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.