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ACS Recruitment Training Customer Care Region
Introduction <ul><ul><li>The “How to Become a Successful Recruiter at ACS” Training goal is to provide new  </li></ul></ul...
Introduction <ul><ul><li>In Training Session 2 the recruiter will understand: </li></ul></ul><ul><ul><li>ACS Benefits </li...
Who is ACS?  ACS Mission Statement  ACS Organization Chart ACS Main Lines of Business  ACS Clients
Who is ACS? <ul><li>ACS is the leading provider of fully diversified, end-to-end business process outsourcing (BPO) and in...
ACS Mission Statement <ul><ul><li>We will be the premier provider of business process and information technology outsourci...
ACS Organization Chart Harvey Braswell Government Sales Brad Martin Department of Education Michael Huerta Transportation ...
ACS Service Offerings (Lines of Business) <ul><li>Commercial Solutions Group </li></ul><ul><li>By contracting with ACS, cl...
ACS Service Offerings (Lines of Business) <ul><li>For  Government services  ACS is a leader in delivering creative and pra...
ACS Clients Client names/logos may not be used externally without prior written permission.
Questions and Answers <ul><li>ACS has approximately _______ employees. </li></ul><ul><li>The CEO of ACS is________________...
ACS Customer Care <ul><li>Over $250M in revenues </li></ul><ul><li>Nearly 7000 employees </li></ul><ul><li>14 US Domestic ...
Pillars of Excellence <ul><li>Client Satisfaction </li></ul><ul><li>Profitability </li></ul><ul><li>Revenue Growth  </li><...
Customer Care Top Ten <ul><li>“ Can do” attitude   </li></ul><ul><li>Client goals are our goals   </li></ul><ul><li>Strong...
Customer Care Region Mike Marrow Managing Director Customer Care Chris Tranquill Regional VP Sprint Art DiBari Regional VP...
General Site Org Chart General Manager SBU III SBU Manager/Sr.  Ops Manager SBU i IT Site Mgr. Sys Tech Mgr Office Admin. ...
What are the ACS Staffing Goals?  Who are the Leaders & Points of Contact in Staffing?
ACS Staffing Goals <ul><li>ACS Staffing Goals are: </li></ul><ul><ul><li>To select and hire the most appropriately qualifi...
Staffing Organization Leadership Team Member Title & Responsibilities Clint Jaynes Dallas Corporate Office <ul><li>Vice Pr...
Customer Care Recruiting Leadership Team Member Title & Responsibilities Cathleen Timmons Dallas Corporate Office <ul><li>...
Customer Care Recruiting Top 11 <ul><li>Find the right candidates for the job </li></ul><ul><li>Complete ALL paperwork </l...
ACS New Hire Process ACS Definition of an Applicant ACS New Hire Flowchart Define Requirement Hiring Manager’s Recruitmax ...
ACS Definition of an Applicant <ul><li>ACS RECRUITMENT AND APPLICATION PROCEDURES </li></ul><ul><li>I.  DEFINITIONS: </li>...
Customer Care Recruiting Processes <ul><li>Recruiting in the Customer Care organization is typically separated into two gr...
ACS New Hire Process
ACS New Hire Process <ul><li>Define Requirement </li></ul><ul><li>1.  Hiring Manager identifies a job requirement and  </l...
ACS New Hire Process <ul><li>Identify/Source Candidates </li></ul><ul><li>Recruiter discusses sourcing strategy with Hirin...
ACS New Hire Process <ul><li>Identify/Source Candidates Continued </li></ul><ul><li>5.  Recruiter establishes candidate po...
ACS INTERNAL APPLICANT <ul><li>Internal Candidate Process </li></ul><ul><li>Internal Candidate Application </li></ul><ul><...
ACS INTERNAL APPLICANT <ul><li>  MSS/ESCN </li></ul><ul><li>Manager Self-Service commonly referred to as (MSS) allows mana...
