HIRING POLICY AND PROCEDURE

PHILOSOPHY:

      It is the belief of the Board of Directors that the Center functions within the Body of Christ being an agent of His will, and therefore needs to be staffed by Him. (Ephesians 4:11-13) It is our belief that the responsibility of the agency then is to make the need known for a position to be filled, and seek someone to fill that position.

      Through extensive interview techniques and prayer, we will make that decision based on our understanding of His will. (Proverbs 16:3)

      Therefore, we have designed what we feel to be a hiring procedure that explores the various qualities of an individual in order to make employment decisions which will be the best for the employee and the agency.

PROCEDURE:

      The following procedure will be followed when a position within the agency needs to be filled (unless the Board of Directors deems otherwise):

1. Advertisement

Advertisement will first be made to agency staff.

      At this point, it will be the responsibility of the Center to make every effort to advertise the position through as many avenues as are financially prudent. Those avenues should be both Christian and secular. If any presently employed staff wishes to apply for that position he/she will be considered before the outside community. At this point the position vacated by that staff person will be advertised internally, and so on until a position is not filled internally.

2.Contact by interested professionals

      At  this point the Center staff responsible for advertisement of the position will briefly and generally inform interested parties of the nature of the position. At the applicant's discretion the Center may then forward the materials needed to make application for the position.

      3. Application for the Position

      To make application for the position, an applicant must submit the following:

a.Completed updated resume listing educational background and all experience (both work and other) that may relate to the position.

b.Resume cover letter which explains in detail how the applicant feels that the material contained within the resume would suit them for the position, and work at the Center.

c.Statement of personal testimony which describes in detail the applicant's personal relationship with Jesus Christ, how that relationship came into being, and the individuals growth as a Christian (1 Corinthians 2:13,14)

d.Completed Employment Interview Questionnaire which explores the applicant's understanding of the field, and professional goals. (1 Timothy 3:10)

4.Interviewing Process

      The program supervisor, along with the Center Director, shall screen the received application packages and proceed with scheduling interviews with prospective applicants. All applicants will be notified in writing if they are no longer going to be considered for the position. The interview process may then take any (or all) of the following steps: (1 Timothy 3:10)

a.Interview with the Program supervisor. The program supervisor will interview all possible candidates for the position which he/ she (along with the Center Director) have determined to be eligible for the position. The program supervisor will then submit at least three applicants and no more than five applicants to the Center Director for interviewing.

b.Interview with the Center Director. The Center Director will then schedule an interview with the candidates submitted by the program supervisor.

c.On-Site Interview. In conjunction with the Center Director, the program supervisor may-schedule (if desired) an interview in the program to observe the applicant's "on site" professional skills.

d.Executive Committee Interview. The Center Director and the program supervisor will then submit no more than three candidates to the Executive Committee of the Board of Directors for interview.

      5.   Hiring Process

      The Executive Committee of the Board of Directors will then, with the input of the Center Director and program supervisor, make final hiring offer to the candidate, and upon acceptance of the position will notify the other two final candidates of the decision of the Board. After an offer is made to an applicant, the Center Director will meet with that candidate to explore all of the aspects of working at the Center and address all questions the applicant may have about the position . At this point the applicant will become an employee of the Center and will begin his/her probationary period.

Adopted: 2/18/84