I had a few questions about vacancies and postings. Is there a way to tell what of the following options a vacancy will have?
1. posted externally
2. interviewed for internally
3. mapped without interviews
If so, is there a way to indicate this on the org charts?
In the meeting I attended about the alignment it was stressed that this could be an opportunity for department staff to move into public service and vice versa. I know the public service staff was surveyed but the department staff was not. If someone in a department was interested in a public service position or vice/versa - what would have been/is the right way to make whoever is interviewing or mapping aware of this?
Thanks!
PS I'm just asking in general, not necessarily for myself, so hold your emails people!
Hi, Sadie.
The short answer is that any vacancy outside of a lateral mapping will require an application and interview before anyone -- external or internal -- would be placed. Therefore, no one needs to be notified of an employees interest in applying. I would advise that any employee interested in a vacancy begin revising their resume, however.
I hope this helps!
Bobby
I’m a little confused about this as well. I think what Sadie’s getting at is the lack of clarity about which positions are open for applications and new candidates and which positions are going to be mapped. We're unclear if mapping means someone is automatically placed in the position or if there's a chance for anyone who can move laterally to express an interest. It’s difficult to see which opportunities staff have because we’re not sure which jobs are being filled without opening them up to the application process. And it’s difficult to know which positions are “lateral” without knowing pay grades and specific job descriptions.
Thanks, Kristine ... maybe I can help with this ... While we've given library managers until tomorrow to let us know about errors and omissions, everyone that is going to be mapped someplace has been mapped. There may be a couple of changes made today/tomorrow (though I don't know of any -- I'm just guessing based on the fact that tomorrow's the deadline) due to errors on our part or based on some omission of data in the decision-making process.
As for vacancies, Bobby hit the nail on the head ... They will be opened, and if an internal person is interested, s/he can apply. We won't just put people in the positions without an application process (even lateral transfers), primarily because we don't know who will want to apply or who is qualified. The last thing we want to do is place one person, only to find that three others also wanted a chance. It's the same process we used for the Library Manager IIIs and the Access Service Manager IV already, and it worked.
So ... having said all of that and following the final posting of the mappings tomorrow, none of the positions will be filled without opening them. Regarding what's lateral and what's not, remember that even lateral transfers will will require some sort of application process, and the lateral
postings are shown on the Alignment page: http://my.metrolibrary.info/drupal/sites/default/files/documents/positio...
Hope that clarifies things a bit, but if not, just let us know ... Thanks!
--Tim
Will the jobs be posted internally like the lead librarian jobs were posted and then posted onto the website?
This is less definitive, and the decisions will be made on a case-by-case basis. Our goal is to hire the best person for each job in as quick a time period as possible. What we don't want to do is list a position internally, not get a good pool of qualified applicants, and then have to go through the same process again posting it outside -- doing it twice elongates the process unnecessarily. Simultaneously listing jobs internally and externally enables us to get a full pool of candidates and move forward quicker. So, our default position will likely be to list them inside and outside simultaneously, but we may not do it for every job.
One other thing to consider is that we don't just hire whomever applies. We hire the best qualified candidate who we're confident can do the job we need done. The reason I mention this is that I think some folks believe that if we list a job externally, we are somehow putting internal candidates at a disadvantage. It's not true. Being the best for the job doesn't mean that a person was "the best we could come up with" or "the best from a small group" ... it means the best, and we don't settle for less than that. Being the best means that you bring all of the qualities and skills necessary to achieve the results we're expecting -- plus some totally unique and interesting qualities that are 100% you and that we wouldn't find anywhere else. When you are the best candidate, it doesn't matter if you are facing another internal applicant or twenty other external applicants. You are the best.
Hope that makes sense.
--Tim