Section 22-B8300. RECRUITMENT, SELECTION AND PLACEMENT

 

8300.1Policy: Recruitment, selection and placement for approved vacant positions shall be handled in a fair manner and be filled by the most qualified candidates. Prospective candidates must meet the minimum qualifications for the position. Applicants must verify U.S. citizenship, and/or permission to work in the U.S. The following statements describe the resources, methods and guidelines utilized by the recruitment staff in attracting and selecting candidates.

 

8300.2The following resources shall be applicable:

 

(a)Internal: Every effort is made to fill positions from within utilizing the following:

 

(1)Job postings; and

 

(2)In-house temporary assignments.

 

(b)Other employment sources: Human Resources shall make every effort to consider referrals from employees and arrange job orders with public agencies such as campus placement offices, community action groups, agencies for the disabled, etc. Should all qualifications be equal, priority shall be given to candidates from the Washington, D.C. area.

 

(c)Private employment agencies: Human Resources shall place job orders with private employment agencies when appropriate. The following guidelines shall apply:

 

(1)All contract arrangements with private agencies shall be managed through Human Resources;

 

(2)The determination to recruit using an outside agency rests with the Vice President for Human Resources after consulting with the department head, or his/her designee; and

 

(3)Agency selections are based on their ability to attract and screen qualified candidates, fee schedules, fee payment and refund arrangements.

 

(d)Employment advertising: Human Resources shall coordinate the planning and placement of employment advertisements, selection of media and development of advertising programs. An advertising request form must be completed and approved prior to the placement of employment advertisements; and

 

(e)Job fairs and conventions: The PBC shall make every effort to participates in job fairs and conventions to disseminate employment information and seek employment candidates.

 

8300.3The following procedures apply:

 

(a)Application: All applicants shall complete an application. These applications are screened by Human Resources to identify candidates who meet the basic criteria for the position;

 

(b)Interview: The most promising candidates meeting the position criteria shall be screened by Human Resources;

 

(c)Testing: Applicants may receive basic skills tests as well as specialized tests germane to an operational department. Human Resources is responsible for ensuring that all test content conforms with Equal Employment Opportunity and other appropriate guidelines;

 

(d)Department interview: Qualified applicants who meet the position criteria shall be referred to the department. Departmental interviews focus on assessing specialized qualifications that are relevant to the position. Departmental interviewers shall relate the duties, responsibilities and conditions to the position to the applicant’s potential for meeting the same. Participation by both managers and staff in this process is encouraged, including post-interview collaboration. Questions concerning appropriate issues to be discussed during the interview should be directed to the Human Resources; and

 

(e)Selection and placement: The following shall apply:

 

(1)After the applicant is interviewed, the department manager shall confer with Human Resources to determine the applicant’s acceptability for the position if additional information is required and an appropriate salary; and

 

(2)An offer in writing shall be made to the applicant by Human Resources. Human Resources shall make every attempt to procure a minimum of two references for each applicant prior to employment. Verification of licensure, citizenship, certification, registration or other appropriate documents of qualification are also required as part of the preemployment process.

 

8300.4Executive and management positions: The procedure and ultimate selection of applicants for executive and managerial positions shall be coordinated by the Vice President of Human Resources or designee with approval of the CEO.

 

8300.5Job offers: Job offers shall only be made through Human Resources.

 

8300.6Employment of relatives: An employee cannot supervise, hire, fire, discipline, reward, or evaluate the performance of a relative. A relative is defined as a parent, spouse, grandparent, sister, brother, child, grandchild, step parent, step child, step sister, step brother, aunt, uncle, niece, nephew, cousin, or in-law relative.

 

authority

Unless otherwise noted, the authority for this chapter is the Health and Hospitals Public Benefit Corporation Act of 1996, D.C. Code §§ 44-1101.01 to 44-1103.03.

source

Final Rulemaking published at 45 DCR 7353, 7362 (October 9, 1998).