a current classified employee and meets the competencies and requirements of the position for which the individual is applying. The position applied to is at a higher salary range maximum than the employee\u2019s current position.<\/p>\n<h4 id=\"Three_4\">3.4&nbsp;&nbsp;&nbsp;&nbsp; Retirees<\/h4>\n<p>It is a violation of state law to have a pre-retirement written or oral agreement to reemploy a Department of Retirement Systems (DRS) retiree. <strong>Note:<\/strong> A mere expression or inquiry about postretirement employment by an employer or employee that does not constitute a commitment to reemploy the employee after retirement is not considered an agreement.<\/p>\n<p>A DRS or Washington State University Retirement Plan (WSURP) retiree must be hired in accordance with the procedures in this policy. The hiring department must document a justifiable need to hire a retiree into the classified position, and the appointing authority and HRS must pre-approve the retiree\u2019s hire prior to an offer being made.<\/p>\n<p>State law limits the number of hours a DRS retirement plan retiree can work in a position that is eligible for a DRS retirement plan.<\/p>\n<p>DRS retirement plans include:<\/p>\n<ul>\n<li>PERS (Public Employees Retirement System)<\/li>\n<li>LEOFF (Law Enforcement Officers and Firefighters)<\/li>\n<li>TRS (Teachers Retirement System) plans.<\/li>\n<\/ul>\n<p>For more information, see DRS <a href=\"https:\/\/www.drs.wa.gov\/life\/return\/\">Return to Work<\/a> or contact HRS; telephone 509-335-4521.<\/p>\n<h4 id=\"Three_5\">3.5&nbsp;&nbsp;&nbsp;&nbsp; Open Competitive Recruitment<\/h4>\n<p>WSU is an equal opportunity employer committed to eliminating barriers to employment and improving opportunities available to all individuals. The University\u2019s efforts to meet this goal are consistent with state and federal laws.<\/p>\n<p>One method used to achieve this goal is open recruitment. However, exceptional circumstances may justify foregoing the open competitive recruitment process (see <a href=\"#Four_7\">Section 4.7<\/a>).<\/p>\n<h3 id=\"Four_0\">4.0&nbsp;&nbsp; Procedures<\/h3>\n<h4 id=\"Four_1\">4.1&nbsp;&nbsp;&nbsp;&nbsp; Prior to Recruitment<\/h4>\n<h5 id=\"Four_1_a\">4.1.a&nbsp;&nbsp; Search Committees<\/h5>\n<p>HRS encourages the use of search committees for the process of evaluating, screening, interviewing and recommend hiring. Resources for the HR Partner\/Recruiter and search committee are available through the HRS <a href=\"https:\/\/hrs.wsu.edu\/managers\/recruitment-toolkit\/staff-recruitment-toolkit\/\">Staff Recruitment ToolKit<\/a>.<\/p>\n<h5 id=\"Four_1_b\">4.1.b&nbsp; Security Groups<\/h5>\n<p>The following security groups use Workday Recruit to conduct recruitments.<\/p>\n<h6 id=\"Four_1_b_i\">4.1.b.i &nbsp; HR Partner\/Recruiter\/Manager<\/h6>\n<p>This security group has department-level scope and typically includes the employing official and search support for the department (see <a href=\"#Three_1\">Section 3.1<\/a>).<\/p>\n<h6 id=\"Four_1_b_ii\">4.1.b.ii&nbsp;&nbsp; Appointing Authority<\/h6>\n<p>The appointing authority user group has designated area\/college-level scope and includes individuals delegated as appointing authorities in accordance with <a href=\"https:\/\/policies.wsu.edu\/prf\/index\/manuals\/business-policies-and-procedures-manual\/bppm-60-10\/\">UPPM 60.10<\/a>.<\/p>\n<h5 id=\"Four_1_c\">4.1.c&nbsp;&nbsp; Position Description and Performance Expectations<\/h5>\n<p>Position descriptions and performance expectations are required for all classified positions.<\/p>\n<p>Prior to recruiting a classified position, the department must review the position description in the <a href=\"https:\/\/hrs.wsu.edu\/opdrs\/\">Online Position Description &amp; Recruitment System (OPDRS)<\/a> for accuracy and update the position description and performance expectations as needed.