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Human Resources Communications Newsletter

August, 2008

Questions or comments, contact marianne.hudz@csun.edu

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Table of Contents

EMPLOYMENT

Hiring Process

The recruitment of talent within the university is a collaborative effort between the Office of Human Resources and the supervisor seeking to fill a job vacancy. Human Resources assists departments in finding, screening, and selecting candidates.

Job Postings

The Open Positions List on the Human Resource Employment website announces job openings to the University community and beyond. While departments may begin interviewing as soon as a suitable candidate has been identified, an offer to hire may not be extended until after the position has been posted on the Open Positions List for 14 days, or as required by the appropriate collective bargaining agreement. To view current Employment Opportunities postings, click on:
http://www-admn.csun.edu/ohrs/employment/index.htm

Qualifications

To be considered for any vacant position, applicants (including current employees) must meet the minimum qualifications of the position, as stated in the Position Description.

Job Offer Decisions

Once the department has identified their final candidate for hire, a consultation with Human Resources is conducted to review salary and the terms of the pending offer. In preparation for extending the offer, the Applicant Selection and Disposition form, along with applications of final candidates, are forwarded to Human Resources.

Hiring of Internal Candidates

Pay - Lateral Appointments

A current employee who accepts a new position having the same classification and grade level is not usually eligible for a salary increase. Hiring managers should consult with HR prior to discussing salary with the candidate.

Performance Evaluations

Hiring managers may view the performance evaluations of final internal candidates by contacting the Office of Human Resources.

Promotion

A current employee who accepts a new position in a higher classification or grade level may be eligible for a salary increase. The amount of the increase is based on the compensation guidelines for promotions and the relevant collective bargaining agreement. Hiring managers should consult with HR prior to discussing salary with the candidate.

Reference Checks

Whether an internal or external candidate, the hiring departments should conduct at least two reference checks on their top candidates prior to final selection. These reference checks will usually include the candidate's current supervisor. Because a reference check with the current supervisor is encouraged, employees seeking another position on campus should notify their current supervisor of their candidacy for another position.

Performance Review Period

A current employee promoted or hired into a different classification is required to complete a new one-year probationary period. The review period gives the supervising staff or faculty member an opportunity to provide orientation and training for the new employee, to review the performance expectations for the position, and to determine whether expectations are met during the initial period on the job. Specific review timelines are conducted based on collective bargaining requirements. The goal is to aid the new employee in successfully transitioning to their new position.

Vacation and Sick Time

When accepting a new position within the University, employees retain the vacation and sick time accrued in the former position. Accrued vacation is not paid out.

For more information on hiring, go to:

http://www-admn.csun.edu/ohrs/employmentprograms/how_to_staff_positions.htm

More Answers!

If the above information on hiring was useful, check out the other HR Answers:

http://www-admn.csun.edu/ohrs/resources/index.htm

Updated Employee Demographic Data

Current employee demographic data is now available online:

http://www-admn.csun.edu/ohrs/demographics_2008.pdf

BENEFITS UPDATES

Same Sex Marriage

On May 15, 2008, the California Supreme Court determined that the designation of marriage is available to both opposite-sex and same-sex couples. Eligible faculty/staff may enroll a new same-sex spouse and eligible dependent children to their health plans within 60 days from the marriage date. You must provide a copy of your marriage certificate, along with the following documentation for the new spouse and any eligible dependent children: social security number, date of birth and gender. The effective date of enrollment will be the first day of the month following the receipt of all documentation.

For information and monthly plan premiums please visit our website at: http://www-admn.csun.edu/ohrs/benefits/index.htm.

To enroll, please contact your Benefits Representative directly. For last names starting with A-K, email Monica Escontrias at monica.escontrias@csun.edu; for last names starting with L-Z, email Cathy Salazar at cathy.salazar@csun.edu.

403(b) Tax-Sheltered Annuities (TSA) Catch-Up

Are your projected contributions to your 403(b) over the current annual maximum of $15,500? You may exceed this limit if you qualify for the 15-Year Catch-Up Program and/or the Age 50 or Older Catch-Up. Eligibility can be determined by completing the Maximum Contribution Allowance Worksheet at http://www.calstate.edu/Benefits/carrier.materials/2008_AutoCatchUp%20Form.xls.

After completing this form online, you will receive an immediate calculation of the funds you will be able to contribute for 2008 to either program. Please submit the worksheet to Benefits Administration in Human Resources (University Hall 165, Mail Code 8229).

For more information on the 403(b) program, visit our website: http://www-admn.csun.edu/ohrs/benefits/programs/tax_sheltered_annuities.htm.

Introducing myCalPERS

Do you have a myCalPERS account? myCalPERS is a personalized web site for CalPERS members. With myCalPERS, accessing your personal retirement, health, and financial information is just a click of your mouse. View your retirement account balances, create a forecast for your future with the planning calculators, personalize your home page, and more.

Log in today at https://my.calpers.ca.gov

EMPLOYMENT PROGRAMS

Commuting Alternatives for CSUN Employees

The rising cost of fuel and its effect on the overall economy has generated many questions and concerns regarding the availability of programs and services that would help lower commute costs. In an effort to provide CSUN employees with cost-effective alternatives to driving alone to campus everyday, the Transportation Program of Parking and Transportation Services has provided this information to help identify reasonable alternatives to defray some of the costs associated with your commute.

CSUN offers direct financial incentives for using Public Transit (bus/train) or Vanpooling.

Public Transit: Monthly transit discount of 60% or $100 (whichever is lower).

Vanpooling: Monthly seat subscription cost is $92 or less.

If no vanpool exists from your area, start one. For information on starting a vanpool, you may contact Astrid Logan in the Department of Public Safety at (818) 677-3946. A vanpool is defined as 7-14 persons commuting together in the same vehicle. Vanpooling requires more structure than carpooling. It is a formal commitment with an expectation that participants will ride in the van for the entire workweek. Additionally, drivers must go through an approval process which includes passing a medical examination and have a good driving record. Your monthly vanpool payment covers the lease, fuel, insurance, van parking, maintenance, and emergency service.

Carpooling:

A carpool is defined as 2-6 persons commuting together in the same vehicle. Groups of 2 to 6 faculty or staff may qualify to receive preferential parking and discounts on carwashes. Additional information on these incentives can be obtained from the Department of Public Safety at (818) 677-3946. Carpooling is less formal than vanpooling and can be done part-time (1-2 days a week, etc.). In addition, traditional carpools share driving responsibilities over time (i.e. every other week, every other day, etc.). Carpool partners would need to make agreements with each other to schedule driving responsibilities, determine meeting locations and travel preferences.

Bicycling:

Use "human power" to get to/from campus. There is also an offer of a limited number of daily parking permits to use for inclement weather. Employees would need to go through the registration and verification process to be eligible for this permit.

To sign up for the Transportation Program, OR to receive more information on some of the commute modes or incentives mentioned above, please contact Astrid B. Logan, Transportation Program, ext. 3946, or email astrid.logan@csun.edu.

For more information you may visit the transportation program website at:

http://www-admn.csun.edu/parking/Transport/index.htm

PROFESSIONAL DEVELOPMENT

Fee Waiver Application Deadline

If you are considering taking advantage of the Fee Waiver and Tuition Reduction program for Spring 2009, please be aware that the deadline is September 24th. Eligible employees may use this benefit for themselves, spouses, registered domestic partners, or dependent children under the age of 23.

Employees who have joined the University since April 29th may still enroll in Fee Waiver for Fall 2008. Please contact sue.talavera@csun.edu.

For more information on enrollment, please visit

http://www-admn.csun.edu/ohrs/development/fee_waiver.htm