Human Resources gives updates at management meeting
September 21, 2018
Aaron J. Tohtsoni
Gila River Indian News
The Gila River Indian Community Human Resources Department held a management meeting on Sept. 11 at Wild Horse Pass Hotel and Casino to give an update on the new hiring process and technological updates.
In the Aug. 15, 2018 Community Council regular meeting, the council unanimously passed a resolution approving an amendment to section 1 of the GRIC’s “Employee Policies and Procedures Reference Guide” by repealing and replacing the section titled, “Employment Process.”
Explaining the new hiring process was Chanin Roth, senior human resources specialist.
The amendment was passed to address the urgent need to immediately address the hiring of Community members and to help streamline the hiring process. It also afforded internal promotions to enrolled Community members who meet the minimum position requirements.
While the Community has always had a preference system, now enrolled Community members who are qualified and eligible will be considered first for every vacant position; if no qualified and eligible enrolled Community members apply for a position, then the screening/hiring will next go to a qualified member of another federally recognized tribe and then to non-Natives.
Some positions will only be afforded to Community members.
Also, preference points will be given to a spouse of a Community member (5 points), military veterans with a general, honorable or medical discharge (10 points) and enrolled Community members who were released from GRIC employment as a result of reduction in force within 12 months (8 points).
Other changes include the removal of an interview panel if an authorized requestor chooses so, the option to conduct interview outside of Governance Center and to formulate interview questions. The amendment also removed the option for the written justification to by-pass the hiring preference policy.
The other session of the meeting was given by senior human resources assistant Amber Mix and focused on the moving of employee performances from paper to online through the MUNIS employee self-service portal.
Supervisors can initiate the process on their end, the evaluation will be reviewed by human resources and then travels to the department director for approval before being delivered to the Community employee for an acknowledgment.
The move to an electronic delivery was to make it easier for all involved in the evaluation process.
Public Safety employees had their own session for hiring updates before the meeting concluded.