Clerical, University Police, Healthcare & Maintenance Staff (Classified Staff)
- Includes employees represented by CSEA, NYSCOPBA, PBA of NYS, PEF and M/C 06 & M/C 15 employees
- Classified staff recruitment follows procedures prescribed by civil service laws and rules, as well as the collective bargaining agreements each union has reached with the state of New York. The Classified service is subdivided into four groups: Competitive, Labor, Non-competitive and Exempt.
**Competitive Class Process: (positions for which merit and fitness are determined through an examination process. These include most clerical titles, as well as police, heating plant, nurse, maintenance supervisor 2 and supervising & head janitor titles)
Step 1: After I-RTF has been received, the Request to Fill (RTF), with job duties and organization chart included, is completed via Interview Exchange. *Please see the “How to Guide: Classified RTF” for step-by- step instructions*
Step 2: Once Human Resources receives the approved Request to Fill (RTF), they will send out an internal posting, if applicable. Allow five business days before sending a status request. Human Resources will also send out canvass letters to the eligible list.
Step 3: Once the internal posting deadline date is reached, Human Resources will send any candidates to the Hiring Manager for review.
Step 4: Once the canvass letter deadline date is reached, copies of resumes for the top three interested by score will be sent to the supervisor for review.
Step 5: The determination of the candidates to be interviewed will be made by the supervisor. The choice will be made from among the top three interested scores from the civil service list, transfer candidates, and any eligible internal applicants. All candidates are considered equally eligible for appointment.
Step 6: Once the interviews have been completed, notify Human Resources of the candidate you would like to hire. Human Resources will make the official offer to the candidate.
**Labor Class Process: (Positions for which merit and fitness are determined through comparison of qualifications of candidate to those described in the statewide classification standard and appropriate local job description).
Step 1: The Request to Fill (RTF), with job duties and organization chart included, is completed via Interview Exchange. *Please see the “How to Guide: Classified RTF” for step-by- step instructions*
Step 2: Once Human Resources receives the approved Request to Fill (RTF), they will send out a Shift Preference, if applicable.
Step 3: If a Shift Preference is sent out and employees have expressed interest, the employee with the highest seniority will be appointed to the position. Human Resources will notify the Hiring Manager and employee of appointment.
Step 4: If the position is not filled with Shift Preference, an Internal Job Vacancy posting will be sent out.
Step 5: Once the internal posting deadline date is reached, if the position is awarded by seniority, Human Resources will email the hiring manager and employee appointed to the position.
Step 6: Once the internal posting deadline date is reached, if the position is NOT awarded by seniority, Human Resources will email the list of qualified candidates to the hiring manager. Before interviews can take place, Human Resources must approve interview questions.
Step 7: Once the interviews have been completed, the department will send through candidate recommendations. Once Human Resources receives the candidate recommendations, they will offer the position to the candidate.
Step 8: If there is no interest in the Job Vacancy Posting, Human Resources will work with the Hiring Manager to post the position to our website.
Non-Competitive: (Positions for which merit and fitness are determined through comparison of qualifications of candidate to those described in the statewide classification standard and appropriate local job description).
Exempt: (Positions for which competitive or non-competitive examinations or other qualification requirements are not practical and in which the incumbent serves at the pleasure of the appointing authority).
Reemployment rights and lists – Classified service employees from SUNY Oswego or any other state agency whose jobs have been abolished or designated for abolishment have significant rights to open positions. An important step in all classified service recruitment/appointments, which must be accomplished by an HR staff member, is to check the Preferred Lists to verify that no person exists who has reemployment rights to the job being filled. If there is such a person, she/he must be notified of the position and offered the position if interested.