Standard Operating Procedure Section: Talent Management Talent Acquisition · 2017-10-19 · Class 1 Staff Talent Acquisition SOP Rutgers-Camden |Office of Human Resources 3 . b

Class 1 Staff Talent Acquisition SOP Rutgers-Camden |Office of Human Resources 1

Standard Operating Procedure Section: Talent Management Section Title: Talent Acquisition Procedure Name: Class 1 Staff Talent Acquisition Process Policy Attached to: Various (see link below) Originally Issued: December 24, 2015 Revisions: 3/10/16, 3/18/16, 3/31/16, 5/5/16, 10/24/16 (approved by OLR), 10/12/17 The following procedures are for Rutgers University-Camden only. These procedures are in accordance with the policies established by University Human Resources. http://policies.rutgers.edu/view-policies/human-resources-hr-%E2%80%93-section-60 For employees covered by collective negotiations Agreements, always refer to the appropriate Agreement for any variations or additional details in the above policy. POSTING PERIODS: As a best practice and to ensure compliance with affirmative action and union regulations, jobs must be posted for a minimum time period. The chart below will provide you with these details so that you may plan accordingly when hiring for a position. Unit Mandatory Posting Period Managerial, Professional, Supervisory, Confidential (MPSC)

5 business days (internal/external)

Information Technology 5 business days (internal/external) URA-AFT 10 business days (5 internal, 5 external) AFSCME Local 1761 10 business days (5 internal, 5 external) AFSCME Local 888 10 business days (5 internal, 5 external) EOF Counselors 10 calendar days (internal/external) Fraternal Order of Police (FOP) Primary


Fraternal Order of Police (FOP) Superior


International Union of Operating Engineers (IUOE)


http://policies.rutgers.edu/view-policies/human-resources-hr-%E2%80%93-section-60


PROCEDURE:

1. The process begins when the department determines either through addition to

staff or replacement of staff that a position is open.

2. The Department will:

a. Complete a Class 1 Classification and Recruitment Form (CARF). This form is designed to ensure that the essential functions of a position are determined prior to the position being posted or recruited. The form is also designed to identify the scope of authority and breadth of complexity of duties and must be completed in its entirety before being submitted into the Recruitment, Onboarding, and Classification System (ROCS) system.

b. Update and submit an organizational chart for their department; this is

added to the posting for the record, but not for the public to view. All of this information must be sent to Rutgers University-Camden Human Resources (RUC-HR) at [email protected].

3. RUC-HR will:

a. Meet with the department to review and discuss:

i. Job duties; key duties and essential functions of the position. ii. Posting specific questions; questions loaded into the recruiting system

that establishes a minimum threshold for applicants to meet in order to pre-qualify them for the position.

iii. Search evaluative criteria; further information used in the recruiting system to identify a minimum threshold for applicants to meet.

iv. Search committee; though not mandatory, this is used as a best practice when interviewing candidates that work collaboratively with other departments.

v. Assign Applicant Reviewers in ROCS; designations in the recruiting system for those who are involved with the position search.

vi. Interviewing techniques and questions; designed to elicit legal and pertinent information from all candidates for a given position.

vii. Posting sites; choose the sites that best fit the goals of the campus and department’s diversity plan.*

viii. Affirmative Action Process/obligations; ensures the department knows and understands legalities and obligations of the process.

ix. Internal applicant process (pre-postings, interviewing obligations, etc.); ensure department understands its legal obligations to union employees.

At this time, the CARF is reviewed with the department to ensure it meets the parameters of the class designation, paygrade and title.

mailto:[email protected]


b. Begin the ROCS approval process to post the job, which includes reviewing

the CARF and organizational chart to ensure compliance, loading the documents, and building the posting.

c. Send the position to “budget review” for approval; it is sent back to RUC-HR for final review and posting, either internally or externally.

d. Provide instructions to the department on how to review and move applicants along the workflow within ROCS.


a. Review applicants, identify candidates that fit their need and meet the posted

qualifications. They can also schedule interviews – either with a search committee or as the lone decision maker.

b. Once a final candidate is identified, send the candidate’s name, start date, and salary, along with all applicants interviewed, to RUC-HR so the position can be closed out in ROCS.

c. Reach out directly to those candidates that interviewed – perhaps with a phone call or personalized letter, once the position is accepted.

5. RUC-HR will:

a. Prepare the offer letter and send it to the candidate on behalf of the

department, copying the hiring manager. We can also include a cover letter from the hiring manager that appropriately welcomes the finalist to Rutgers University-Camden.

b. Close out the position in ROCS once the position is accepted. Closing out the job will automatically inform candidates that were not interviewed that the position has been filled.

c. Send fully executed offer letter to department once received from candidate.

d. Schedule a time and meet with the employee to complete the hiring process including all mandated paperwork (I9, pertinent new hire information for HCM, etc.) and schedule the new hire’s orientation.

e. Work with all new hires to complete their State Health Benefits Program benefit paperwork (either enrolling or waiving) to ensure compliance and a smooth enrollment. This paperwork is reviewed upon completion and submitted to University Human Resources to be entered into HCM and then on to processing with the state.



a. Be responsible for processing any payroll actions. For questions regarding

payroll, please contact the shared services center at 856-225-2662.

b. As a best practice, meet with the newly hired employee to review other pertinent information such as schedule, departmental policies, establish goals and review objectives and other practices (such as calling out and break times), the CARF, performance expectations, service excellence, FLSA designation, overtime and compensatory time and the like.

c. As a best practice, meet with staff members to solidify the welcome and

ensure they make themselves available for any questions or concerns. *Note on Ensuring Diversity and Inclusion is Present in Searches: Once a unit has been authorized to recruit for a new or vacant position, the position will automatically be advertised on the Rutgers job portal. The unit also has the option to advertise the position externally, i.e. The Chronicle of Higher Education. If the unit decides to advertise the position externally, the cost of the external advertisement is borne by the recruiting unit. In addition to any action taken by the recruiting unit, Camden Human Resources will automatically advertise the open position in a variety of sites and periodicals to promote diversity and inclusion. The cost of advertising in the diversity and inclusion sites and periodicals will be borne by the Chancellor’s Office. If the recruiting unit has additional diversity and inclusion sites and periodicals that are particular to that unit’s recruitment, the recruiting unit should request that Camden Human Resources also advertise in those sites and periodicals. The cost of advertising in the additional diversity and inclusion sites will be borne by the Chancellor’s Office. The purpose of this process is to create a diverse applicant pool for all positions. Once the application pool has been established, a diverse search committee will be appointed to conduct the search for the successful applicant. From the applicant pool, the search committee will select a group of candidates to interview. Camden Human Resources will have an advisory role on the search committee to ensure that the diversity of the candidate interview pool reflects the diversity of the applicant pool. If not, Camden Human Resources will instruct the search committee to review the interview selection process to ensure the diversity of each pool is comparable. At the conclusion of the process, the search committee will recommend the best candidate(s) to the recruiting unit for appointment. All members of search committees must have participated in both the campus-wide diversity and inclusion training and the diversity and inclusion training specific to search committees.


ATTACHMENTS: 1. Class 1 CARF 2. ROCS Workflow 3. Search Committee SOP 4. Applicant Reviewer SOP 5. Recruitment Toolkit for Managers 6. Sample TBNT Letter/Email 7. HCM Job Action/Payroll Schedule

DOCUMENTATION REQUIRED to submit to Human Resources:

1. Completed Class 1 CARF 2. Updated Organizational Chart

Office of Human Resources Rutgers, The State University of New Jersey 311 N. 5th Street Room B34, Lower Level, Armitage Hall Camden, NJ 08102

www.hr.camden.rutgers.edu DL: 856-225-6475 Fax: 856-225-6489

Class 1 ROCs Classification & Recruitment Form (CARF)

JOB DESCRIPTION AND REQUIREMENTS 1. Position (Proposed) Title: (Provide a proposed title that represents the job). Position (Proposed) Grade/Range & Step: (Provide a proposed grade/range/step.) Supervisor’s Name and Title: (Provide the supervisor’s name and title for the job.) Budget/UDO Account Number: (Unit-XXX, Division-XXXX, Organization-XXXX, Fund-XXX, Location-XXXX, Business Line-XXXX, Project Number-XXXXXX) Is this position grant funded? Yes No 2. POSITION SUMMARY: (This will be the language that will be posted on the website for all candidates to view. Please ensure that you are specific in your needs for the position.)

3. QUALIFICATIONS: Required knowledge, skills, and abilities: Please state the minimum level of education, licenses, certifications, specialized training, specific knowledge, skills, and abilities needed to effectively perform in the position (software, professional certifications, drivers’ license, languages, etc.).

