back to basics recruiting new recruiter training

ACS Recruitment Training

Customer Care Region

IntroductionThe “How to Become a Successful Recruiter at ACS” Training goal is to provide new recruiters within 3 training sessions the following guide:

In Training Session 1 the recruiter will understand:Who is ACS?

ACS Mission StatementACS Organization ChartACS Main Lines of BusinessACS Clients

Customer Care RegionPillars of Excellence & Customer Care Top 10Customer Care Organization ChartGeneral Site Organization Chart

Staffing Goals/OrganizationThe ACS New Hire Process

ACS Definition of an ApplicantACS New Hire FlowchartDefine RequirementsIdentify and Source CandidatesInterview and Select CandidatesThe Internal Applicant ProcessThe ACS External Application PacketRehire PolicyReference Checks Extending the OfferVendor/Candidate ReimbursementChoicePoint Background ChecksQuest Drug Testing

Introduction

In Training Session 2 the recruiter will understand:ACS BenefitsOrdering of New Hire PaperworkNew Hire Paperwork Compliance and ProcessForm I-9

In Training Session 3 the recruiter will understand:Job File ComplianceRecruitmax/Vurv (Applicant Tracking Tool)ACS Staffing Compliance (EEO, AA, ADA) etc.Business Groups that Support RecruitingFrequently Used Terminology and AcronymsRecruiter ResourcesContacts for Recruiters

Who is ACS? ACS Mission Statement ACS Organization Chart

ACS Main Lines of Business ACS Clients

Who is ACS?

ACS is the leading provider of fully diversified, end-to-end business process outsourcing (BPO) and information technology (IT) solutions to commercial and government clients worldwide.

Founded in June 1988More than $5 Billion in Annual RevenueFortune 500 Company Over 50,000 employeesWorldwide Locations

Supporting client operations in nearly 100 countries 750 global locations

ACS Mission Statement

We will be the premier provider of business process and information technology outsourcing services.

We will design innovative solutions to meet our clients’ business requirements and deliver only the highest quality of service.

We will marshal talented, committed people and create an environment in which they can grow professionally through their achievements.

We will generate dependable and growing revenues, earnings, and returns to our shareholders.

ACS Organization Chart

Harvey BraswellGovernment Sales

Brad MartinDepartment of Education

Michael HuertaTransportation Solutions

Skip Stitt Government & Community Solutions

John CryslerGovernment Healthcare Solutions

Lynden LymanFinance & Revenue Solutions

John BrophyEVP, Business Relations

John RexfordEVP, Corporate Development

Lynn BlodgettExecutive Vice President and Chief Operating Officer

Mark KingPresident and Chief Executive Officer

Paul RyanSVP, Operations Advisory Services

Gladys Mitchell VP, Chief Ethics

Officer

Warren EdwardsEVP, Chief Financial Officer

Lora VillarrealSVP, Chief People

Officer

Lesley PoolSVP, Chief Marketing Officer

Bill DeckelmanEVP, General

Counsel

Steve SnyderVertical Markets

Tracy TolbertCommercial Sales

Mike O’HaraITO Services

Ann Vezina BPO Services

Tom BlodgettCommercial Shared Services

Lynn BlodgettGroup President

Commercial Solutions

Tom BurlinGroup President

Government Solutions

ACS Service Offerings(Lines of Business)

Commercial Solutions GroupBy contracting with ACS, clients can concentrate on their key business strategies, while we manage and operate the back office processes that may not be essential to their offerings. ACS also provides IT services and solutions for small and large systems, networks and enterprises.

BPO SolutionsAdministration

Finance and AccountingHuman Resource Solutions

OperationsPayment Services

Sales, Marketing and Customer CareSupply Chain Management

IT Outsourcing SolutionsApplications and Software Solutions

Desktop & Seat ManagementE-business and web services

Enterprise Solutions ManagementHardware Outsourcing

Information Systems OutsourcingSecurity Services

Systems Integration ServicesTechnology Review and Assessment

ACS Service Offerings(Lines of Business)

For Government services ACS is a leader in delivering creative and practical solutions.

Government Services encompasses:Medicaid ServicesDecision Support System Pharmacy Benefit Management Child Support Enforcement Electronic Benefit Transfer (EBT) Crisis Management E-Government Child Health Services (CHIP)Managed Care ServicesEligibility and Enrollment ServicesElectronic Traffic EnforcementToll CollectionsCommercial Transportation and TrackingWorkforce Services for Job Training

ACS Clients

Client names/logos may not be used externally without prior written permission.

Questions and Answers

ACS has approximately _______ employees.

