Recruitment and Selection

MnDOT Policy #WF032
Effective: March 24, 2022

Please go to the MnDOT Org Chart to find specific contact information: Org Chart.

Responsible Senior Officer: Deputy Commissioner/Chief Administrative Officer
Policy Owner: Director, Office of Human Resources
Policy Contact: Staffing Manager, Office of Human Resources

Policy statement

The Minnesota Department of Transportation (MnDOT) fully adopts the statewide policy, Recruitment and Selection, HR/LR #1434, issued by Minnesota Management and Budget (MMB) and incorporated herein by reference. The statewide policy establishes job vacancy announcement requirements and standards for the interview portion of the selection process. MMB ensures that agencies carry out their responsibilities under the statewide policy, develops training, and updates the statewide policy as necessary.

This policy assigns MnDOT specific responsibilities for the provisions in the statewide policy.

Reason for policy

The purpose of this policy is to ensure a fair and non-discriminatory hiring process. MnDOT actively promotes equal opportunity and affirmative action and strives to employ a diverse workforce.

Statewide policy HR/LR #1434 requires agencies to:

Adopt the statewide policy and communicate it with hiring managers.
Announce jobs in compliance with the statewide policy.
Conduct interviews in compliance with the statewide policy.
Submit waiver requests to MMB when appropriate.

Applicability

All MnDOT employees must comply with MnDOT policies.

Key stakeholders with responsibilities under this policy include:

Human Resources (Central Office and Districts)
Hiring Managers/Supervisors
Affirmative Action Officer

Responsibilities

Human Resources (Central Office and Districts)

Communicate the statewide policy to hiring managers.
Ensure minimum qualifications identified for a position are job-related.
Announce and post jobs in compliance with the statewide policy.
Collaborate with hiring managers/supervisors to develop interview questions and scoring anchors and select the interview panel.
Collaborate with hiring managers/supervisors to screen applicants and ensure minimum qualifications are met.
Guide hiring managers/supervisors through the selection process.

Hiring Manager/Supervisor

Collaborate with human resources to determine minimum qualifications for the position, ensure posting requirements are met, develop interview questions and scoring anchors, and select the interview panel.
Collaborate with human resources to screen applicants and ensure minimum qualifications are met.
Actively promote and provide equal access to available jobs, training, and promotional opportunities.
Work collaboratively with human resources and affirmative action staff to recruit and monitor the hiring process.
Conduct interviews in compliance with the statewide policy.
Ensure a fair and nondiscriminatory hiring and selection process, including completing the Monitoring the Hiring Process justification BEFORE an offer is made.
Employ a diverse workforce and hire a qualified candidate based on the candidate’s ability to do the job.

Affirmative Action Officer

Actively promote equal opportunity and affirmative action by conducting training for human resource personnel and hiring managers/supervisors on monitoring the hiring process.
Work collaboratively with hiring managers/supervisors and human resource personnel to provide coaching throughout the hiring process where necessary.
Review the Monitoring the Hiring Process justification and approve the selected candidate BEFORE the job offer is made.

Policy Owner (Director, Office of Human Resources)

Review the policy every two years, or whenever MMB makes changes to its statewide policy, to ensure the policy remains up-to-date.
Ensure documents and training associated with the policy remain current.
Work with the Policy Coordinator to revise the policy and/or confirm its accuracy.
Communicate policy revisions, reviews, and retirements to stakeholders.

Resources

Recruitment and Selection, HR/LR #1434
Equity and Diversity Website – including the Affirmative Action Plan
Business Data Catalog (BDC) – accessible from employee Intranet
MnDOT’s Policy Website

History and updates

Adopted

March 24, 2022

Policy Review

This policy's next scheduled review is due March 2024.