07 – Technical Evaluation level 1

Background

The Technical Evaluation (TE) process, including TE level 1, has been part of the HR screening process for at least 20 years. Any position listed as TE 1 required approval by an Area or Intl Domain Coordinator (DC) before the assignment could be finalized. However the circumstances that required TE Level 1 have changed in these 20 years. With these changes it has been decided that the Technical Evaluation process would not be programmed into Workday, the new HR information system. This Advisory explains this decision and the new protocol. The date of the change of system was April 15, 2019. 

Advice

Why change?

The TE level 1 process has been discontinued because with well-defined position descriptions, many of the screening decisions can be taken at the local or area level. There are exceptions to this where additional screening is required as part of the assignment process.These positions will be flagged in Workday via the Job Profile (previously known as Standard Job). At the end of this notice you will find a complete list of domains as well as the list of positions currently marked as needing additional screening. For your reference, the new list is found here. At the end of this notice you will see 1) All Language Domains; 2) All Support Domains; 3) Specific Job Profiles (Standard Jobs) that require additional screening by a DC (Area or International) as part of the requirements for assignment.

Additional screening is required for positions where SIL has significant reputational risk, child safety risks, legal risks or where international professional certifications need interpreting. These domains include Health Services, Counseling, TCK & E and Aviation. Consultants in each Domain are also listed as requiring additional screening. The people in these positions put SIL at reputational, financial, safety or child abuse risk, or risk to life (medical, mental health and aviation). These risks need mitigating by additional screening.

Eligibility for additional screening for other positions will be discussed with domain representatives in the coming weeks.

New Protocol:

• Each position that requires additional screening is flagged in Workday with this requirement.
• The SIL HR staff person working with the applicant for the position will contact the relevant DC with the person’s name needing additional screening. They will provide contact information and position title.
• The SIL HR staff person will not proceed with the assignment until notification is received from the DC.
• The DC will follow that domain’s protocol for the appropriate additional screening process, requesting/receiving required documentation, interviews, etc.
• When the screening is completed, the DC will send the decision back to the HR Staff person.

*If the person is not approved, the HR staff person will advise the person and their sending organization of that decision.

• If approved, the HR staff person will upload the approval email to the person’s worker profile under Certifications*

*The certification will remain attached to the person, rather than to a position. In this way, for instance, it is possible to track where consultants are even if their position title does not reflect that activity.

• The HR Staff person will complete the assignment process in Workday.

There are open questions at this time.

The HR process has been designed and is set in Workday for ensuring people applying for a position that has additional screening are indeed screened. However, what needs to be determined by each domain coordinator and the SIL CHRO is:

• If all positions that do have a risk impact as defined above are on the list at this time for additional screening
• the scope of and protocol for the screening
• which person(s) is in place for each domain to do the screening
• how each domain chooses to support Area screening of staff taking flagged roles