If this position requires advanced knowledge in a particular field or an advanced degree in a specific field of study in order to perform the functions, please describe in detail the requirements and why it is required.

Preferred Qualifications: Please state any preferred degrees, experience, licenses, certifications, specialized training, specific knowledge, skills, and abilities.

Equipment Utilized: Please state any specialized materials, equipment, or software that the incumbent must be familiar with or will be required to operate or use.

Physical Demands and Work Environment: Please state the physical demands and work environment, if any, that are representative of those that must be met by an employee to successfully perform the key functions of this position.

4. KEY DUTIES AND RESPONSIBILITIES: Briefly list and describe in order of importance, the key duties for this position. Please identify the percent of time spent on each.

% 1.

% 2.

% 3.

% 4.

% 5. 100% (Please ensure the above values add up to 100%.) 5. LEVEL OF DECISION MAKING: Describe the most complex issues or problems this position is accountable for delivering expected results, e.g. how will this position exercise discretion or independent judgment when making decisions and solving problems?

6. SCOPE AND IMPACT: Describe the level of job complexity and scope of influence (university, campus, school, program, etc.).

Does this position have the authority and accountable for policy development, compliance, and/or administration? If yes, provide an explanation.

What is the position’s accountability for organizational and/or strategic planning?

In addition, describe the complexity of functional areas for which this position is responsible.

7. MANAGEMENT/ SUPERVISORY RESPONSIBILITIES: SELECT ONE OF THE FOLLOWING TO DEMONSTRATE LEVEL OF MANAGEMENT/SUPERVISORY RESPONSIBILITY? Does this position have supervisory or management responsibility? Yes No Number of positions supervised. Please provide the position title(s) and department.

Has management responsibilities for regular employees, operations and resources for a department/unit or functional area. Responsible for making and/or recommending final hiring and firing decisions and disciplinary actions. Plans and establishes goals and objectives; strategic measures; development and interpretation of policies and procedures for the purpose of effectively and efficiently managing staff and resources. Has supervisory responsibilities for regular employees to ensure the timely execution/implementation of goals and objectives as defined by management. Responsible for recommending final hiring and firing decisions and disciplinary actions. Leads and/or provides work direction, training and/or technical assistance to lower level regular employees and/or temporary, student and/or consultant employees. Does not have supervisory or management responsibility. For reclassifications or a position where the incumbent is supervising a bargaining unit member, has the incumbent ever exercised his/her authority to hire, fire, or discipline one of the subordinates listed below? Yes No Payroll Title of Employee(s)_ Supervised Job Class Code No. of Employees

8. SEARCH COMMITTEE MEMBERS: Please provide the names of your Search Committee members. You will need to designate an administrative person (ROCS Administrator) to move the applicants through the ROCS workflow.

Search Committee Members: ROCS Administrator:

9. REPLACEMENT / ADDITION TO STAFF: Is this position:

Replacement (if so for whom ) Addition to Staff

10. ADVERTISING / RECRUITMENT: Are there specific websites on which you would like to advertise this position? Please list below. Contact Human Resources at extension 2856 for assistance, if preferred.

11. APPLICANT DOCUMENTS: Please check off the documents you want to request from all applicants.

Resume / CV Required Cover Letter Required Optional Reference List Required Optional Writing Sample Required Optional Other Document (list below) Required Optional

12. OTHER INFORMATION: Check any additional items that will be required. Please note that there may be fees associated with some of these items.

Background Check (processed by department) Medical Evaluation (coordinated by department)

Name: Title: Date:

School/Department works with Camden HR to solidify Job

Description

“Initiator”Camden HR enters position into ROCS and sends to “Budget” for

approval

“UHR Approval”UHR will either approve the

posting or make recommendations on alternate job title. UHR sends back to Camden HR (“Authorizer 2”)

“Budget”Terry Fronckowiak works with

Business Manager (“Authorizer 1”) to approve and

“Budget” sends to “Authorizer 2” (Camden HR) who will send to “UHR”

Staff Job Posting Workflow

Applicant Process

Applicant applies online at jobs.rutgers.edu and uploads all required documents into ROCS

“Authorizer 2”Camden HR posts position on

ROCS and any other recruitment sites as directed by

department

ROCS Search Committee SOP Rutgers-Camden |Office of Human Resources 1

Standard Operating Procedure Section: Talent Management Section Title: Recruitment, Onboarding and Classification System (ROCS) Procedure Name: Search Committee Role Policy Attached to: Originally Issued: March 11, 2016 Revisions: 5/5/16, 10/24/16 (approved by OLR), 10/12/17 The following procedures are for Rutgers University-Camden only. These procedures are in accordance with the policies established by University Human Resources. http://policies.rutgers.edu/view-policies/human-resources-hr-%E2%80%93-section-60 PURPOSE: A search committee is formed to ensure final candidates receive an unbiased and fair opportunity for a position. The purpose of this process is to create a diverse applicant pool for all positions. Once the application pool has been established, a diverse search committee will be appointed to conduct the search for the successful applicant. From the applicant pool, the search committee will select a group of candidates to interview. Camden Human Resources will have an advisory role on the search committee to ensure that the diversity of the candidate interview pool reflects the diversity of the applicant pool. If not, Camden Human Resources will instruct the search committee to review the interview selection process to ensure the diversity of each pool is comparable. At the conclusion of the process, the search committee will recommend the best candidate(s) to the recruiting unit for appointment. All members of search committees must have participated in both the campus-wide diversity and inclusion training and the diversity and inclusion training specific to search committees. The hiring manager should select employees who will have direct and indirect interaction with the candidate during the course of their employment. In addition, the hiring manager should ensure that the committee represents a diverse group from the campus. A human resources representative should be included to provide the candidate with an understanding of the culture and “feel” of the campus as well as a general benefits overview.

http://policies.rutgers.edu/view-policies/human-resources-hr-%E2%80%93-section-60

ROCS Search Committee SOP Rutgers-Camden |Office of Human Resources 2

Each search committee member is expected to review the attached Affirmative Action/Equal Employment Opportunity Guidelines and abide by them. PROCEDURE: In ROCS, the “Search Committee” role is assigned to individuals who will review the applicant pool to a job posting for which they have been assigned. The “Search Committee” role has view-only privileges and only the “Applicant Reviewer” role can move applications through the workflow. Once you have been assigned the role of “Search Committee” you will receive a system triggered e-mail to alert you.

1. The process begins when the department determines whom they would like to designate as “Search Committee” members for a specific position.


a. Provide Camden HR with the names of the “Search Committee” members.

3. Rutgers University-Camden Human Resources will:

a. Grant “Search Committee” access to these individuals. Again, these individuals will receive a system triggered e-mail.

4. The “Search Committee” member will use the instructions on the attached Guide to

access the applicants. ATTACHMENTS:

1. ROCS – Guide to Search Committee Role 2. Recruitment Toolkit for Managers

DOCUMENTATION REQUIRED to submit to Human Resources:

1. Names of Search Committee members

Note: This Standard Operating Procedure (SOP) and its attachments can be found online at https://hr.camden.rutgers.edu. For further information on the ROCS system, please visit http://rocs.rutgers.edu.

https://hr.camden.rutgers.edu/

http://rocs.rutgers.edu/

University Human Resources [email protected] 1 04/21/2015

ROCS – GUIDE TO APPLICANT REVIEWER ROLE

I. INTRODUCTION TO THE APPLICANT REVIEWER ROLE

In ROCS the role of an “Applicant Reviewer” is to view and control the applicant’s movement in the workflow.

The Applicant Reviewer is involved only in the Applicant Tracking module of ROCS. There can be more than

one applicant reviewer for a posting. The individual who creates the posting will have the ability to add the

applicant reviewer to their posting.

II. NAVIGATING TO THE APPLICANT INFORMATION AS AN APPLICANT REVIEWER

Step One: Login to ROCS by accessing the system thought the link: https://jobs.rutgers.edu/hr/shibboleth.

Enter your NETID and password.

Step Two: Set your role acces to the system to “Applicant Reviewer” using the drop-down field found in the

top-right area of the screen.

Make sure to click the “refresh arrow” in the grey box to the right of “Applicant Reviewer”. You will receive a

success green status bar at the top of the screen once your are in the Applicant Reviewer role.

Step Three: Navigate to the postings you were assigned to by hovering over the “Postings” tab, and click on

the “Staff” position type.

Step Four: At this step you will now see all of the postings you have assigned to you as the Applicant

Reviewer. To view the applicants hover over the blue “Actions” text and select “View Applicants”.

https://jobs.rutgers.edu/hr/shibboleth


Step Five: You are now viewing the “Applicants” tab there will be a table at the bottom of the screen showing

all the active applicants Click on an applicant’s Last Name to view their information.