ACS New Hire Process <ul><li>Recruiter schedules interview for Candidate(s) with Hiring Manager and  </li></ul><ul><li>Can...
ACS New Hire Process <ul><li>Rehire Policy </li></ul>
ACS New Hire Process <ul><li>ACS Reference Check Form   </li></ul><ul><li>Before extending an offer for any Manager positi...
Offer Approval Process <ul><li>All offers for non-production positions must be approved by the Regional Vice President pri...
ACS New Hire Process <ul><li>Extending The Offer  </li></ul><ul><li>It is very important that the recruiter has pre-closed...
ACS New Hire Process <ul><li>Extending The Offer Continued </li></ul><ul><li>The Recruiter and/or Recruiting Assistant pre...
ACS New Hire Process <ul><li>ChoicePoint (Background Checks)  </li></ul><ul><li>ACS Background Check Policy </li></ul><ul>...
Non-Exempt Production Hiring <ul><li>Recruiting for Non-exempt Production positions will have a simplified process.  </li>...
CIS Candidate Flow Process
ACS New Hire Process <ul><li>ChoicePoint (Background Checks) </li></ul><ul><li>All  new employees </li></ul><ul><li>ACS Ba...
Questions & Answers <ul><li>True or False </li></ul><ul><li>Requisitions are opened in Recruitmax by only the Hiring Manag...
ACS New Hire Process ACS 2006 BENEFITS
Question & Answers <ul><li>The ACS Affordable Health Plan is for full-time employees who are non-exempt  </li></ul><ul><li...
ACS NEW HIRE PAPERWORK PROCESS Steps to Ordering New Hire Packet (Documents) ACS New Hire  Paperwork Process  Flowchart Th...
Ordering New Hire Packets <ul><li>Steps to Ordering New Hire Packets </li></ul><ul><li>Step 1 Recruiter completes the New ...
New Hire Paperwork <ul><li>The 5 Critical Documents for New Hire Paperwork </li></ul><ul><li>New Hire Paperwork Checklist ...
New Hire Paperwork   <ul><li>New Hire Paperwork Checklist </li></ul><ul><li>The following are examples of new hire paperwo...
New Hire Paperwork   <ul><li>Continuing on the list of  examples of new hire paperwork in addition to the 5 critical docum...
New Hire Process- 4 th -11 th  Day Termination Process
Questions & Answers <ul><li>True or False (Why) </li></ul><ul><li>The Form I-9 can be completed up to 10 days after the ne...
 
Recruitmax Recruitmax provides the following:   • Automated applicant tracking for the recruitment process   •Job requisit...
Recruitmax Training Web Address:  http://acsg.recruitmax.com / Access and Login to Recruitmax Creating a Domestic Requisit...
Job File Compliance <ul><ul><ul><ul><ul><li>What are Job Files? </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Job ...
  Job File Compliance <ul><li>What are Job Files? </li></ul><ul><ul><li>Compliance Requirements for documents </li></ul></...
What are Job Files <ul><li>Paperwork  that needs to be available and in compliance for a DOL audit when questions arise ab...
ACS Staffing Compliance Guide <ul><li>ACS Staffing complies with the following federal regulations: </li></ul><ul><li>EEO ...
Business Groups that Support Recruiting <ul><li>Compensation </li></ul><ul><li>Data Operations </li></ul><ul><li>Employee ...
Compensation How does Compensation support Recruiting? Who do I contact in Compensation?
Compensation <ul><li>Compensation develops compensation programs that attract talented professionals. </li></ul><ul><li>Th...
Data Operations <ul><li>How does Data Operations assist in the New Hire Process? </li></ul><ul><li>What are the main funct...
How does Data Operations assist in the  New Hire Process? <ul><li>Paperwork is received and reviewed by ACS Staffing Recru...
Data Operations Processing Functions (Tempe, AZ, and Jamaica) <ul><li>Tempe, AZ office-scans new hire documents  </li></ul...
Employee Relations & Governance <ul><li>Develops and maintains clear and consistent company policies, procedures, and busi...
