Recruitment and Hiring

1. New Positions
   1. New job positions must include an accurate job description and be approved by an Executive Director.

2. Application Process
   1. All persons interested in employment at PIC must complete a PIC job application form in order to be considered an applicant.
   2. Applications are accepted only for open positions except applications for positions specifically noted as continually open by HR.  
   3. All applications are logged into the PIC tracking system.
   4. Any misrepresentation on an application or subsequent documents may be grounds for refusal to hire, rescission of offer or termination of employment.

3. Selection Process
   1. All applicants who possess the minimal qualifications for a position will be considered for employment.  Selected applicants will be interviewed.
   2. All interviews will be conducted with a list of predetermined questions and all interviewees will be asked basically the same questions.  All lists of interview questions must be previewed by HR.  Interviewers will take and maintain written notes during the interview.
   3. Tests may be administered to test skills indicated in job descriptions.
   4. The hiring supervisor/HR will endeavor to contact at least three references for any applicant to whom a job is offered.  Additional references may be contacted as warranted.
   5. The hiring supervisor will review the job qualifications and recommend the applicant they believe is best qualified for the position.  The final hiring decision is made by the Executive Director.
4. Hiring Process
   1. The Executive Director will make a written offer of employment to the selected applicant contingent upon the successful completion of any required pre-employment checks as identified in the job description or required by law or regulations.
   2. PIC must at least request a provisional authorization from the Alaska Background Check Unit (ABCU) prior to making a final offer of employment.  
   3. PIC will not employ any person who has been convicted of a “barrier crime” in accordance with AS 47.05.300 Et. Seq. or related regulations unless a variance has been granted.  The State of Alaska Background Check Unit maintains a list of “barrier crimes.”
   4. Hiring documents will be completed by HR and then forward the documents to the Payroll Department.  After entering required information into the payroll system, payroll staff will return the documents to HR to place into the new employee’s personnel file.

The day an employee first reports to work is considered their “hire date” as that term is used in these Policies and Practices.

5. Transfers, Promotions and Appointments
   1. PIC encourages employees to continually develop their professional skills and will promote or transfer a current employee into an open position when it is in the best interest of the employee and PIC to do so, as determined by an Executive Director in consultation with all affected supervisors.  Employees who are interested in an open position must submit written notice of interest in the open position and submit to HR. 
   2. When it is in the best interest to PIC, the Executive Director may authorize or appoint employees to new positions in the agency.

6. Rehires and Recalls
   1. A former employee who is recalled from lay off or rehired after a voluntary termination less than six months after their separation date, will retain their anniversary date.  They will not be credited with previously accrued paid time off, but will accrue future paid time off at the rate set by their seniority.  These employees will go through an abbreviated hiring process as follows:
   2. The hiring supervisor will check with HR regarding the re-hire status and separation date of the former employee.
   3. The Executive Director will complete a new Provisional Offer of Employment.
   4. If it has been more than 1 year from the separation date, HR will initiate a new fingerprint based criminal history check.
   5. HR will oversee completion of the background check paperwork and initiate the Provisional Approval process with the ABCU.
   6. The Team Manager and HR will review the employee’s trainings and schedule any needed training or orientation.
   7. On their first day of employment, the employee will complete a new W-4 form, I-9 form, review and acknowledge their job description, and execute a Confidentiality Agreement and any other required forms or documentation.  Within 3 days of employment, the employee is required to provide documents for completion of an I-9 form.
   8. The Team Manager and HR will complete onboarding for the employee.