Key Roles, Systems & Definitions

Key Roles/Systems

Definition

The Classification & Compensation Analyst (C&C) partners with the Search Liaison on creating and/or updating position descriptions as well as compensation matters for applicant offers.

The Hiring Authority owns the hiring decision and is ultimately responsible for initiating and overseeing an effective and compliant search. The Hiring Authority is responsible for ensuring that the interest of the university, school, and unit are met in every hiring decision. At William & Mary, the Hiring Authority is the Dean of each respective school or their designee; Department Chairs and other leaders may also have input on selection.

The Hiring Proposal is a PeopleAdmin based process for requesting an offer and executing a hire. It contains details on the position, compensation, justification for hire, start date, and search record attachments.

A cloud-based software which facilitates asynchronous/one-way interviews and short answer activities. It is used in applicant evaluation.

The job posting, elsewhere called a “requisition,” is the vacancy announcement within the official university job site. Applicants may apply only through the job posting. The job posting may reflect aesthetic or marketing related changes from the position description. However, the substance of the job, such as job duties and required/preferred qualifications, must be consistent with the position description.

A cloud-based software package including position management and applicant tracking functions. Faculty requisitions must utilize PeopleAdmin.

The position description (PD) is a document which details the essential functions, required and preferred qualifications, conditions of employment, and physical requirements for a job. This document serves as the foundation for the job posting and selection. The PD is also used to develop performance standards. A well developed and concise PD is essential.

The Search Chair leads and participates in the Search Committee and is responsible for setting the search timeline, interfacing with the Hiring Authority, and providing search committee leadership to ensure a robust deliberative process. It is also their responsibility to provide leadership for interviews. . The search chair is accountable for ensuring all search guidelines are followed by the committee in the search process.

The Search Committee consists of three or more individuals tasked with evaluation and with recommending well-qualified finalists to the Dean. Five members are recommended. The search committee is accountable for recruiting talented, highly qualified candidates into the pool that reflect the needs and interests of the unit and university. Search committee members vote in various stages of selection.

Search Stakeholders are individuals who may provide subject matter expertise and or may participate in interviews but who are not part of the search committee. Search Stakeholders, such as department faculty, may provide individual, digitized feedback, however they may not “vote” on candidates nor directly influence evaluation.

A Department-appointed Search Liaison may execute actions on behalf of the Search Chair and department, provide administrative and logistical search support, and interface with University Human Resources and other stakeholders. The Search Chair may double as Hiring Official/Search Liaison. The Search Liaison utilizes the “Hiring Official” access type within PeopleAdmin to navigate that system. The Search Liaison is critical to the search success.

The Talent Acquisition Team is a University Human Resources-based team of individuals who support the search process and promote equity and compliance. The Talent Acquisition Partner serves on this team.

The Talent Acquisition partner (TAP) supports the Hiring Official/Search Liaison throughout the recruiting and hiring process. The TAP guides the hiring official through the hiring process ensuring all hiring and compliance protocols are followed and provides updates and training as required.