Personnel Hiring Interviewworksheet

Personnel Hiring InterviewWorksheet

(Positions BAmeriCorps Member)

User Note: This personnel worksheet is to be utilized by hiring authorities, in conjunction with Probation policies and procedures, whenever interviewing an applicant for an AmeriCorps member position. The criteria contained within this worksheet encompasses seven (7) Sections. For the user, Sections I-IV and VI-VII are mandatory; Section V is optional. When completing this worksheet, either be descriptive or check off the field of inquiry so as to signify the topic has been covered with the applicant. This worksheet should be considered a working document to assist the interviewer in selecting the applicant who is qualified and meets the needs of the district/region. For purposes of documentation, this worksheet and corresponding attachments are to be maintained by the hiring authority on all applicants interviewed for a position. For the applicant who is hired, it is to be placed in his/her personnel file.

Section I

General Information Concerning Applicant and Position

Applicant Information

Legal Name:

Any other name used:

_____ Position applied for:______

Prior employment with State of Nebraska: Yes___ No___

If Yes, Where When

Bilingual: Yes______No______Language(s)

Prior Criminal Convictions: Yes____ No____

(Note: full criminal history record check contingent upon job offer)

If yes, identify felony/misdemeanor, specific offense and outcome:

Pending criminal charges: Yes______No______

Review of Educational Experience

(Intended for additional information beyond resumé or application)

College Degree

Practicum: Where When

**Secure copy of degree/transcripts**

Review of Prior Work Experience

(Intended for additional information beyond résumé or application)

Where: When: How Long:

Position Held: Salary:

Reason for Termination:

References: Permission to Contact: Yes No

Contact Person=s name:

Section II

Essential Duties

To be an AmeriCorps member within the Nebraska Probation System applicants must understand they have to first acquire a certain level of education and have achieved or be capable of achieving certain skills and abilities in order to perform the necessary duties in a satisfactory manner. In order to ascertain the same, the hiring authority needs to identify for the applicant what essential duties are required for AmeriCorps members, and based upon the applicant’s education and work experience, make a determination as to whether the applicant has, or could acquire, the necessary skills and abilities to fulfill those essential duties with out without reasonable accommodation.

Within this Section, and as denoted below, the hiring authority is to advise the applicant as to the primary essential duties required for this position. It is important that the applicant explain how his/her education and/or work experience correlate with necessary skills and abilities associated with each of the essential duties noted below. For the hiring authority’s purpose, reference skills/abilities worksheet that are associated with these essential duties. Space is provided below to record applicant’s responses.

Working one on one with individuals

(1)The member is expected to conduct regular office visits with offenders.

(2)Ask Applicant what prior experience he/she may have in meeting with individuals one on one.

Facilitating Groups/Training/Coaching Others

(1)The member is expected to facilitate offender groups, train offenders in education and employment skills, and provide on-going support for offenders.

(2)Ask Applicant what prior experience he/she may have as a group leader or in leading a project.

Recordkeeping/Organizational Skills

(1)The member will be expected to keep records on offender contacts and group progress.

(2)Ask Applicant what techniques they use to keep records and/or organize their work.

Education and Employment Assistance

(1)The member will be expected to give direction and provide information regarding employment and education procedures.

(2)Ask Applicant what prior experience/training he/she may have regarding accessing educational and employment information.

Development of Community Contacts/Knowledge of Community Resources

(1)The member will be expected to provide information regarding community resources.

(2)Ask Applicant what they know about local resources or how they would go about identifying local resources.

Section III

Skills and Abilities

As a follow-up to Section II, the applicant is to be apprised of the minimum skills and abilities associated with the essential duties required for the position of AmeriCorps member. These duties are associated with the ability and skill to communicate, traverse to and between locations, recordkeeping, completion of proficient officer safety training, as well as factors associated with physical agility and manual dexterity. The applicant shall be afforded the opportunity to review the skills and abilities guidelines sheet below.

OFFICER SAFETY / PHYSICAL DEXTERITY / PROCESS INFORMATION / MANUAL DEXTERITY / COMMUNICATION
Run n/a / Sit B Extended periods of time / Meet timelines / Feel / Orally
Searchn/a / Stand B extended periods of time / Make quick and appropriate decisions / Hold / Writing
Agility / dexterity n/a / Walk B stairs, between locations / Demonstrate organizational skills / Carry / Understand
Strength n/a / See B observe, read / Exercise common sense / Touch / Interpret
Quickness
n/a / Hear B one-on-one, in a room full of people, telephone, discern other noises / Demonstrate cognitive ability / Lift (up to 50 pounds)
Stoopn/a / Move
Crawln/a
Bend
n/a / TRAVERSE TO AND BETWEEN LOCATIONS / RECORD KEEPING
De-escalate / Driver=s license / Type
Handcuffn/a / Independent transportation / Follow instructions
Arrestn/a / Transport offenders n/a / Use a computer
Use hand toolsn/a / Defensive driving n/a

Upon a review of the aforementioned skills and abilities, inquire from the applicant as to whether there is a reason he/she would be unable to perform any of the essential duties of this position, with or without reasonable accommodation. If YES, identify and document what skill or ability the applicant has identified as not being able to perform and what, if any, accommodations would be needed.

