How to Select a JIF (Resource)

All recruitments for contingent (non-benefitted; temporary and casual) positions require a completed employment application to be submitted to the Pediatrics HR team. Prior to hiring a contingent worker, please click the button below to download the employment application. Upon completion by the candidate, please submit it (and the candidate's resume/CV) to the Pediatrics HR team for review.

SU Employment Application

All new and replacement position requests must be reviewed and approved by the Pediatrics HR and Finance teams prior to posting a benefitted position or hiring a contingent worker. Please click the button below to complete and submit the Pediatrics Staff Business Plan. Once submitted, the business plan will be automatically routed to the Pediatrics HR and Finance teams for review and approval.

Pediatrics Staff Business Plan    

Interview Etiquette

Hiring Legal Reminder:

- As a result of New Fair Hiring measures, Assembly Bills (AB) 1008 and (AB) 168, steps have been taken to align our current hiring practices with these new laws effective January 1, 2018.

KEY CHANGES TO CURRENT HIRING PRACTICES

Ban the Box (AB1008)

• Job applications no longer include questions requesting an applicant’s criminal history
• We cannot inquire into or consider an applicant’s conviction history until the applicant has received a conditional employment offer
• We may initiate background checks only after we make a written conditional offer of employment

Salary History (AB168)

• Job applications no longer include questions requesting an applicant’s salary history
• We can no longer ask about an applicant’s salary history
• We cannot rely on salary history when determining whether to offer employment or what salary to offer (unless voluntarily provided)
• If an applicant voluntarily discloses salary history without prompting, we may consider that information to determine the salary for that applicant along with other factors in setting salary offer
• Upon request, we must provide the pay scale for the position to which an applicant applied

Recruitment Tools:

In an effort to ensure a consistent method for evaluating candidates across the School of Medicine, the Pediatrics Department would like to offer hiring managers the following resources to use during their interview processes.

• Interview Guide - Legal Considerations
• Behavioral Interview Tools & Guidelines
• SoM Standard Interview Questions
  
• SoM Candidate Evaluation Form
• Reference Check Form
• Reference Check Guidlines
• Diversity Job Posting Sites

Please let us know if you have any questions when using these resources during your interview processes.

HR Recruitment Services:

Pediatrics HR offers the following services to assist you with your recruitment. Please let us know which of the following services you would be interested in utilizing or if you would like a full recruitment done by our team.

• Screening of resumes so that only applicants meeting the minimum required qualifications are sent to you. This means that we will also complete the applicant disposition process throughout the resume screening process.
• Conducting screenings of the most qualified applicants, based on their resumes and applications, using Spark Hire.
• Creation and/or selection of interview questions using a interview question bank (includes candidate evaluation form).
• Conducting reference checks of your final candidate(s) using Checkster.

Please read the following carefully and completely:

• All positions must remain open to applicants for at least ten (10) calendar days before final selection and offer are made.
• Please visit the Stanford Careers webpage and enter your Job Req. number to view the job posting live: http://stanfordcareers.stanford.edu/.
• All applicants must apply through the Stanford Careers webpage to be considered for any benefits-eligible position: http://stanfordcareers.stanford.edu/.  
• All candidates with layoff preference who meet the minimum required qualifications of the position must be considered for hire prior to any other candidate being selected.
• Upon an applicant's request, we must provide the pay scale for the position to which the applicant applied. In order to ensure a transparent hiring process, it is strongly considered best practice to discuss salary requirements with each candidate at the beginning of the hiring process.
• Once you have identified a final candidate and completed a minimum of two (2) professional reference checks, a formal job offer must be made in writing prior to initiating a background check. For internal applicants, a personnel file review must be completed by our Pediatrics HR team prior to formally hiring the internal candidate.

Please review the forms below for an overview of the hiring process in Pediatrics and contact us with any questions.

Outline of Pediatrics New Hire Process

Fair Hiring Practices Fact Sheet

Fair Hiring Laws - FAQ

Salary Discussion Tip Sheet

The Inclusion, Diversity, Equity, and Access in a Learning Environment (IDEAL) initiative provides resources and community events to support Stanford's long range vision and commitment to an inclusive, equitable community.

