Progress Industries
Standard Procedures
Subject: Recruitment and Hiring
Section: G: Procedures - All Agency
Approved by: President & CEO
Effective date: 12-1-80
Review date: 9-89, 7-92, 4-94, 7-94, 10-94, 10-95, 3-02, 7-03, 9-04, 3-13, 5-17,
Modified date: 9-09, 11-10, 6-12, 7-12, 4-13, 12-13, 1-14, 7-14, 11-15, 5-16, 5-17, 10-17
Progress Industries will pursue the recruitment and hiring of competent individuals. “Help Wanted” advertisements may be placed in newspapers such as (but not limited to) the Newton Daily News, Ames Tribune and the Des Moines Register. Jobs will also be posted on a variety of electronic recruitment mediums. All advertisements to seek personnel shall indicate that we are an “Equal Opportunity Employer” and state that a company paid physical with drug screen is required. Copies of advertisements will be kept on file in the personnel office for one year. Job Orders will be placed with Iowa Workforce Development. (See attached sheet for other recruitment sources.) Progress Industries will maintain voluntary Affirmative Action Plan.
Applications will be reviewed by the Human Resources Department. Candidates will be interviewed, with the written interview form retained in the personnel file.
It is the policy of Progress Industries to be an equal opportunity employer and to hire and promote individuals solely upon the basis of their qualifications for the job to be filled. Unless a position is within the bargaining unit, employment with Progress Industries is considered to be at-will, so that either party may terminate the relationship at any time and for any lawful reason.
PROCEDURES
When the need arises to add a new position, a Request for Hire should be given to the Director of Human Resources for approval. All requests will be reviewed, but those for new positions will be evaluated in greater detail and will require the approval of the Director of Human Resources, Service Director, CFO and the President/CEO.
Progress Industries normally tries to promote from within by posting positions in-house.
We use the following procedure for filling bargaining unit vacancies.
1. Recall to the classification for employees working in the facilities who hold recall rights to such classification.
2. Posting of all vacancies
3. Recall from plant-wide layoff list
4. New hires
Unit job vacancies shall be posted in all facilities for a period of 4 days, excluding weekends, recognized paid holidays, and other days in which all facilities are not working. Any employee may file a bid for such vacancies. (However, new employees must have worked 45 days.) At the end of the four-day period, the successful applicant will be selected. Their name shall be posted in all facilities as soon as possible and no later than the end of the following workday, showing length of seniority. The successful bidder will be moved to the job to which they bid within four workdays, unless a longer period of time is agreed to by the parties. The successful bidder cannot bid on another job vacancy for a four-month period. In all job bidding, if several qualified employees possess approximately equal qualifications, the applicant with the most seniority will be selected.
If it becomes necessary to hire candidates from outside the agency, the Human Resources Department will be responsible for recruiting those applicants and will utilize recruitment methods and sources it deems reputable and appropriate to fill the openings.
When the candidates from outside the agency are to be considered for job vacancies, the following procedures should be followed:
1. All candidates must complete an application. a. Dependent Adult & Child Abuse Record/Criminal Background Check/Sex Offender Registry
Following a conditional offer of employment, the prospective employee must sign a Background Check Authorization form, a Name Verification Form and an Iowa Healthcare Facility Record Check Form for (each name ever used) giving permission to Progress Industries to complete a background check. The criminal, abuse & sex offender background check must be completed prior to the individual being able to begin employment or training. The check must also be within 30 days of the individuals start date. Human Resources will use the SING system to check for criminal, sex offender and abuse and will also use the Dru Sjodin National Sex Offender Public Website (www.nsopw.gov), and Criminal Watchdog sites. If the prospective employee has listed states other than Iowa as previous places of residence, a national background check will be completed in addition to the standard checks for Iowa. A record check that is returned with a founded charge of abuse or a criminal conviction requires Human Resources to determine whether to pursue the candidate further. Candidates may be turned down for employment if a record check reveals recent convictions for serious offenses, (examples include: assault, theft or drug use, etc.) If HR decides to pursue the candidate, a record check evaluation (form 470-2310) will be filled out by the applicant and sent to the Dept. of Human Services for review. The Dept. of Human Services will respond and include any necessary restrictions on the individual’s employment. If hired Progress Industries will document in the personnel file how those restrictions will be met. Periodic checks will be completed throughout employment with all employees being checked at least once in a five year period. If Progress Industries receives information that the employee has additions to their record we will also initiate a new check.
b. Human Resources will request from the prospective employee a list of all current and previous names ever used by the prospect. Human Resources will check all of the individual’s name(s) against the Office of Inspector General’s and the Excluded Parties Listing System exclusion database to determine whether the individual is excluded from participating in federal health care programs. These checks are completed before an individual is hired and periodically thereafter. If an individual is excluded from participating in federal health care programs, Progress Industries shall not hire such individual, or if they are already employed their employment will be terminated.
