PAP.17.4.070 Screening and Selection Process

As an employer, the BFGC seeks to employ individuals who possess the qualifications, skills, abilities and background to meet the employment needs of the BFGC. It is also the intent of the BFGC to treat all applicants with respect and fairness along with ensuring the provisions of Section PAP.17.4.010 of this manual, are adhered to. Pursuant to the Privacy Act of 1974, 5 U.S.C. § 552a, all applications shall be treated as privileged information and shall be made available only to those directly involved in the hiring process.

(a) Applicant Screening.

(1) Upon receipt, all applications will be date stamped and kept in the hiring file. All applications received, within the required time lines, will be reviewed by the Human Resources designee for completeness and minimum qualifications.

(2) Applicants that are deemed to meet the minimum qualifications will be notified of an offer to be interviewed.

(3) The decision to not offer an interview will not be subject to any grievance, complaint or appeal provisions.

(4) In the event management determines that there are no qualified or insufficient applicants the position may be reposted.

(5) Reference and background checks made by the Human Resources designee should be properly documented and retained for a period no longer than the probationary period of the position being considered.

(b) Applicant Interview.

(1) All eligible applicants will be interviewed by a committee which may dependent on the position be comprised of the following:

(A) Human Resources Designee, and/or

(B) Management, and/or

(C) Other Employees as Management deems appropriate.

(c) Interviewing Principles.

(1) The committee will interview each eligible applicant and shall make the selection based upon all relevant factors, including but not limited to:

(A) Preferences defined in Section PAP.17.4.030 of this manual,

(B) Education/Training,

(C) Personal and professional references,

(D) Experience relevant to position,

(E) Interview.

(2) The committee may utilize a ranking system that factors all of the areas established in Section PAP.17.4.070(c)(1) above, that will ensure a fair and equitable process for determining the best qualified candidate, and if applicable an alternate, to fill the position being interviewed. Such system may utilize points or other forms of ranking that is deemed relevant for the position in consideration. The Human Resources designee shall forward the committee's recommendation to management for review and approval.

(3) The Human Resources designee shall notify the successful and unsuccessful applicants in writing within five (5) working days. If the selected individual does not accept the position or an employee does not successfully complete the probationary period, the Human Resources designee shall offer the position to the alternate selection, if applicable. If there was no alternate selected, then the Human Resources designee may repost the position as approved by management.

(4) All relevant documents related to a hiring will be retained by the Human Resources designee for a period not longer than the probationary period for the position being considered. Pursuant to the Privacy Act of 1974, 5 U.S.C. § 552a, all such information shall be treated as privileged information and shall be made available only to those directly involved in the hiring process.

(5) If an employee does not complete the probationary period, the Human Resources designee shall offer the position to the alternate selection. If there was no alternate selected, then the Human Resources designee may repost the position as approved by management.

(6) The decision to not hire an interviewee will not be subject to any grievance, complaint or appeal provisions.