We encourage you to explore the University's IDEAL Engage website for educational content and support resources that are updated regularly.

Resources for Managers

We encourage you to explore the School of Medicine's Process Excellence website for Lean-related content and resources that are updated regularly.

"Goal Setting" Training

The SoM Process Excellence team has created a series of online training courses to help you and your team set goals for the fiscal year. Click here to learn more.

Goal Setting Workbook

SMART Goals Graphic

Dimensions of Improvement

Voice & Influence

The Voice & Influence online curriculum is designed to empower women and men to realize their professional potential, and help them create organizations where workers can excel, belong and thrive. This online curriculum features education modules with faculty from leading universities. Watch the videos individually or with a group, using discussion guides to share experiences and discuss what "One Action" you can take to increase your own voice and influence.

Redesigning, Redefining Work Videobook

The Redesigning, Redefining Work Videobook offers innovative ideas and leading-edge research to help you create inclusive workplace cultures where people thrive and companies win in the global marketplace.

Our suggestion is to use the RRW Videobook as a resource to spark new ways of thinking about your own workplace. The frameworks presented here provide a broad overview of the challenges facing individuals and companies and offer new ways of thinking about solutions. Whether used as a company training video, or as an online resource for a flipped classroom, the RRW Videobook can provide a solid foundation for engaging in important conversations about the future of work.

Courtesy of University HR and University IT, all faculty and benefits-eligible staff in the Department of Pediatrics have free unlimited access to LinkedIn Learning (SUNet ID required).

LinkedIn Learning is an online training library that has over 13,000 courses covering business, technology, and creative topics. LinkedIn Learning is designed for all levels of learners. These videos are available 24 hours a day, 7 days a week and can even be viewed from the convenience of your computer or mobile device. We encourage you to begin enhancing your work skills at the convenience of your own schedule!

We encourage you to explore the School of Medicine's Talent Development Learning website for great content and resources that are updated regularly.

Supervisory Academy

SoM Mentorship Program

Learning Channels & Resources

SoM Retention Workshop Resource

We encourage you to explore Univeristy HR's (UHR) Manager Toolkit website for great content and resources that are updated regularly.

Manager Forums

Stanford Manager Academy

IDEAL Engage

Staff Engagement Resources

Reference Guide: Enhancing the Level of Employee Engagement

Staff Recognition Tips & Tools

We encourage you to explore the Cardinal@Work website for professional development courses that are updated regularly.

The trial period is an initial 12-month period of service during which the department assesses the performance of a newly hired, benefitted employee to determine if the employee meets the requirements and expectations of the position. Please click the button below to review the Trial Period policy. Supervisors are expected to contact Shawna McManus or Eric Andres immediately with any performance concerns.

Trial Period Policy

Supervisors may click the form below to download the current Performance Evaluation. Please work closely with Pediatrics HR to submit the completed Performance Evaluation upon an employee's Trial Period completion.

Performance Appraisal Form

2021 Annual Staff Performance Appraisals Presentation

Performance Management involves continuous and regular check-ins between employees and supervisors to achieve excellence in aligning organizational performance goals with personal performance goals. The performance management process helps to insure that employees have the opportunity to strive towards improving their job performance.

Annual Performance Evaluations in the Department of Pediatrics are typically completed between February and April of each calendar year. A performance evaluation must also be completed upon the successful completion of each employee's 12-month trial period.

Please download and review the following performance management documents, including the performance evaluation form and additional resources to use throughout the performance cycle. If you have questions about the process, please contact Shawna McManus or Eric Andres.

Digital personnel files in OpenText are currently for active benefits-eligible employees (no temps or casuals). E-files are not available for employees who terminated prior to 2012, when e-file usage began.

We are available to assist with all personnel file review requests (e.g. employee request or hiring manager request for internal final candidate) in a confidential manner. If you would like to request a personnel file review, please contact Shawna McManus or Eric Andres accordingly.