The CEO of ACS is___________________.

ACS is the leading provider of fully diversified, end-to-end ________( ) and__________( ) solutions to commercial and government clients Worldwide.

ACS Customer Care

Over $250M in revenuesNearly 7000 employees14 US Domestic Locations2 Sites in Juarez, Mexico1 Site in Makati City, Philippines

Pillars of Excellence

• Client Satisfaction• Profitability• Revenue Growth • Associate Satisfaction

Customer Care Top Ten

1. “Can do” attitude 2. Client goals are our goals 3. Strong work ethic4. Sense of urgency 5. Communicate 6. Focus on results 7. Attention to Detail 8. Team Work 9. Self – Improvement 10.Great People!

Customer Care Region

Mike MarrowManaging Director

Customer Care

Chris TranquillRegional VP

Sprint

Art DiBariRegional VP

East

Jeff YentisRegional VP

North

Bob WatersSpecial Assistant

Scott BienackerLOB Controller

Lance HaleRegional VP

South

Amy McCartyVice President

Customer Care SolutionsDevelopment

Tony IngallsVice President

Decision Support Systems

Rebecca ShewbridgeVice President

Global Training and Quality

Simon HobdenDivision VP

Sprint New Business

John MacDonaldDivision VP

Sprint/Nextel/Boost/Nike

Staci NiddrieVice PresidentSprint/Nextel

David AfdahlDivision Vice President

Care

Steve BrownDivision VPPhilippines

Rick HaleGeneral Manager

Sandy, UTRyder/SMG/Spherion/Verizon

BellSouth/Boost Mobile

Greg JimenezGeneral Manager

Frostburg, MDUPCH/Aetna/Partners/BCBS

David BealGeneral Manager

Bartlett, TNBrother Intl

Mike MeileSBU Manager

Albany, NYNY Disbursement

Eric PettyGeneral Manager

Juarez Plant 17-Eleven/AT&T

Michelle TierneyGeneral Manager

Houston, TXTrilegiant/Sprint/Nextel Partners

Cathleen TimmonsVice President

Professional Services

Nirmal PrasadDirector

Region Software Dev.

Amnish KhoslaDirector

Regional MIS

Ramiro Candela Acting Director

NWFM

OpenDirector

GQA

Andre VanChauDirector

Accent Neutralization

Brad EricksonDirector

Learning & Development

Christina MorrisDivision Vice President

Kathy KonkolVice President

CSB Business Operations

Jay HinckleyGeneral Manager

Cary, NCAetna/Humana

General Site Org ChartGeneral Manager

SBU III

SBU Manager/Sr. Ops Manager

SBU i

IT Site Mgr.Sys Tech Mgr

Office Admin.Office Administrator

PayrollPayroll Specialist

ReceptionistAdmin. Clerk

Reports AnalystSystems Development

Specialist

Ops. Mgr.CC Ops Mgr

Sup. IICC Supervisor

Sup. ICC Supervisor

Network AdminInfo Mgt Mgr

Desktop/FacilitiesSupport

Fac Sup Spec/Systems Tech

Recruiter

Recruit. Assist.

Trn. QA Mgr.CC Manager

Trn. Bay Sup.CC Supervisor

QA Sup.CC Supervisor

Perf. CoachCC Team Coach

Perf. CoachCC Team Coach

Workplace PartnerWorkplace Partner

Program Mgr.Project Support MgrProgram Mgr.

Project Support Mgr

WF Sup.CC Supervisor

WF Spec.Proj Sup Assoc Analyst

Trainer - ExemptLearning & Dev Consultant

Trainer – Non-ExemptLearning & Dev Specialist

What are the ACS Staffing Goals? Who are the Leaders & Points of

Contact in Staffing?

ACS Staffing Goals

ACS Staffing Goals are:

To select and hire the most appropriately qualified candidates for the ongoing needs of our business;

To consistently and uniformly apply a job-related selection process

to all candidates; and

To be fair, objective and non-discriminatory in all of our selection decisions.

