IV. 3. Appointment
Appointment to a position is another major part of the
employing process. Approval by the institution's governing body is usually
required. Such approval is mostly routine, especially if the preliminary
work has been accomplished properly and the steps already discussed
followed carefully. An appointment to a position provides an opportunity
for administrators to enhance their relationships with their superiors,
by reinterpreting goals and services of their agency or department as
a new person is hired to join the team. Each appointment offers a chance
to interpret and explain the institution to its leaders, and a wise
administrator takes advantage of it.
The appointment should be the best that can be offered,
in terms of position and salary. Responsibilities and opportunities
should be shared with the new worker. Often these are not clearly defined,
to the disadvantage of both worker and agency.
Specific responsibilities of the new employee should be
explained in detail. A new worker should be informed of the institution's
goals, its organizational makeup, its staff, its board, and the community
in which it operates. Also, specific duties of the worker and relevant
information about the job need to be spelled out, including such items
as salary, pay periods, fringe benefits, working hours, vacation policies,
staff meetings, travel regulations, committee structure, staff development
plans and relationships with other community agencies, especially those
in the same area of service.
A new appointee should be told the opportunities and possibilities
of the new position. A director who speaks positively about the agency
and its potential for service and achievement, both in terms of the
agency as a whole and for individuals, is helpful for new workers. Opportunities
within the agency need to be shared, such as community resources, chances
for writing and speaking, and opportunities for creativity. Help should
be offered if an employee and family are moving. Sometimes the employing
institution pays moving expenses.
Ordinarily, the level of appointment should be as high
as is commensurate with the background and experience of the applicant
and fair to other staff members. In an educational setting, the highest
possible academic rank should be given. In an institution, the title
should correspond with the level of employment.