III. ACCESSING APPLICATION DATA AS THE APPLICANT REVIEWER

There are several ways to access an applicant’s data as an applicant reviewer. This section will cover a few

ways to go about reviewing an applicant.

Single View:

To view an applicant’s data one applicant at a time you can access their information by clicking on their last

name in the “Applicant Information table” or hovering over the blue “Actions” link and clicking “View

Application”.

Thes will open up an applicant’s information on a new page. This page will display the applicant’s personal

information, general information, answers to supplemental questions (if any were provided), certification, and

the documents uploaded.

There are two ways to view documents uploaded. You may click on the document’s name in the document’s

section.

Or you may use the “Combined Document” feature at the bottom of the page. Click “Generate” and then

“View” to create a PDF document of the applicantion information and all the attached documents.


Applicant Information Table View:

A quick way to view documents an applicant uploaded is to alter the “Applicant Information Table”. You may

add, remove, and sort columns in the “Applicant Information Table”.

To customize the “Applicant Information Table” select “More Search Options” new to the search field.

This will open up a couple of fields that will make changes to the “Applicant Information Table”. Use the field

titled “Add Column” to drop-down and select the Documents option. This will add this column.

You will now see the “Documents” column in your “Applicant Information Table”. This column will provide

links to any documents an applicant uploaded (you will not need to click into the applicant to see their resume

or cover letter). Click on the blue link with the documents name to view the document in a new tab.

Bulk Action View of Applicant Data:

In ROCS you can create a PDF document of various applicants – this document will include the application

information along with uploaded documents. You will also be able to select which documents you want to see

as well – so you may decided to only download the applicant’s resume and not their cover letter.

On the “Applicants Tab” check the box to the left of an applicant’s name to select the applicants that you want

to generate the PDF for (to the left of the “Last Name” column is a box that if checked will select all of the

applicants in the table. So if you want to see every applicant’s data check that box):


Toggle over the Actions button above the “Applicant Information Table” and select “Download Applications as

PDF”.

Select to eiher download the application and all documents, or select only the specific documents you want to

see. Select “Submit” to start the conversion.

ROCS will process the request and show you a status, the more applicants the longer this process will take.

Once complete the document will open up and you can view or print the results.


IV. MOVING APPLICANTS IN THE WORKFLOW

Applicant Reviewers have the ability to move applications through the hiring process to hire an applicant.

There are two ways to move applications through the workflow.

Individual Move:

Navigate to the “Applicant Tab” and click on the Last Name of an application you want to move.

Use the orange “Take Action on Job Application” button (located top right) to move the application.


Select to either request a qualification review of the applicant to UHR, or to not interview the applicant. Please

only send candidates to the ‘UHR Qualification Review’ state if you want to interview the candidate. If you

decide to not interview the applicant, by selecting the ‘Not Selected for Interview” state, you must provide a

reason:

Bulk Move of Applications

You can also move applicants at the same time; for example if you want to move 30 people to the “Not Selected

for Interview” status because you decided they are not qualified for the position you can use a the bulk move

feature to move these applications in a short period of time.

On the “Applicants Tab” check the box to the left of an applicant’s name to select the applicants that you want

to move in the workflow (to the left of the “Last Name” column is a box that if checked will select all of the

applicants in the table. So if you want to see every applicant’s data check that box):


Toggle over the Actions button above the “Applicant Information Table” and select “Move in Workflow”.

If the applicants are all going to the same workflow state use the “Change for all Applicants” field.

If the applciants are going to different workflow states use the individual fields for each applicant.

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Recruitment Toolkit for Managers The goal of the recruitment process is to attract, recruit, develop, and retain the very best talent who successfully strengthen the teaching, research, and administrative functions of Rutgers University-Camden. The following toolkit will provide managers with the information they will need to successfully hire the right person in the right position. Once the position is posted and you have identified your search committee and are ready to begin reviewing applicants, there is a process that should be followed to ensure compliance with all University policies and procedures as well as federal, state, and local laws and regulations. Hiring managers should consult the HR department with any questions or concerns. SCREENING APPLICANTS

ROCS makes it easy to work with your search committee on screening applicants. Some important things to remember as you begin screening the applications:

• Any internal candidates that are in the same union as the position AND meet the minimum qualifications of the job must be interviewed first. The minimum qualifications of a position are listed on the CARF or in ROCS under Minimum Education and Experience or Required Knowledge, Skills, and Abilities. An internal candidate who is in the same union can be from any Rutgers campus, not just Camden.

• Once all qualified internal candidates are interviewed, the department may begin screening external applicants.

Please see the “ROCS Applicant Reviewer” attachment on how to move applicants through the workflow in ROCS. Once you have identified those applicants whom you would like to interview, it is recommended that an initial telephone interview take place (whether it is an internal or external applicant). This telephone interview will allow you to get the basic information out of the way such as salary needs, work schedule, etc. and may narrow down your applicant pool a bit. This can be done prior to the involvement of the search committee in order utilize their time wisely.

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CONDUCTING A PHONE INTERVIEW

Some items to consider:

• Schedule the call for no more than 20 minutes • Review the applicant’s resume and other materials • Prepare questions such as:

o Why the person is interested in leaving current job o Salary needs o Work schedule o One or two technical questions about position o One or two behavioral questions to determine fit

• Inform the applicant that you are performing a preliminary interview • Review the job details • Provide candidate with information about the next step in the process • Thank the candidate for their time

INTERVIEWING TIPS

The goals of the interview process are to gather information, create a positive image of the department/university, present a realistic description of the position, ensure that all applicants have been treated fairly and consistently, establish a record in the event the selection decision must be justified, and, ultimately, select a qualified candidate. Preparing for the Interview Several steps are necessary in preparing for an interview. Identify Selection Criteria: The search committee should review the responsibilities of the position and reach agreement on what education and experience requirements are necessary, as well as the required behavioral qualifications (e.g., communication skills, teamwork, and customer service). Develop Appropriate Questions: The interviewer(s) should develop job-related questions that will be asked of all applicants to probe their education, level of related experience, and other attributes required for the position. You may also want to ask questions that will help you determine if the candidate has a strong service excellence orientation. We have provided you with some sample interview questions below. Illegal Questions: It is Rutgers University’s policy to provide equal employment opportunity to all its employees and applicants for employment regardless of their race, creed, color, national origin, age, ancestry, nationality, marital or domestic partnership or civil union status, sex, pregnancy, gender identity or expression, disability status, liability for military service, protected veteran status, affectional or sexual orientation, atypical cellular or blood trait, genetic information (including the refusal to submit to genetic testing), or any other category protected by law.

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With this being said, certain questions cannot be presented to an applicant. We have provided you with a sample of these questions below. Topic Unacceptable Acceptable Military Service • What type of discharge did

you receive? • What type of education or

training did you receive while in the military?

• In what branch of the armed services did you serve?

Disabilities • Do you have any disabilities?

• When did you lose your eyesight/leg/hearing?

• Are you able to perform the essential functions of the job you are applying for?

Age/Date of Birth • How old are you? • When did you graduate

from high school?

• Are you over the age of 18?

• Are you legally eligible for employment in the United States?

Affiliations/Religion • What clubs or organizations do you belong to?

• Do you go to church?

• What professional or other organizations that you belong to do you consider relevant to your ability to perform this job?

• Are you available to work any schedule?

National Origin/Citizenship

• Where were you/your parents born?

• What is your native language?

• Are you a US citizen? • What is your country of

citizenship?

• Are you authorized to work in the US?

• Will you now or in the future require sponsorship for employment visa status?

Race/Color/Origin/Sex/Gender

• All questions are illegal • NONE

Marital/Family Status • Are you married or do you have a partner?

• What are your child care arrangements?

• With whom do you live?

• Do you have responsibilities or commitments that would prevent you from meeting specific work schedules?

Reliability/Attendance • Do you own a car? • What hours and days are you available to work?

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Establish Rapport: A cordial greeting and suitable introductions will establish rapport and help create a pleasant atmosphere. Following the greeting, some “small talk” is usually of value to relax the applicant and help establish open communication. Gather information: Interviewing requires listening, probing, reflecting, summarizing, and evaluating skills. Ideally, the interviewer should talk only about 25 percent of the time. Avoid asking questions that require only “yes” or “no” answers or multiple choice questions, since that means you are leading the conversation. Ask open-ended questions that encourage the applicant to express ideas and provide information. Ask follow-up questions that encourage further conversation. Open-ended questions start with “tell me about….please discuss….explain how….tell me more about…” and encourage the applicant to elaborate. Describe the position and the organization: Provide sufficient facts, both favorable and unfavorable about the position and the department in a straightforward manner so that the applicant can make an intelligent decision about the acceptability of the position. Use caution in describing the position. Do not assure the applicant that if hired, he/she can count on a long career or that there are no layoffs. Discussion of salary, promotional opportunities, and job security issues must be carefully worded. Do not make promises you do not have the authority to make. Answer questions and allow the applicant to add information: The applicant’s objectives are to gather information about the position and promote him/herself for the position. Provide the opportunity for the applicant to accomplish these objectives. Conclude the interview: Thank the applicant for his/her time and explain what will happen next. Tell the applicant when the hiring decision will be made and how it will be communicated. Sample Interview Questions All Positions Motivation

• What should a manager do to motivate others? Why does it sometimes fail? • What have you done that has demonstrated a high level of initiative?