Staffing Organization Leadership

Team Member Title & Responsibilities

Clint JaynesDallas Corporate Office

Vice President, Staffing• Develop ACS Staffing Strategy• Staffing Team Talent Acquisition & Evaluation• Overall Execution of ACS Staffing Strategy

Scott WatersAtlanta Regional Office

Assistant Vice President, Staffing

Government & Healthcare Solutions• Lead & Manage G & H Recruiters• Ensure all Gov’t & Healthcare projects are properly staffed

Michael WiseDallas Corporate Office

Director, Staffing

Commercial Solutions Group•Lead & Manage CSG Recruiters•Ensure all CSG projects are properly staffed

Ellen PickleDallas Corporate Office

Director, Staffing

ACS Corporate & Staffing Projects•Lead & Manage Corporate Recruiters•Staffing Projects (Recruitmax, Exec. Referral)•Administration & Compliance

Customer Care Recruiting

LeadershipTeam Member Title & Responsibilities

Cathleen TimmonsDallas Corporate Office

Vice President, Customer Care Professional Services• Develop Customer Care Staffing Strategy• Staffing Team Talent Acquisition & Evaluation• Overall Execution of ACS Staffing Strategy

Tim SmithSandy, UT

Director, Staffing

Customer Care•Lead Customer Care Recruiters•Establish Customer Care Recruiting Processes and Best Practices•Administration & Compliance

Customer Care Recruiting Top 11

1. Find the right candidates for the job2. Complete ALL paperwork3. Meet class sizes4. Drug Screen and BI completed on time5. Actively be part of the Customer Care

Team6. Understand the responsibilities of the

position(s) for which you are hiring7. Be creative in promoting candidate flow8. Accurate and Timely reporting9. Understand Future needs and Growth10.Get New Employees excited about ACS11.Escalate whenever the possibility exists

to miss deliverable

ACS New Hire Process

ACS Definition of an ApplicantACS New Hire FlowchartDefine Requirement

Hiring Manager’s Recruitmax Tutorial (InfoBank)Types of EmploymentHiring Manager’s ListUltipro

Identify and Source CandidatesAffirmative Action PlansJob BoardsUltiproEmployee Referral

Interviewing and Selection of CandidatesInterview Evaluation/Offer Letter Request FormInternal Candidate ProcessRehire PolicyExternal Application PacketReference ChecksExtend OfferVendor/Candidate ReimbursementChoicePoint Background ChecksQuest Drug Testing

ACS Definition of an Applicant

ACS RECRUITMENT AND APPLICATION PROCEDURESI. DEFINITIONS:An applicant is defined as an individual who:1. Submits an expression of interest in employment through the Internet or related electronic

data technologies by completing ACS’s application process or otherwise applies for an open, posted position;

2. Is considered for employment in a particular position;3. Possesses the basic qualifications for the job in question; and4. At no point in the selection process prior to receiving an offer of employment removes himself

or herself from further consideration or otherwise indicates that he or she is no longer interested in employment in the position.

II. OVERALL PROCESS MANAGEMENT1. ACS practice is to not accept unsolicited resumes or employment applications. 2. ACS practice is to not accept any resumes or employment applications that do not identify a

specific position.3. ACS practice is to not consider as an applicant any candidate whose salary expectations do

not match the salary ACS will pay for the position in question. Recruiting personnel will assess a candidate’s salary expectations during an initial phone screen, if necessary.

4. ACS practice is to not evaluate expressions of interest in employment outside of the time a position is posted for submission of applications.

5. ACS practice is to not evaluate expressions of interest that reside outside of the geographic area being considered for the position unless those expressions of interest specifically communicate a desire to relocate to the geographic area where the specific position is based without relocation benefits if no relocation assistance is available.

6. ACS recruiting practice may include a search for applicants via a productive database search. In these circumstances any candidate who satisfies the definition of an applicant referenced above, should be considered an applicant and identified on the applicant flow log. By way of further explanation, if a review of the database produces 15 resumes to be reviewed by Recruiting personnel and they, through an initial phone screen, determines that 10 of the candidates satisfy the definition of an applicant, which includes completing an ACS application for the open, posted position, then those 10 individuals should be accounted for on the applicant flow log. From those 10 applicants, three people are selected for an interview. The applicant pool should not be limited to only those applicants who were interviewed but instead would include all 10 individuals who were considered applicants.

Customer Care Recruiting Processes

Recruiting in the Customer Care organization is typically separated into two groups:

• Production Recruiting/Hiring• Exempt/Non-Production

Recruiting/Hiring

We cover the Exempt/Non-Production process first


* Includes resume and EEOC information

** Includes New Employee Data Form, W-4, I-9, State Witholding (if applicable), Confidentiality Agreement, Background Check Authorization,

Drug Screen Authorization (if necessary), OJI Plan (TX only), Employee Guidebook Acknow ledgement,

ACS Workplace Practices, ACS Code of Conduct & NDA (other business variances may apply)

STAFFING PROCESS

Define Requirement

Hiring Manageridentifies hiring need

HM creates requisition

in Recruitmax

Recruiter receives requisition notification

from Recruitmax

Recruiter audits requisition and contacts Hiring Manager

within 24 hours

Identify/Source Candidates

Legend

RecruitmaxProcedure

Recruiter or Hiring Manager action

Decision Point

Recruiter and Hiring Manager discuss requisition and develop sourcing plan

( job description, AAPs, posting options, alternative sources, etc.)

