5.4.1 Recruitment and HiringThoughtful recruitment and hiring are essential for a
productive, efficient, and collegial workplace. Locations shall follow
the steps below in their recruitment and hiring process. Use the Employment Checklist to ensure that all steps have been followed.
Establish the job requirements by preparing a job description using the Job Questionnaire as a guide. For guidance and specific job descriptions, contact the Human Resources Department at the Archdiocesan Catholic Center.
sources for recruiting applicants such as parish bulletins, newspaper
advertisements, the archdiocesan website, and other online sources. All
postings on the archdiocesan website for job openings at the
Archdiocesan Catholic Center, cemeteries, and parishes are handled by
the Human Resources Department. Principals are authorized to post job
announcements for archdiocesan and parish schools.
Require applicants to submit a resume and complete an employment application.
applicants by reviewing applications and resumes. Contact all
applicants by email or regular mail acknowledging receipt of the
application. See Sample Applicant Notification (HR intranet; username and password required).
interviews with qualified candidates. Select those who will participate
in the interview according to the position to be filled. Prepare
interview questions in advance (see the Sample Interview Questions Related to Catholic Identity for Teacher or Staff Applicants). Ask questions that are clearly related
to the job. Anti-discrimination laws prohibit employers from asking
questions related to race, color, national origin, ancestry, physical
disability, mental disability, medical condition, genetic information,
marital status, sex, age, pregnancy, veteran or military status, or
political affiliation. See the Pre-Employment Interview Question Guidelines and Prohibited Employment Policies/Practices from the Equal Employment Opportunity Commission
skills testing, if appropriate. For example, all applicants applying
for a clerical support position could be required to take a timed typing
test. In addition the applicants might be required to compose a
business letter and take a proofreading test. Employers may test
applicants only if the test has been validated to avoid potential
discriminatory impact and the content measures knowledge, skills, and/or
abilities that are related to required job skills. Contact the Human Resources Department before designing or administering any test to an
applicant. The Human Resources Department shall refer you to approved
Conduct reference checks. Contact previous
supervisors/employers to verify employment dates and job titles and for
information about performance. Important: Many
employers, including the archdiocese, have a policy of providing only
job titles and dates of employment and accept reference requests only in
writing. See the Reference Check form (HR intranet; username and password required).
All persons who have regular contact with minors are subject to fingerprinting and must receive clearance before commencing employment. This requirement must be stated in the Sample Offer Letter (HR intranet; username and password required).
the most qualified applicant who is compatible with the expectations of
the workplace. Consider the complications that may arise and the effect
on staff morale or supervision when family or close friends work
Prepare an offer letter for the new employee's
signature indicating a start date, hourly rate or biweekly salary, and
orientation date. Do not quote annual salary in the letter. Non-exempt employees are paid an hourly wage while exempt employees are salaried.
The starting wage or salary should be placed between the minimum and
midpoint of the wage range depending on the candidate's education and
prior experience. Contact the Human Resources Department for salary
guidelines. See the Sample Offer Letter (HR intranet; username and password required).
compliance with the archdiocesan criminal background check requirement
for staff who may have access to children, the offer letter must inform
the applicant that "As a condition of employment, you must be
fingerprinted and receive clearance before you commence employment."
applicable, the offer letter should inform the candidate that the
position is subject to satisfactory acceptance by a bonding company. Note the hire date, job title, and starting salary on the Position History form (HR intranet; username and password required) and place it in the front of the personnel file. Schedule a formal orientation for the new employee on the employee's first day of work.