Personnel Technician sends e-mail to appointing authority regarding essential functions of the position.

Prior to discussing recruitment options, a current re-employment list is generated. All applicants on re-employment lists have "right of first refusal" in seniority order for the vacancy.

• If a list exists, the Personnel Analyst will contact the appointing authority to discuss the full details of this process.
• If there are no names on the re-employment list, the Personnel Technician or Personnel Analyst will contact the appointing authority to discuss recruitment options.

  Underfill: If authorized by Human Resources to underfill, review of applications will take place in the Office of Human Resources.

This description is typically two to three sentences in length and briefly describes the responsibilities of the position. This description is placed in the position announcement along with the minimum qualifications of the position.

Underfill: If authorized by Human Resources to underfill, review of applications will take place in the Office of Human Resources.

Depending on the test process stipulated on the announcement, one of the following screening/testing methods would apply:

No Test Required: Personnel Technician or Personnel Analyst screens all of the applications for possession of minimum qualifications. A list is created of those applicants that possess the appropriate minimum qualifications. The lists and a set of instructions are forwarded to the appointing authority.

Test Process- T&E (training and experience): If a T&E is required, an analyst or technician in Human Resources will review all complete applications for possession of minimum qualifications. If more than five meet the minimum qualifications, Human Resources will send a "questionnaire" to the applicants. The applicants will have one week to return the questionnaire to Human Resources. The Personnel Analyst will score the applications/questionnaires using established criteria for the position. A ranked list will be determined based on the scores and Human Resources will send a notice of scores to the applicants.

Note: all applications will remain in the possession of the Office of Human Resources. It is the responsibility of each applicant to provide the appointing authority with a copy of his or her application at the interview.

Test Method: all of the applicants with the top five ranked scores must be interviewed.

Note: if for some reason #1,2,3,4,or 5 declines an offer to be interviewed, the appointing authority can make an appointment from within the top five OR can continue down the list to reach five ranks(#6, 7, etc).

Minimum Qualifications Method: the department must interview five applicants from this list. A list is occasionally generated with less than five names. In this case, all applicants must be interviewed.

Underfill: if approved to underfill the position, the department can interview anyone from the file of clerical trainee applications.

All interviewees must receive a copy of the essential functions for the position prior to the interview. The applicant must check one of the boxes on the form before the interview can begin. If the applicant checks the "no" box, do not proceed with the interview -- continue down the list to the next candidate. Interviews must be conducted in a structured and legal manner. All applicants must be asked the same job-related questions. For a list of acceptable & unacceptable questions, see the Nevada Equal Rights Commission's web page at http://detr.state.nv.us/nerc/nerc_preemp.htm

Once the interview process is complete, the appointing authority can select a candidate from the list and make an offer for the position (must be from within top five for ranked list and one of five interviewed for unranked list).

After the selected candidate accepts the offer, the following must be forwarded to Human Resources:

Note: if an accelerated salary (above step 1) is requested, prior authorization must be received from Human Resources before an offer can be made. This is completed through the NPD-4 process (form is available on HR web page).

The appointing authority must inform all of the other applicants interviewed for the position that the position has been filled. This process can be completed via telephone or through written form via mail. For an example of a sample regret letter to use, see Sample Regret Letter for Classified Position.