Creativity and Innovation

• Which have you preferred to work with – a set, planned day, or a day you can create for yourself? Why?

• Give me an example of when you thought outside of the box. How did it help your employer?

Career Goals

• How do you feel about the progress you’ve made in your career to date? • What aspects of your career have not lived up to your expectations?

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Stress

• How do you handle the need to juggle priorities or projects? • Name a time when your patience was tested. How did you keep your emotions in

check? Problem Solving/Analytical Skills

• Can you describe how you go about solving problems? Please give us some examples.

• How do you go about setting priorities for your time? Ability to Learn

• What would you expect from us to get you oriented or trained in this position? • Tell us how you would learn your new job in the absence of a formal training

program. Dependability

• What do you consider the three most impressive tangible contributions an employee can make to his/her employer?

Communication Skills

• Describe how you like to be managed. • What sorts of things do you feel are important for an employee to share with a

manager? And vice-versa? Conflict

• What is the best way to handle problems and complaints that arise on the job? • How do you fight? (In other words, when faced with an opposing opinion, how do

you respond?) Previous Employment

• What were your major responsibilities in your last position? • Are you doing a good job in your present position? How do you know? • What do you expect your previous employers to say about you when we call them

for references? Why? Managerial Positions Decision Making

• At which point do you find it necessary to bring others into your decision-making process? Why?

• How much leeway do you give your employees to make decisions? How do you still maintain control?

Accountability

• How do you make sure that your employees are held accountable?

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• How useful have you found written procedures and guidelines in helping you manage your area?

Financial

• What responsibility do you have for budgeting in your current position? • Tell me about a time when you had to prioritize limited resources? How did you do

it? What worked and what did not? Leadership

• How do you get your employees (or others) to follow you? • How do you delegate responsibility for an assignment? Who do you choose? What

and how do you delegate, and what do you monitor and follow up? • Describe your management style.

Evaluating Performance

• How often do you evaluate your employees? • How do you measure performance in your area? • How do you get your employees involved in their own evaluation?

Organizational Relationships

• How would you deal with “politics” in a work place? • How do you typically get cooperation from someone in another department?

REFERENCE CHECKS

Reference checking is an essential part of the selection process. References provide valuable information about a candidate’s performance, helps you rank candidates, and assists in making your final decision. After completing all interviews, and prior to making a hiring decision and commitment, check the references of the final candidate(s). The following guidelines are offered to assist you in this process:

• You should state during the interview with a job applicant that references will be checked. Do not only rely on letters of reference or personal references provided by the applicant.

• A telephone reference check takes less time than a written reference check and usually more information is gained. Forms may not uncover negative information and employers may hesitate to put into writing what they may say in a conversation.

• The hiring supervisor is usually the best one to make the call because he/she is most familiar with the information obtained from the candidate and the responsibilities of the job. Supervisors should be prepared with a written list of job –related questions (see below) and be consistent in the questions asked. Questions concerning race, religion, national origin, ancestry, sex, sexual orientation, marital status, age, or disability cannot be asked.

• When calling a candidate’s reference, identify yourself and tell the reference about the position for which the candidate is being considered.

7

• To gain as much information as possible let the reference speak without interrupting. If the reference pauses in the conversation, it may mean he/she has other information they are hesitant to share. Get them to talk about everything that would be helpful, but only ask for information that will be used in the hiring decision.

• Ask only job-related questions and document all answers. Avoid questions that can be answered “yes” or “no.” Ask for specific information – “Tell me about this person’s attendance and punctuality."

• If the reference is reluctant to provide information, ask if he/she will verify the information read from the candidate’s resume or employment application.

• One of the most important questions to get answered is if there is any reason the organization would not rehire the individual.

• Check multiple references whenever possible.

Sample Reference Check Questions

• How long have you known {candidate} and in what capacity? • Describe the candidate’s overall work performance in terms of skills, quality, and

contribution to your organization. • What are {candidate} strengths and areas for development? • Please describe overall work / performance in terms of attitude, dependability, and

trustworthiness. • Is {candidate} someone you would hire again? • Why did {candidate} leave your organization? • Is there any additional information that you feel we should know in considering

{candidate} for employment?

MAKING AN OFFER

Upon completion of the recruitment process the offer to the selected finalist is made. Work with Camden HR to ensure the salary adheres to all University policies and procedures, union regulations, and federal, state, and local regulations. Whenever possible, it is recommended that your best offer be made the first time to the candidate. Be sure to include the TOTAL compensation package (in addition to salary) such as paid time off, health benefits, retirement benefits, and tuition remission. Despite your best offer, there may be instances where the applicant declines based on salary. The department may make a counter offer provided the amount is within the approved budget amount. It is recommended that the department work with Camden HR to ensure it still adheres to all policies, procedures, and regulations.

YOUR LETTERHEAD

DATE Name Address City, State ZIP Dear [ ]: Thank you for interviewing for the {name of position}position in the {name of department} department at Rutgers University-Camden. We were fortunate to have many well-qualified candidates apply for this position. Although we were impressed with your level of qualifications, I write to inform you that we have selected a candidate whom we believe more closely matches the job requirements of the position. I encourage you to continue to seek opportunities at https://jobs.rutgers.edu and apply to those positions for which you feel you are qualified. Again, thank you for your interest in this position. Sincerely, Manager Department

https://jobs.rutgers.edu/

2017-18 HCM Job Action Cutoff Schedule Fall-Winter

Effective Date of Action(Start or Begin Date)

Submission To HCM Start Date(Date Preparer/Approver can Begin to

Submit Requests

for the Effective Date)

HCM Cutoff Date(Cutoff or Latest Date

Preparer/Approver can Submit Requests

to Meet the Effective Date)

Benefit Cycle

Pay Check Date

Non Benefit Cycle

(Hourly Hourly Class 4 & 5)

Pay Check Date

Saturday, September 2, 2017 Friday, May 12, 2017 Tuesday, August 8, 2017 Friday, September 8, 2017 Friday, September 15, 2017

Sunday, September 3, 2017 Friday, May 12, 2017 Tuesday, August 8, 2017 Friday, September 8, 2017 Friday, September 15, 2017

Monday, September 4, 2017 Friday, May 12, 2017 Tuesday, August 8, 2017 Friday, September 8, 2017 Friday, September 15, 2017

Tuesday, September 5, 2017 Friday, May 12, 2017 Tuesday, August 8, 2017 Friday, September 8, 2017 Friday, September 15, 2017

Wednesday, September 6, 2017 Monday, May 15, 2017 Wednesday, August 9, 2017 Friday, September 8, 2017 Friday, September 15, 2017

Thursday, September 7, 2017 Tuesday, May 16, 2017 Thursday, August 10, 2017 Friday, September 8, 2017 Friday, September 15, 2017

Friday, September 8, 2017 Wednesday, May 17, 2017 Friday, August 11, 2017 Friday, September 8, 2017 Friday, September 15, 2017

Saturday, September 9, 2017 Thursday, May 18, 2017 Monday, August 14, 2017 Friday, September 22, 2017 Friday, September 29, 2017

Sunday, September 10, 2017 Thursday, May 18, 2017 Monday, August 14, 2017 Friday, September 22, 2017 Friday, September 29, 2017

Monday, September 11, 2017 Thursday, May 18, 2017 Monday, August 14, 2017 Friday, September 22, 2017 Friday, September 29, 2017


Wednesday, September 13, 2017 Monday, May 22, 2017 Wednesday, August 16, 2017 Friday, September 22, 2017 Friday, September 29, 2017

Thursday, September 14, 2017 Tuesday, May 23, 2017 Thursday, August 17, 2017 Friday, September 22, 2017 Friday, September 29, 2017

Friday, September 15, 2017 Wednesday, May 24, 2017 Friday, August 18, 2017 Friday, September 22, 2017 Friday, September 29, 2017

Saturday, September 16, 2017 Thursday, May 25, 2017 Monday, August 21, 2017 Friday, September 22, 2017 Friday, September 29, 2017

