“Employee Status Types”
Regular status professional employee is an employee who is not required to serve a probationary period or an employee who has successfully completed the required probationary period and any extension thereof.
Limited Appointments employees are hired for a specific term of employment of less than 1,000 hours in a 12 month period, to assist with project work or short term operating needs.
In addition, a Limited Appointment shall be designated as a Regular Status Professional when they attain 1,000 hours of qualifying service in any 12 consecutive months without a break in service of at least 120 consecutive calendar days.
Qualifying service includes all time on pay status in one or more limited appointments. On call and overtime hours shall not be included as pay status hours when computing qualifying service.
Regular Status Professional Employee designation shall be effective the first of the month following the attainment of 1,000 hours of qualifying service.
Professional employees of ASUCLA serve a probation period that concludes on the first of the month following 6 months of continuous service, as follows:
The probation period provides supervisors and managers an opportunity to observe employees’ work performance and general suitability for ASUCLA employment.
Time on leave, with or without pay, does not qualify towards the conclusion of the probation period.
When a probationary status employee returns from leave, the probation period will be extended to provide the supervisor and manager appropriate opportunity to observe the employee’s work performance and general suitability for ASUCLA employment (see “Extension of Probation Period”, below)
Limited Appointments are credited 1000 hours towards completion of the 6 month probation period when they have worked at least 1,000 hours in a calendar year.
Probation periods may be extended to provide supervisors and managers with appropriate opportunity to observe employees’ work performance and general suitability for ASUCLA employment.
The extension will not exceed 6 consecutive months of service.
Employees will receive written confirmation that the probation period has been extended, which will include the following information:
Extension of probation periods require approval of the operating Division Director and the Director of Business and Legal Affairs.
Placement of an individual who is not currently employed with ASUCLA into an open professional or limited appointment position.
Any return to pay status of a person following a break in service.
Movement of a current ASUCLA employee from limited appointment to professional employment, or vice- versa.
A move to a different department without change of job classification or pay range.
A move to a higher job classification as the result of a significant increase in job responsibilities (see “ASUCLA’s Title & Pay Plan”).
An upward or downward move to another job classification without change to job responsibilities (see “ASUCLA’s Title & Pay Plan”).
A change to pay rate without change to job classification (see “ASUCLA’s Title & Pay Plan”).
A move to a lower job classification as the result of a significant decrease in job responsibilities (see “ASUCLA’s Title & Pay Plan”).
Removal of an employee from ASUCLA employment.
A request to extend a limited appointment employee’s term of employment beyond the originally approved separation date.
A request to extend a professional employee’s probationary period beyond the original completion date.
As appropriate, ASUCLA recruits from both within and outside its work force to obtain qualified applicants. This may include posting openings, employment advertising, and other activities aimed at generating a qualified applicant pool.
To support professional progress of qualified internal applicants, internal recruitment may be strictly utilized.
Recruitment may be waived under the following circumstances:
Recruitment waivers require the advance written approval of ASUCLA’s Director of Business and Legal Affairs and Executive Director.
Must apply on line at http://www.collegestore.org./jobs-career/asucla-jobs.asp
With reasonable notice, professional employees shall be granted an appropriate amount of time off with pay to interview for professional ASUCLA positions.
Must apply on line at http://www.collegestore.org/jobs-career/asucla-jobs.asp
With reasonable notice, current graduated student employees shall be granted an appropriate amount of time off with pay to interview for professional ASUCLA positions.
Must apply on line at http://www.collegestore.org/jobs-career/asucla-jobs.asp
External applicants who are interviewed will be required to complete an Application for Professional Employment form at that time.
In general, external and internal individuals are encouraged to apply for professional positions at ASUCLA when they are qualified:
Interested external and internal individuals should carefully review all position requirements described in employment advertisements and job postings to determine if they are qualified.
Open positions requiring recruitment (see “Recruitment”) will be posted and may be viewed at http://www.collegestore.org/jobs-career/asucla-jobs.asp
Regular status professional positions are posted for at least 10 working days before an offer of employment may be extended, and remain posted until filled.
Limited appointment positions need not be posted unless recruitment is required. When recruitment is required, limited appointment positions are posted for at least one week before an offer of employment may be extended, and remain posted until filled.
To maximize their opportunities to be interviewed if deemed qualified, current professional and graduated student employees of ASUCLA are encouraged to apply for positions of interest during the posting period.
Selection for any position at ASUCLA is based on job related methods and criteria.
Candidates will be selected who, in the judgment of ASUCLA’s Human Resources Division and hiring managers, possess the qualifications and competencies to perform the duties of a position most effectively.
In general, ASUCLA’s Human Resources Division screens external and internal applications and resumes to ensure qualifications are met, and invites those candidates who are most qualified to interview.
Human Resources refers candidates to the hiring supervisor/managers if they have demonstrated during their interview that they possess the qualifications and competencies to perform a job effectively.
Current employee candidates (professional and graduated student) may be interviewed first by the hiring department supervisor, and are notified by Human Resources or by their department supervisor when they have not been selected for interview.
As a condition of employment, ASUCLA requires that job-related background investigations be conducted for all candidates under consideration for employment, and when deemed appropriate due to the nature of the new position, for employees who are under consideration for promotion, reclassification or transfer.
Background investigations may include but not be limited to independent research of: past employment, education, criminal history, and credit history. This includes contacting references and any other persons who may be able to provide information; contacting both public and private organizations; and reviewing records maintained by any of these persons/entities. All ASUCLA Career Employees will be fingerprinted upon hire except AFSCME Food employees. Candidates for employment, new hires, and current employees shall release ASUCLA from any and all liability, claims or law suits relating to ASUCLA’s research into and/or use of any and all background information; and agree to defend, indemnify and hold harmless ASUCLA from any and all liability claims or lawsuits which may result from ASUCLA’s research into background, and from actions ASUCLA takes as a result of its research. Failure to reveal any prior employment within the past 10 years and/or providing any false or misleading information on employment forms and related hiring documents may be considered cause for refusal of employment or, if employed, dismissal.