PAYROLL <ul><li>What Recruiters should know about payroll? </li></ul><ul><li>Pay Periods </li></ul><ul><li>Bi-Weekly </li>...
Questions & Answers <ul><li>A recruiter can contact _________about salary surveys, job  </li></ul><ul><li>descriptions, pe...
RESOURCES <ul><li>ACS Company Information </li></ul><ul><li>InfoBank </li></ul><ul><li>Contact List </li></ul><ul><li>ACS ...
ACS  Company Information <ul><li>ACS at a Glance </li></ul><ul><li>ACS created the  ACS at a Glance  to meet the demand fo...
INFOBANK <ul><li>ACS InfoBank –  http://infobank.acs-inc.com   </li></ul><ul><li>The ACS InfoBank is a “one-stop shop” emp...
Contacts Name & Title Phone Role & Responsibility Connie Kendall Administrative Supervisor 214-887-7454 New Hire Processes...
Contacts Name & Title Phone Role & Responsibility Denise Dolby Executive Administrative Assistant 214-584-5845 Support to ...
Contacts Compensation Contacts Phone Role & Responsibility Shelli Kavanaugh Dir, Compensation 214-841-6972 Compensation Ch...
Contacts Contact Phone Role & Responsibility ACS HR Call Center  877-276-2860 [email_address] Benefits & Payroll ACS Globa...
HR and DRP Contacts Regional Human Resources Contact Region Territories Phone Number Russell Goin Texas/Region 1 TX, OK, L...
  Conclusion Questions & Answers
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Back To Basics Recruiting New Recruiter Training

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Back To Basics Recruiting New Recruiter Training

  1. 1. ACS Recruitment Training Customer Care Region
  2. 2. Introduction <ul><ul><li>The “How to Become a Successful Recruiter at ACS” Training goal is to provide new </li></ul></ul><ul><ul><li>recruiters within 3 training sessions the following guide: </li></ul></ul><ul><ul><li>In Training Session 1 the recruiter will understand: </li></ul></ul><ul><ul><li>Who is ACS? </li></ul></ul><ul><ul><li>ACS Mission Statement </li></ul></ul><ul><ul><li>ACS Organization Chart </li></ul></ul><ul><ul><li>ACS Main Lines of Business </li></ul></ul><ul><ul><li>ACS Clients </li></ul></ul><ul><ul><li>Customer Care Region </li></ul></ul><ul><ul><li>Pillars of Excellence & Customer Care Top 10 </li></ul></ul><ul><ul><li>Customer Care Organization Chart </li></ul></ul><ul><ul><li>General Site Organization Chart </li></ul></ul><ul><ul><li>Staffing Goals/Organization </li></ul></ul><ul><ul><li>The ACS New Hire Process </li></ul></ul><ul><ul><li>ACS Definition of an Applicant </li></ul></ul><ul><ul><li>ACS New Hire Flowchart </li></ul></ul><ul><ul><li>Define Requirements </li></ul></ul><ul><ul><li>Identify and Source Candidates </li></ul></ul><ul><ul><li>Interview and Select Candidates </li></ul></ul><ul><ul><li>The Internal Applicant Process </li></ul></ul><ul><ul><li>The ACS External Application Packet </li></ul></ul><ul><ul><li>Rehire Policy </li></ul></ul><ul><ul><li>Reference Checks </li></ul></ul><ul><ul><li>Extending the Offer </li></ul></ul><ul><ul><li>Vendor/Candidate Reimbursement </li></ul></ul><ul><ul><li>ChoicePoint Background Checks </li></ul></ul><ul><ul><li>Quest Drug Testing </li></ul></ul>
  3. 3. Introduction <ul><ul><li>In Training Session 2 the recruiter will understand: </li></ul></ul><ul><ul><li>ACS Benefits </li></ul></ul><ul><ul><li>Ordering of New Hire Paperwork </li></ul></ul><ul><ul><li>New Hire Paperwork Compliance and Process </li></ul></ul><ul><ul><li>Form I-9 </li></ul></ul><ul><ul><li>In Training Session 3 the recruiter will understand: </li></ul></ul><ul><ul><li>Job File Compliance </li></ul></ul><ul><ul><li>Recruitmax/Vurv (Applicant Tracking Tool) </li></ul></ul><ul><ul><li>ACS Staffing Compliance (EEO, AA, ADA) etc. </li></ul></ul><ul><ul><li>Business Groups that Support Recruiting </li></ul></ul><ul><ul><li>Frequently Used Terminology and Acronyms </li></ul></ul><ul><ul><li>Recruiter Resources </li></ul></ul><ul><ul><li>Contacts for Recruiters </li></ul></ul>
  4. 4. Who is ACS? ACS Mission Statement ACS Organization Chart ACS Main Lines of Business ACS Clients