<\/p>\n<p>HRS must complete the position review as outlined in <a href=\"https:\/\/policies.wsu.edu\/prf\/index\/manuals\/business-policies-and-procedures-manual\/bppm-60-02\/\">UPPM 60.02<\/a> before an online job posting is added to the <a href=\"https:\/\/hrs.wsu.edu\/careers\/\">WSU careers<\/a> website.<\/p>\n<h5 id=\"Four_1_d\">4.1.d&nbsp; Coordinate with HRS<\/h5>\n<p>Prior to submitting an online job requisition and posting of the job or evergreen requisition, the HR Partner\/Recruiter coordinates the recruitment process with HRS. If the department needs to fill a difficult position or intends to conduct a national search, the HR Partner\/Recruiter and HRS consider the competencies and requirements of the particular position to ensure the most effective, efficient, and useful method of recruitment for the position. Screening methods may be determined based on the HRS analysis of the position.<\/p>\n<h4 id=\"Four_2\">4.2&nbsp;&nbsp;&nbsp;&nbsp; Create a Job Posting<\/h4>\n<p>Recruitment requests for all classified positions are processed through Workday Recruit for posting on the WSU jobs website (see the Workday <a href=\"https:\/\/jira.esg.wsu.edu\/servicedesk\/customer\/kb\/view\/156963258\">Create or Close a Position reference guide<\/a>).<\/p>\n<p>All classified position openings must be posted for a minimum of five business days.<\/p>\n<p>When recruiting for a position covered under a collective bargaining agreement, refer to the appropriate agreement regarding posting timeframes.<\/p>\n<h4 id=\"Four_3\">4.3&nbsp;&nbsp;&nbsp;&nbsp; Referral of Applicants for Consideration<\/h4>\n<p>When the job posting has closed, the pool of applicants is automatically released to the department for review in accordance with <a href=\"https:\/\/app.leg.wa.gov\/WAC\/default.aspx?cite=357-16-130\">WAC 357-16-130<\/a>. The HR Partner\/Recruiter in coordination with the search committee chair, determines how and when the search committee receives applications. Search committees may receive the application materials when the position closes.<\/p>\n<p>If the number of applicants exceeds the needs of the hiring department, the Recruiter can meet with HRS to identify strategies for reviewing minimum requirements.<\/p>\n<p>HRS must refer eligible veterans, their surviving spouses, or registered domestic partners, or spouses or registered domestic partners of honorably discharged veterans who have a service connected permanent and total disability to the HR Partner\/ Recruiter for consideration, in accordance with <a href=\"https:\/\/app.leg.wa.gov\/wac\/default.aspx?cite=357-16-110\">WAC 357-16-110<\/a>.<\/p>\n<h5 id=\"Four_3_a\">4.3.a&nbsp; Disqualification<\/h5>\n<p>HRS may disqualify an individual from consideration for employment at any time for good and sufficient reasons. HRS removes the individual&#8217;s name from an applicant pool for a class or all classes in an occupational category\/class series. (See <a href=\"https:\/\/app.leg.wa.gov\/wac\/default.aspx?cite=357-16-155\">WAC 357-16-155<\/a>.)<\/p>\n<p>HRS notifies the applicant in writing if they are removed from an applicant pool (see <a href=\"https:\/\/app.leg.wa.gov\/WAC\/default.aspx?cite=357-16-160\">WAC 357-16-160<\/a>). The written notice specifies the reason for the removal and the right to request a review of the removal under the provisions of <a href=\"http:\/\/app.leg.wa.gov\/WAC\/default.aspx?cite=357-16-170\">WAC 357-16-170<\/a>, <a href=\"http:\/\/app.leg.wa.gov\/WAC\/default.aspx?cite=357-16-175\">357-16-175<\/a>, and <a href=\"http:\/\/app.leg.wa.gov\/WAC\/default.aspx?cite=357-16-180\">357-16-180<\/a>.<\/p>\n<h5 id=\"Four_3_b\">4.3.b&nbsp; Review of Removal<\/h5>\n<p>An applicant may request a review of the removal from the applicant pool by HRS. Such a request must be made in writing and submitted to HRS within twenty calendar days following the notice of the action for which the review is requested.