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Quick Reference for Filling Vacancies by Union

  • APA
  • APSA
  • CTU
  • 1585
  • SSTU

APA Vacancies - Administrative Professional Association

  • Applicants 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 seniority ranking will follow the individual's name on the Interview List in the column with the heading Seniority.
    • 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 with a system generated email advising that the offer has been approved and the verbal 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 after successful completion of the criminal background check, which is intitiaed by Human Resources.

APSA Vacancies - Administrative-Professional Supervisors Association

  • Applicants 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 seniority ranking will follow the individual's name on the Interview List in the column with the heading Seniority.
    • 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 with a system generated email advising that the offer has been approved and the verbal 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 after successful completion of the criminal background check, which is initiated by Human Resources.

CTU Vacancies - Clerical-Technical Union

  • Applicants 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, upto twelve (12) CTU applicants from the University-at-large, meeting the posted qualifications and having the greatest University seniority, shall constitute the initial interview list. A seniority ranking will follow the individual's name on the Interview List in the column with the heading Seniority.
  • Employees making up the initial interview may be interviewed in any order and a selection may be made at any time, even without interviewing all CTU employees on the initial interview list. 
    • Candidates on an initial interview list may be replaced on a one-for-one basis by other CTU candidates if a candidate on the initial interview list:
      • Withdraws from consideration prior to being interviewed,
      • Fills a different vacancy after applying for the vacancy in question, or
      • Declines a good faith offer to fill the vacancy.
  • If there four (4) or more applicants, the department may add one (1) additional applicant to interview. If there are fewer than four (4) CTU applicants, other additional applicants may be added to the interview list to bring the total number to four (4). Additional applicants added to the interview list may be other CTU employees or external applicants.
    • Candidates on the final interview list may be replaced on a one-for-one basis by other CTU employees or external candidates if a candidate on the final interivew list:
      • Withdraws from consideration after being interviewed
      • Fills a different vacancy after applying for the vacancy in question, or
      • Declines a good faith offer to fill the vacancy.
  • 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 with a system generated email advising that the offer has been approved and the verbal 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 after successful completion of the criminal background check, which is initiated by Human Resources.

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.
  • 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 4 most senior qualified candidates, beginning with the seniority unit and when needed, including bargaining unit members, up to a total of 4 candidates.
    • If two (2) or more candidates on the interview list withdraw or decline a good faith offer of employement, one (1) additional candidate may be added by Human Resources to the list. 
  • If there are no qualified bidders, the unit may interview and select from all 1585 Temporary employees who have completed probation and applied for the vacancy. 
  • If no 1585 candidate is selected after the above process is completed, the Unit may decide upon a qualified external candidate.
  • When a selection is made, applicant statuses 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. Offers of employment may not be made without prior authorization from Human Resources. 
  • Human Resources will notify the Unit via a system generated email advising that the offer has been approved and the verbal 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.
  • If the selected candidate is a new hire, that individual will be contacted by the Solutions Center to schedule orientation after successful completion of the criminal background check, which is initiated by Human Resources.

SSTU Vacancies - Spartan Skilled Trades Union

  • Applicants 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 will consist of the four (4) most senior SSTU employees from the occupational group who possess the minimum qualifications.  
  • 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 SSTU District Steward.
  • If no SSTU candidate was selected after the above process is completed, the Unit may decide upon a qualified external candidate.
  • 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 via a system generated email advising that the offer has been approved and the verbal 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.
  • If the selected candidate is a new hire, that individual will be contacted by the Solutions Center to schedule orientation after successful completion of the criminal background check, which is initiated by Human Resources.
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