  5. 5. Who is ACS? <ul><li>ACS is the leading provider of fully diversified, end-to-end business process outsourcing (BPO) and information technology (IT) solutions to commercial and government clients worldwide. </li></ul><ul><ul><li>Founded in June 1988 </li></ul></ul><ul><ul><li>More than $5 Billion in Annual Revenue </li></ul></ul><ul><ul><li>Fortune 500 Company </li></ul></ul><ul><ul><li>Over 50,000 employees </li></ul></ul><ul><ul><li>Worldwide Locations </li></ul></ul><ul><ul><ul><li>Supporting client </li></ul></ul></ul><ul><ul><ul><li>operations in nearly </li></ul></ul></ul><ul><ul><ul><li>100 countries </li></ul></ul></ul><ul><ul><ul><li>750 global locations </li></ul></ul></ul>
  6. 6. ACS Mission Statement <ul><ul><li>We will be the premier provider of business process and information technology outsourcing services. </li></ul></ul><ul><ul><li>We will design innovative solutions to meet our clients’ business requirements and deliver only the highest quality of service. </li></ul></ul><ul><ul><li>We will marshal talented, committed people and create an environment in which they can grow professionally through their achievements. </li></ul></ul><ul><ul><li>We will generate dependable and growing revenues, earnings, and returns to our shareholders. </li></ul></ul>
  7. 7. ACS Organization Chart Harvey Braswell Government Sales Brad Martin Department of Education Michael Huerta Transportation Solutions Skip Stitt Government & Community Solutions John Crysler Government Healthcare Solutions Lynden Lyman Finance & Revenue Solutions John Brophy EVP, Business Relations John Rexford EVP, Corporate Development Lynn Blodgett Executive Vice President and Chief Operating Officer Mark King President and Chief Executive Officer Paul Ryan SVP, Operations Advisory Services Gladys Mitchell VP, Chief Ethics Officer Warren Edwards EVP, Chief Financial Officer Lora Villarreal SVP, Chief People Officer Lesley Pool SVP, Chief Marketing Officer Bill Deckelman EVP, General Counsel Steve Snyder Vertical Markets Tracy Tolbert Commercial Sales Mike O’Hara ITO Services Ann Vezina BPO Services Tom Blodgett Commercial Shared Services Lynn Blodgett Group President Commercial Solutions Tom Burlin Group President Government Solutions
  8. 8. ACS Service Offerings (Lines of Business) <ul><li>Commercial Solutions Group </li></ul><ul><li>By contracting with ACS, clients can concentrate on their key business strategies, while we manage and operate the back office processes that may not be essential to their offerings. ACS also provides IT services and solutions for small and large systems, networks and enterprises. </li></ul>BPO Solutions Administration Finance and Accounting Human Resource Solutions Operations Payment Services Sales, Marketing and Customer Care Supply Chain Management IT Outsourcing Solutions Applications and Software Solutions Desktop & Seat Management E-business and web services Enterprise Solutions Management Hardware Outsourcing Information Systems Outsourcing Security Services Systems Integration Services Technology Review and Assessment
  9. 9. ACS Service Offerings (Lines of Business) <ul><li>For Government services ACS is a leader in delivering creative and practical solutions. </li></ul><ul><li>Government Services encompasses : </li></ul><ul><ul><li>Medicaid Services </li></ul></ul><ul><ul><li>Decision Support System </li></ul></ul><ul><ul><li>Pharmacy Benefit Management </li></ul></ul><ul><ul><li>Child Support Enforcement </li></ul></ul><ul><ul><li>Electronic Benefit Transfer (EBT) </li></ul></ul><ul><ul><li>Crisis Management </li></ul></ul><ul><ul><li>E-Government </li></ul></ul><ul><ul><li>Child Health Services (CHIP) </li></ul></ul><ul><ul><li>Managed Care Services </li></ul></ul><ul><ul><li>Eligibility and Enrollment Services </li></ul></ul><ul><ul><li>Electronic Traffic Enforcement </li></ul></ul><ul><ul><li>Toll Collections </li></ul></ul><ul><ul><li>Commercial Transportation and Tracking </li></ul></ul><ul><ul><li>Workforce Services for Job Training </li></ul></ul>
  10. 10. ACS Clients Client names/logos may not be used externally without prior written permission.