2. Applicants deemed qualified for consideration for the open positions will be interviewed by the Human Resources Department. Applicants will also be told that we require a company paid physical which includes a drug screen. The decision to hire will be made by the Human Resources Department with input from the department head.
3. After making a conditional offer of employment, the selected applicant will be given an appointment for a physical which includes a drug screen. A Tuberculin test is also required. Upon receiving the physical and drug screen results, and deeming the individual is eligible for employment, a start date will be given. Tuberculin tests are required annually for all employees.
4. Upon the conditional offer, the employee will also be asked to make an appointment for new employee enrollment. They will be asked to bring in proper documents as required by the Employment Eligibility Verifications form (I-9). Progress Industries utilizes the E-Verify System to determine employment eligibility. They will be asked to fill out the employee section of the Employment Eligibility Verification form (I-9). They will be asked to sign a form to verify their educational credentials as required for the job. If any of these items are not presented, the individual will not be employed at that time.
5. A motor vehicle record check will also be completed on employees whose job description includes driving. It is the employee’s responsibility to submit updated copies of their driver’s license and automobile insurance to the Human Resources office. This check is completed at hire and periodically throughout employment. An individual with 3 or more moving violations in the last 3 years will not be hired in a position requiring any driving. No one with a suspended license shall be hired in a position requiring driving.
6. Two previous employers should be contacted whenever possible. Verification of at least dates and duties should be received. The previous employer should also be asked if they are aware of any reason the individual should not work with individuals with disabilities. Written notes of the reference will be given to the Human Resources Department. The reference information is confidential and will not be kept in the personnel file.
7. Verification of credentials must be obtained; with appropriate documentation recorded in each employee’s personnel file (this includes high school diplomas, GED certificates, college degrees and nursing licenses). Nurse licensing information will be obtained through the on-line database for the State of Iowa. Authorization to obtain the information will be accomplished by having the potential employee fill out a verification of credentials form. PI will then verify the credentials directly with the primary source.
If the background, medical, or any other subsequent investigation shows that the individual has made any misrepresentations on the application form or information indicating that the individual is not qualified for employment with Progress Industries, the applicant will be refused employment or, if already employed, will be terminated.
8. Employees re-hired within six (6) months will not be required to complete an additional pre-employment drug screen, physical health assessment, nor attend New Employee Orientation (NEO) a second time. Salaries of re-hired employees will return to probationary hourly rates until such time as the 90-day probationary period is exhausted.
The Human Resources Department is responsible for processing employment forms, and setting up training for new employees.
During recruitment, hiring, and orientation, no statement is to be made that promises permanent or guaranteed employment; and no document should be called a contract, except for the U.A.W. contract covering bargaining unit employees. All non-bargaining unit employees of Progress Industries should be aware that employment with Progress Industries is at-will.
Agency Recruitment Sources – print and electronic formats
Newspapers
Des Moines Register
Newton Daily News
Altoona Herald
Grinnell Herald
Shopper News Network
City View
Jasper County Tribune
Carlisle Citizen
Indianola Record-Herald
Jasper County Advertiser
Ames Tribune
Colleges and High Schools
Drake University
Simpson College
Iowa State University
Des Moines Area Community College
· Newton
· Des Moines
· Ankeny
Central College
Grandview University
Buena Vista University
Newton High School
Des Moines Community School District
Jasper Co School Districts
Radio Stations
· KGGO
· KCOB
· KLYF
· KKDM
· KJJY
· KFMG
· KRGN
Other
P.I. Facebook, desmoineshelpwanted.com, careerbuilder.com, jobdig.com, monster, workinames.com, CyHire, Workforce Development Centers, Welfare to Work Program, Iowa Vocational Rehabilitation Services, Joint Forces, Veteran Affairs Office, Greater Des Moines Partnership, Iowa Association of Community Providers, AARP, RSVP, Polk & Jasper County Senior Citizen Centers, Dislocated Workers
Postings with businesses that announce closings or lay-offs
Job Fairs and Career Days at Colleges, High Schools, and Malls
Community and current staff giving leads of Person(s) interested.