Sunday, September 17, 2017 Thursday, May 25, 2017 Monday, August 21, 2017 Friday, September 22, 2017 Friday, September 29, 2017

Monday, September 18, 2017 Thursday, May 25, 2017 Monday, August 21, 2017 Friday, September 22, 2017 Friday, September 29, 2017


Wednesday, September 20, 2017 Tuesday, May 30, 2017 Wednesday, August 23, 2017 Friday, September 22, 2017 Friday, September 29, 2017

Thursday, September 21, 2017 Wednesday, May 31, 2017 Thursday, August 24, 2017 Friday, September 22, 2017 Friday, September 29, 2017

Friday, September 22, 2017 Thursday, June 1, 2017 Friday, August 25, 2017 Friday, September 22, 2017 Friday, September 29, 2017

Saturday, September 23, 2017 Friday, June 2, 2017 Monday, August 28, 2017 Friday, October 6, 2017 Friday, October 13, 2017

Sunday, September 24, 2017 Friday, June 2, 2017 Monday, August 28, 2017 Friday, October 6, 2017 Friday, October 13, 2017

Monday, September 25, 2017 Friday, June 2, 2017 Monday, August 28, 2017 Friday, October 6, 2017 Friday, October 13, 2017

Tuesday, September 26, 2017 Monday, June 5, 2017 Tuesday, August 29, 2017 Friday, October 6, 2017 Friday, October 13, 2017

Wednesday, September 27, 2017 Tuesday, June 6, 2017 Wednesday, August 30, 2017 Friday, October 6, 2017 Friday, October 13, 2017

Thursday, September 28, 2017 Wednesday, June 7, 2017 Thursday, August 31, 2017 Friday, October 6, 2017 Friday, October 13, 2017

Friday, September 29, 2017 Thursday, June 8, 2017 Friday, September 1, 2017 Friday, October 6, 2017 Friday, October 13, 2017

The schedule affords the optimum opportunity for job action requests to be reflected by the start (effective) date of the action. To use the schedule, match

the effective date that is on the appointment letter with the same date in the first column below. The same row of the second column displays the earliest

date to submit the request through the HCM/Payroll system's Template-based Hire or Manager Self-Service queues. The third column lists the cutoff

(latest) date to submit the request in order to meet the job effective date.

* Requests should be submitted and approved at the department level before the "HCM Cutoff Date" for the effective date of the appointment /action

being requested.

* Requests should not be submitted before the "Submission to HCM Start Date".

* Requests need to have no conflicts or issues and have complete and accurate supporting documentation attached, to be processed.

University Human Resources

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Benefit Cycle

Pay Check Date

Non Benefit Cycle


Pay Check Date

Saturday, September 30, 2017 Friday, June 9, 2017 Tuesday, September 5, 2017 Friday, October 6, 2017 Friday, October 13, 2017

Sunday, October 1, 2017 Monday, June 12, 2017 Wednesday, September 6, 2017 Friday, October 6, 2017 Friday, October 13, 2017

Monday, October 2, 2017 Monday, June 12, 2017 Wednesday, September 6, 2017 Friday, October 6, 2017 Friday, October 13, 2017

Tuesday, October 3, 2017 Tuesday, June 13, 2017 Thursday, September 7, 2017 Friday, October 6, 2017 Friday, October 13, 2017

Wednesday, October 4, 2017 Wednesday, June 14, 2017 Friday, September 8, 2017 Friday, October 6, 2017 Friday, October 13, 2017

Thursday, October 5, 2017 Thursday, June 15, 2017 Monday, September 11, 2017 Friday, October 6, 2017 Friday, October 13, 2017

Friday, October 6, 2017 Friday, June 16, 2017 Tuesday, September 12, 2017 Friday, October 6, 2017 Friday, October 13, 2017

Saturday, October 7, 2017 Tuesday, June 20, 2017 Thursday, September 14, 2017 Friday, October 20, 2017 Friday, October 27, 2017

Sunday, October 8, 2017 Wednesday, June 21, 2017 Friday, September 15, 2017 Friday, October 20, 2017 Friday, October 27, 2017

Monday, October 9, 2017 Thursday, June 22, 2017 Monday, September 18, 2017 Friday, October 20, 2017 Friday, October 27, 2017

Tuesday, October 10, 2017 Monday, June 26, 2017 Wednesday, September 20, 2017 Friday, October 20, 2017 Friday, October 27, 2017

Wednesday, October 11, 2017 Wednesday, June 28, 2017 Friday, September 22, 2017 Friday, October 20, 2017 Friday, October 27, 2017

Thursday, October 12, 2017 Friday, June 30, 2017 Tuesday, September 26, 2017 Friday, October 20, 2017 Friday, October 27, 2017

Friday, October 13, 2017 Wednesday, July 5, 2017 Thursday, September 28, 2017 Friday, October 20, 2017 Friday, October 27, 2017

Saturday, October 14, 2017 Thursday, July 6, 2017 Friday, September 29, 2017 Friday, October 20, 2017 Friday, October 27, 2017

Sunday, October 15, 2017 Thursday, July 6, 2017 Friday, September 29, 2017 Friday, October 20, 2017 Friday, October 27, 2017

Monday, October 16, 2017 Thursday, July 6, 2017 Friday, September 29, 2017 Friday, October 20, 2017 Friday, October 27, 2017

Tuesday, October 17, 2017 Friday, July 7, 2017 Monday, October 2, 2017 Friday, October 20, 2017 Friday, October 27, 2017

Wednesday, October 18, 2017 Monday, July 10, 2017 Tuesday, October 3, 2017 Friday, October 20, 2017 Friday, October 27, 2017

Thursday, October 19, 2017 Tuesday, July 11, 2017 Wednesday, October 4, 2017 Friday, October 20, 2017 Friday, October 27, 2017

Friday, October 20, 2017 Wednesday, July 12, 2017 Thursday, October 5, 2017 Friday, October 20, 2017 Friday, October 27, 2017

Saturday, October 21, 2017 Thursday, July 13, 2017 Friday, October 6, 2017 Friday, November 3, 2017 Friday, November 10, 2017

Sunday, October 22, 2017 Thursday, July 13, 2017 Friday, October 6, 2017 Friday, November 3, 2017 Friday, November 10, 2017

Monday, October 23, 2017 Thursday, July 13, 2017 Friday, October 6, 2017 Friday, November 3, 2017 Friday, November 10, 2017

Tuesday, October 24, 2017 Friday, July 14, 2017 Monday, October 9, 2017 Friday, November 3, 2017 Friday, November 10, 2017

Wednesday, October 25, 2017 Monday, July 17, 2017 Tuesday, October 10, 2017 Friday, November 3, 2017 Friday, November 10, 2017

Thursday, October 26, 2017 Tuesday, July 18, 2017 Wednesday, October 11, 2017 Friday, November 3, 2017 Friday, November 10, 2017

Friday, October 27, 2017 Wednesday, July 19, 2017 Thursday, October 12, 2017 Friday, November 3, 2017 Friday, November 10, 2017

Saturday, October 28, 2017 Thursday, July 20, 2017 Friday, October 13, 2017 Friday, November 3, 2017 Friday, November 10, 2017

Sunday, October 29, 2017 Thursday, July 20, 2017 Friday, October 13, 2017 Friday, November 3, 2017 Friday, November 10, 2017

Monday, October 30, 2017 Thursday, July 20, 2017 Friday, October 13, 2017 Friday, November 3, 2017 Friday, November 10, 2017

Tuesday, October 31, 2017 Friday, July 21, 2017 Monday, October 16, 2017 Friday, November 3, 2017 Friday, November 10, 2017

Wednesday, November 1, 2017 Monday, July 24, 2017 Tuesday, October 17, 2017 Friday, November 3, 2017 Friday, November 10, 2017

Thursday, November 2, 2017 Tuesday, July 25, 2017 Wednesday, October 18, 2017 Friday, November 3, 2017 Friday, November 10, 2017

Friday, November 3, 2017 Wednesday, July 26, 2017 Thursday, October 19, 2017 Friday, November 3, 2017 Friday, November 10, 2017


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Benefit Cycle

Pay Check Date

Non Benefit Cycle


Pay Check Date

Saturday, November 4, 2017 Thursday, July 27, 2017 Friday, October 20, 2017 Friday, November 17, 2017 Friday, November 24, 2017

Sunday, November 5, 2017 Thursday, July 27, 2017 Friday, October 20, 2017 Friday, November 17, 2017 Friday, November 24, 2017

Monday, November 6, 2017 Thursday, July 27, 2017 Friday, October 20, 2017 Friday, November 17, 2017 Friday, November 24, 2017

Tuesday, November 7, 2017 Friday, July 28, 2017 Monday, October 23, 2017 Friday, November 17, 2017 Friday, November 24, 2017