<\/p>\n<p>An appropriate HRS representative not involved in the action under review conducts the review. The HRS representative provides the review decision in writing to the applicant. Review decisions are final and not subject to further review or appeal.<\/p>\n<h5 id=\"Four_3_c\">4.3.c&nbsp; Additional Recruitment and Screening Opportunities<\/h5>\n<p>In compliance with state requirements (<a href=\"http:\/\/app.leg.wa.gov\/WAC\/default.aspx?cite=357-16-030\">WAC 357-16-030<\/a>, <a href=\"http:\/\/app.leg.wa.gov\/WAC\/default.aspx?cite=357-16-135\">357-16-135<\/a>, and <a href=\"http:\/\/app.leg.wa.gov\/WAC\/default.aspx?cite=357-25-055\">357-25-055<\/a>), HRS may screen persons with disabilities, Vietnam-era veterans, disabled veterans, and persons age 40 and over for placement in eligible applicant pools.<\/p>\n<h5 id=\"Four_3_d\">4.3.d&nbsp; Eligible Laid-Off Applicants<\/h5>\n<p>HRS refers eligible laid-off and promotional applicants, in accordance with <a href=\"https:\/\/app.leg.wa.gov\/WAC\/default.aspx?cite=357-16-130\">WAC 357-16-130<\/a>, who satisfy the competencies and other requirements of the position to the HR Partner\/Recruiter for consideration before other applicants. HRS then refers other available eligible candidates.<\/p>\n<h4 id=\"Four_4\">4.4&nbsp;&nbsp;&nbsp; Interview<\/h4>\n<p>The HR Partner\/Recruiter and\/or search committee reviews and considers the applicants for the position. Prior to scheduling screening interviews or on-campus interviews, the HR Partner\/Recruiter updates the applicant\u2019s Workday status to \u201cInterview\u201d to identify those candidates contacted for interviews.<\/p>\n<p>The HR Partner\/Recruiter and\/or search committee chair is responsible for ensuring that the recruitment process is fair and objective.<\/p>\n<p>HR Partners\/Recruiters and\/or search committees should review the preemployment inquiry guidelines in <a href=\"https:\/\/policies.wsu.edu\/prf\/index\/manuals\/business-policies-and-procedures-manual\/bppm-60-08\/\">UPPM 60.08<\/a> when developing questions for applicant interviews.<\/p>\n<p>The department is to maintain all recruitment documents (e.g., interview questions, notes) in accordance with approved records retention schedules (see <a href=\"https:\/\/policies.wsu.edu\/prf\/index\/manuals\/business-policies-and-procedures-manual\/bppm-90-01\/\">UPPM 90.01<\/a>).<\/p>\n<h5 id=\"Four_4_a\">4.4.a&nbsp; Update Applicant Status Online<\/h5>\n<p>The HR Partner\/Recruiter is responsible for updating the current status of each applicant in Workday Recruit in a timely manner, as each applicant moves through the recruitment process.<\/p>\n<h4 id=\"Four_5\">4.5&nbsp;&nbsp;&nbsp;&nbsp; Reference Checks<\/h4>\n<p>The Primary Recruiting Coordinator or Recruiter schedules and\/or contacts the candidate\u2019s professional references for the Search Committee Chair or Supervisor to conduct the reference check.<\/p>\n<p>Reference checks are conducted outside the Workday system. The HR Partner\/Recruiter and\/or the search committee is responsible for investigating or verifying the following information provided by the applicant:<\/p>\n<ul>\n<li>Application;<\/li>\n<li>Work history;<\/li>\n<li>Education;<\/li>\n<li>Qualifications;<\/li>\n<li>Experience; and<\/li>\n<li>References.<\/li>\n<\/ul>\n<p>The search committee chair, the position&#8217;s supervisor, or the appointing authority may examine personnel files of applicants who are currently or formerly employed by WSU and are under consideration for the position vacancy (see <a href=\"https:\/\/policies.wsu.edu\/prf\/index\/manuals\/business-policies-and-procedures-manual\/bppm-90-07\/\">UPPM 90.07<\/a>). Contact HRS to arrange to view the personnel file of any such applicants.<\/p>\n<h5 id=\"Four_5_a\">4.5.a&nbsp; Background Check<\/h5>\n<p>The hiring department follows the appointment authority requirements to determine if the position requires a preemployment background check in accordance with <a href=\"https:\/\/policies.wsu.edu\/prf\/index\/manuals\/business-policies-and-procedures-manual\/bppm-60-16\/\">UPPM 60.16<\/a>. HRS is available to provide assistance.