Recruiter posts position to external/internal

job sites and creates job file for collection of

documents

Recruiter begins sourcing using

Recruitmax, job boards, employee

referrals, networking, job fairs, and internal

candidates.

Recruiter conducts pre- screens, sets-up

interviews/testing(if applicable) for qualified

candidates

Recruiter updates Recruitmax with notes and

moves candidates to considered status.

Recruiter contacts all internal candidates within 5 business days to discuss

qualifications.

Hiring Manager receives and reviews qualified candidates and notes from

the Recruiter

Conduct interview?

Recruiter sends e-mail or letter to

candidate.

Interview and Select Candidates

Add interview activity to candidate profile in

RecruitMax.

Hiring Manager conducts interview and completes

Interview Evaluation form for all candidates interviewed.

Extend Offer

Hire?

Hiring Manager submits Offer Letter Request Form and Interview

Evaluations to Recruiter at the end of the

interviewing process for all candidates.

Recruiter makes verbal offer to candidate and

follows up with a written offer and New Hire

Paperwork.

Recruiter updates and closes the requisition in Recruitmax

EndRecruiter updates

requisition profile with disposition.

Recruiter notifies candidate via email

or phone call.

Candidates apply online by completing profile*

Candidate completes application , Affirmative Action survey, DRP & 8850.

Candidate signs offer letter and completes New Hire Paperwork**

Recruiter (HM in some cases) collects paperwork and forwards to Tempe for review and submission.

Candidate Action

Recruiter schedules

interview for Hiring Manager.

ACS New Hire ProcessDefine Requirement

1. Hiring Manager identifies a job requirement and determines if the need is permanent, project based or temporary.

2. Hiring Manager and/or Recruiter receives proper approvals from upper management to open requisition. Position vacancies must be posted for a minimum of three (3) calendar days. 3. Hiring Manager identifies elements of the job needed and chooses a title and job description in the recruitment tracking system. If the position is not found in the system, or is a newly created position, and the Manager does not know Job Description, Job Title, Project One Code, or Salary Range, the Manager should contact the Compensation Department to get information and create a job description questionnaire.

4. The Hiring Manager and/or the Recruiter open a job requisition in Recruitmax the ACS Staffing online applicant tracking system. Manager/Recruiter will need to know the Hiring Manager’s cost center, GL code and

department code to complete the requisition.

5. Recruiter reviews and ensures requisition is completed correctly.

Resources

Compensation Department -P1 Job Titles

Hiring Manager’s List

Recruitmax Tutorial-Quick Reference Guide for Hiring Managers (InfoBank)

ACS New Hire ProcessIdentify/Source Candidates

1. Recruiter discusses sourcing strategy with Hiring Manager to include approval for charges of advertising, candidate travel, relocation, or other costs associated with sourcing of candidates for the position. Recruiter discusses Affirmative Action Plans with Hiring Manager for any underutilized positions. Recruiter will discuss expectation of time to fill with Hiring Manager and obtains his/her commitment to review resumes and candidates quickly and provide adequate feedback on resumes and candidates submitted.

2. Recruiter posts requisition on appropriate internal and external boards as discussed with the Hiring Manager.

3. Recruiter creates job file for collection of documents.

4. Recruiter sources utilizing several different tools (on-line database, job boards, employee referrals, networking, job fairs, internal candidates, etc.)

Resources

Relocation Policy

Affirmative Action Plans***************************

** Job Boards Wrapped from Recruitmax

CareerBuilder

Dice***************************

*****Job Boards the recruiter must manually access:

Monster

Hot Jobs

I-Hispano

******************************

Employee Referral


Identify/Source Candidates Continued

5. Recruiter establishes candidate pool and conducts initial screens/interviews/testing (if applicable).

6. Recruiter should contact all internal candidates within 5 business days

that apply to discuss qualifications and/or fit for position.

7. Should a former ACS employee apply for a position and is considered, the Recruiter must verify candidate’s

eligibility for rehire in Ultipro.

8. Recruiter documents sourcing and screening activity in Recruitmax on a continuous basis.

9. Recruiter selects top candidates and creates an applicant pool

based on the ACS Definition of an Applicant. Other candidates are

disqualified from consideration and the applicant pool candidates are

sent forward to the next step in the process.

