Veterans Employment Preferences Texas A&M University Rita - PowerPoint PPT Presentation

Veteran’s Employment Preferences Texas A&M University Rita Bowden, Manager of Recruitment and Workforce Planning at Texas A&M University 1

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Veteran’s Employment Preferences Texas Government Code, Chapter 657 Division of Human Resources and Organizational Effectiveness May 3, 2017

Definitions • State Agency includes a board, commission, council, committee, department, office, agency including institutions of higher education • Veteran includes a veteran, veteran w/disability, veteran’s surviving spouse who has not remarried and orphan of a veteran killed on active duty

Eligibility • Eligible for Veteran’s Employment Preference if: – Served in army, navy, air force, coast guard, or marine corps of the US or the US Public Health Service or the Texas military forces or an auxiliary service of those branches of the armed forces – Were honorably discharged

Interviewing Goals • For a posted vacancy, the hiring department must interview a certain number of individuals that qualify for Veteran’s Preference if they meet the minimum qualifications for the position • Goal is determined by number of applicants interviewed

Interviewing Goals • If up to seven applicants are interviewed and a veteran’s preference applicant is not in that seven, one Veteran’s Preference applicant should be added to those interviewed • If eight or more applicants are interviewed, twenty percent of the number interviewed must be Veteran’s Preference applicants

Interviewing Goals • This chart can be used as a reference: – If the pool has applicants who self-identify as eligible for Veteran’s Preference # of Individuals Minimum # of individuals to interview with Veteran’s Preference (required) Selected for Interview 1-6 1 7 1 (20% of 7 = 1.4, round down to 1) 8 2 (20% of 8 = 1.6, round up to 2) 9 2 10 2

Interviewing Goals • If there are no applicants that self-identify as eligible for Veteran’s Preference, the interview goal does not apply • The Veteran’s Preference applicants must only meet the minimum requirements, not in the top rated pool. They are added to the pool of applicants interviewed. • We do not require proof at interview time

Interviewing Goals • Update web and other process documentation with information on new interviewing goals • Send email directly to hiring manager when new position is posted, reminding them of need to include Veteran’s Preference eligible applicants and the goals • Check posting documentation before completing and communicate directly with those not including eligible applicants • Make sure communication includes the information that this is State Law compliance – not just a new process

Hiring order • New hiring order priority set when applying Veteran’s Preference in hiring decisions – When applicants do not have greater qualifications over an applicant self-identified as eligible for Veteran’s Preference, the order of application is: • Veteran with disability • Veteran • Veteran’s surviving spouse, not remarried • Orphan of veteran killed on active duty

Employment Goal • Each state agency shall establish a goal of hiring, in full-time positions at the agency, a number of veterans equal to at least 20 percent of the total number of employees of the state agency

Veteran’s Employment Positions • State agency may designate an open position as a veterans position and only accept applications for that position from individuals who are eligible for veteran’s preference • Some positions could have an eligible individual directly hired or appointed if TWC automated labor exchange is used

Reporting • Quarterly report filed with comptroller: – Percentage of total number of employees hired or appointed during the reporting period eligible for veteran’s preference – Percentage of total number of employees who are entitle to preference – Number of complaints filed with executive director and number of complaints resolved • Comptroller will make available to public on internet website

Complaints • An individual entitled to preference who is aggrieved in hiring, appointing or reduction in workforce may appeal decision by filing a written complaint with the executive director or designee as determined by the agency • Executive director/designee who receives a written complaint shall respond to complaint by 15 business day after receipt – Executive Director/designee may render a different decision if determined preference was not applied

Veteran’s Employment Liaison • Each state agency with at least 500 full- time equivalent positions shall designate an individual from the agency to serve as the Veteran’s Employment Liaison • Veteran’s Employment Liaison contact information shall be available on the agency’s Internet website

Website information • Texas A&M University has added information under Job Seekers on our website • Included Veteran’s Employment Liaison information and Veteran’s Preference information

Website

Website

Lessons Learned • Those eligible for the Veteran’s Preference designation do not completely understand what the preference includes: – Many believe if they are eligible for Veteran’s Preference, they get a job • The Veteran’s Employment Liaison educates those eligible for the Veteran’s Preference

Lessons Learned • Ongoing educational process, hiring managers/interview committees need to be updated regularly about the interviewing goals.

Rita Bowden Manager of Recruitment & Workforce Planning, Veteran’s Employment Liaison 979.862.1015 rbowden@tamu.edu employees.tamu.edu

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