Effective Date Jan 1, 2016

Applicable Employee Classes:

Revised Date:

Approved by:

All Florida Tech Employees


Dr. T. Dwayne McCay, President

8.7 Employment


The following policy represents a commitment from the Office of Human Resources (OHR) to assist departments to understand and carry out Florida Tech’s employment procedures.

Forms necessary for recruiting and hiring:

  • Position Request (PR)
  • Job Description (JD)
  • Human Resources Action Form (HRAF)
  • Electronic Personnel Action Form (EPAF)
  • Applicant Selection Form


Job Description (JD)-this form includes the responsibilities, required qualifications, and reporting relationships of the job.

Position Request (PR)-this form is used to formally open any job vacancy for a new position or for a replacement.

Human Resources Action Form (HRAF)-this form has a variety of purposes, including employment changes. The form can be used for transfers, promotions, rate/hours changes, change in employee class, change in title, etc.

Completion of a JD and a PR is required before any position can be posted.

The minimum posting period for any position is five (5) days. During the posting period, the OHR will accept and review applications.

Applications will be forwarded to the hiring supervisors by the OHR. Only applicants that apply during the posting period will be referred.

The OHR will advertise on the Florida Tech website, HigherEdjobs.com, and CareerSource Brevard's job board. If the department is interested in conducting additional advertising, they should note it on the PR in the job advertising section. Funding for the advertising will be provided by the hiring department.

Interview Process
Once the applications have been received by the department, the hiring supervisors are responsible for scheduling interviews.

The Applicant Selection Form is to be used by the interviewing official at the completion of all interviews. These forms are part of our Affirmative Action Plan in compliance with Equal Employment Opportunity Commission guidelines against any type of discrimination.

Reference checks will be completed by the hiring supervisor.

Once all interviews are completed and the hiring official is ready to make a selection, the next step is to complete the EPAF or HRAF. An EPAF is created for candidates that are temporary or are not currently employed by the university. A HRAF is created for candidates who are currently employed by the university, excluding temporary employees. New hires may start at different pay rates according to the corresponding pay grade for the position. Some guidelines apply for lateral transfers, promotions, and demotions. Should an internal applicant be selected for the position, the hiring and releasing supervisors will agree on an effective day of transfer that will cause the least disruption to the normal operation of the releasing department. Normal notice is two weeks. In the event that the supervisors are unable to arrive at a mutually agreeable time frame, the maximum time the employee can be retained in the old position is one month.

Once the HRAF or EPAF has been received by the OHR, the OHR will make the formal offer and proceed with all necessary background checks. If the selected candidate is a Foreign National, the OHR will complete the Prospective Foreign National Employee or Visitor Assessment and submit to ISSS. The selection decision must remain confidential between the hiring official and the OHR until an offer has been made and accepted.

If the hire is for a director level or above, the job offer may be made by the hiring official (usually a vice president) after agreement with the OHR. The OHR will confirm such offers in writing.