Resources

Pre-screen Questionnaires

Internal Candidate Process

Rehire Policy

ACS INTERNAL APPLICANT

Internal Candidate ProcessInternal Candidate ApplicationOffer Letter Transfer/PromotionPre-employment Drug Testing Form/Process

ACS INTERNAL APPLICANT

MSS/ESCN

Manager Self-Service commonly referred to as (MSS) allows managers to perform HR transactions such as organizational changes, promotions/merit increases, job title or

work hour changes, leave of absence, etc easily and quickly through this on-line tool. This

is the preferred method of ACS for transfer/changes for internal employees. Infobank

provides thelink that allows managers to access instructions/tutorial on the features of MSS.

For situations that can’t be processed through MSS the manager can complete an Employee

Status Change Notice (ESCN). This document is completed by the Hiring Manager for processing applicable changes for the internal employee.

Here’s an example of an ESCN:

ESCN Employee Status Change Notice


Recruiter schedules interview for Candidate(s) with Hiring Manager and

Candidate(s) Complete External Application Packet

WOTC Staffing Guidelines

The Hiring Manager completes the Interview Evaluation/Offer Letter Request Form (for all candidates interviewed on the phone or in person)

Interview Evaluation/Offer Letter Request Form

Application Affirmative Action Survey 8850 Notification and Authorizatio

n for Background Investigation

Agreement not to Use Former Employers’ Confidential Trade Secret

DRP Plan DRP Drug Testing Policy &

Procedure

Interview & Selection of Candidates


Rehire Policy


ACS Reference Check Form

Before extending an offer for any Manager position, the recruiter should complete a reference check. The ACS Reference Checking Form is the document that should be used for a minimum of 2 reference checks per candidate.

Offer Approval Process

All offers for non-production positions must be approved by the Regional Vice President prior to being extended to a candidate.

• Exempt & Non-production Non-exempt Hiring Process SOP

ACS New Hire ProcessExtending The Offer

It is very important that the recruiter has pre-closed the candidate (s) to allow for no “last minute surprises”.

The Recruiter should discuss with the Hiring Manager the salary expectations of the candidate prior to an offer being extended. The recruiter should have already discussed the benefits package with the candidate so an offer can be established that is agreeable to the Hiring Manager and the candidate. The recruiter should make sure the manager has received the proper approvals from upper-management particularly with regard to relocation. See Corporate Approval Matrix.

The Recruiter extends the offer to the candidate verbally and discusses a start date.

The Recruiter should also advise the candidate that the offer is

contingent upon satisfactory background check results and drug testing results if applicable. Recruiter should notify their workplace partner immediately if they receive an

unsatisfactory result.

Resources

ACS 2006 Benefits

Relocation Policy


Extending The Offer Continued

The Recruiter and/or Recruiting Assistant prepares the offer letter and sends the new hire forms and offer letter to the selected candidate. Only required offer letter templates should be used and only pre-approved offers can be extended following the approval matrix or per discussion with management.

Again, the Recruiter must complete a Background Investigation and coordinate a Drug Test for every employee. Recruiter advises candidate of their first paycheck noting payroll cut off dates. They set a realistic expectation of when their first check can be cut. Recruiter updates Recruitmax noting why the offered applicant was selected over the other candidates. We should never use “overqualified” to deselect. Notations as to why some applicants were de-selected should also be made. As appropriate the recruiter should e-mail non-selected candidates who are no longer considered for the position. We should never tell a candidate they were over qualified. Do not discuss other candidates, but state another candidate who more closely matched our requirements was selected.


ChoicePoint (Background Checks) ACS Background Check Policy

Guide to completing a background check

Quest (Drug Testing)Drug Testing Policy & Procedure

Chain of Custody Form

Non-Exempt Production Hiring

Recruiting for Non-exempt Production positions will have a simplified process.

Requisitions still need to be approved by the Managing Director and should be submitted as an anticipated number of hires for a month or 2 week period.

CIS Candidate Flow Process


ChoicePoint (Background Checks)

All new employees

ACS Background Check Policy

Choice Point Web Page www.cpscreen.com

Background Ordering Instructions

Quest (Drug Testing)If applicable

Drug Testing PolicyDrug Testing ProcedurePre-employment Drug Testing FormDrug Test Request SpreadsheetForensic Drug Testing Custody and Control Form (Chain of Custody)-Quest

http://www.cpscreen.com/

Questions & Answers

True or False

Requisitions are opened in Recruitmax by only the Hiring Manager.

Recruiters must contact all internal candidates who applied for a specific position within 48hrs to discuss qualifications/fit the position.

