Stsbhn.ca

Procedure # : 032
Effective :
Hiring Process
Section :
Page : 1 of 4 Review
Operating Guidelines
Statement
Student Transportation Services Brant Haldimand Norfolk (STSBHN) endeavours to hire the most qualified candidates for positions that become available within the organization. STSBHN is an equal opportunity employer. Hiring for all unionized employees, if any exist, shall conform to the collective agreement / policies and procedures of the Procedure
Application and Initial Screening
All new positions will receive prior approval from the Operations Committee and Board of Directors of STSBHN Positions shall be posted, at a minimum, on Member Board’s websites for a time of no less than two (2) weeks. Additional advertising mediums for the position opening may be utilized if warranted to attract the most qualified candidates. All applications will be collected and stored with the Lead Board’s Human Resource department. Upon the closing of the posting, all submissions will be forwarded to the appropriate STSBHN representative(s) for review. The following matrix outlines the individual(s) responsible for reviewing the applications submitted based on the vacancy to Vacant Position
Review Responsibility
From the applications received, a short list of potential interviewees will be created by the responsible individual(s). The process of short listing applicants will be fact based and established prior to the assessment of the first application. Criteria used to filter applications will be based on education, job related skill sets, and experiences required to perform Procedure # : 032
Effective :
Hiring Process
Section :
Page : 2 of 4 Review
Operating Guidelines
Procedure Cont…
Interview
The interview will be conducted by a minimum of three (3) people, one member being from the Lead Board’s Human Resource department and the other being the supervisor(s) of the position posted. The team shall also contain both male and female representation, if at all possible. If three qualified people are not available to conduct the interviews, consent to have only two participants must be obtained by the Operations Committee prior to the first interview taking The interview team will create a comprehensive set of interview questions prior to the first interview taking place. The questions will be competency based and will focus on the key aspects of the posted position. The team will meet to discuss the questions and selection criteria to ensure that there is a common understanding of the process and the When candidates attend the interview, they must complete a Reference Consent Form. The references must:  not be of any family relation to the candidate  have observed them in a supervisory role  at least one of the references must be from the During the interview the team will take turns posing questions to the interviewee. All members of the team will record only the actual responses given during the interview. Each candidate shall be asked the same questions. After the interview is completed, the members of the interview team will individually rate the responses given on a scale of 0 to 5 (0 being no response given, 5 being answer provided fully covered all intended aspects of the question). The interviewers will tally the scores from the interview and record them on the bottom of the interview sheet for later Selection of Identified Candidate
When all interviews are completed and the interviewee’s Procedure # : 032
Effective :
Hiring Process
Section :
Page : 3 of 4 Review
Operating Guidelines
scores are tallied, the interview team will meet to discuss the Procedure Cont…
results. A successful candidate will be identified by group consensus. A minimum of two references shall be contacted (one of who must be the current/ most recent supervisor). If the references confirm the information obtained from the application and interview of the identified applicant, and no additional questions/ information is required that came to light as a result of the reference checks, a conditional offer will be made to the identified candidate by a member of the interview team; employment will be dependent on the results of the submitted Police Record Check which shall include a Vulnerable Sector Search. To be deemed acceptable by 2. be completed within the previous six (6) months, and 3. not contain any of the following as listed offenses:  any sexual offence under the Criminal Code;  any violation under the Controlled Drug and  any criminal offences involving minors;  crimes of violence which include, but are not possession or concealment of a weapon or  propaganda of hate literature or incitement to  possession, distribution or sale of any  other offences specifically related to the job. All costs associated with the Police Record Check will be the responsibility of the prospective employee. Police Record Checks will be filed in a confidential, safe, and secure location with the Lead Board’s Human Resource department. All new employees will be subject to a six (6) month probation period where an acceptable performance appraisal is required to be performed by the individual’s direct supervisor, as per (043) Performance Appraisals. All individuals who interviewed will be contacted regardless of their success in the process. A debrief may be given to the Procedure # : 032
Effective :
Hiring Process
Section :
Page : 4 of 4 Review
Operating Guidelines
Procedure Cont…
All documents relating to the hiring process will be collected and re-submitted to the Lead Board’s Human Resource department for storage. The Lead Board’s Human Resource department will coordinate the formal sign up and orientation process for the successful candidate in consultation with the Manager of Transportation Services; or the Operations Committee member of the Lead Board will assist with the coordination process when the position being hired is that of a the Manager of Transportation Services.

Source: http://www.stsbhn.ca/documents/Policies_Procedures/032.pdf