Recruitment and Hiring Guidelines for MPP and Staff (Non-represented and Represented) Positions

Sep 15, 2026

Uploaded by Skyler

Technical letter providing systemwide guidance to California State University campuses on recruitment and hiring for MPP and staff positions, both non-represented and represented. Establishes expectations after a Bureau of State Audit, emphasizing consistent search procedures, non-discriminatory selection, and building broad, diverse candidate pools. Outlines the phased search model—pre-recruitment, recruitment, screening, interviews, and selection/offer—while clarifying roles for HR, hiring managers, and search committees, including training, compliance, and permission before deviations from published processes.

LanguageEnglish

CategoryLetters

FormatPDF

Pages8

Reading Time3 min

AccessFree to download

Overview

Action Item

Summary

Purpose of the Technical Letter

Introduction and Purpose

Guideline Use

The Search Process

1. Pre-Recruitment

Creation of the Position Announcement

Date: October 11, 2013 Code: Technical Letter HR/Appointments 2013-03 To: CSU Presidents Supersedes: HR/Appointments 2013-02 From: Gail E. Brooks Vice Chancellor Human Resources Subject: Recruitment and Hiring Guidelines for MPP and Staff (Non-represented and Represented) Positions Overview Audience: Human Resources Directors, Human Resources Officers and/or campus designees responsible for administering California State University (CSU) policy and procedures governing recruitment and hiring forMPP and staff (nonrepresented and represented) positions. Action Item: Reviewand evaluate current recruitment policies. Affected Employee All CSU MPP and staff employees, search committee members, and job applicants Group(s)/Units: Summary This technical letter is being redistributed with updated information regarding search/selection committees for the recruitment and hiring of MPP and staff (non-represented and represented) positions. Additional information has been added in bold. Campus designees responsible for administering the CSU recruitment policy for these positions should read the restofthis HR letter. As a result of a Bureau of State Audit on CSU hiring practices, several recommendations on providing systemwide guidance to ensure campuses employ consistent search processes and develop appropriate policies in hiring for staff and management personnel positions was recommended. This technical letter addresses these recommendations by providing guidelines to assist campuses in their effort to recruit the best qualified candidates to positions in the CSU, while ensuring that the search process produces broad and diverse candidate poolsand that all aspects of the process are non-discriminatory. This technical letter is organized in the following manner: • Introduction and Purpose • The Search Process 1. Pre-Recruitment 2. Recruitment 3. Screening 4. Interviews 5. Selection and Offer ofEmployment • Search is Completed Introduction and Purpose The CSU seeks to recruit, retain, and engage highly talented and diverse employees who will advance the CSU mission. The recommendations that follow are intended as guidelines and are not intended to be prescriptive. It is expected that each campus will adapt these guidelines to their own needs and develop internal policies and practices for staff and MPP searches. Campuses have a responsibility to provide training to individuals who will be involved with staff or MPP searches, and should identify an individual or individuals with the responsibility of monitoring the process. It is especially important that members of search committees comply with established campus policies and obtain permission before deviating from published processes. The Search Process The typical search process has five phases: pre-recruitment, recruitment, screening, interviews, and selection/offer of employment. The recommendations that followaddress each ofthese phases. 1. Pre-Recruitment To start recruitment, the recruitment must be approved through a campus approval process. During the prerecruitment phase, a recruiter is typically assigned to oversee the recruitment and advise the hiring manager on process/policy, including formation of a selection committee, where appropriate, and the designated chair (applicable if hiring manager is nota member) . The recruiter will work closely with the hiring manager/selection committee chair to ensure the selection committee members comply with established campus policies and HR processes; and also will assist in the recruitment, and development of the position announcement which must be consistent with the position description. The recruiter should discuss with the hiring manager/selection committee chair the following: campus recruitment procedures, posting requirements, guidelines for legally permissible employment inquiries (including background checks and references), the salary hiring range (within the class

FAQs

Who is the intended audience for the recruitment and hiring guidelines?

Human Resources Directors, Human Resources Officers, and/or campus designees responsible for administering CSU policy and procedures for recruitment and hiring.

What is the overall purpose of this technical letter?

To provide guidelines that help campuses use consistent, non-discriminatory search processes and develop appropriate hiring policies while recruiting highly qualified candidates.

What are the five phases of the typical CSU search process?

Pre-recruitment, recruitment, screening, interviews, and selection/offer of employment.

Sep 15, 2026

Uploaded by Skyler