Note: This page is a work-in-progress. Please email comments and suggestions to Felicia Bridges.
The Recruitment section of Human Resources handles actions related to filling an established, vacant position. Positions may become vacant through a separation or may be vacant because they are newly created. When considering a vacancy in your unit, you should consult with Budget regarding availability of funds and with Recruitment regarding strategies for posting the position, such as posting internally or externally, length of posting, and use of supplemental questions.
If you are a manager with a vacant position, you have several options. If your business needs have changed, you may consider re-classifying/reallocating the position to better meet your needs or abolishing (PDF, 114 KB) the position if there is no longer a need for it. You may find that the budget for the position is not sufficient to successfully recruit or that you would like to change the supervisor (PDF, 56 KB) of the position. It is best to correct any concerns about funding or supervision prior to posting the position. If your unit still requires the same work as specified in the most current position description, you will need to request to post and hire. Your first step will be to consult with your Budget Officer regarding funding and with the Recruitment office regarding the wording, length of posting, etc. You will need to submit the following documentation by attaching it to a requisition in NeoGov in order to begin the process to post and hire for a vacant position:
Once the position has been posted and closed, the recruitment office will screen all applications and refer the highly-qualified applicants for your consideration. You will receive specific instructions for interviewing, checking references, and submitting your recommended candidate. When you submit your recommendation to hire, you must include the following documentation:
For Career Banded positions, you will also submit the following forms, which are available on the DHHS Banding Forms page.
Please note that under certain circumstances, you may need to submit a justification memo at this point in the process. This is necessary if you are requesting a promotion with an increase greater than ten percent OR if the classification is not under DPH HR delegation of authority. Under current freeze guidelines, these requests will need to be approved at either the DHHS Central HR Office or at the Office of State Human Resources, depending on the amount of the increase. If you are uncertain about whether a particular classification is under the delegated authority of DPH HR, please contact the HR office.
The Classification section of Human Resources manages changes to an existing position, the creation of new positions, and the abolishment of positions which no longer meet business needs.
Possible classification actions include:
If you are a manager and have a subordinate position in which the job duties have changed significantly, you can request the position be studied for re-classification. This may result in the pay grade increasing or decreasing and, if filled, may result in an impact on the salary of the current employee. To request this study, you must submit:
If you are a manager and have the need to create a new subordinate position or have received or expect to receive funding through a new grant for a position, you must submit the documentation for the position to be studied for classification. To request this study, you must submit:
If a position that reports to you is no longer needed and there is no need or ability to re-classify the position to meet your needs, you should abolish the position. In order to abolish a position, you should submit the following:
NOTE: These actions may require two separate actions to be completed in Beacon, one to change the position and one to change the employee if the position is currently filled.
The Compensation section of Human Resources handles changes to an employee’s pay. Possible compensation actions include:
If you are a hiring manager and have selected a candidate to fill a posted vacancy you must first complete the process in NeoGov and then submit the needed documentation to HR.
For Career Banded positions, you must also submit:
*These forms are specific to each classification and can be found at http://www.ncdhhs.gov/humanresources/banding/.
Note: Under current budget constraints, we cannot presently process any in-range salary adjustment requests.
If you are a manager and have a subordinate position for which you believe a salary adjustment is justified for one of the reasons listed below, you must submit the required documentation to request this adjustment depending upon the type or reason for the adjustment.
For more information regarding Recruitment, Classification and Compensation, please contact:
|Felicia Bridges, Supervisor, Salary Administrator||919-707-5458||919-870-4830||Personnel Analyst, recruitment, classification and compensation|
|Glenn Ruess, Classification Analyst||919-707-5453||919-870-4830||Classification Analyst, Temporary Staffing and Dual Employment|
|Shanda Snead, Recruitment Specialist||919-707-5455||919-870-4830||Recruiter, recruitment visits, vacancy postings and application screenings|
|Shari Emery, Salary Administrator||919-707-5451||919-870-4830||Salary Administrator, salary and time administration, hiring actions in Beacon|
|Vacant, Recruitment Assistant||919-707-5459||919-870-4830||Personnel Assistant, vacancy postings, status of postings, I-9 verification|
The Division of Public Health uses the Merit-Based Recruitment and Selection Plan to fill positions subject to the State Personnel Act (GS-126) with highly-qualified individuals. Consideration will be given to applicants who possess an equivalent combination of related training and work experience commensurate with the minimum job requirements. Only applicants who meet the minimum training and experience requirements will be referred for consideration, unless a trainee appointment is included in the job announcement.
Salary ranges reflect the minimum and maximum rates for the pay grade of the job class (view the State of North Carolina salary schedules by effective July 1, 2012). Hiring ranges reflect the maximum salary that can be paid. Salaries are based on the selected applicant's relevant training and experience, labor market considerations, the need to maintain internal salary equity, available funding and other applicable policies.
The Department of Human Resources/Division of Public Health is an Equal Employment Opportunity Employer and provides an alcohol and drug free workplace.