…

1. Inquiry. The supervisor who has a vacancy or needing extra help will contact the Human Resource Director to review existing applications on file for the position/similar position.
2. Post. Concurrently the Human Resource Director will see that  notice is posted within the organization for employees who might be interested in the vacant position.
3. Hire Request. The supervisor needing new hires will provide a completed Hiring Request Form to the Human Resources Director to use for a job search.
4. Job Search. If necessary the Human Resouces Director, after receipt of all necessary information, will advertise for applicants.
5. Applications. people who are interested will fill out the Independent Living Services application. Independent Living Services relies up on the accuracy of information contained in the employment applications, as well as the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in exclusion of the individual from further consideration for employment. Or, if the person has been hired, termination of employment.
   In-house transfers of jobs will need their file reviewed and updated for missing information in regard for the new assignment and the new job description signed. In service training will be assigned as required for the new job. If an employee is on probation for any reason they must receive permission fro both their supervisor and the new supervisor to apply for the position. All transfers of employees on probation must be approved by the Executive Director and/or the Human Resource Director.
   The employment application will be completed by the applicant prior to employment.
6. Interviews. The supervisor will then take all applications for the vacant positions, review them (along with other supervisory staff, if applicable), and determine who best meets the requirements for the job. Those applicants will be contacted for an interview. pre-determined questions relevant to team participation and job description will be used to interview applicants.
7. References. References will be checked for those applicans who prove to be the most qualifed following theinterview process. Applicants may “voluntarily” supply letters of reference. Character references are acceptable if no work experience is available. All references must be verified in writing for the permanent personnel record before hire. (Telephone verification is allowable. However, it must be documented. Need date, who was spoken to, their relation to the applicant and information given. This must be signed and dated by the person taking the information.) Need at least (3) three references. If possible, at least one needs to be from the last place of employment.
8. Hire. Selection for  the position of the most qualified applicant with consistently positive references is made. Notification is then sent to the Human Resources Director.
9. Drug Testing.
10. Reasonable Accommodations. If an applicant has a disability and/or needs special accommodations to meet job requirements, reasonable accommodations is made. This process is done in conjunction with the Executive Director.
11. Paperwork. If the applicant accepts the position, a time to complete the necessary  paperwork  is scheduled.
12. Personnel Files. The master file of alll employees operated or managed by Independent Living Services will be kept in the Human Resources Department. Secondary files may be kept at the facility office if Federal/State regulations require. Personnel files are composed of three files: general, medical, and payroll.