Identify Vacancy and Evaluate Need Recruitments provide opportunities to departments such as aligning staff skill sets to initiatives and goals and planning for departmental and individual growth. Although there is work involved in the hiring process, proper planning and evaluation of the need will lead to hiring the right person for the role and team. Newly Created Position When it is determined a new position is needed, it is important to: Understand and take into consideration strategic goals for the University and/or department. Are there any upcoming changes that may impact this role? Conduct a quick analysis of UCR Core Competencies. Are there any gaps? What core skills are missing from the department? Evaluate the core skills required now and those which may be needed in the future. Conduct a Job Analysis if this position will be new to your department. This will also help to identify gaps. Replacement When attrition occurs, replacing the role is typically the logical step to take. Before obtaining approval to advertise the position, consider the following: As with a newly created position, it may be helpful to conduct a Job Analysis in order to tailor the position to what is currently required and to ensure proper classification. Your HR Classification Analyst can assist in reviewing and completing. Review the role and decide if there are any changes required as certain tasks and responsibilities performed by the previous person may not or should not be performed by the new person Carefully evaluate any changes needed for the following: Level required performing these tasks; considering the appropriate classification level. Be aware that changes in the classification of positions from represented to nonrepresented will require union notice and agreement Tasks carried out by the previous employee Tasks to be removed or added if any of the work will be transferred within department Supervisory or lead responsibility