Step 3 - Personnel Requisition
Once the Position Description is finalized (staff positions only) and approval has been received by the applicable area Vice President or Dean, the Personnel Requisition process is initiated via DocuSign. This process allows hiring chairs and managers to receive approval to fill, create or revise a faculty or staff position. The electronic form is available through the portal and is set up to route automatically to the required signers.
Initiate the electronic Personnel Requisition external website
Sections A & B
Completed by the hiring chair or manager and forwarded to Human Resources (HR) with a written rationale for the request and the current position description (for staff positions only).
Section C
HR provides position classification and forwards to the Finance/Budget for funding confirmation.
- Upon confirmation of funding, the personnel requisition will be routed as follows:faculty positions to David Ward, Senior Vice President and Provost.
- staff positions (including those supporting academic units) to Joe Housenick, Associate Vice President and Chief Human Resources Officer.
Each responsible executive will bring positions requests to one of two work groups tasked with vetting, prioritizing and ultimately recommending which positions should be filled to President Cant. These work groups shall meet approximately monthly or sooner should a position become vacant the impacts campus safety.
- For faculty positions, the work group will consist of the provost, the four academic deans and faculty representatives from each college.
- For staff positions, the work group will consist of the Associate Vice President & Chief Human Resources Officer, the Vice President for Admissions, the Associate Vice President for Student Success, the Associate Vice President for Marketing/Communications and one USAC representative.
Upon the recommendation of the work group, President Cant shall review the personnel requisition at which time he may approve or deny the request.
Section D
Following review and with the president’s approval, the position is authorized, created and funded in the Banner/Finance System by Finance Office/Budget. The completed Requisition is returned to HR, who will notify the department Head that the position is ready for posting.
- Once final approval is received, the hiring manager can begin the search process by completing the Position Announcement Template (.doc) and returning to HR for posting. All positions are posted to the Wilkes website as well as many other free job boards.
- Faculty positions can also be posted on paid sites such as the Chronicle of Higher Education and Higher Ed Jobs, by request.
Search Committee
In some cases, the hiring supervisor may elect to form a hiring committee to assist with the recruitment and hiring process. If so, it is often helpful to choose another member of the department (such as the supervisor’s counterpart or another experienced employee) and/or a member of another department whose position is impacted by the open position to participate on the committee. All committee members should clearly understand the vacant position’s connection both to the department’s strategic goals and objectives and to the University’s overall mission, vision and values.
A selection committee may assist with:
- Bringing objectivity to the overall process
- Reviewing the position description
- Screening resumes
- Developing interview questions
- Interviewing and evaluating candidates
- Documenting interview results and selection decision