Employee Recruitment, Development and Career Progression

University of North Carolina At Greensboro

Topics

• Employee Development

– Hiring Process/Recruitment

– Employee Evaluation

• UNCG Career Progression

– Program Development

– Enrollment

– Training

– Benefits

Recruitment to Career Progression

Square peg into a round hole: a person in a position, situation, etc. for which he or she is unsuited or unqualified

Quality Recruitment

Recruitment -> Progression

• Successful progression cannot work without effective recruitment!

Recruitment

• The process of finding and hiring the best-qualified candidate (from within or outside of an organization) for a job opening, in a timely and cost effective manner. The recruitment process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the new employee to the organization.

Successful Recruitment

• Consistent and knowledgeable hiring managers

• Aware of the vision and mission

• “The Big Picture”

Consistent and Knowledgeable Supervisory Interview Skills

Identify under/over qualified applicants

Know how to ask the right questions!

Awareness of the company/departments mission and

vision.

Evaluation

• Managers must be aware that each hire is an opportunity to increase the knowledge and skill “bank” of the company/department.

The Big Picture

The Big Picture

• Will this individual help the department/company reach our goals?

• Does this employee’s attitude fit the company culture?

Career Progression

Career Progression Defined

• Career progression planning has a number of names, e.g., succession planning; management development; career ladders, etc. Each has unique elements, but all have the same core focus. In simple terms, career progression is an important element of a company’s human resources strategy for achieving its future growth and success.

Career Progression at UNCG

• The CPP provides a path for Building Environmental Technicians to enhance skill and competency levels and meet other requirements to increase work efficiencies. The intent of the CCP is that, upon successful completion of the requirements defined for each progression step, the employee will receive a salary increase to the salary at the next progression step within their career band competency level and be assigned greater responsibility.

Career Progression

• UNCG began its employee progression program in 2015.

• The program is based on in-competency working title progression.

APPA FMEP Evaluation

• The current training process at UNCG seems to be underserved. The designated trainer is splitting his time with another critical function. A strong training program, delivered by a knowledgeable and enthusiastic professional, can serve to enhance morale while developing a skilled and engaged workforce. All workers should have a training contact at least once monthly, if only to reinforce standards and process.

Staff Eligibility

The following are the requirements needed to enroll in the program;

• Current salary must be below 100% of market rate.

• Employee must have been employed by the university for at least one (1) year.

Staff Evaluation

• Does the employee have the necessary skill set to perform the assigned tasks?

• Can the employee be trained to accomplish more skilled tasks?

• Is the employee interested in self-improvement?

Training Curriculum

The basic curriculum for all enrollees starts with the following courses;

• Facility Services basic Cleaning Skills – 2.5 hrs

• Standard Safety Training (BBP/Asbestos)

• Basic Email Skills Training

BEST Contributing Track

• First Step – Housekeeper

• Second Step – Housekeeping Technician

• Third Step – Detail Specialist

• Additional Training: Intermediate and Advanced Cleaning Techniques (Vendor)

BEST Journey Level Track (Floor Tech)

• First Step: Floor Technician

• Second Step: Floor Specialist

• Additional Training: 10 hour OSHA Training, Intermediate/Advanced Floor Care Techniques (Vendor)

BEST Journey Level Track – General Utility

• First Step – General Utility Worker

• Second Step – General Utility Technician

• Additional Training: Intermediate/Advanced Email Training, Basic Microsoft Office Training, Advanced Cleaning/Floor Care Training (Vendor), and Professional Development Courses.

Training Resources

• Vendors

• Zone Managers

• Department Managers

• Human Resources

• Environmental Health and Safety

• Campus ITS

Questions