Human Resources, Office of Equal Opportunity implement improvements to hiring process

In addition, Human Resources has reduced the number of administrative professional position descriptions awaiting job classification reviews at any one time from about 200 this summer to 50 and slashed the turn-around time for these reviews.

Pilot process to evaluate additional job search efficiencies

Human Resources and the Office of Equal Opportunity are working with university partners to pilot a new, streamlined search process for administrative professional positions during Fall 2022.

The refinements tested in the pilot will not replace the current standard search process but will provide a more agile option to the university community when work is completed in 2023.

The refined process is being piloted with five units across the university and will be rolled out to additional university divisions in 2023.

The pilot tests reduce the number of individuals involved in a hire and provide the hiring authority - usually the person who will manage the new hire - the ability to work directly with the division or unit's human resources team in the search process.

By reducing the search committee member numbers, streamlining steps in the process including recruitment, selection and hiring, reaching a decision can be accomplished more quickly and efficiently.

The project also tests the ability of a division or unit to make non-substantiative changes to a job description without review by Human Resources. Changes that would no longer need to be reviewed include correcting typos or other minor changes. Examples of changes that still require a review include changes to decision-making responsibilities or job titles.

Depending upon the results of the pilot project, the strategies that are being piloted could reduce the days required to fill a position. Currently, a typical search can average about 100 days. The streamlined process could also reduce the number of candidates who withdraw from a search because of the length of the process while improving the candidate experience and the quality of applicant pools.

Results of the pilot and recommended implementation steps will be shared across units and departments through training for employees with significant human resource duties. To learn more about the pilot, visit the Office of Equal Opportunity website at oeo.colostate.edu/ap-search-pilot-process.

A key to keeping employees engaged is providing regular feedback about their performance.

This summer, two presidential fellows joined Human Resources to look at building a university-wide performance management system. They engaged an advisory committee from across the university to gather information and provide insight into process development. This includes a recent survey of employees - and results came in from more than 70 different university departments.

"While results are still being evaluated, it's clear that employees agree that a uniform process is needed," Anderson said. "Employees commented that the review and evaluation process seems to change from year to year and that they're glad to see that this project will be driven by data and industry best practices."

Presidential Leadership Fellows Emily Ambrose and Kelly McKenna, along with Human Resources and the advisory committee, will propose a uniform performance management structure to university leadership in mid-2023.

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