All University employees.
The purpose of the Policy is to ensure a consistent process regarding the recruitment and hiring of University employees.
Thomas More University is an equal opportunity employer and seeks to fill each vacancy with the person who represents the best fit for the position. Individuals are selected for employment as a result of their qualifications, skills, and knowledge critical to perform the essential functions, duties and responsibilities of the job.
It is the policy of Thomas More University to provide equal employment opportunity for all individuals and promote a diverse and inclusive organization consistent with its Catholic mission and identity. See the University policy on Equal Employment Opportunity. In addition, to ensure mission-effectiveness, it is the policy of Thomas More University to recruit and develop its employees for mission. The program of recruiting employees for mission aims to inform prospective employees of the University’s mission and to help them and hiring personnel determine how they will support and contribute to the University’s mission.
All interviewers must be cognizant of the legal environment in the employment function. Training is available; search committees and interviewers are encouraged to contact Human Resources.
Background, Reference, and Verification Screens Policy
Employment of Relations Policy
Equal Employment Opportunity Policy
Introductory Period Policy
Human Resources is responsible for oversight and coordination of the recruitment and hiring of staff in accordance with the following procedures:
See the Faculty Policy Manual.
Open positions will be posted on the Thomas More website based on qualifications and need. A job posting will include job title and the minimum qualifications required to perform the job. Job postings may have an opening and closing date for the acceptance of applications. External advertising, when necessary, will be placed by Human Resources in consultation with the hiring department.
In addition, all recruitment information (job posting and external advertising) must include notice that the University is an Equal Opportunity Employer, as well as state that employment is contingent upon completion of required background checks and verifications.
Note: The University will provide notice of the availability of the University’s Annual Security and Fire Safety Report to all individuals interviewed for positions that were advertised in national or local publications or websites.
Personnel conducting employment or promotional interviews shall ask only questions which are relevant to the applicant's qualifications and ability to perform the job. Information required for post-hiring purposes but not relevant to qualifications and job performance shall be requested only after an offer letter or contract is signed. Further information concerning whether specific interview questions may be asked may be obtained by contacting Human Resources.
Falsification of employment applications, as well as employment documents, credentials, or other information related to job qualifications or responsibilities or the nondisclosure of information or omission of information by applicants may result in the termination of the hiring process, the withdrawal of an offer of employment, or immediate termination of employment at any time as applicable.
Upon hiring, the new employee will be contacted by Human Resources to schedule an orientation session.
This is a new policy, replacing language from the Staff Manual (May 2014) and Faculty Policy Manual (2011).
There are no appendices to this Policy.
Laura Custer, Director of Human Resources
Dr. Kathleen Jagger, Acting President