<\/p>\n<p>If a background check is required, the HR Partner\/Academic HR Partner is responsible for notifying HRS after the finalist applicants are identified. HRS is responsible for initiating the background checks.<\/p>\n<h6 id=\"Four_5_a_i\">4.5.a.i&nbsp; Positions with Access to Personally Identifiable Information (PII)<\/h6>\n<p>If a candidate is hired into a position with a security role that has access to PII, the hiring department must ensure a background check is done and the new employee completes FERPA training.<\/p>\n<h6 id=\"Four_5_a_ii\">4.5.a.ii&nbsp; Sexual Misconduct<\/h6>\n<p>Prior to an offer of employment, WSU must comply with <a href=\"https:\/\/app.leg.wa.gov\/RCW\/default.aspx?cite=28B.112.080\">RCW 28B.112.080<\/a>. To comply with this law, hiring departments may not make an offer of employment until approved by HRS.&nbsp;<\/p>\n<p>If hiring an applicant outside of Workday, departments are to contact their HRS Service Team prior to extending an offer.<\/p>\n<h4 id=\"Four_6\">4.6&nbsp;&nbsp;&nbsp;&nbsp; Selection<\/h4>\n<p>The HR Partner\/Recruiter and\/or search committee identifies the top candidates who best meet the requested competencies to refer to the appointing authority. The HR Partner\/Recruiter submits a request to HRS through Workday Recruit for approval to extend the offer to the final applicant.<\/p>\n<p>HRS reviews the request to offer and approves the request in Workday Recruit when the job offer may be extended to the applicant.<\/p>\n<p>The HR Partner\/Recruiter is responsible for ensuring that the status of all applicants is updated accurately in Workday Recruit.<\/p>\n<h5 id=\"Four_6_a\">4.6.a&nbsp; Offer Above Minimum Step<\/h5>\n<p>The HR Partner\/Recruiter must submit justification to the area\/college&#8217;s appointing authority to request approval to offer a salary that is above the minimum step. The HR Partner\/Recruiter must receive approval from the appointing authority and HRS prior to making the offer at a higher salary to the applicant.<\/p>\n<h5 id=\"Four_6_b\">4.6.b&nbsp; Update Applicant Status Online<\/h5>\n<p>When the selected applicant verbally accepts the offer, the HR Partner\/Recruiter updates Workday Recruit indicating the acceptance.<\/p>\n<h5 id=\"Four_6_c\">4.6.c&nbsp; Offer Letters<\/h5>\n<p>Upon receipt of appointing authority and HRS approval, the HR Partner\/Recruiter sends the final candidate their offer letter for review and approval through Workday.<\/p>\n<h6 id=\"Four_6_c_i\">4.6.c.i&nbsp; Records Retention<\/h6>\n<p>HRS has access to the offer letter in the Workday system. HRS retains the letters of offer and acceptance and copies of the resume and cover letter in the employee&#8217;s personnel folder in accordance with University records retention requirements (see <a href=\"https:\/\/policies.wsu.edu\/prf\/index\/manuals\/business-policies-and-procedures-manual\/bppm-90-01\/\">UPPM 90.01<\/a>).<\/p>\n<h4 id=\"Four_7\">4.7&nbsp;&nbsp;&nbsp;&nbsp; Exceptions to Open Recruitment<\/h4>\n<h5 id=\"Four_7_a\">4.7.a&nbsp; Partner or Spouse Accommodation<\/h5>\n<p>An appointing authority may submit a request to HRS for a direct appointment without recruitment for a civil service position or a project civil service position (see <a href=\"https:\/\/policies.wsu.edu\/prf\/index\/manuals\/business-policies-and-procedures-manual\/bppm-60-23\/\">UPPM 60.23<\/a>) when a partner or spouse accommodation may assist the recruitment of a qualified job applicant or the retention of a permanent employee (see <a href=\"https:\/\/policies.wsu.edu\/prf\/index\/manuals\/business-policies-and-procedures-manual\/bppm-60-15\/\">UPPM 60.15<\/a>). The applicant must meet the position requirements.<\/p>\n<p>The appointing authority may later submit a request to HRS to permanently appoint the employee to the position without a search. The request must be accompanied by a written explanation of why an open competitive search is not feasible or appropriate for the appointment.