Chico State Enterprises

Recruitment and Selection

Generally, it is Chico State Enterprises (CSE) policy to advertise and post job openings for all positions and to engage in a competitive selection process.  In the interest of practicality, exceptions are made to meet an interim emergency need or for short-term hires not expected to exceed six months.  This policy also does not apply to cases where a particular individual has been specified by name as key or as a subject matter expert.  Another exception to the open application and selection process will be made in certain instances of internal transfer or promotion.  In these cases, the position being vacated by the current employee may be available for the open recruitment.

The CSE Human Resources office will oversee the recruitment process for all benefited positions.  The Project Director/hiring Supervisor will complete a Request for Recruitment (PDF) and develop a description of the job duties(opens in new window). In consultation with the hiring supervisor, the Human Resources Director or designee will develop position announcements, ads, and a recruitment strategy designed to provide a diverse pool of qualified applicants.  Recruitments will be posted and remain open for a minimum of two weeks.  

The CSE Human Resources office will provide applicant files to the hiring supervisor.  The hiring supervisor will then screen and interview to select the person most qualified for the position.  For this purpose, the most qualified individual is the one whose demonstrated abilities and experience, as verified by the hiring supervisor, best match the specifications of the written job description.  Materials will be provided for the screening of applications, in addition to information on the proper conduct of the interview process. (Supervisor’s Guide to Applicant Review and Selection (PDF)).

Hiring supervisors must submit documentation of the hiring and selection process to the CSE Human Resources Director and obtain approval to hire before a job offer is made.  Please submit Recruitment Offer Form  (PDF)with the details of the offer. An employment relationship does not exist until the signed and approved Personnel Action Form authorizing employment has been completed and the selected candidate has completed and received all new hire clearances.


Forms, checklists and templates are available to supervisors in a central Box location. If you need access, please contact

Compliance With Immigration Laws

Federal law requires all employers to verify each new employee's identity and legal authority to work in the United States.  Verification of employee identification and legal authority to work is done by the CSE HR office. All offers of employment are conditioned upon the receipt of satisfactory evidence of an employee's identity and legal authority to work no later than three business days after he/she begins work.  If such evidence is not received within the three business days, the employee will not be allowed to work until the information is received.

Medical Examinations And Reasonable Accommodation

Prospective or current employees may be required, as a condition of employment, to undergo a physical examination.  In such cases, an offer of employment will be contingent upon an employee's successful completion of the medical examination.  CSE will select the physician and bear the expense of evaluating the individual's fitness to perform the job. 

In accordance with law, CSE will make reasonable accommodations to the disabilities of employees and potential employees.

Background Checks

In some instances, CSE positions will require background checks beyond normal reference checking, and may include Live Scan fingerprinting and checks conducted by the Department of Justice.  The CSE HR office will help hiring Project Directors make this determination based on the position responsibilities, and will conduct the background check. 

COVID-19 Vaccination Status Self-Certification

In compliance with the CSU vaccination policy, CSE recently implemented a COVID-19 vaccination self-certification requirement and process for active employees. Expanding on that process, all CSE new hires will need to self-certify their vaccination status or have received an approved medical/religious exemption prior to their start date as a contingency of their hire. As with existing employees, managers are reminded that vaccination or exemption status is NOT to be discussed with any applicants at any point in the recruitment process. You can inform the candidates about the CSU Vaccination Policy(opens in new window) and if they have further questions, please refer them to Human Resources at  It is important to note that clearing this contingency could increase the hire processing time by as much as 6 weeks or more depending on the vaccination status of the final candidate. Please refrain from establishing start dates until after all contingencies have cleared. The vaccination requirement/exemption certification will be cleared by CSE HR along with any other contingencies required by the position. 

Non-benefitted employees (AKA “Cycle 2”) are included in this requirement. To facilitate this process, when you submit a new hire PAF to HR, please provide the link and/or QR Code below to the candidate. HR will email a DocuSign notification to the new hire to initiate onboarding once they have completed the required self-certification process. Supervisors should not allow an employee to start working until you are notified by HR that the person has completed all new hire requirements. Similar to the completion of tax and I-9 forms, this is now a required step in the process to get a new employee onboarded. As with all positions, note that completing the vaccination certification process could increase the hire processing time by as much as 6 weeks or more depending on the vaccination status of the new employee, so managers will need to plan accordingly. The vaccination requirement/exemption certification for non-benefitted employees will also be cleared by CSE HR along with any other contingencies required by the position. in new window)

Candidate QR Code

Employee Onboarding

Before beginning work at Chico State Enterprises (CSE), all new hires and rehires are required to complete onboarding documents via DocuSign, and a 30-minute virtual onboarding meeting with CSE Human Resources via Zoom. The onboarding process typically takes five or more business days to complete and is also determined by how quickly the individual completes their onboarding documents and meeting.  (Note: rehired employees who have worked for Chico State Enterprises in the most recent 12 months can opt out of the virtual onboarding meeting.)

Below are the steps required to request and onboard a new or returning employee:

  • Supervisor completes and signs a PAF (Personnel Action Form)(opens in new window) along with the individuals best email address, placed on the Explanation of Action line within the PAF.
  • Supervisor submits completed PAF via the PAF submissions link(opens in new window)
  • After the individual completes DocuSign requirements and virtual meeting, a ‘Welcome Email’ is sent to the new or rehired employee. The supervisor is Cc’d on the ‘Welcome Email’ in order to provide notification that the employee has completed the onboarding process and is ready to begin work.

Please contact CSE Human Resources at for any questions.  

Job Duties

When employment commences, the supervisor explains the job responsibilities and the performance standards expected of the employee.  The supervisor reserves the right to change job responsibilities, reassign positions, or assign additional job duties at any time.  From time to time, an employee may be asked to work on special assignments or to assist with other work important to the project.  In addition, employees may be required to work overtime or hours other than those normally scheduled.  The employee's cooperation and assistance in performing such additional work is expected.