I. Opening

A. This outline applies to all positions which receive compensation from the Barron County Restorative Justice (BCRJ) program or from it’s fiscal agent (Goodwill Industries) on behalf of the BCRJ program.

B. The Board of Directors must approve the creation of any new paid staff position or the hiring of additional staff for existing positions, including the salary range and benefits offered for the position.

C. A job description must exist for all positions and must be approved by the board before any recruitment or hiring activities take place. The Executive Director is responsible for the preparation of all job descriptions. Job descriptions must contain an outline of the responsibilities and the essential qualifications for the position.

II. Recruitment

A. The Executive Director will notify all paid BCRJ staff of open positions in the event anyone desires to be considered for a different position. Because of small staff size at present, verbal notification is acceptable.

B. At minimum, an advertisement will be placed in the Rice Lake Chronotype and the Barron News Shield. Ads may be placed in additional papers at the board’s discretion. All ads will run for a minimum of two weeks. Ads placed in daily newspapers should be run at least one time in each of two successive weeks. Other recruitment activities may also be appropriate, such as placing a notice of opening with job service centers at educational institutions. At such time the BCRJ program establishes a web site, position openings will be posted there as well.

C. For positions that may be clerical in nature, Step B may not be enforced if help is recruited from an appropriate program at a educational institution (i.e. a clerical assistant is obtained from WITC’s secretarial program).

III. Screening

A. Internal and external candidates will be screened against the qualifications for the position. All qualified candidates should be interviewed, but if this is not practical based on the number of candidates, the selection committee (as designated by the board) can determine the number of candidates which are to be interviewed. In all cases, whether candidates are internal or external, it is desirable that at least two candidates be interviewed for each position. Candidates who are not selected for a position or an interview will be notified of that decision by the Executive Director.

IV. Offer of Employment

A. All offers of employment (including salary) must be approved by the board prior to being offered to any candidate.

B. The Executive Director is responsible for working with the fiscal agent, Goodwill Industries, to insure that requisite paperwork is completed for payroll and employment purposes, and that an appropriate “new employee orientation” is completed for all new hires.