A background check is completed for new hires if applicable.

The Affirmative Action Survey and the 8850 are both time sensitive documents that should be sent to Dallas.


ACS 2006 BENEFITS

Question & Answers

The ACS Affordable Health Plan is for full-time employees who are non-exempt

and have _______or less in annual base pay.

ACS Employees can enroll in the E______S______P_______P_______at any time.

The ACS Employee that is eligible for benefits is a full-time employee scheduled

to work at least __ hours per week.

ACS NEW HIRE PAPERWORK PROCESS

Steps to Ordering New Hire Packet (Documents)ACS New Hire Paperwork Process Flowchart

The 5 Critical Documents for New Hire PaperworkNew Hire Paperwork

4th-11th Day Termination Process

Ordering New Hire Packets

Steps to Ordering New Hire Packets

Step 1 Recruiter completes the New Hire Paperwork Order Form and emails to Roxanne Braxton.

Step 2 Roxanne places order through online process at CMD.

Step 3 Once order is confirmed, an automatic confirmation email will be sent to Roxanne from CMD.

Step 4 Order confirmation is printed, attached to original order form and filed in CMD folder.

2006 New Hire Order Kit Form

New Hire Paperwork

The 5 Critical Documents for New Hire PaperworkNew Hire Paperwork Checklist

Offer Letter Template Example Interview Evaluation/Offer Letter Request Form (Hiring Manager’s Signature-E-mail Approval)New Employee Data FormForm I-9 (Form I-9 Documentation)

Form I-9 Key Fields of ImportanceForm I-9 Acceptable and Unacceptable

W-4

New Hire Paperwork New Hire Paperwork Checklist

The following are examples of new hire paperwork in addition to the 5 critical documents:

•Application•Agreement not to use Former Employers' Confidential or Trade Secret Information •Acceptance of and Agreement to ACS Dispute Resolution Program•Notification and Authorization for Background Investigation – includes Credit Check authorization•Affirmative Action Survey•8850 Form & MII Survey Form

New Hire Paperwork Continuing on the list of examples of new hire paperwork in addition to the 5 critical documents:

ACS Code of ConductEmployee Non-Disclosure, Non-Solicitation & Intellectual Property AgreementRepayment of Debt FormEmployee Guidebook AcknowledgementACS Workplace PracticesPre-Employment Consent to Alcohol/Drug ScreeningDirect Deposit Form (candidate must attach voided check)Benefit Enrollment FormsBeneficiary Designation Form

Background Check Results

Other Documents for specific locations:State Withholding Form – If applicable for the state in which the employee worksTexas ONLY - OJI Plan Form (Except SLS & GS)California ONLY - Employer's Notice of Medical Provider Network

New Hire Process-4th-11th Day Termination Process

Questions & Answers

True or False (Why)

The Form I-9 can be completed up to 10 days after the new hire has started?

Either the Hiring Manager or the recruiter can sign the Offer Letter Request

Form to show the authorization for the hire?

All New Hire Paperwork must be turned in within 10 calendar days of the

start date of the new hire?

RecruitmaxRecruitmax Recruitmax provides the following:

•Automated applicant tracking for the recruitment process •Job requisition templates •Candidate information •One screen workbench for managing multiple requisitions •Provides the online communication between the Hiring Manager and Recruiter

ACS HIRING OBJECTIVESThe ACS hiring process is designed to meet the following hiring objectives:

•Select and hire the most appropriately qualified candidates for the

ongoing needs of our business •Consistently and uniformly apply a job-related selection process to

all candidates •Make fair, legal, objective, and non-discriminatory selection decisions

Recruitmax Training

Web Address: http://acsg.recruitmax.com/

Access and Login to RecruitmaxCreating a Domestic RequisitionCreating the Hiring Manager’s ProfileSearch for CandidatesAdd Candidates to a RequisitionUploading a Resume and Adding the Candidate to

yourRequisitionDocumenting the ProcessClosing a Requisition

Job File Compliance

What are Job Files?Job File ChecklistSourcing Plan Log

Job File Compliance

What are Job Files?Compliance Requirements for documentsJob File Top Compliance Issues

Job File ChecklistSourcing Plan Log

What are Job Files

Paperwork that needs to be available and in compliance for a DOL audit when questions arise about hiring practices.

Paperwork for selected/internal/non-selected candidates retained in the Staffing Department.

Retained on site for 2 years

ACS does not scan these documents for the purpose of job file compliance at this time.

