April 2010 New Employee Search Process

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PACIFICA FOUNDATION GENERAL MANAGER SEARCH PROCESS

The following steps must be taken in sequence in order to conduct an approved search for a candidate to fill an open position.

PNO Director, Human Resources Ahmad Anderson

phone: (510) 388-3093

e-mail: ahmad@pacifica.org

Step 1

  1. Director, Human Resources/Management Search Committee Chairs/ Executive Director creates General Manager Job/Position Description
  2. Director, Human Resources/ Management Search Committee Chairs formulate Evaluation Criteria to be used for rating candidate
  3. Director, Human Resources/Management Search Committee formulates Behavioral-Based Interview Questions for use when interviewing selected candidates
  4. Director, Human Resources recommends Search Committee Members composition (minimum of 5 individuals, maximum of 7 individuals)
  5. Director, Human Resources/Management Search Committee recommends the Chairman of the Search Committee (this individual must be Pacifica Foundation employee and have completed Pacifica Foundation Search Chair Training)
  6. Director, Human Resources/ identifies advertising preference (classified advertisement in newspaper(s)/ Non-Profit Broadcast Media periodical &Website/Pacifica Foundation Website(s),& Affiliates
  7. Principal Investigator/Project Leader sends Position Description, Evaluation Criteria, and Interview Questions to Asst. Mgr. for HR + names of Search Committee members and name of Chairman of Search Committee + advertising preference + funding account number

Step 2

Director, Human Resources sends General Manager New Position Request forms + Position Description + Evaluation Criteria + Interview Questions + Search Committee information + advertising preferences to Pacifica Foundation Executive Director and Pacifica Foundation National Board)

Step 3

Pacifica National Board / Executive Director approves new position request

  1. Director, Human Resources places advertisements and receives applications via e-mail(only)
  2. Management Search Committee members each evaluate candidates’ resumes using Evaluation Criteria Sheets
  3. Management Search Committee members forward completed Evaluation Criteria Sheets to Local Station Chairman of Search Committee
  4. Local Station Chairman of Search Committee sends completed Evaluation Criteria Sheets to Pacifica Foundation HRD
  5. Pacifica Foundation HRD inputs criteria evaluation data into Resume Review Ratings Spreadsheet and forwards to Chairman of Search Committee
  6. Chairman of Search Committee meets with Search Committee members and examines Resume Review Ratings Spreadsheet, then selects candidates for interview
  7. Chairman of Search Committee sends e-mail to Pacifica Foundation HRD containing names of candidates to be interviewed.

Step 4

Pacifica Foundation HRD sends interview request + Resume Review Ratings Spreadsheet + Applicant Spreadsheet to Pacifica Foundation Executive Director and or Pacifica Foundation National Board

Step 5

Executive Director and or Pacific Foundation approves interview request

  1. Search Committee Chairman + Search Committee members contact candidates and schedule interviews
  2. Search Committee Chairman + Search Committee members conduct interviews using approved Interview Questions and identifies 1 candidate for the position
  3. Pacifica Foundation HRD sends Applicant Spreadsheet to Chairman of Search Committee
  4. Chairman of Search Committee completes Applicant Spreadsheet and explains why 1 candidate was chosen over others who were interviewed
  5. Chairman of Search Committee forwards completed Applicant Spreadsheet to Pacifica Foundation HRD and provides offer recommendation (name of candidate, salary, start date, supervisor)

Step 6

Pacifica Foundation HRD sends request to offer + Applicant Spreadsheet to Pacifica Foundation Executive Director

Step 7

Pacifica Foundation Executive Director

  1. Pacifica Foundation HRD composes Offer Letter, attains Executive Director’s Approval/Signature, and sends to candidate
  2. Candidate replies in writing and accepts the position
  3. Pacifica Foundation HR sends New Employee Needs form to candidate’s supervisor
  4. Supervisor completed New Employee Needs form an forwards as directed by the form

Step 8

Candidate reports to work

  1. Candidate meets with Pacifica Foundation HRD and completes new employee paperwork
  2. Candidate meets with supervisor and begins first day on the job
  3. Pacifica Foundation HRD inputs new employee data into HRIS computer system and forwards signed new employee paperwork to Pacifica Foundation HRD at the Pacifica National Office

Recruitment Resources

Recruitment is the process whereby the candidate pool for a position is established, undergirded by the understanding that the final candidate chosen can be no better than those recruited into the candidate pool. All the work of evaluating and interviewing will be useless without the initial effort to recruit effectively a sufficiently large and talented pool of candidates able to yield a successful candidate.

All national searches must be advertised in at least one national journal. The closing deadline of the position must be a minimum of six weeks after the approval of the announcement by the Pacifica Foundation Executive Director and should reflect the publishing schedule of the journal selected. Choice of the journal(s) used should be determined by identifying which will likely be read by candidates with the qualifications sought. For that reason there is no one "standard" advertising source.

Local Management search Committees should determine how they can best use their advertising dollars. The recruitment plan will be more or less extensive to reflect the expected difficulty in accomplishing the task. Journals which target minority audiences are encouraged particularly if the search anticipates difficulty in generating a diverse pool. However, direct contacts with individuals and organizations may be even more effective in reaching the targeted groups. Advertising is expensive; reopening a search and re-advertising is even more expensive.

Journal advertising, while important, is only one piece of a successful recruitment plan. Personal contacts, organization contacts, professional meetings and internet sites should also be included.