Wednesday, November 8, 2017 Monday, July 31, 2017 Tuesday, October 24, 2017 Friday, November 17, 2017 Friday, November 24, 2017

Thursday, November 9, 2017 Tuesday, August 1, 2017 Wednesday, October 25, 2017 Friday, November 17, 2017 Friday, November 24, 2017

Friday, November 10, 2017 Wednesday, August 2, 2017 Thursday, October 26, 2017 Friday, November 17, 2017 Friday, November 24, 2017

Saturday, November 11, 2017 Thursday, August 3, 2017 Friday, October 27, 2017 Friday, November 17, 2017 Friday, November 24, 2017

Sunday, November 12, 2017 Thursday, August 3, 2017 Friday, October 27, 2017 Friday, November 17, 2017 Friday, November 24, 2017

Monday, November 13, 2017 Thursday, August 3, 2017 Friday, October 27, 2017 Friday, November 17, 2017 Friday, November 24, 2017

Tuesday, November 14, 2017 Friday, August 4, 2017 Monday, October 30, 2017 Friday, November 17, 2017 Friday, November 24, 2017

Wednesday, November 15, 2017 Friday, August 4, 2017 Monday, October 30, 2017 Friday, November 17, 2017 Friday, November 24, 2017

Thursday, November 16, 2017 Friday, August 4, 2017 Monday, October 30, 2017 Friday, November 17, 2017 Friday, November 24, 2017

Friday, November 17, 2017 Monday, August 7, 2017 Tuesday, October 31, 2017 Friday, November 17, 2017 Friday, November 24, 2017

Saturday, November 18, 2017 Monday, August 7, 2017 Tuesday, October 31, 2017 Friday, December 1, 2017 Friday, December 8, 2017

Sunday, November 19, 2017 Tuesday, August 8, 2017 Tuesday, October 31, 2017 Friday, December 1, 2017 Friday, December 8, 2017

Monday, November 20, 2017 Tuesday, August 8, 2017 Tuesday, October 31, 2017 Friday, December 1, 2017 Friday, December 8, 2017

Tuesday, November 21, 2017 Wednesday, August 9, 2017 Wednesday, November 1, 2017 Friday, December 1, 2017 Friday, December 8, 2017

Wednesday, November 22, 2017 Thursday, August 10, 2017 Thursday, November 2, 2017 Friday, December 1, 2017 Friday, December 8, 2017

Thursday, November 23, 2017 Thursday, August 10, 2017 Friday, November 3, 2017 Friday, December 1, 2017 Friday, December 8, 2017

Friday, November 24, 2017 Thursday, August 10, 2017 Friday, November 3, 2017 Friday, December 1, 2017 Friday, December 8, 2017

Saturday, November 25, 2017 Thursday, August 10, 2017 Friday, November 3, 2017 Friday, December 1, 2017 Friday, December 8, 2017

Sunday, November 26, 2017 Thursday, August 10, 2017 Friday, November 3, 2017 Friday, December 1, 2017 Friday, December 8, 2017

Monday, November 27, 2017 Thursday, August 10, 2017 Friday, November 3, 2017 Friday, December 1, 2017 Friday, December 8, 2017

Tuesday, November 28, 2017 Friday, August 11, 2017 Monday, November 6, 2017 Friday, December 1, 2017 Friday, December 8, 2017

Wednesday, November 29, 2017 Monday, August 14, 2017 Tuesday, November 7, 2017 Friday, December 1, 2017 Friday, December 8, 2017

Thursday, November 30, 2017 Monday, August 14, 2017 Tuesday, November 7, 2017 Friday, December 1, 2017 Friday, December 8, 2017

Friday, December 1, 2017 Tuesday, August 15, 2017 Wednesday, November 8, 2017 Friday, December 1, 2017 Friday, December 8, 2017

Saturday, December 2, 2017 Tuesday, August 15, 2017 Wednesday, November 8, 2017 Friday, December 15, 2017 Friday, December 22, 2017

Sunday, December 3, 2017 Tuesday, August 15, 2017 Wednesday, November 8, 2017 Friday, December 15, 2017 Friday, December 22, 2017

Monday, December 4, 2017 Wednesday, August 16, 2017 Thursday, November 9, 2017 Friday, December 15, 2017 Friday, December 22, 2017

Tuesday, December 5, 2017 Wednesday, August 16, 2017 Thursday, November 9, 2017 Friday, December 15, 2017 Friday, December 22, 2017

Wednesday, December 6, 2017 Wednesday, August 16, 2017 Thursday, November 9, 2017 Friday, December 15, 2017 Friday, December 22, 2017

Thursday, December 7, 2017 Thursday, August 17, 2017 Friday, November 10, 2017 Friday, December 15, 2017 Friday, December 22, 2017

Friday, December 8, 2017 Thursday, August 17, 2017 Friday, November 10, 2017 Friday, December 15, 2017 Friday, December 22, 2017


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Benefit Cycle

Pay Check Date

Non Benefit Cycle


Pay Check Date

Saturday, December 9, 2017 Thursday, August 17, 2017 Friday, November 10, 2017 Friday, December 15, 2017 Friday, December 22, 2017

Sunday, December 10, 2017 Thursday, August 17, 2017 Friday, November 10, 2017 Friday, December 15, 2017 Friday, December 22, 2017

Monday, December 11, 2017 Thursday, August 17, 2017 Friday, November 10, 2017 Friday, December 15, 2017 Friday, December 22, 2017

Tuesday, December 12, 2017 Friday, August 18, 2017 Monday, November 13, 2017 Friday, December 15, 2017 Friday, December 22, 2017

Wednesday, December 13, 2017 Monday, August 21, 2017 Tuesday, November 14, 2017 Friday, December 15, 2017 Friday, December 22, 2017

Thursday, December 14, 2017 Tuesday, August 22, 2017 Wednesday, November 15, 2017 Friday, December 15, 2017 Friday, December 22, 2017

Friday, December 15, 2017 Wednesday, August 23, 2017 Thursday, November 16, 2017 Friday, December 15, 2017 Friday, December 22, 2017

Saturday, December 16, 2017 Thursday, August 24, 2017 Friday, November 17, 2017 Friday, December 29, 2017 Friday, January 5, 2018

Sunday, December 17, 2017 Thursday, August 24, 2017 Friday, November 17, 2017 Friday, December 29, 2017 Friday, January 5, 2018

Monday, December 18, 2017 Thursday, August 24, 2017 Friday, November 17, 2017 Friday, December 29, 2017 Friday, January 5, 2018

Tuesday, December 19, 2017 Friday, August 25, 2017 Monday, November 20, 2017 Friday, December 29, 2017 Friday, January 5, 2018

Wednesday, December 20, 2017 Monday, August 28, 2017 Tuesday, November 21, 2017 Friday, December 29, 2017 Friday, January 5, 2018

Thursday, December 21, 2017 Tuesday, August 29, 2017 Wednesday, November 22, 2017 Friday, December 29, 2017 Friday, January 5, 2018

Friday, December 22, 2017 Wednesday, August 30, 2017 Monday, November 27, 2017 Friday, December 29, 2017 Friday, January 5, 2018

Saturday, December 23, 2017 Thursday, August 31, 2017 Tuesday, November 28, 2017 Friday, December 29, 2017 Friday, January 5, 2018

Sunday, December 24, 2017 Thursday, August 31, 2017 Tuesday, November 28, 2017 Friday, December 29, 2017 Friday, January 5, 2018

Monday, December 25, 2017 Thursday, August 31, 2017 Tuesday, November 28, 2017 Friday, December 29, 2017 Friday, January 5, 2018

Tuesday, December 26, 2017 Thursday, August 31, 2017 Tuesday, November 28, 2017 Friday, December 29, 2017 Friday, January 5, 2018

Wednesday, December 27, 2017 Thursday, August 31, 2017 Tuesday, November 28, 2017 Friday, December 29, 2017 Friday, January 5, 2018

Thursday, December 28, 2017 Thursday, August 31, 2017 Tuesday, November 28, 2017 Friday, December 29, 2017 Friday, January 5, 2018

Friday, December 29, 2017 Thursday, August 31, 2017 Tuesday, November 28, 2017 Friday, December 29, 2017 Friday, January 5, 2018

Saturday, December 30, 2017 Thursday, August 31, 2017 Tuesday, November 28, 2017 Friday, January 12, 2018 Friday, January 19, 2018

Sunday, December 31, 2017 Thursday, August 31, 2017 Tuesday, November 28, 2017 Friday, January 12, 2018 Friday, January 19, 2018

Monday, January 1, 2018 Thursday, August 31, 2017 Tuesday, November 28, 2017 Friday, January 12, 2018 Friday, January 19, 2018

