Non-Faculty Recruitment Information
When you are ready to begin your recruitment, contact our
Employment Representative (ER) who will help you plan a
recruitment that will meet your needs.
The Staff Recruitment Process at California State
University, Chico incorporates all federal and state
regulations, CSU collective bargaining agreements, CSU
System policies, and University policies. Many components of
the Recruitment Process are mandated by these regulations
and policies.
Information You Need To Know:
The Search Committee normally consists of two people from
the hiring department and one person from outside the
department who is generally in a position at the same
classification level or in the same occupational grouping as
the recruited position. Your Employment Representative (HR
staff member) has names of experienced committee members who
can fulfill the role of the outside member. The Search
Committee is formed after the recruitment packet is reviewed
by HR and the position advertised.
From the time the position is advertised to the time
an offer is made and accepted, the recruitment process
normally takes from 6 to 8 weeks.
However, recruitments can take from six weeks to three
months to complete. When planning a recruitment, take into
consideration the amount of time the position is advertised
(usually two to four weeks), the pool of applicants
available for the position (are the duties so specialized
that the position is difficult to recruit?), the
availability of your committee members to work on the
recruitment (screen applications, interview, etc.), and lead
time candidates must be allowed to arrange their schedules
to attend interview sessions.
Section 9.2 of the C.S.E.A. Collective Bargaining
Agreement, which covers Units 2, 5, 7, and 9, states that,
"It shall be the policy of the CSU in filling vacant
bargaining unit positions to fill such vacancies from
among qualified individuals currently employed at a campus.
The President may appoint outside applicants when he/she
determines that such action is necessary to: (1) attain the
affirmative action goals and objectives of the campus; (2)
meet the best interest of the campus by obtaining
specialized skills and abilities not available from current
employees." Please consult with your Employment
Representative to determine if your vacant position is
included under these guidelines and, if so, how they could
affect your recruitment.
All information about applicants, as well as all search
committee deliberations, is strictly confidential.
If at any time during the search process the number of
applicants is determined to be insufficient, HR should be
contacted for a discussion of alternate solutions.
A family relationship (close relative) shall not be
considered a criterion in any personnel action such as
appointment, retention, or promotion. Close relative is
defined as son, daughter, brother, sister, mother, father,
husband, wife, step relative, or in-laws. Although there is
no prohibition against the employment of close relatives,
the integrity of the personnel process must be maintained.
Therefore, no one shall:
- Serve in capacities in which one is required to make
decisions on any financial interest or budgetary concern
affecting a close relative, or
- Serve on a committee or in any other position in which
one could influence or make personnel recommendations or
decisions (such as appointment, retention, or promotion)
affecting a close relative.
- In the event an employee of the university is under the
supervision of a close relative, budgetary concerns and
personnel recommendations or decisions must be referred to
the appropriate authority.
Underutilization is defined as having fewer ethnic
minorities or women in a particular job group than would be
reasonably expected by their availability.
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