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Quick Reference for Filling Vacancies by Union

  • APA
  • APSA
  • CTU
  • 1585
  • 999

APA Vacancies - Administrative Professional Association

  • Employees apply for vacancies by completing an application in Careers @ MSU.
  • Applicant credentials are reviewed by MSU Human Resources and/or the hiring Unit to determine applicants who meet the minimum qualifications.
    • If there are five (5) or more APA candidates who meet the minimum posted qualifications for the position, at least five (5) must be interviewed before a selection is made. The unit does not have to hire from this five (5). A designation of APA will follow the individual's name on the Interview List in the column with the heading Bargaining Group.
    • If there are less than five (5) APA candidates who meet the minimum posted qualifications, each will need to be interviewed before a selection is made.
  • If a unit wishes to increase its pool of candidates, it may seek assistance from Human Resources and/or the Office of Inclusion and Intercultural Initiatives (OIII) or utilize independent methods to identify applicants. This could include:
    • Advertising in local, regional, and/or national newspapers and publications. Human Resources Analysts are available to assist units in writing advertising text and developing a recruitment strategy.
    • Advertising via contacts with professional networks and associations and with colleagues at other institutions or businesses.
  • When a selection is made, applicant statuses are updated to include the interview date for each of the candidates interviewed and the reasons for selection or non-selection. Once all applicant statuses are updated and a hiring recommendation has been completed, it should be submitted for approval.
  • Final selection of the candidate, including salary and starting date, requires approval of MSU Human Resources. Offers of employment may not be made without prior authorization from Human Resources.
  • Human Resources will notify the Unit when the position is released by updating the status so that an offer of employment can be made.
  • If the selected candidate is a new hire, that individual will be contacted by the HR Solutions Center to schedule orientation.

APSA Vacancies - Administrative-Professional Supervisors Association

  • Employees apply for vacancies by completing an application in Careers @ MSU,
  • Applicants credentials are reviewed by MSU Human Resources to determine applicants who meet the minimum qualifications.
    • If there are five (5) or more APSA candidates who meet the minimum posted qualifications for the position, at least five (5) must be interviewed before a selection is made. The unit does not have to hire from this five (5). A designation of APSA will follow the individual's name on the Interview List in the column with the heading "Emp Grp."
    • If there are less than five (5) APSA candidates who meet the minimum posted qualifications, each will need to be interviewed before a selection is made.
  • If a Unit wishes to increase its pool of candidates, it may seek assistance from Human Resources and/or the Office of Inclusion and Intercultural Initiatives (OIII) or utilize independent methods to identify applicants. This could include:
    • Advertising in local, regional, and/or national newspapers and publications. Human Resources Analysts are available to assist Units in writing advertising text and developing a recruitment strategy.
    • Advertising via contacts with professional networks and associations and with colleagues at other institutions or businesses.
  • When a selection is made, applicant statuses are updated to include the interview date for each of the candidates interviewed and the reasons for selection or non-selection. Once all applicant statuses are updated and a hiring recommendation has been completed, it should be submitted for approval.
  • Final selection of the candidate, including salary and starting date, requires approval of MSU Human Resources. Offers of employment may not be made without prior authorization from Human Resources.
  • Human Resources will notify the Unit when the position is released by updating the status so that an offer of employment can be made.
  • If the selected candidate is a new hire, that individual will be contacted by the Solutions Center to schedule orientation.

