Hiring Process

Types of Appointments

Regular or Permanent Positions

NeoGov is used to manage the hiring of regular staff employees, including retaining job descriptions and employee resumes. The process for development and hire of a regular position is outlined below. 

Regular positions are expected to be 12 months in duration. Such positions may or may not have permanent/on-going funding. Regular positions require an open and competitive recruitment to identify a successful candidate.

Limited-Term Positions

Project appointments are contingent upon state, federal, local, grant, or other special funding of specific and/or of time-limited duration. When recruiting for a project appointment, the term of the position should be stated in the job posting. 

Interim appointments may or may not have permanent/on-going funding. These positions do not require a search and are renewable for a maximum of two one-year terms. After two years, the hiring manager will be required to make a decision about making the position permanent; a permanent position requires an open recruitment.  

The procedures for initiating a staff recruitment are detailed in the Staffing Process for Non-teaching Positions page.

Procedures For Requesting Authorization For Recruitment

1. Hiring Manager creates a job description, including minimum and desired requirements, using appropriate forms. This may involve consulting HR for appropriate job classification and pay information.

Position descriptions consist of the following elements:

• General purpose of the position
• Specific responsibilities
• Key competencies (i.e. skills and abilities)
• Minimum requirements (Consult classified job specifications for examples of work and requirements.) – minimum requirements should be measurable because HR uses these to screen candidates
• Desired qualifications

1. Hiring Manager completes Staffing Request Form and submits the Form to the appropriate VP/ED for review and approval.
2. Upon approval by the VP/ED, form and position description is submitted to HR. HR will review and verify the classification and salary for the position.
   1. HR will also review job descriptions prior to submission of the Staffing Request Form. This is advised for new positions.
3. Upon final approval by HR, the position will be posted to NeoGov.

If they have not already done so, the Hiring Manager reviews the  Hiring Manager’s Handbook to develop a comprehensive recruitment plan that conforms with college expectations for an open and inclusive recruitment. Last minute logistics issues can delay the recruitment process, and can poorly reflect on the college to candidates. Proper planning and holding to a plan is essential to the recruitment process. HR will partner with the Hiring Manager to assist in planning.

FAQs: 

When is a recruitment required? 

A search is required for all permanent positions. Direct hires are allowed for interim positions and those appointments are limited to two one-year appointments. 

What is the minimum amount of time for a posting? 

Ten days

Can I limit my recruitment to Highline employees? 

Yes. This requires approval from the VP/ED of your area and President Mosby.

Who sets the salary?

Faculty and classified positions follow a structured salary schedule. For exempt positions, Human Resources assigns the salary range by assessing the scope of responsibilities, and comparing similar positions within the unit and similar positions across the college.  

What does it mean to be exempt?

Exempt positions are not covered by a collective bargaining agreement and are exempt from the state civil service system. If the position’s salary exceeds the overtime salary threshold, then the position is exempt from overtime pay. 

Part-Time Hourly Staff Appointments

When hiring  a part-time hourly employee, hiring managers must consider the short and long-term needs of the office. If you plan to hire the employee for more than 1,050 hours, you will need to hire the employee into a non-permanent hourly or permanent hourly position. There are financial considerations for your unit to consider because the added cost of healthcare and retirement will impact your budget. Non-permanent and permanent hourly employees will be eligible for benefits, vacation, sick leave and paid holidays. These positions are subject to the provisions of the Civil Service Rules. 

Temporary Hourly (PTH)

• Exempt from Civil Service – no vacation accrual or holiday required
• Limited to 1,050 hours or 12 months, whichever comes first
• Limited to a one-time hire in temporary position at Highline. During the life of the employee
• Scheduled or unscheduled
• Appointment letter not required
• No recruitment required
• Hours worked relating to retirement and/or health insurance eligibility still apply
• Evaluations – recommended but not required

Non-Permanent Hourly

• Civil Service – subject to leave, holiday, and provision of civil service rules (classification/compensation)
• Must not exceed 18 months without a break in service/short work break
• Allows for reappointment with break in service / short work break
• Scheduled or unscheduled
• Requires appointment and reappointment letters
• No recruitment required
• Hours worked relating to retirement and/or health insurance eligibility still apply
• Evaluations – recommended but not required

Permanent Hourly

• Civil Service – subject to leave, holiday, and provision of civil service rules (classification/compensation)
• Continuous appointment
• 30-day notice required for termination/end of appointment
• Scheduled
• Requires appointment letter
• Recruitment required
• Hours worked relating to retirement and/or health insurance eligibility still apply
• Evaluations –required

Procedures To Hire A Part-Time Hourly Employee

1. Hiring Manager creates a job description, including minimum and desired requirements. If the position is non-permanent or permanent, consult HR for appropriate job classification and pay information. Refer to the Classified Job Listing site for specifications of each position.

Job descriptions consist of the following elements:

• General purpose of the position
• Specific responsibilities
• Key competencies (i.e. skills and abilities)
• Minimum requirements (Consult classified job specifications for examples of work and requirements.) – minimum requirements should be measurable because HR uses these to screen candidates
• Desired qualifications

1. Hiring Manager completes Employee Action Form and submits the Form to the appropriate Department Head Head (i.e. Director/Dean) for review and approval.
   • If the position is permanent, Hiring Manager will also complete a Staffing Request Form to initiate the recruitment process.
2. Upon approval by the Department Head, the Form and job description is submitted to HR. 
3. HR will review and verify the classification and salary for the position. 
   • If necessary, HR will post the position for recruitment. See NOTE below.
4. HR will provide an appointment letter to non-permanent and permanent employees.

NOTE: If they have not already done so, the Hiring Manager reviews the Manager’s Hiring Toolkit to develop a comprehensive recruitment plan that conforms with college expectations for an open and inclusive recruitment. Last minute logistics issues can delay the recruitment process, and can poorly reflect on the college to candidates. Proper planning and holding to a plan is essential to the recruitment process. HR will partner with the Hiring Manager to assist in planning.