Getting Started

• The very first step in the process is to develop a workforce plan and identify a vacancy. During this stage, you should consult with your budget office, appointing authority, and HR Specialist. 

  • • The workforce plan should include identifying the minimum staffing requirements, how to cover future vacancies, advance approval to fill certain positions, identifying career paths for employees, a timeframe of the plan, and consider budgetary or financial impacts. 

• Once you've developed and have an approved workforce plan, you'll need to identify a vacancy. You should consider the following questions: 

  • • Does a vacancy in the staffing pattern actually exist?

    • Are funds available to fill the position? 

    • Does filling this vacancy impact the duties and/or classifications of other positions? 

    • Has the necessary approval to fill the position been obtained? 

    • Is there a current position description (PD) including an organizational chart on file? 

      • • • If so, review to determine if it is current or needs to be updated. 

          • If not, you will need to create a new one.

    • Is succession planning or career path an issue?

    • Are there any other unique considerations? 

• The next step in the process is to confirm or develop the job requirements for the position by:

  • • Reviewing the current PD and ensuring that it accurately reflects the current duties assigned to the position.

    • Identify the primary goals and objectives of the position. 

    • Identify the primary tasks, duties, and activities of the position, particularly those that are most important for successful job performance. 

    • Reviewing the minimum qualifications (i.e. education, experience, licenses, and certifications) for the position. 

    • Determine the knowledge, skills, abilities, and other personal characteristics a qualified person must possess to be successful in the job along with the preferred qualifications. 

    • Develop a list of conditions of employment, if applicable, for the position. 

• Once you've completed all these steps, you're ready to begin the recruitment and selection phase! 

Recruitment and Selection

• With the finalized PD, your HR specialist will develop the recruitment plan and discuss how far and wide to recruit for applicants. While most jobs are announced on NeoGov, depending on the position classification and other special circumstances, you may have other options to fill a vacancy. 

  • • • Additionally, during this stage, the HR Specialist draft the job announcement, establish the salary and help determine the required and preferred qualifications. 

• Once the recruitment plan has been agreed upon, the HR Specialist will post the announcement and applicants will begin to apply for the position.

• Before the final top candidates are identified and referred to you, your HR specialist will conduct a comparative analysis. 

  • • This analysis will compare the specific job-related knowledge, skills, abilities, behaviors and other competencies required in this position. Additional components may include structured interviews, application/resume review, oral panel examinations, written objective tests (multiple-choice, true/false), written narrative tests, performance tests, training and/or experience evaluations, or physical capacity tests.

• After the comparative analysis has concluded, the HR specialist will refer you the top six highest ranking candidates, plus any eligible veterans (if applicable) to be considered for the position.

• At this time, you may begin the post-referral assessments and interviews for the identified candidates. 

  • DNR Guidelines for Interview Panel Members

    • • The assessments can be conducted in a wide-variety of ways, including but not limited to: 

        • • • Interviews

            • Behavioral-Based Interviewing

            • Writing Samples

            • Structured Interviews

            • Assessment Centers

            • Work Samples

            • Realistic Job Previews

  • It's important to remember that this is your opportunity to further assess if the candidate is the best fit for your job.  During this time, your HR specialist can help you with developing interview questions and post-referral assessments. 

• Once you've completed the post-referral assessment, you may extend a verbal offer to your candidate and send out New Hire Paperwork.  

New Hire Paperwork

Congratulations! You are now ready to begin onboard your new employee!

• To initiate the Written Offer Letter and other New Hire Paperwork please complete the applicable form below and HR will initiate the appropriate new hire DocuSign envelope.  

  • • • DocuSign: Permanent New Hire Paperwork

      • DocuSign: Promotion or Lateral Transfer Paperwork

      • DocuSign: Temporary to Permanent Paperwork

      • DocuSign: State Agency to DNR Transfer Paperwork

• To initiate the OIT onboarding of your employee please see the new section below:  DNR-OIT Onboarding

• Within the first days of your new employee being with the Department of Natural Resources, we recommend that they review the New Employee Guide and DNR's and the Universal Policies.

• Finally, all new permanent employees must attend a New Employee Orientation session which is typically conducted on the middle Monday of each month. These sessions provide an overview of the state system, DNR, review important policies and provide critical benefit enrollment information.  NEO is conducted via webinar from 12:30 to 3 PM.  Click above to see schedule of webinars.

Return to Top