Essential Skill/Ability IdentifiedAccommodation Requested

Section IV

Computer and Writing Skills

Computer LiteracyB In an effort to access an applicant=s skill and/or ability utilizing a computer, the hiring authority needs to create a setting whereby the applicant can demonstrate computer knowledge and proficiency. By way of actual demonstration, focus of interest should center around the applicant=s ability to recognize and navigate amongst and within software applications. In order to evaluate these skills and abilities, the hiring authority needs to create a standard script for applicants to follow. An assessment has been created and attached to this packet.

Writing SkillsB In an effort to access an applicant=s skill and/or ability to express one=s thoughts, position or ideas in writing, the hiring authority needs to have the applicant demonstrate such by written example. This can and needs to be accomplished consistently through a series of answers to proposed questions regarding field scenarios or philosophical issues. The assessment discussed above will also be used to assess writing skills.

Section V

Miscellaneous Information

This section of the interview serves to provide the hiring authority the opportunity to gather further information concerning the applicant or provide the applicant with additional information concerning how the essential duties might be applicable within the particular district/region. While this section is optional, the information gathered and/or provided needs to be presented in a consistent manner. Whatever information is exchanged in this Section needs to be documented and attached categorically to this worksheet.

Section VI

Exit Interview Information

This section serves to finalize the applicant=s interview and remind the hiring authority to advise the applicant of certain matters pertaining to the position and/or general agency expectations.

A. State-Related Position Information

Review State application and resumé, if available, for additional information Review advertised job description with applicant (internal and/or external)

Explain to applicant nature of Chain of Command, Supervisory/Agency oversight

n/a Explain agency Salary Step Plan

Establish with applicant Grade, Step, and Salary of Position

n/a Explain provisional period (minimum of six months)

n/a Advise of potential for change in job classification or responsibilities (including intake, ISP, etc.)

Office/Work hours (including supervisory authority to change work hours)

Location of work (including supervisory authority to change work location)

n/a Pager responsibility

Benefits

n/a Vacation (accrued at rate of 1 day per month, used with permission)

n/a Sick Leave (accrued at rate of 1 day per month, used with permission)

Personal Leave/PTO is accrued at rate of 1 day per month, used with permission)

n/a Retirement (mandatory after one year, matched by State 156%)

n/a Life insurance ($20,000 paid by the State)

Health insurance (majority of the cost paid by the state; some cost to employee, varies with level of insurance; AmeriCorps members’ paid for in full)

n/a Comp time vs. overtime

Pay period (monthly for new employees)

District/Region-Related Position Information

Nature and assignment of job responsibilities

Area served (counties)

Extent of travel necessary to perform position

Local policies concerning:

____Dress code

____Smoking

____Accessibility to general public and offenders

____Home/field visits

____Community involvement

____Special programming

____Other (designate)______

Additional Advisements

Failure or inability to meet any of the essential duties during the course of employment may result in the employee=s termination of employment with the agency.

If hired, would the applicant be able to provide evidence of his/her right to work in this country (I-9 form)? Yes No

If hired, when would applicant be able to start?

If a conditional offer to hire is extended, it will be contingent upon the results of a criminal history check and Administrative Office approval.

Interviewed applicants will be advised of the hiring authority=s decision by (mail) (phone) by .

(date)

Applicant Disclaimer: I fully understand the information that has been provided to me during this interview. Further, I have had an opportunity to be apprised of the essential skills/abilities associated with the position I=ve applied for, as well as request reasonable accommodation, if applicable, and have no further questions of the hiring authority.

Date Applicant Interviewed Applicant=s Signature

Witness, if applicable Hiring Authority=s Name

Section VII

Attachments

This Section serves to remind the hiring authority of the types of documentation that are necessary and must be attached to this worksheet. This documentation needs to be kept in relation to all applicants the hiring authority chose to interview. Similarly, as it applies to the applicant the hiring authority desires to hire, the same documentation must be forwarded to the Administrative Office for review before an authorization to hire is granted.

Applicant resumé

AmeriCorps application

College degree and/or transcripts (Section I and Section VI )

High School Diploma/GED

Documentation relative to Reasonable Accommodation Request, if applicable (Section III)

Computer and Writing Skills Assessment (Section IV)

Miscellaneous Information (document what information was provided) (Section V)

Criminal history record check (administered only if conditional offer to hire is extended) (Section VI)