ACS Staffing Compliance Guide

ACS Staffing complies with the following federal regulations:

EEO Standards

Affirmative Action Goals

Americans with Disabilities Act

Negligent Hiring and Employment Deception Laws

ACS STAFFING COMPLIANCE DETAILS

Business Groups that Support Recruiting

CompensationData OperationsEmployee Relations/GovernancePayrollImmigration

CompensationHow does Compensation support

Recruiting?Who do I contact in Compensation?

Compensation

Compensation develops compensation programs that attract talented professionals.

They ensures fair and equitable pay rates based on a pay-for-performance philosophy.

Compensation supports Recruiting with the following:

Job DescriptionsSalary SurveysInternal Employee’s Current CompensationPerformance Review Information

Data Operations

How does Data Operations assist in the New Hire Process?What are the main functions of Data Operations?What processes occur in Tempe and then Jamaica?

How does Data Operations assist in the New Hire Process?

Paperwork is received and reviewed by ACS Staffing Recruiting Assistants in Tempe, AZ and the Paperwork is then scanned into ODM by Data Ops to allow for the set-up of Jamaica to index and process.

If there are missing documents, or incomplete documents, the new hire packet (documents) cannot be entered into Ultipro by Data Operations in Jamaica.

New Hire Forms should be filled out properly the first time: The Recruiter or the person working with the new hire to complete their paperwork needs to ensure that all appropriate fields are completed with quality and accuracy.

Data Operations Processing Functions(Tempe, AZ, and Jamaica)

Tempe, AZ office-scans new hire documents Jamaica inputs the data entry components of new hire paperwork into Ultipro.

Data Entry of the following is done by Data Operations in Jamaica:Processing of New Hire PaperworkTransfersSalary MaintenanceTerminationsChange and Supervisor ChangeTaxesEmployee Information UpdatePerformance ReviewCost Center ChangesIndexingLeave of AbsenceBenefits

Employee Relations & Governance

Develops and maintains clear and consistent company policies, procedures, and business processes that maintain legal compliance and provide proactive counseling, guidance and direction to all employees.

*Proactive in the development and compliance of laws andregulations that impact HR management and ACS.

Fosters an environment of fair and civil treatment, recognition, open communication and teamwork.

*See your ACS Staffing Guide for situations where the WPP can assist the Recruiter.

PAYROLL

What Recruiters should know about payroll?

Pay PeriodsBi-Weekly

Non-exempt: Hourly employeesAll non-exempt (hourly) employees are required to complete an individual time record showing the daily hours worked.

– If incentive compensation pay, then time is recorded through FEPS.

Any type of absenteeism is also reported on the time sheet.

Paid-Time OffAll employees are required to complete a Request for Time Off Form when requesting paid time off.

Direct DepositAttach a voided check or deposit slip

– You can have up to 4 accounts; 2- checking; 2 savingsIt takes 2 pay periods to set upNotify Payroll Department before making changes to your account

Questions & Answers

A recruiter can contact _________about salary surveys, job

descriptions, performance reviews, and internal employees

current compensation from this department.

Data Operations in Tempe, AZ ________all of the new hire

paperwork.

RESOURCES

ACS Company Information

InfoBank

Contact List

ACS Acronyms & Terms

ACS Staffing & Reference Guide

Questions & Answers

ACS Company Information

ACS at a GlanceACS created the ACS at a Glance to meet the demand for a

brief, single-page document that employees can use to quickly understand the business of ACS. ACS at a Glance is published monthly and distributed via email by Corporate Marketing to ACS employees worldwide. The document describes ACS’ business and the services we provide. It also includes a list of selected clients, revenue mix by service offering and market segment, and the industries we serve. ACS at a Glance also features current company news and a series of “Fast Facts,” including company rankings and accolades.

ACS TodayACS’ employee newsletter, ACS Today, educates and

informs employees about recent ACS news and details new contract wins, presents key messages from our executive leadership team, and announces new service offerings within our operating groups. The quarterly publication also discusses new executive appointments and organizational changes, strategic alliances with partners, and client success stories. We solicit feedback from our employees about new projects or processes and report on internal employee-related news as well. We also spotlight the previous quarter’s Sunshine Award winners and describe the accomplishments that earned them this important company recognition.

