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Posting
of SPA Vacancies, Promotions, and Veteran's Preference
The State Personnel
Commission has amended certain of its policies to require that notice
of job vacancies be posted in specified locations and that priority
consideration for employment be given to qualified State employees
and veterans.
For Western Carolina
University, the requirements resulting from the amendments are these:
- All SPA vacancies
for which the University openly recruits, and which are not otherwise
exempt from the posting requirement as described herein, must be
posted at the University Personnel Office and at the particular
work unit where
the vacancy exists, in a location readily accessible to employees.
If applications
from outside the University are invited, the vacancy must be listed
with the Employment Security Commission and with the Office of
State Personnel so that applicants and current State employees
may be informed of the vacancy.
The requirements
of posting do not apply to vacancies which must be filled immediately
to prevent work stoppage or because protection of public health,
safety, or security is at risk.
- If a current
State employee with permanent status, as that term is defined in
G. S. 126-39, applies and is qualified for another State position
at a higher level and has qualifications substantially equal to
those of the highest ranking applicant who is not a State employee,
the State employee must be given priority consideration over the
non-employee applicant.
State employees
separated from policy-making exempt jobs for reasons other than
cause, State employees separated by reduction-in-force, and employees
returning to State employment following disability due to an on-the-job
injury must be given priority consideration ahead of that given
to current State employees.
- In appreciation
for their service, certain veterans are to be granted preference
for employment. Those eligible must have served in the United States
Armed Forces on active duty, for reasons other than training, during
periods of war and have been discharged under other than dishonorable
conditions. Service in either wartime or peacetime establishes eligibility
also for disabled veterans, spouses of disabled veterans, and the
surviving spouse or dependent of a veteran who died as the result
of service.
For consideration,
eligible veterans must meet the minimum education and experience
requirements for the position sought. The eligible veteran must
be hired if his/her overall qualifications are substantially equal
to one or more non-veterans in the
pool.
In the event that
an applicant group includes both a qualified veteran who is not a
State employee and a qualified State employee with permanent status
who is seeking a promotion, the current State employee will be given
preference if the qualifications of the two applicants are substantially
equal.
"Qualifications"
include 1) training and education; 2) years of related work experience;
and 3) other skills, knowledge, and abilities demonstrated in the
selection process which bear a reasonable functional relationship
to the requirements of the position applied for.
Any State employee
who has reason to believe that he/she was denied promotion due to
the failure of the University to post notice of the job vacancy or
to give promotional priority consideration has the right of appeal
through the University grievance procedure
or may appeal directly to the State Personnel Commission. A veteran
who has reason to believe that he/she was denied employment because
the University failed to give veteran's preference has recourse to
either the Office of State Personnel or the
State Office of Administrative Hearings.
The University
Personnel Office will assist University administrators and supervisors
in complying with the policies described herein.
Formerly Executive
Memorandum 88-88
Initially approved April 15, 1988
Under revision
Administering office: Human Resources
Posted
June 08, 1999
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