Navigating Employment Opportunities at North Carolina Central University

North Carolina Central University (NCCU), deeply rooted in teaching, research, and community service, is dedicated to cultivating global leaders and practitioners who drive transformative change. Situated in the Research Triangle, NCCU distinguishes itself through its nationally recognized law school and its pioneering programs across visual and performing arts, sciences, business, humanities, and education. The university is committed to fostering an environment of equal educational and employment opportunities, prohibiting discrimination based on race, color, genetic information, national origin, religion, sex, sexual orientation, gender identity, age, disability, political affiliation, or veteran status. This article provides a comprehensive overview of the employment processes and opportunities available at NCCU.

Commitment to Merit-Based Recruitment and Equal Opportunity

NCCU's recruitment and selection processes are grounded in merit, ensuring that positions are filled by the most qualified individuals. The university is committed to providing equal employment opportunities to all applicants, irrespective of race, religion, color, creed, national origin, sex, age, disability, or political affiliation. This commitment is reflected in the consistent application of nondiscriminatory practices, promoting fairness, diversity, and integrity in all hiring decisions.

Leadership Responsibility and Ethics

The Chancellor, Vice Chancellor for Financial Affairs, and Human Resources Director take accountability for upholding these principles, ensuring that all hiring practices are consistently and equitably applied. The university adheres to all applicable state and federal laws, policies, and rules governing personnel actions, including Senate Bill 886 and policies issued by the Office of State Human Resources. NCCU emphasizes the importance of ethical conduct, ensuring that hiring decisions are based on knowledge, skills, and abilities, free from political patronage.

Communication and Training

NCCU is dedicated to keeping employees, applicants, and the public informed about its merit-based recruitment and selection plan through various strategies, including making the plan accessible in the Human Resources Office, the Library, and University units. Regular training sessions are conducted for managers, supervisors, and Human Resources staff to communicate updates and revisions to the plan.

Roles and Responsibilities in the Hiring Process

Effective recruitment and selection require the cooperation of various stakeholders, each with specific roles and responsibilities:

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Human Resources Director: Provides leadership in developing and implementing merit-based procedures, demonstrating commitment to merit-based recruitment and selection.
Managers and Supervisors: Evaluate the need for filling vacant positions, maintain accurate position descriptions, understand the merit-based system, strive for a diverse workforce, make hiring decisions based on merit, and document selection decisions.
Human Resources Personnel: Offer technical advice and assistance to managers and supervisors, develop agency-specific policies, train managers and supervisors, monitor recruitment and selection activities, and maintain recruitment and selection data.
Equal Opportunity Officer (EOO): Demonstrates commitment to merit-based recruitment and selection.
Employees and Applicants: Obtain vacancy information, provide complete qualification details, and submit materials by the deadline.

Pre-Recruitment and Recruitment Activities

NCCU proactively recruits from diverse sources to build a workforce that meets the university's needs. The hiring manager, with guidance from Human Resources, assesses the need for the position, conducts job analysis, and revises the position description if necessary.

Job Analysis and Vacancy Announcements

Job analysis is crucial when duties and responsibilities change, impacting required qualifications. Information from the job analysis and position description guides the creation of vacancy announcements, ensuring they meet state policy requirements.

Posting Vacancies and Recruitment Sources

The hiring manager and Employment Officer determine appropriate posting options and additional recruitment sources to target specific audiences, including professional journals, newspapers, and technical colleges/universities.

Selection Tools

Prior to the vacancy closing date, the hiring manager determines the selection tools to be used in the final evaluation process. These tools, such as structured interviews, in-basket exercises, written tests, skills tests, and reference checks, must be objective, based on job-related KSAs, and consistently applied.

The Selection Process: Identifying Qualified Candidates

The selection process at NCCU involves several key definitions and steps to ensure fairness and accuracy.

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Key Definitions

Selective criteria: Additional minimum qualifications specific to the duties of the position.
Knowledge, skills, and abilities (KSAs): The information, proficiencies, and capacities necessary for the job.
Preferences: Specific experiences, degrees, licenses, KSAs, or other factors that exceed minimum requirements.
Minimum qualifications: The essential training and experience required for the position.
Qualified: Applicants whose credentials meet the minimum qualifications, including selective criteria and KSAs.
Most qualified: The applicants who possess qualifications that exceed the minimum requirements.

Determining Qualified and Most Qualified Applicants

The Employment Officer screens all applications to determine which applicants meet the minimum qualification requirements, including any selective criteria. If there are 10 or fewer qualified applications, all may be forwarded to the hiring manager. If there are more than 10 qualified applicants, a second level of evaluation is conducted to identify those who are most qualified.

Employment/Reemployment Priorities

The Employment Officer reviews the initial applicant pool to identify applicants with priority status, in accordance with State policy. Priorities include:

Priority Reemployment: Employees separated through reduction-in-force.
Exempt Policy-Making/Confidential & Exempt Managerial Employees: Separated from exempt positions for reasons other than just cause.
Veterans Preference: Preference given to qualified veteran applicants.
Promotional Priority: Career state employees with substantially equal qualifications.
Injured-on-the-job/Workers' Compensation: Employees released to return to work by their physician.

Making the Final Selection and Recommendation

The final selection is made from among the most qualified applicants, with appropriate consideration given to those with priority reemployment status. The hiring manager uses objective selection tools based on job-related KSAs, documenting the selection process and justifying the hiring decision.

Approval Process

Once interviews are complete, the hiring manager submits the Recommendation for Employment form and the Selection Decision Log to the Employment Officer. Applicants not selected receive timely written notice.

Documentation and Appeals Process

NCCU maintains thorough documentation of the merit-based recruitment and selection process to support decisions and provide information for monitoring and evaluating recruitment practices.

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Documentation

A file is maintained for each hiring event for a minimum of three years, containing records of job analysis, vacancy announcements, recruitment sources, selection tools, applications received, priority reemployment inventory, selection/decision log, inventory of applicants, and a recruitment and selection checklist.

Appeals Process

Applicants who believe they were denied employment due to political affiliation or influence may appeal the hiring decision to the Office of Administrative Hearings within 30 days of notification that the position has been filled, provided they meet specific conditions.

Additional Employment Considerations at NCCU

North Carolina Central University also provides specific guidelines and opportunities for temporary employment, faculty postings, and compliance with federal regulations.

Temporary Employment

Temporary staff are a critical part of NCCU's workforce, with opportunities available in various departments for both short-term and long-term assignments. Interested individuals can submit a complete application through the university's job portal.

Faculty Postings

The university is committed to equality of educational opportunity and employment, prohibiting discrimination based on various protected characteristics. A Search Committee is required for all EHRA postings. After conducting interviews and narrowing the applicant pool, the hiring department must complete a Hiring Proposal via the online employment system and submit it to Human Resources.

Compliance with Federal Regulations

NCCU complies with the Immigration Reform and Control Act of 1986, requiring all employers to verify compensated employees' employment eligibility in the United States. New hires must provide original documents for completion of the Form I-9.

Probationary Period

A new hire's first 12 months of consecutive employment constitute the probationary period. During this time, the supervisor conducts quarterly performance reviews to assess the employee's performance and determine eligibility for permanent employment status.

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