The following outlines the process for filling a classified benefits-eligible position. Supervisors should contact HRS for assistance as needed.

1. Position Description

If the opening is for an existing position, the supervisor should review the position description and update as needed. Send a copy of the updated position description to HRS.

If the opening is for a new position, the supervisor must complete a Classified Position Review Request Form and route for signatures. A position description for the new position and an organizational chart, which includes the new position, must also be forwarded to HRS. HRS must review and approve a classification for the position before the search process can continue. Supervisors are encouraged to involve HRS as soon as possible because approval of a classification can often take several weeks.

Click here for more information on writing position descriptions.

2. Allocation Form

Complete a Classified Position Allocation Form (Benefits-Eligible Position. Route the form for signatures. Note that the President must review and approve the allocation request before the search process can continue.

3. Search Process

HRS will schedule a meeting with the supervisor when the search process is ready to begin. The following will need to be determined:

Posting Period Dates: A beginning and ending date for the opening must first be determined. All benefits-eligible classified openings must be posted in SHaRP and must remain open for at least seven (7) calendar days.

Scope of the Search: A position may be posted four different ways.

1. Internally/Departmental: A position may be posted only within a department.
2. Internally/Agency: A position may be posted within Pittsburg State University.
3. Internally/Statewide: A position may be posted within agencies statewide.
4. Externally: A position may be posted outside of an agency to the general public.

Minimum Qualifications: Each job classification has minimum qualifications. The supervisor can, in accordance with the position description, add preferred skills.

Job Opportunity Notice: HRS will prepare a Job Opportunity Notice to distribute on campus. HRS will also post the The Job Opportunity Notice on the HRS web page. Click here to view Job Opportunity Notices on the web page.

Newspaper Advertisement: The vacancy may be advertised in local newspapers if desired. The advertisement must be approved by the EEO office before it is placed. It must contain the following statement:

Applications/resumes should be mailed by (closing date) to Kayla Devereaux, Human Resource Services, Pittsburg State University, 204 Russ Hall, Pittsburg State University, 1701 S. Broadway, Pittsburg, KS 66762-7529. Additional position information may be found on the PSU Job Opportunity web site - http://www.pittstate.edu/hrs/jobs/. 

Applicants must have on file or register on-line your Personal Information on the State of Kansas Civil Service Employment web site - http://da.state.ks.us/ps/aaa/recruitment.Be sure to include your applicant ID number with your cover letter.

Pittsburg State University is an Equal Opportunity, Affirmative Action and Veterans' Preference Eligible Employer.

The State of Kansas is a tax-exempt, non-profit organization. The Topeka Capital-Journal, the Kansas City Star, the Lawrence Journal-World and the Wichita Eagle,among others, offer non-profit rates for classified ads which are considerably lower than the regular classified rates. In order to be given the non-profit rate, when placing the ad the department must provide the following information to the newspaper - The State of Kansas is "Sales Tax Exempt" and a "Non-profit Organization."

Eligible Candidates: HRS will send the original resumes for individuals to the supervisor.

4. Hiring Process:

It is recommended that the supervisor appoint a selection committee to assist with the hiring process.  Applicants who meet minimum qualifications based on information submitted will be reviewed further by the hiring supervisor(s) and/or selection committee and ranked based upon the preferred qualifications and other requirements listed in the position description.  Interviews should be offered to applicants with the highest rankings and verified Veterans’ Preference applicants that meet the minimum qualifications of the position.  The supervisor(s) and/or selection committee should review the Interviewing Guide prior to conducting interviews.  Each individual who is interviewed must complete an Employment Summary.

The supervisor must select an individual from the pool!!! Hiring decisions should be reviewed with the appropriate Vice President before the supervisor extends the offer to the selected applicant. Questions regarding salary should be directed to HRS before the offer is made.

As soon as possible, the supervisor should notify HRS by e-mail or telephone with the name of the individual selected and his/her begin work date as soon as possible.HRS will schedule a time to meet with the new employee on or before his or her first day at work to complete payroll and benefits paperwork. Click here for the on-line employee orientation.

The supervisor must complete a Classified Staff Recruitment Record and forward to HRS. The original application documents (resume, reference letters, Employment Summary) for the individual hired should also be sent to HRS.

Finally, the supervisor must notify applicants from the Pool who were not selected by telephone or mail.  Within 30 calendar days of filling a position, eligible veterans who were not selected must be notified in writing, by certified mail or personal service, that they were not selected for the position.  Click here for an example of an appropriate letter to send to the eligible veterans.  Click here for an example of an appropriate letter to send to all other applicants from the Pool. This letter should be modified for applicants that were interviewed but not selected.

The supervisor must keep the applications and resumes of individuals not selected for the opening for a minimum of 3 years.