Tuesday, January 2, 2018 Thursday, August 31, 2017 Tuesday, November 28, 2017 Friday, January 12, 2018 Friday, January 19, 2018

Wednesday, January 3, 2018 Friday, September 1, 2017 Wednesday, November 29, 2017 Friday, January 12, 2018 Friday, January 19, 2018

Thursday, January 4, 2018 Tuesday, September 5, 2017 Thursday, November 30, 2017 Friday, January 12, 2018 Friday, January 19, 2018

Friday, January 5, 2018 Wednesday, September 6, 2017 Friday, December 1, 2017 Friday, January 12, 2018 Friday, January 19, 2018

Saturday, January 6, 2018 Thursday, September 7, 2017 Monday, December 4, 2017 Friday, January 12, 2018 Friday, January 19, 2018

Sunday, January 7, 2018 Thursday, September 7, 2017 Monday, December 4, 2017 Friday, January 12, 2018 Friday, January 19, 2018

Monday, January 8, 2018 Thursday, September 7, 2017 Monday, December 4, 2017 Friday, January 12, 2018 Friday, January 19, 2018

Tuesday, January 9, 2018 Friday, September 8, 2017 Tuesday, December 5, 2017 Friday, January 12, 2018 Friday, January 19, 2018

Wednesday, January 10, 2018 Monday, September 11, 2017 Wednesday, December 6, 2017 Friday, January 12, 2018 Friday, January 19, 2018

Thursday, January 11, 2018 Tuesday, September 12, 2017 Thursday, December 7, 2017 Friday, January 12, 2018 Friday, January 19, 2018

Friday, January 12, 2018 Wednesday, September 13, 2017 Friday, December 8, 2017 Friday, January 12, 2018 Friday, January 19, 2018


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Benefit Cycle

Pay Check Date

Non Benefit Cycle


Pay Check Date

Saturday, January 13, 2018 Thursday, September 14, 2017 Monday, December 11, 2017 Friday, January 26, 2018 Friday, February 2, 2018

Sunday, January 14, 2018 Thursday, September 14, 2017 Monday, December 11, 2017 Friday, January 26, 2018 Friday, February 2, 2018

Monday, January 15, 2018 Thursday, September 14, 2017 Monday, December 11, 2017 Friday, January 26, 2018 Friday, February 2, 2018

Tuesday, January 16, 2018 Thursday, September 14, 2017 Monday, December 11, 2017 Friday, January 26, 2018 Friday, February 2, 2018

Wednesday, January 17, 2018 Friday, September 15, 2017 Tuesday, December 12, 2017 Friday, January 26, 2018 Friday, February 2, 2018

Thursday, January 18, 2018 Monday, September 18, 2017 Wednesday, December 13, 2017 Friday, January 26, 2018 Friday, February 2, 2018

Friday, January 19, 2018 Tuesday, September 19, 2017 Thursday, December 14, 2017 Friday, January 26, 2018 Friday, February 2, 2018

Saturday, January 20, 2018 Wednesday, September 20, 2017 Friday, December 15, 2017 Friday, January 26, 2018 Friday, February 2, 2018

Sunday, January 21, 2018 Wednesday, September 20, 2017 Friday, December 15, 2017 Friday, January 26, 2018 Friday, February 2, 2018

Monday, January 22, 2018 Wednesday, September 20, 2017 Friday, December 15, 2017 Friday, January 26, 2018 Friday, February 2, 2018

Tuesday, January 23, 2018 Thursday, September 21, 2017 Monday, December 18, 2017 Friday, January 26, 2018 Friday, February 2, 2018

Wednesday, January 24, 2018 Friday, September 22, 2017 Tuesday, December 19, 2017 Friday, January 26, 2018 Friday, February 2, 2018

Thursday, January 25, 2018 Monday, September 25, 2017 Wednesday, December 20, 2017 Friday, January 26, 2018 Friday, February 2, 2018

Friday, January 26, 2018 Tuesday, September 26, 2017 Thursday, December 21, 2017 Friday, January 26, 2018 Friday, February 2, 2018

Saturday, January 27, 2018 Wednesday, September 27, 2017 Friday, December 22, 2017 Friday, February 9, 2018 Friday, February 16, 2018

Sunday, January 28, 2018 Wednesday, September 27, 2017 Friday, December 22, 2017 Friday, February 9, 2018 Friday, February 16, 2018

Monday, January 29, 2018 Wednesday, September 27, 2017 Friday, December 22, 2017 Friday, February 9, 2018 Friday, February 16, 2018

Tuesday, January 30, 2018 Thursday, September 28, 2017 Tuesday, January 2, 2018 Friday, February 9, 2018 Friday, February 16, 2018

Wednesday, January 31, 2018 Friday, September 29, 2017 Wednesday, January 3, 2018 Friday, February 9, 2018 Friday, February 16, 2018

Thursday, February 1, 2018 Monday, October 2, 2017 Thursday, January 4, 2018 Friday, February 9, 2018 Friday, February 16, 2018

Friday, February 2, 2018 Tuesday, October 3, 2017 Friday, January 5, 2018 Friday, February 9, 2018 Friday, February 16, 2018

Saturday, February 3, 2018 Wednesday, October 4, 2017 Monday, January 8, 2018 Friday, February 9, 2018 Friday, February 16, 2018

Sunday, February 4, 2018 Wednesday, October 4, 2017 Monday, January 8, 2018 Friday, February 9, 2018 Friday, February 16, 2018

Monday, February 5, 2018 Wednesday, October 4, 2017 Monday, January 8, 2018 Friday, February 9, 2018 Friday, February 16, 2018

Tuesday, February 6, 2018 Thursday, October 5, 2017 Tuesday, January 9, 2018 Friday, February 9, 2018 Friday, February 16, 2018

Wednesday, February 7, 2018 Friday, October 6, 2017 Wednesday, January 10, 2018 Friday, February 9, 2018 Friday, February 16, 2018

Thursday, February 8, 2018 Monday, October 9, 2017 Thursday, January 11, 2018 Friday, February 9, 2018 Friday, February 16, 2018

Friday, February 9, 2018 Tuesday, October 10, 2017 Friday, January 12, 2018 Friday, February 9, 2018 Friday, February 16, 2018

Saturday, February 10, 2018 Wednesday, October 11, 2017 Tuesday, January 16, 2018 Friday, February 23, 2018 Friday, March 2, 2018

Sunday, February 11, 2018 Wednesday, October 11, 2017 Tuesday, January 16, 2018 Friday, February 23, 2018 Friday, March 2, 2018

Monday, February 12, 2018 Wednesday, October 11, 2017 Tuesday, January 16, 2018 Friday, February 23, 2018 Friday, March 2, 2018

Tuesday, February 13, 2018 Thursday, October 12, 2017 Wednesday, January 17, 2018 Friday, February 23, 2018 Friday, March 2, 2018

Wednesday, February 14, 2018 Friday, October 13, 2017 Thursday, January 18, 2018 Friday, February 23, 2018 Friday, March 2, 2018

Thursday, February 15, 2018 Monday, October 16, 2017 Friday, January 19, 2018 Friday, February 23, 2018 Friday, March 2, 2018

Friday, February 16, 2018 Tuesday, October 17, 2017 Monday, January 22, 2018 Friday, February 23, 2018 Friday, March 2, 2018


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Benefit Cycle

Pay Check Date

Non Benefit Cycle


Pay Check Date

Saturday, February 17, 2018 Wednesday, October 18, 2017 Tuesday, January 23, 2018 Friday, February 23, 2018 Friday, March 2, 2018

Sunday, February 18, 2018 Wednesday, October 18, 2017 Tuesday, January 23, 2018 Friday, February 23, 2018 Friday, March 2, 2018

Monday, February 19, 2018 Wednesday, October 18, 2017 Tuesday, January 23, 2018 Friday, February 23, 2018 Friday, March 2, 2018

Tuesday, February 20, 2018 Thursday, October 19, 2017 Wednesday, January 24, 2018 Friday, February 23, 2018 Friday, March 2, 2018

Wednesday, February 21, 2018 Friday, October 20, 2017 Thursday, January 25, 2018 Friday, February 23, 2018 Friday, March 2, 2018

Thursday, February 22, 2018 Monday, October 23, 2017 Friday, January 26, 2018 Friday, February 23, 2018 Friday, March 2, 2018

Friday, February 23, 2018 Tuesday, October 24, 2017 Monday, January 29, 2018 Friday, February 23, 2018 Friday, March 2, 2018

Saturday, February 24, 2018 Thursday, October 26, 2017 Wednesday, January 31, 2018 Friday, March 9, 2018 Friday, March 16, 2018

