New Job Listing Requisition Protocol

Step 1 - Position’s Manager Evaluates Need

• Position’s direct/indirect manager determines the need for a new or replacement role

  • Questions to self can include:

    • Can the work be accomplished without adding new staff?

    • Can policies or processes be improved or eliminated to reduce workload on current staff? 

    • Could the work be divided up differently? 

Step 2 - Submission Request for New Job Listing

• Position’s direct/indirect manager (“Hiring Lead”), prepares and submits either:

  • New job listing web form; or

  • Job request Excel template.

    • The Hiring Lead ensures that all required information requested on the form is accurate and complete to the best of their knowledge. 

Step 3 - Review New Job Listing Requisition

• Human Resources department personnel reviews the submitted Personnel Requisition.

• Human Resources department personnel shall determine whether an opening is to be approved based on:

  • Whether the Company and/or department has the budget to hire an employee for the position.

  • Whether the requested position fits the Company’s strategic goals.

• Human Resources department personnel will contact the Hiring Lead if any additional details are necessary or to ask questions.

Step 4 - Uploading New Job Listing Requisition Information and Formatting

• Human Resources department personnel are responsible for uploading and formatting submitted Personnel Requisition online form data into a job opening listing

  • Human Resources department personnel shall add the Other Duties statement with the following statement:

    • Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Dow Aero Logistics will be based on merit, qualifications, and abilities.

  • Human Resources department personnel shall add an Equal Employment Opportunities statement with the following statement:

    • The Company does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, national origin, age, genetic information, disability, and/or any other characteristic protected by applicable federal or state law. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

  • Human Resources department personnel shall add a Drug Screening statement with the following statement:

    • Any selected candidate for this role shall be screened for the unlawful use of drugs. This screening will be conducted in accordance with federal, state, and/or other local laws. Results shall be collected and approved prior to starting with the Company.

  • Human Resources department personnel shall add a Privacy Policy statement with the following statement:

    • By applying for this position, you agree to our Applicant Privacy Policy.

  • All positions shall, at minimum, have the following questions:

    • REQUIRED — Are you authorized to lawfully work in the United States?

    • REQUIRED — Will you now or in the future require Dow Aero, LLC to commence (“sponsor”) an immigration case in order to employ you (e.g. H-1B)?

    • REQUIRED — Legal Full Name (First, Middle, Last)

  • Safety-sensitive positions must have the following questions:

    • REQUIRED — Have you tested positive, or refused to test, on any pre-employment drug or alcohol test administered by an employer to which you applied for, but did not obtain, safety-sensitive responsibilities by Department of Transportation (“DOT”) agency drug and alcohol testing rules during the past two years? DOT 49 CFR Part 40, § 40.25(j)?

    • OPTIONAL — If you answer yes to the previous question, are you able to provide documentation that you can successfully complete DOT return-to-duty requirements, which are described in DOT 49 CFR Part 40, Subpart O, including the initial and follow-up reports from a Substance Abuse Professional and follow-up testing results?

  • The position shall initially be posted as a Draft.

Step 5 - Hiring Lead Review

• Human Resources department personnel notify the Hiring Lead that the job listing is available for review.

  • The Hiring Lead may view the job listing from the Company’s Applicant Tracking System (ATS).

  • If corrections are needed, or if any questions exist, the Hiring Lead shall promptly notify Human Resources department personnel.

Step 6 - Launch Job Opening

• Once approved, or after two (2) weeks (whichever is shorter), Human Resources department personnel shall set the Job Status to Open.

Have a question?