<\/p>\n<h5 id=\"Four_7_b\">4.7.b&nbsp; Submitting Request for Direct Appointment<\/h5>\n<p>To request direct appointment of an applicant to a civil service position, the appointing authority submits the following to HRS for approval through OPDRS (see <a href=\"https:\/\/policies.wsu.edu\/prf\/index\/manuals\/business-policies-and-procedures-manual\/bppm-60-02\/\">UPPM 60.02<\/a>):<\/p>\n<ul>\n<li>Updated position description;<\/li>\n<li>Proposed salary;<\/li>\n<li>Performance expectations;<\/li>\n<li>Organization chart showing the position&#8217;s relationship to other positions in the department;<\/li>\n<li>Employee\/applicant resume; and<\/li>\n<li>Justification to appoint without a formal search.<\/li>\n<\/ul>\n<p>See also the requirement to comply with <a href=\"https:\/\/app.leg.wa.gov\/RCW\/default.aspx?cite=28B.112.080\">RCW 28B.112.080<\/a> under <a href=\"#Four_5_a_ii\">Section 4.5.a.ii<\/a>.<\/p>\n<p>The University&#8217;s Personnel Officer reviews the request and notifies the appointing authority of approval or denial of the request. If approved, the individual is directly hired into Workday. A job requisition or recruitment process is not initiated through Workday Recruit for direct appointments.<\/p>\n<p>See <a href=\"#Four_7_a\">Section 4.7.a<\/a> regarding selection request review and approval.<\/p>\n<p>For direct appointments, the HR Partner\/Recruiter must send a letter signed by the appointing authority or designee confirming the appointment to the applicant who was extended an offer of employment. Sample offer letters are available from the designated HRS Service Team.<\/p>\n<h4 id=\"Four_8\">4.8&nbsp;&nbsp;&nbsp; Notification to Applicants<\/h4>\n<p>HRS recommends that the HR Partner\/Recruiter or Search Committee Chair call or send an email regarding application status to each finalist who was invited to interview for the position. HRS recommends that the HR Partner\/Recruiter sends a Workday message or email to each applicant regarding application status. Email templates are available and may be sent through Workday Recruit.<\/p>\n<p>Sample letters are available through the HRS <a href=\"https:\/\/hrs.wsu.edu\/managers\/recruitment-toolkit\/staff-recruitment-toolkit\/\">Staff Recruitment Toolkit<\/a>.<\/p>\n<h4 id=\"Four_9\">4.9&nbsp;&nbsp;&nbsp;&nbsp; Appointment<\/h4>\n<p>For classified employees, the appointment effective date is the day the employee begins work. Upon appointment, the following actions may occur:<\/p>\n<ul>\n<li>Transfer of annual leave and sick leave for an employee changing positions within WSU, or from a state agency or other state institution of higher education in the state of Washington; and\/or<\/li>\n<li>Obtaining any Time Report or Leave Report file from the employee&#8217;s former employing department if the applicant selected is a current WSU employee. If the selected applicant is a former employee reappointed within three years of separation, obtain the file from HRS.<\/li>\n<\/ul>\n<h5 id=\"Four_9_a\">4.9.a&nbsp; Foreign Worker Disclosure Statement<\/h5>\n<p>The University must provide a disclosure statement to each worker who is a non-U.S. citizen and who comes to the state of Washington based upon an offer of employment (see <a href=\"https:\/\/app.leg.wa.gov\/rcw\/default.aspx?cite=19.320&amp;full=true\">RCW 19.320<\/a> and <a href=\"https:\/\/policies.wsu.edu\/prf\/index\/manuals\/business-policies-and-procedures-manual\/bppm-60-05\/\">UPPM 60.05 <\/a>for instructions).<\/p>\n<h4 id=\"Four_10\">4.10&nbsp;&nbsp; Retention of Recruitment Documents<\/h4>\n<p>The hiring department is to maintain all employee recruitment documents (i.e., search materials and references) in accordance with the University records retention schedule (see <a href=\"https:\/\/policies.wsu.edu\/prf\/index\/manuals\/business-policies-and-procedures-manual\/bppm-90-01\/\">UPPM 90.01<\/a>).