Sunday, February 25, 2018 Thursday, October 26, 2017 Wednesday, January 31, 2018 Friday, March 9, 2018 Friday, March 16, 2018

Monday, February 26, 2018 Friday, October 27, 2017 Thursday, February 1, 2018 Friday, March 9, 2018 Friday, March 16, 2018

Tuesday, February 27, 2018 Monday, October 30, 2017 Friday, February 2, 2018 Friday, March 9, 2018 Friday, March 16, 2018

Wednesday, February 28, 2018 Tuesday, October 31, 2017 Monday, February 5, 2018 Friday, March 9, 2018 Friday, March 16, 2018

Thursday, March 1, 2018 Wednesday, November 1, 2017 Tuesday, February 6, 2018 Friday, March 9, 2018 Friday, March 16, 2018

Friday, March 2, 2018 Thursday, November 2, 2017 Wednesday, February 7, 2018 Friday, March 9, 2018 Friday, March 16, 2018

Saturday, March 3, 2018 Friday, November 3, 2017 Thursday, February 8, 2018 Friday, March 9, 2018 Friday, March 16, 2018

Sunday, March 4, 2018 Friday, November 3, 2017 Thursday, February 8, 2018 Friday, March 9, 2018 Friday, March 16, 2018

Monday, March 5, 2018 Friday, November 3, 2017 Thursday, February 8, 2018 Friday, March 9, 2018 Friday, March 16, 2018

Tuesday, March 6, 2018 Monday, November 6, 2017 Friday, February 9, 2018 Friday, March 9, 2018 Friday, March 16, 2018

Wednesday, March 7, 2018 Thursday, November 9, 2017 Wednesday, February 14, 2018 Friday, March 9, 2018 Friday, March 16, 2018

Thursday, March 8, 2018 Friday, November 10, 2017 Thursday, February 15, 2018 Friday, March 9, 2018 Friday, March 16, 2018

Friday, March 9, 2018 Monday, November 13, 2017 Friday, February 16, 2018 Friday, March 9, 2018 Friday, March 16, 2018

Saturday, March 10, 2018 Wednesday, November 15, 2017 Tuesday, February 20, 2018 Friday, March 23, 2018 Friday, March 30, 2018

Sunday, March 11, 2018 Wednesday, November 15, 2017 Tuesday, February 20, 2018 Friday, March 23, 2018 Friday, March 30, 2018

Monday, March 12, 2018 Thursday, November 16, 2017 Wednesday, February 21, 2018 Friday, March 23, 2018 Friday, March 30, 2018

Tuesday, March 13, 2018 Friday, November 17, 2017 Thursday, February 22, 2018 Friday, March 23, 2018 Friday, March 30, 2018

Wednesday, March 14, 2018 Monday, November 20, 2017 Friday, February 23, 2018 Friday, March 23, 2018 Friday, March 30, 2018

Thursday, March 15, 2018 Tuesday, November 21, 2017 Monday, February 26, 2018 Friday, March 23, 2018 Friday, March 30, 2018

Friday, March 16, 2018 Wednesday, November 22, 2017 Tuesday, February 27, 2018 Friday, March 23, 2018 Friday, March 30, 2018

Saturday, March 17, 2018 Wednesday, November 29, 2017 Friday, March 2, 2018 Friday, March 23, 2018 Friday, March 30, 2018

Sunday, March 18, 2018 Wednesday, November 29, 2017 Friday, March 2, 2018 Friday, March 23, 2018 Friday, March 30, 2018

Monday, March 19, 2018 Wednesday, November 29, 2017 Friday, March 2, 2018 Friday, March 23, 2018 Friday, March 30, 2018

Tuesday, March 20, 2018 Thursday, November 30, 2017 Monday, March 5, 2018 Friday, March 23, 2018 Friday, March 30, 2018

Wednesday, March 21, 2018 Friday, December 1, 2017 Tuesday, March 6, 2018 Friday, March 23, 2018 Friday, March 30, 2018

Thursday, March 22, 2018 Monday, December 4, 2017 Wednesday, March 7, 2018 Friday, March 23, 2018 Friday, March 30, 2018

Friday, March 23, 2018 Tuesday, December 5, 2017 Thursday, March 8, 2018 Friday, March 23, 2018 Friday, March 30, 2018


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Pay Check Date

Non Benefit Cycle


Pay Check Date

Saturday, March 24, 2018 Wednesday, December 6, 2017 Friday, March 9, 2018 Friday, April 6, 2018 Friday, April 13, 2018

Sunday, March 25, 2018 Wednesday, December 6, 2017 Friday, March 9, 2018 Friday, April 6, 2018 Friday, April 13, 2018

Monday, March 26, 2018 Wednesday, December 6, 2017 Friday, March 9, 2018 Friday, April 6, 2018 Friday, April 13, 2018

Tuesday, March 27, 2018 Thursday, December 7, 2017 Monday, March 12, 2018 Friday, April 6, 2018 Friday, April 13, 2018

Wednesday, March 28, 2018 Friday, December 8, 2017 Tuesday, March 13, 2018 Friday, April 6, 2018 Friday, April 13, 2018

Thursday, March 29, 2018 Monday, December 11, 2017 Wednesday, March 14, 2018 Friday, April 6, 2018 Friday, April 13, 2018

Friday, March 30, 2018 Tuesday, December 12, 2017 Thursday, March 15, 2018 Friday, April 6, 2018 Friday, April 13, 2018

Saturday, March 31, 2018 Wednesday, December 13, 2017 Friday, March 16, 2018 Friday, April 6, 2018 Friday, April 13, 2018

Sunday, April 1, 2018 Wednesday, December 13, 2017 Friday, March 16, 2018 Friday, April 6, 2018 Friday, April 13, 2018

Monday, April 2, 2018 Wednesday, December 13, 2017 Friday, March 16, 2018 Friday, April 6, 2018 Friday, April 13, 2018

Tuesday, April 3, 2018 Thursday, December 14, 2017 Monday, March 19, 2018 Friday, April 6, 2018 Friday, April 13, 2018

Wednesday, April 4, 2018 Friday, December 15, 2017 Tuesday, March 20, 2018 Friday, April 6, 2018 Friday, April 13, 2018

Thursday, April 5, 2018 Monday, December 18, 2017 Wednesday, March 21, 2018 Friday, April 6, 2018 Friday, April 13, 2018

Friday, April 6, 2018 Tuesday, December 19, 2017 Thursday, March 22, 2018 Friday, April 6, 2018 Friday, April 13, 2018

Saturday, April 7, 2018 Wednesday, December 20, 2017 Friday, March 23, 2018 Friday, April 20, 2018 Friday, April 27, 2018

Sunday, April 8, 2018 Wednesday, December 20, 2017 Friday, March 23, 2018 Friday, April 20, 2018 Friday, April 27, 2018

Monday, April 9, 2018 Wednesday, December 20, 2017 Friday, March 23, 2018 Friday, April 20, 2018 Friday, April 27, 2018

Tuesday, April 10, 2018 Thursday, December 21, 2017 Monday, March 26, 2018 Friday, April 20, 2018 Friday, April 27, 2018

Wednesday, April 11, 2018 Friday, December 22, 2017 Tuesday, March 27, 2018 Friday, April 20, 2018 Friday, April 27, 2018

Thursday, April 12, 2018 Tuesday, January 2, 2018 Wednesday, March 28, 2018 Friday, April 20, 2018 Friday, April 27, 2018

Friday, April 13, 2018 Wednesday, January 3, 2018 Thursday, March 29, 2018 Friday, April 20, 2018 Friday, April 27, 2018

Saturday, April 14, 2018 Thursday, January 4, 2018 Friday, March 30, 2018 Friday, April 20, 2018 Friday, April 27, 2018

Sunday, April 15, 2018 Thursday, January 4, 2018 Friday, March 30, 2018 Friday, April 20, 2018 Friday, April 27, 2018

Monday, April 16, 2018 Thursday, January 4, 2018 Friday, March 30, 2018 Friday, April 20, 2018 Friday, April 27, 2018

Tuesday, April 17, 2018 Friday, January 5, 2018 Monday, April 2, 2018 Friday, April 20, 2018 Friday, April 27, 2018

Wednesday, April 18, 2018 Monday, January 8, 2018 Tuesday, April 3, 2018 Friday, April 20, 2018 Friday, April 27, 2018

Thursday, April 19, 2018 Tuesday, January 9, 2018 Wednesday, April 4, 2018 Friday, April 20, 2018 Friday, April 27, 2018

Friday, April 20, 2018 Wednesday, January 10, 2018 Thursday, April 5, 2018 Friday, April 20, 2018 Friday, April 27, 2018


07/11/2016

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