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FASS-HR will review documentation and attend to the following process depending on the status of the position description:

1. Hiring committees
2. Interviews, breakout rooms: room holds or meeting links as appropriate 

1. Review UO search committee best practices, Confidentiality & Implicit Bias
2. Discuss applicant review process
3. Review application review sheet
4. Develop and agree to scoring methodology and evaluation criteria

1. Compile applications and send to search committee *Or those who are evaluating.
2. Review applications, veteran status, minimum qualifications alongside committee UNLESS a unique process is agreed upon.with committee representative.
3. Disposition candidates who do not meet minimum qualifications 

1. If entire search committee is scoring applicants, meet to discuss score totals, discrepancies.
2. Compile and rank committee scoresSearch committee meets to review applicants and discuss
3. Determine who to interview, scoring threshold
4. Disposition candidates out of the pool who do not meet MQs or submitted incomplete applications.Disposition all other candidates to Qualifications Review in MyTrack.
5. Develop interview schedule (including pre- and post-interview panel meetings) and interview questions with Search Chair and send information to panelists.

1. .

1. Schedule search committee
2. Schedule candidate appointments
3. Prepare paperwork for interviews:
   1. interview question scoring sheets for committee
   2. copies of interview schedule with candidate contact information
   3. Recruitment master workbook for score candidate evaluation
   4. copies of the interview questions and position description for candidates
   5. pencils, scratch paper, any other Any materials search committee or candidate may need
4. Facilitate interviews/discussion
5. Collect evaluation forms

1. 2nd interviews: FASS HR will schedule (see step 8)
2. Reference Check Advancement: FASS HR or Hiring Supervisor conductshiring supervisor or committee chair conducts (FASS HR can provide support if requested)
3. Fail the Search: FASS HR completes paperwork. Justification determine collaborativelyHR coordinates closely with University HR to complete the process.

1. Depending on next step, disposition candidates in MyTrack.

1. Determine Tentative Contingent Offer details:
2. Complete contingent offer details in Offer Proposal Form
3. Submit Offer Proposal Form to unit head/director for signature
4. Submit signed Offer Proposal Form through MyTrack for FASS HR AD's approval
5. Call candidate to provide contingent offer
6. Disposition
   1. Salary: based on internal equity, candidate experience, salary range posted
   2. Start date

1. 1. Classified: Recruitment Specialist completes Offer Proposal Form with the search chair
   2. OA: Recruitment Specialist Justification Memo with the search chair
   3. Faculty: unit representative completes the Faculty Pay Action Form (PAF)
   4. Recruitment Specialist sends contingent offer proposal to Director of FASS HR for review and approval
   5. Proposed start date

1. Call candidate to provide contingent offer
2. Follow up with written contingent offer
3. Once candidate has indicated acceptance disposition candidate to: Contingent offer accepted ***This will trigger background check email to candidate.

1. Notice arrives from HR of successful background check.
2. FASS-HR completes the Offer Card in MyTrack for UHR approval by filling in the required information..
3. Assistant Director of FASS HR completes HR Ops section of the offer card with the exception of faculty positions which are reviewed by University HR.
4. Recruitment Specialist will review offer and sign off on offer card checks
5. Once offer card is complete disposition candidate to Issue Online Offer 
6. Official Offer email letter sent to candidate. Candidate must log back into system to accept electronically.