CTU Vacancies - Clerical-Technical Union

  • Employees apply for vacancies by completing an application in Careers @ MSU.
  • CTU applicants' credentials are reviewed by MSU Human Resources to determine applicants who meet the minimum qualifications.
  • Where available, four (4) CTU applicants from the department, and eight (8) CTU applicants from the University-at-large, meeting the posted qualifications and having the greatest University seniority, shall constitute the initial interview list. The interview list will list the seniority dates of those who have applied for the vacancy.
  • A selection may be made without completing all the interviews if those more senior than the selected candidate have been interviewed.
  • Candidates on an initial interview list may be replaced on the interview list on a one-for-one basis by other CTU candidates if the initial candidates:
    • Withdraw from consideration prior to being interviewed,
    • Fill a different vacancy after applying for the vacancy in question, or
    • Decline a good faith offer.
  • If there four (4) or more applicants, the department may add one (1) external candidate. If there are fewer than four (4) CTU applicants, other external applicants may be added to the interview list to bring the total number to four (4).
  • When a selection is made, applicant statuses should be updated to include the interview date for each of the candidates interviewed and the reasons for selection or non-selection. Once all applicant statuses are updated and a hiring recommendation has been completed, it should be submitted for approval.
  • Final selection of the candidate, including salary and starting date, requires approval of MSU Human Resources. Offers of employment may not be made without prior authorization from Human Resources. 
  • Human Resources will notify the Unit when the position is released by updating the status so that an offer of employment can be made.
  • If the selected candidate is not a regular MSU employee, that individual will be contacted by the Solutions Center to schedule orientation.

1585 Vacancies

  • Employees apply for vacancies by completing an application in Careers @ MSU
  • Applicants credentials are reviewed by MSU Human Resources to determine applicants who meet the minimum qualifications.
  • The interview list indicates seniority dates. For positions Grade Level 12 and above the interview list will consist of the 2 most senior qualified applicants from within the seniority unit, and the 2 most senior qualified applicants from within the bargaining unit. For Grade Level 11 and below the interview list will contain the 2 most senior qualified candidates from within the seniority unit.
  • When a selection is made, applicant status(es) should be updated to include the interview date for each candidate interviewed and the reasons for selection or non-selections. Once all applicant statuses are updated and a hiring recommendation has been completed, it should be submitted for approval.
  • If during the interview process one of the applicants referred to Unit was not selected, written reasons for rejection of the candidates must be provided in writing to the candidates, Human Resources, and the Local 1585 District Steward.
  • If all parties are in agreement with the written reasons, the vacancy filling process will continue in the same manner with the next 1585 seniority bidder.
  • If no 1585 candidate is selected after the above process is completed, the Unit may decide upon a qualified external candidate.
  • Offers of employment may not be made without prior authorization from Human Resources. 
  • Human Resources will notify the Unit when the position is released by updating the status so that an offer of employment can be made.
  • Some positions in this bargaining group are identified as requiring a Physical Demands Test. Offers of employment are contingent upon successful completion of this test.

999 Vacancies

  • Employees apply for vacancies by completing an application in Careers @ MSU,
  • Applicants credentials are reviewed by MSU Human Resources to determine applicants who meet the minimum qualifications.
  • If the interview list contains 999 bidders, they will be considered on a seniority basis first within the occupational group if they possess the minimum qualifications for the classification. If there are no bidders from within the occupational group, the most senior applicant in Local 999 who possesses the minimum qualifications of the classification will be considered. The interview list will indicate the seniority dates of the applicants.
  • The qualified applicants are to be considered one at a time during the interview process. If the most senior applicant is deemed qualified for the vacancy, the applicant status(es) are updated to include the interview date for each candidate interviewed and the reasons for selection or non-selection. Once all applicant statuses are updated and a hiring recommendation has been completed, it should be submitted for approval.
  • If during the interview process an applicant was referred to the Unit, interviewed and then deemed unqualified by the Unit, written reasons for rejection of the candidate must be provided in writing to the candidate, Human Resources, and the Local 999 District Steward.
  • If all parties are in agreement with the written reasons, the vacancy filling process will continue in the same manner with the next 999 seniority bidder.
  • If no 999 candidate was selected after the above process is completed, the Unit may decide upon a qualified external candidate.
  • If the position has an unmet placement goal at the University and Unit level and the Unit does not recommend the hire of a candidate who addresses the placement goal, OIII has up to 72 hours to review the selection with regard to the attainment of placement goals. OIII may request additional information from an employing unit with regard to its selection process.
  • Final selection of the candidate, including salary and starting date, requires approval of MSU Human Resources. 
  • Offers of employment may not be made without prior authorization from Human Resources. 
  • Human Resources will notify the Unit when the position is released by updating the status so that an offer of employment can be made.
  • Some positions in this bargaining group are identified as requiring a Physical Demands Test. Offers of employment are contingent upon successful completion of this test.
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