INFOBANKACS InfoBank – http://infobank.acs-inc.com

The ACS InfoBank is a “one-stop shop” employee website for information, tools and resources.ACS Corporate InformationBusiness OperationsFinance and AccountingHuman Resources (HR Quicklinks)LegalMarketing and CommunicationsMergers and AcquisitionsBusiness PartnersPublic AffairsReal Estate and FacilitiesSales and Business DevelopmentSupport and Help

All of the above may be accessed by visiting the

ACS Employee InfoBank

http://infobank.acs-inc.com Username: WIN ID#First Time Password: 4digits of SS# and MMDD format of birthday (Instructions on First Screen of Infobank)

ContactsName & Title Phone Role & Responsibility

Connie KendallAdministrative Supervisor

214-887-7454 New Hire ProcessesGeneral Inquiries

Leta SmithRecruiting Associate

214-887-7628 Recruitmax (back-up)ChoicePoint (background checks)Employee Referrals

Sherry GonzalesStaffing Project Specialist

214-584-5148 Internal Application ProcessExecutive referral processImmigration processInternship Program

Lucien MillerRecruitMax Sys. Admin.

214-887-7595 RecruitMax

Denettra QuintanillaRecruiting Assistant

214-887-7719 New Hire PaperworkGeneral Inquiries (ODM)

Candi WidenerRecruiting Assistant

214-584-5942 New Hire PaperworkGeneral Inquiries (ODM)

Brenda GonzalezRecruiting Assistant

214-877-7092 New Hire PaperworkGHRS

Roxanne BraxtonRecruiting Assistant

214-584-5820 Orders for New Hire Paperwork PacketsVendor/Candidate ReimbursementExpenses

ContactsName & Title Phone Role & Responsibility

Denise DolbyExecutive Administrative Assistant

214-584-5845 Support to VP, StaffingUltipro Access

Corene SamersonRecruiter Training & Compliance Specialist

214-841-6165 Recruiter TrainingJob File Compliance

David WoulfeEmployee Relations Specialist

214-887-7347 I-9 ProcessRehire Policy

Ben WeldyEmployee Relations Specialist

214-584-5264 I-9 Process

Miguel GarciaSr. HR Generalist

214-841-8027 Immigration

Victor AriasHR Generalist

214-887-7404 Immigration

Jeanna Hall Senior Paralegal

214-584-5835 Reviews non-compete documents

ContactsCompensation

ContactsPhone Role & Responsibility

Shelli KavanaughDir, Compensation

214-841-6972 Compensation

Chris Lynch 202-378-2872 GSG CompEducation Solutions Comp

Kirk Ulrich 214-841-6398 AuthoriaITO CompInternational Comp

Donna McGary 214-584-5656 MSSCorporate Support CompBPS CompSales Comp

Ian Grazulis 214-818-3013 CSG/Professional Solutions CompHR Integration

Jacob Sneed 214-887-7507 AuthoriaReportingRecruitMaxUltiPro

ContactsContact Phone Role &

ResponsibilityACS HR Call Center 877-276-2860

[email protected] & Payroll

ACS Global Assignment Center

512-996-6266

Karen Beveridge

A. Kimberly HendersonGAC Relocation Consultant

512-402-1986Karen.beveridge@[email protected]

Relocation Policy and Process

DRP Helpline at 866-667-9733 Dispute Resolution Plan

Dispute Resolution Plan (DRP) Administrator

214-584-5286

ERS help line 214-584-5846 Expense Reporting System

MSS Hotline 877- [email protected]

Questions or Requests for Manager Self Service (MSS)

ACS Customer Care Center 888-401-INFO (4636)https://www.benefitsweb.com/acs.html

401 K Registration and Information

HR and DRP ContactsRegional Human Resources

Contact Region Territories Phone Number

Russell Goin Texas/Region 1 TX, OK, LA, MS 214-841-8131

Gil Guzman Western/Region 2 CA 310-513-2703

Linda Crawford Central/Region 3 MN, IS, KS, MO, AR, IL, WI, MI, IN, OH

847-761-2591

Greg Dodge Northeast/Region 4 ME, VT, NH, MA, NY, RI, CT, NJ, DE, DC, PA, MD, WV, VA

315-738-2302

Mary Munoz Southeast/Region 5 NV, UT, CO, AZ, NV 602-412-2101

Gil Guzman Northwest/Region 6 AK, WA, OR, ID, MT, WY, NE, SD, ND

310-513-2703

Linda Crawford Southeast/Region 7 KY, TN, NC, SC, GA, Al, FL 847-761-2591

Kevin Buford – BPS 859-389-4460

Milou Carolan – Government Solutions (State Healthcare/State & Local Solutions) 202-378-2860

Larry Fazzini – IT Solutions 214-887-7393

Carol Leach - CSG 601-427-0356

Gladys Mitchell – Ethics 866-667-9733 (toll free)

Dispute Resolution Plan (DRP) Line 866-667-9733 (toll free)

ConclusionQuestions & Answers