SB 805 Compliance Interviewing and Hiring Monica Jackson HHS Veteran Advocate Objectives HR Policy Suggested Compliance Steps Applicants ReviewScreening Interview Requirements Selection Requirements ID: 681954
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Slide1
Veteran Employment Preference
SB 805Compliance: Interviewing and Hiring
Monica Jackson
HHS Veteran AdvocateSlide2
Objectives
HR PolicySuggested Compliance StepsApplicant(s) Review/ScreeningInterview Requirement(s)Selection Requirement(s)Slide3
HR Policy
Chapter 1 Selection, B.5 Interviewing Applicants Qualified for a Veteran’s Employment Preference Slide4
Human Resources Manual
Chapter 657 of Texas Government Code requires that for each posted position, the hiring authority must interview applicants eligible for a veteran’s employment preference as follows:if the total number of individuals to be interviewed for a position is six or fewer, at least one of those selected for interview must be an individual qualified for a veteran's employment preference; orif the total number of individuals to be interviewed for the position is more than six, at least 20 percent of those selected for interview must be an individual qualified for a veteran's employment preference.Note: This policy only applies when one or more applicants for a position are qualified for a veteran's employment preference and meet all initial selection criteria and registration or licensure requirements for the position.Slide5
Veteran Employment Preference
Compliance “Suggested” Steps
Identify
applicants who possess a veteran employment preference based on eligibility factors (HR Policy, Chapter 1, B7)
Review those applications for “Initial Screening Criteria, Licensure & Registration”
ONLY
From those applications, identify veteran
employment
preference applicant(s) to be
interviewed
Select
veteran employment preference candidate, If similarly qualified with non-hiring preference candidateSlide6
Screening ApplicantsSlide7
Identify Hiring Preference(s)
AbbreviationDescriptionEEmployeeFEFormer EmployeeRIFRIF Applicant
V
Veteran
VO
Veteran Orphan
VS
Widow of a Veteran
*
Felony
Y
Former Foster YouthSlide8
Review for “Initial Screening Criteria, Licensure &
Registration” ONLYNOTE: Veteran employment preference applicants are qualified if they meet the initial criteria of your position. EXAMPLE:Registration or Licensure Requirements:NoneInitial Selection Criteria:Bachelor's degree from an accredited college or university with major coursework in finance, public policy, or related area is required. Master's degree is preferred. At least six years of experience in healthcare administration or related experience. Demonstrated experience in leading projects and teams. Experience and education may be substituted for one another.Slide9
Veteran Employment Preference Interview Requirements
At least one qualified individual having a veteran's employment preference MUST be interviewed if candidate pool is six or fewer
At least
20%
of candidate pool
MUST
consist of qualified individuals having a veteran's employment preference if interviewing more than six candidatesSlide10
Review interview notesCompare the applicants on each selection criteriaID best match
qualifications performanceIf candidates are similarly qualified, determine if eligible for a hiring preference
Veteran Employment Preference Selection RequirementsSlide11
Order
of Consideration Similarly QualifiedApplicants are considered similarly qualified when the hiring authority cannot make a reasonable determination that the qualifications possessed by one or more applicants are significantly better suited for the position than the qualifications held by another applicant. When making a selection among these individuals, the hiring authority must consider applicants in the following order:
1
st
Consideration: Applicants entitled to both a veteran's employment preference and a former foster child employment preference.
2
nd
Consideration: Applicants entitled to both a veteran's employment preference and a RIF hiring preference.
3
rd
Consideration: Applicants entitled to both a former foster child employment preference and a RIF hiring preference.
4
th
Consideration: Applicants entitled to a veteran's employment preference in the following order:
a veteran with a service-connected disability (if self-disclosed).
a veteran with no service-connected disability.
a veteran’s surviving spouse who has not remarried.
an orphan of a veteran, if the veteran was killed while on active duty.
5
th
Consideration: Applicants entitled to a former foster child employment preference.
6
th
Consideration: Applicants entitled to a RIF hiring preference.
7
th
Consideration: All remaining applicants
.
Note:
It is the responsibility of the veteran to disclose whether he or she has a disability. The supervisor must not ask if the applicant has a disability.Slide12
Veteran Employment Preference Checkpoint
Did any veteran employment preference applicant(s) meet the “Initial Screening Criteria, Registration and Licensure” requirements?Was a qualified veteran employment preference applicant who met the “Initial Screening Criteria, Registration and Licensure” ONLY interviewed?After the interview, was the veteran employment preference eligible candidate similarly qualified with top candidate(s)?Slide13
SB 805
Veteran Employment PreferenceCompliance Questions
Monica Jackson
HHS Veteran Advocate
(512) 424-6636
Monica.jackson11@hhsc.state.tx.us
Or
HHS_Veteran_Liaison@hhsc.state.tx.us