<\/p>\n<h4 id=\"Four_11\">4.11&nbsp;&nbsp;&nbsp; New Employee Orientation<\/h4>\n<p>New employees are to enroll in new employee and benefits orientation classes. Enrollment information is available through the <a href=\"https:\/\/hrs.wsu.edu\/new-employees\/\">HRS New Employees<\/a> website.<\/p>\n<h5 id=\"Four_11_a\">4.11.a New Supervisor\/Manager<\/h5>\n<p>New supervisors and\/or managers are encouraged to enroll in supervisory and enhanced supervisory training. Enrollment information is available from the HRS <a href=\"..\/..\/..\/..\/Revisions%20in%20Progress\/Kenyah%27s%20In%20Progress\/Rev.%20656\/60.18%20Recruitment%20of%20CS\/hrs.wsu.edu\/training\">Learning and Organizational Development<\/a> website. (See <a href=\"https:\/\/policies.wsu.edu\/prf\/index\/manuals\/business-policies-and-procedures-manual\/bppm-60-71\/\">UPPM 60.71<\/a>.)<\/p>\n<h3 id=\"Five_0\">5.0&nbsp;&nbsp;&nbsp; Resources<\/h3>\n<p><a href=\"https:\/\/hrs.wsu.edu\/\">WSU HRS<\/a><\/p>\n<p><a href=\"https:\/\/www.drs.wa.gov\/\">Washington State DRS<\/a><\/p>\n<p><a href=\"https:\/\/app.leg.wa.gov\/RCW\/default.aspx?cite=28B.30\">RCW Chapter 28B.30<\/a>\u2014Washington State University<\/p>\n<p><a href=\"https:\/\/app.leg.wa.gov\/rcw\/default.aspx?cite=41.06\">RCW Chapter 41.06<\/a>\u2014State Civil Service Law<\/p>\n<p><a href=\"https:\/\/app.leg.wa.gov\/WAC\/default.aspx?cite=357-16\">WAC Chapter 357-16<\/a>\u2014Recruitment, Assessment, and Certification<\/p>\n<\/div>\n<p style=\"font-size: .8rem\">_______________________<br><strong>Revisions:<\/strong>&nbsp; May 2026 (Rev. <a href=\"https:\/\/policies.wsu.edu\/prf\/bppm-manual-revisions\/bppm-revision-656\/\">656<\/a>); July 2021 (Rev. <a href=\"https:\/\/policies.wsu.edu\/prf\/bppm-manual-revisions\/bppm-revision-571\/\">571<\/a>); Dec. 2020 (Rev. <a href=\"https:\/\/policies.wsu.edu\/prf\/bppm-manual-revisions\/bppm-revision-559\/\">559<\/a>); Oct. 2014 (Rev. 439); July 2013 (Rev. 414); May 2012 (Rev. 397); Oct. 2011 (Rev. 388); Jan. 2011 (Rev. 374); June 2009 (Rev. 342); Jan. 2008 (Rev. 314); July 2006 (Rev. 282); May 2006 (Rev. 279); Sept. 2002 (Rev. 219); Oct. 1997 (Rev. 107); Sept. 1990 (Rev. 83); Dec. 1987 (Rev. 69); Mar. 1983 &#8211; new policy (Rev. 51).<\/p>\n\n<\/div>\r\n\n<\/div>","protected":false},"excerpt":{"rendered":"<p>University Policies and Procedures Manual&nbsp;(previously Business Policies and Procedures Manual) Recruitment and Selection of Classified Positions<\/p>\n","protected":false},"author":1061,"featured_media":0,"parent":50633,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_wsuwp_accessibility_report":null},"wsuwp_university_location":[],"wsuwp_university_org":[],"_links":{"self":[{"href":"https:\/\/policies.wsu.edu\/prf\/wp-json\/wp\/v2\/pages\/22357"}],"collection":[{"href":"https:\/\/policies.wsu.edu\/prf\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/policies.wsu.edu\/prf\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/policies.wsu.edu\/prf\/wp-json\/wp\/v2\/users\/1061"}],"replies":[{"embeddable":true,"href":"https:\/\/policies.wsu.edu\/prf\/wp-json\/wp\/v2\/comments?post=22357"}],"version-history":[{"count":38,"href":"https:\/\/policies.wsu.edu\/prf\/wp-json\/wp\/v2\/pages\/22357\/revisions"}],"predecessor-version":[{"id":70661,"href":"https:\/\/policies.wsu.edu\/prf\/wp-json\/wp\/v2\/pages\/22357\/revisions\/70661"}],"up":[{"embeddable":true,"href":"https:\/\/policies.wsu.edu\/prf\/wp-json\/wp\/v2\/pages\/50633"}],"wp:attachment":[{"href":"https:\/\/policies.wsu.edu\/prf\/wp-json\/wp\/v2\/media?parent=22357"}],"wp:term":[{"taxonomy":"wsuwp_university_location","embeddable":true,"href":"https:\/\/policies.wsu.edu\/prf\/wp-json\/wp\/v2\/wsuwp_university_location?post=22357"},{"taxonomy":"wsuwp_university_org","embeddable":true,"href":"https:\/\/policies.wsu.edu\/prf\/wp-json\/wp\/v2\/wsuwp_university_org?post=22357"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}