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| <p><strong><em>§2.01 Hiring Policies and Procedures</em></strong></p> |
| <p><strong>3. Publicizing Job Vacancies </strong></p> |
| <p>All job vacancies must be listed with the Human Resources Department, with the following exceptions: </p> |
| <p>Those filled by the demotion of an employee within a division.</p> |
| <p>Those filled by the reassignment of an incumbent employee with no change in general job duties, responsibilities, or classification within the same department or division.</p> |
| <p>Those filled by a career employee on recall, on preferential rehire status, or scheduled for layoff.</p> |
| <p>Those filled by a career employee who is transferred in accordance with HYPERLINK "http://www.lbl.gov/Workplace/RPM/R2.21.html" \l "RTFToC3" RPM §2.21(B)(1) (<em>Reduction in Force/Policy</em>) in order to avoid a layoff.</p> |
| <p>Promotions or transfers of an employee to a clearly different vacant position (including those within a department or division) must be listed with the Human Resources Department. Consult the Human Resources Department for guidance on determining whether the new duties and responsibilities should result in a new position that must be posted or in a reclassification or reassignment. See HYPERLINK "http://www.lbl.gov/Workplace/RPM/R2.06.html" \l "RTFToC21" RPM §2.06(F)(3) (<em>Determination of Appropriate Classification</em>).</p> |
| <p>Normal recruiting and posting requirements for a career position apply when the need for a term appointment extends beyond the maximum term of three years for nonscientific positions and seven years for scientific positions. </p> |
| <p>The Head of the Human Resources Department regularly posts all vacancies unless the position is to be filled by a person who is scheduled for layoff or on recall or preferential rehire status from layoff or who has become handicapped and has received vocational rehabilitation services. See HYPERLINK "http://www.lbl.gov/Workplace/RPM/R2.05.html" \l "RTFToC34" RPM §2.05(H)(2) <em>(Vocational Rehabilitation)</em>. Recruitment may be limited to Laboratory employees if the applicant pool is diverse enough to allow the hiring supervisor a meaningful choice in obtaining the essential job-related skills, knowledge, abilities, and other qualifications, including meeting affirmative action objectives. Appropriate media and organizations, both internal and external, are used to inform potential applicants of job vacancies and employment opportunities with the Laboratory. Posting of job vacancies is for a minimum of two weeks. Individual exceptions to the posting requirement may be approved by the Head of the Human Resources Department. Waiver requests for career positions in job groups identified by the Workforce Diversity Office as having significant underutilization of or potential adverse impact on minorities and women also require concurrence by the Head of the Workforce Diversity Office. The list of high-priority, significantly underutilized job groups and areas of potential adverse impact is available from the Workforce Diversity Office and is revised annually. Vacancies for limited, student assistant, GSRA, faculty, visiting faculty, and rehired retiree appointments are exempt from posting requirements. Any change in status from limited to career or term is subject to the posting policy. </p> |
| <p>Advertising for personnel may be arranged only by the Human Resources Department. When advertising seems necessary to aid in recruiting personnel, advertising copy should be prepared jointly by the hiring department or division and a Human Resources Department employment representative. </p> |
| <p>PAGE </p> |
| <p>PAGE 1</p> |
| <p>Extracted from RPM §2.01(B)(3) Publicizing Job Vacancies (Rev 08/06) </p> |
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