HR Processes and Procedures
Have a question or need help with a request? We’re happy to help! Click through each topic for more information and click on the button below to reach out to your HR team.
Human Resource partners with all business units and their hiring managers to develop a strategy designed to make hiring more efficient and productive by focusing on long-term human resources planning and finding successful candidates for tough to fill positions or positions that require a specific skill set. While recruitment remains an important activity to fill immediate vacancies, talent acquisition builds a stronger organization, fosters teamwork and boosts productivity – helping to build the best possible team for the USC Finance Division.
Process
- Application
- Pre-Screen
- Interview
- Reference Checks
- Offer
Careers
Help us shape the USC experience! There’s a place for your unique skills, experience, and goals at USC Finance Division. Explore our current career opportunities and start our application today.
Contact your HR Business Partner if you have any questions.
Reclassifications can be requested by a department (manager/supervisor) or by an employee when an employee’s current job description does not appropriately reflect current duties and responsibilities. The information provided on the proposed job description should be based on the business needs of the position and department, and not on the employee’s skill sets.
Process to initiate a reclassification is as follows:
- Meeting with HRBP to determine if position has evolved and merits a reclass or developing a new job description.
- HRBP will provide forms required for employee and manager/supervisor to complete.
- a staff employee’s duties that resulting in the decrease or increase of the employee’s percentage of effort by 15% or more; and/or organizational structure
- Manager/supervisor to submit to HRBP forms for review and feedback.
- HRBP to submit completed reclassification packet to HR Director for final review and for submission to compensation for approval
- Packet to include the following:
- Position Questionnaire
- Employee’s current job description
- Proposed job description with
- Department/Unit organizational chart
- Justification memo/reason why reclass is being requested
No commitment of a change will be made to the employee until after the Office of Compensation notifies HR Director of their final determination of the reclassification package submitted.
Forms
Contact your HR Business Partner if you have any questions.
Coaching and Counseling is a process of communicating with an employee to improve unacceptable behavior or performance. HR Client Services is a resource for support and assistance with employment disputes between staff and supervisors. We partner closely with central University departments charged with investigating complaints to ensure compliance with University policies and practices.
Progressive Discipline Guidance – HR Client Services provides counsel and recommendations relative to progressive discipline guidelines, expectations, and implementation.
Policy and Resource Information
Contact your HR Business Partner if you have any questions.
Client Services provides assistance and guidance with layoffs and reorganizations. This includes support at the department level with action plans and proposals, and to staff with policy interpretation, questions pertaining to severance benefits and transition considerations.
Definitions
- Layoff—reduction in workforce: A reduction in workforce is the elimination of a department, unit, office or position that results in the termination of one or more employees and which reduces headcount. This may be due to financial necessity or programmatic redefinition.
- Layoff—reorganization: A reorganization may involve the elimination of one or more positions that changes the organizational structure within a department, unit or office resulting in termination of employment.
- Reorganization – may involve change in
- a staff employee’s duties, responsibilities and/or scope of authority of 30% or more; and/or
- a staff employee’s duties that resulting in the decrease or increase of the employee’s percentage of effort by 15% or more; and/or organizational structure
Policy and Resource Information
Layoffs and Reorganizations Policy and Process
Contact your HR Business Partner if you have any questions.
University of Southern California has a variety of paid and unpaid leaves of absence for employees. A leave of absence (LOA) allows an employee to be off work for an extended period of time and return to his/her former or a similar position when the leave ends.
An employee may be granted a for the following leaves, but not limited to, pregnancy disability leave, family and medical leave, California family rights act, work-incurred disability leave, and personal leave.
If you need to take a leave of absence and have additional questions, please contact your HR Business Partner.
University Web Resources
Benefits Website
Family Care and Medical Leave Policy
Leaving USC
Medical Leave Policy
Parental Leave
Contact your HR Business Partner if you have any questions.
In an effort to streamline the Interim Position Management Process, we have moved to an online form. All hiring managers will complete the Position Request Form in order to initiate the hiring/recruitment process. All approvals and review still remain in place. Position request packets will no longer be needed.
We are no longer required to submit independent contractor requests to the the Strategic Hiring Committee
Process
1. Fill out and submit the Position Request Form
2. A HR Business Partner will review and forward the request to your SBO, VP, and SVP.
3. Once finalized, the request will be sent to the Strategic Hiring Committee for Approval.
4. Once approved, your Talent Acquisition team will reach out to inform and create a recruitment strategy with you.
Schedule
We recognize that many positions require urgent attention. To ensure we have enough time allotted to receive approvals, we ask that you submit your request form by end of day Monday.
View the FAQ page to learn more about how to request time off.
Sick time may also be used to seek aid, treatment, or related assistance for domestic violence, sexual assault, or stalking.
Appropriate Attire and Appearance
Employees must report to work dressed appropriately and according to the requirements of the position and department; good grooming and personal hygiene are expected. Employees should also avoid the overuse of fragrance or scented products that could be bothersome to colleagues.
Employees in violation of this policy may be sent home to change; non-exempt staff will have the time charged to vacation accruals, or as leave without pay. Continued disregard of this policy may be cause for disciplinary action up to and including termination.
Contact your HR Business Partner if you have any questions.