EMPLOYEE SELECTION

Submitted by lcmisoi@mainsl.com on Thu, 09/10/2020 - 14:37
Policy: 

 

The greatest resource Mains’l has is its employees. At Mains’l we seek to engage people with work that is meaningful to them. We accomplish this by hosting discovery conversations, which help us learn about people, their abilities, and the type of work that energizes them.

At Mains’l we value employing individuals of all backgrounds. Any qualified person, regardless of race, color, creed, religion, national origin, ancestry, age, gender, physical or mental disability, sexual orientation, marital status, gender identity, genetic characteristics, military status, or status with regard to public assistance, or any other characteristics will be considered for employment by Mains'l.

When a job opening occurs, employees of Mains'l are encouraged to apply internally. Additionally, the human resources department will recruit external applicants through local newspapers, networking, job fairs, college career centers, the Workforce Centers, and the internet. Referrals from employees, people receiving services, and families are also encouraged.

Mains’l encourages family members of employees be hired, however Mains’l requests that they are not employed in the same work environment and are not supervised, either directly or indirectly, by a family member. Immediate family members include spouse or domestic partners, children, parents, siblings, and variations of these relationships (i.e. step and in-law).

Employees assigned with the ability to interview, hire, and release personnel are designated by position description.

Employment decisions (interview, selection, and release) for Participant Directed Community Support services are the responsibility of the person receiving services/family.

Any action regarding how Mains’l chooses employees is in alignment with established policy set forth in Mains’l policies and procedures, including all state and federal child labor standards.

Note: Employees working in a child foster care home must be 21 years of age or older.

Procedure: 

Internal

Two conditions may apply if an employee is interested:

1. If an employee is interested in a current job opening, and the opening is in addition to the current position the following apply:

  1. The scheduled hours of the new position plus those of the current position must not exceed forty (40) per week;
  2. The employee will notify their manager that they are interested in picking up more hours.
  3. Human Resources or manager will connect with the supervisor of the new program and shares with them the employee’s interest in the position;
  4. The employee provides full disclosure of his/her current schedule;
  5. The supervisor of the new program will connect with the employee to discuss the job opening further (this may include a formal/informal interview, conversation, and/or meet and greet with key people).
  6. The employee lets the current supervisor know that they are interested in taking on a secondary position at another location.
  7. The supervisor lets HR know that an employee is taking on a second position and what their new status, department, secondary manager will be through a PSCF- Payroll Status Change Form.  

 

2. If an employee is interested in a new job opening, and the new opening will replace what the employee is currently doing, the following details apply:

  1. An employee should be in their current position for a minimum of six (6) months to be eligible for a transfer.
  • Note: Employees may be promoted if in a position for less than 6 months if in the best interest of the agency and/or people receiving services.
  1. The employee completes an Internal Application and forwards to Human Resources.
  2. Human Resources will connect with the supervisor of the new program and share that there is a current employee interested in the opening.
  3. The supervisor of the new program will connect with the employee to discuss the job opening further (this may include a formal/informal interview, conversation, and/or meet and greet with key people). If the employee is hired for the new opening, we ask that the employee submit a 30-day written notice to the current supervisor (If agreed to by all parties, shorter notice may be allowed.)
  4. If an employee accepts a new position, the supervisors will mutually agree on a transfer date based on the needs of the people receiving services, team, and schedule. In addition there may be a transition plan that the employee and supervisor complete to support a successful transfer.

In both of the above situations, the current supervisor shares information regarding the employee’s work performance, training record, dependability, flexibility, and other skills and attributes. The human resources department provides access to the personnel file for review by the new supervisor upon request. Selection is based on the preceding factors and the needs of the person or people in the new program, work location or team.

If the employee has received written performance feedback within the last six months, they will not be able to transfer until the employee has shown sustained improvement that is documented by the existing supervisor and employee.

 

External

Job openings at Mains’l are advertised on the company website by position type, in newspapers, at job fairs, college career centers, Workforce Centers, and/or the internet. Applicants proceed through the following process:

  1. The applicant completes an application or submits a resume.
  2. The applicant is pre-screened by human resources or hiring supervisor.
  3. When an applicant meets the basic qualifications, the applicant will be invited to meet with the supervisor to have a discovery conversation in hopes that Mains’l may find out if the applicant is a good fit for Mains’l and if Mains’l is a good fit for the applicant.
  4. The applicant may be invited to go and visit the person or people that they be working with (if applicable).
  5. The applicant for a Personal Supports position in the Participant Directed Services program is interviewed by the family/person receiving services. Any assessments or reference checks are conducted at the discretion of the family/person receiving service.

Employment at Mains’l is dependent on successful completion of all State and licensing requirements. The offer of employment letter will specify all requirements.

Reference: 

EEO/AA Policy Statement
Employment Application
Internal Application                                                                                                      Rev. 10-08-2019