Human Resources

60.01    Employment Procedures                                                                     Issued: May 15, 1998
                                                                                                                                                               Updated: July 15, 1999
                                                                                                                                                               Updated: November 30, 2001

1.     Equal Opportunity for Employment

        Prairie View A&M University is an equal opportunity employer and as such, will not
        discriminate based on race, religion, color, sex, age, national origin or handicap. Selection
        of applicants to fill positions will be based on job related factors which include but are not
        limited to, relevant work experience and performance history, applicable education and/or
        training, and required skills, knowledge and abilities.  

2.     Posting Positions

        2.1   All vacant budgeted positions must be posted by the Human Resources Department for a
                minimum of 10 business days before being filled. This helps to ensure that:

                a.     all interested applicants have the opportunity to apply,
                b.     all University employees are afforded maximum opportunity for advancement,
                c.     the University has the best available applicant pool, and
                d.     the University complies with the statutory requirement for posting positions.

        2.2   Minimum level of position postings by the Human Resources Department consist of
                the  following:

                a.     Human Resources Bulletin Board
                b.     PVAMU Web Page
                c.     Texas A&M University Human Resources Department
                d.     Texas Workforce Commission

        2.3   To the extent possible, advertisement of professional and management positions in
                newspapers, periodicals, or other  publication is required. Departments desiring an
                exception to this will be asked to provide a justification.

        2.4   Advertisement of classified positions is at the discretion of the applicable budget head, unless 
               otherwise required by their supervisor.

        2.5   All postings will direct interested candidates to submit their applications and/or
               resumes to the Human Resources Department.  

3.     Procedures for Posting Positions

        3.1   All vacant budgeted positions that are to be filled must be posted by the Human
                Resources Department. To initiate this, the requesting department must complete and
                submit a  Request to Fill Vacant Position Form (Attachment 1) and an updated
                Position Description Questionnaire to the Human Resources Department.

        3.2    Upon approval of the Request to Fill Vacant Position form, the Human Resources
                Department will prepare a job vacancy notice and post it at the minimum levels described in
                Section 2.2, above.

       3.3    If the position is to be advertised in a newspaper or other publication, the Human Resource
               Department will obtain a price quote from the newspaper and/or periodical listed on the Personnel
               Request Form. The Human Resource Department will notify the requesting department of
               the cost and request that they prepare and submit a Purchase Requisition to the Purchasing
               Office.

      3.4    Upon receipt of the purchase order from the Purchasing Office, the Human Resources
              Department will fax the position advertisement to the vendor that publishes the newspaper/periodical.

      3.5   Upon receipt of applications, the Human Resources Department will transmit them to the
             applicable department. Generally, only applications for qualified applicants will be forwarded,
             unless otherwise requested by the employing department.

      3.6    It is highly recommended that departments utilize a three member (minimum) selection committee
              to review and evaluate applicants for all positions. To the extent possible, use of selection
              committees for all professional or management positions is required. Departments desiring an
              exception to this requirement will be asked to provide a justification. It should be noted that the
              use of selection committees has proved to be helpful in evaluating applicants, as well as in
              defending the University against complaints of bias in the selection process. 

      3.7    Upon completion of the evaluation of the applications, interviews of selected candidates, and 
              selection of recommended candidate to fill the position, the department will prepare a Form
              500 Personnel/Budget Action Request, a Job Applicant Flow form, and transmit them along
              with the application and resume of the selected candidate. The effective date of hire shall
              be either the 1st or 15th of the month.

      3.8   All new hires must report to the Human Resources Department for in-processing on their first
             day of work. Employees will be allowed to return to their employing department as soon as
             this process has been completed.

4.  Forms

Position Description Questionnaire forms are provided to departments in the University's Hiring Pack.      
Additional copies may be obtained from the Human Resources Department.

NOTE: NO OFFICIAL OFFER IS TO BE EXTENDED OR PERSON ALLOWED TO BEGIN WORK UNTIL THE FORM 500 PERSONNEL/BUDGET ACTION REQUEST HAS BEEN SIGNED BY THE PRESIDENT OR APPLICABLE VICE PRESIDENT (SEE RULE ON DELEGATION OF AUTHORITY). THE HUMAN RESOURCES DEPARTMENT WILL NOTIFY THE REQUESTING  DEPARTMENT WHEN THIS HAS BEEN COMPLETED.

Contact:     Director of Human Resources