  11. 11. Questions and Answers <ul><li>ACS has approximately _______ employees. </li></ul><ul><li>The CEO of ACS is___________________. </li></ul><ul><li>ACS is the leading provider of fully diversified, end-to-end </li></ul><ul><li>________( ) and__________( ) solutions to commercial </li></ul><ul><li>and government clients Worldwide. </li></ul>
  12. 12. ACS Customer Care <ul><li>Over $250M in revenues </li></ul><ul><li>Nearly 7000 employees </li></ul><ul><li>14 US Domestic Locations </li></ul><ul><li>2 Sites in Juarez, Mexico </li></ul><ul><li>1 Site in Makati City, Philippines </li></ul>
  13. 13. Pillars of Excellence <ul><li>Client Satisfaction </li></ul><ul><li>Profitability </li></ul><ul><li>Revenue Growth </li></ul><ul><li>Associate Satisfaction </li></ul>
  14. 14. Customer Care Top Ten <ul><li>“ Can do” attitude </li></ul><ul><li>Client goals are our goals </li></ul><ul><li>Strong work ethic </li></ul><ul><li>Sense of urgency </li></ul><ul><li>Communicate </li></ul><ul><li>Focus on results </li></ul><ul><li>Attention to Detail </li></ul><ul><li>Team Work </li></ul><ul><li>Self – Improvement </li></ul><ul><li>Great People! </li></ul>
  15. 15. Customer Care Region Mike Marrow Managing Director Customer Care Chris Tranquill Regional VP Sprint Art DiBari Regional VP East Jeff Yentis Regional VP North Bob Waters Special Assistant Scott Bienacker LOB Controller Lance Hale Regional VP South Amy McCarty Vice President Customer Care Solutions Development Tony Ingalls Vice President Decision Support Systems Rebecca Shewbridge Vice President Global Training and Quality Simon Hobden Division VP Sprint New Business John MacDonald Division VP Sprint/Nextel/Boost/Nike Staci Niddrie Vice President Sprint/Nextel David Afdahl Division Vice President Care Steve Brown Division VP Philippines Rick Hale General Manager Sandy, UT Ryder/SMG/Spherion/Verizon BellSouth/Boost Mobile Greg Jimenez General Manager Frostburg, MD UPCH/Aetna/Partners/BCBS David Beal General Manager Bartlett, TN Brother Intl Mike Meile SBU Manager Albany, NY NY Disbursement Eric Petty General Manager Juarez Plant 1 7-Eleven/AT&T Michelle Tierney General Manager Houston, TX Trilegiant/Sprint/Nextel Partners Cathleen Timmons Vice President Professional Services Nirmal Prasad Director Region Software Dev. Amnish Khosla Director Regional MIS Ramiro Candela Acting Director NWFM Open Director GQA Andre VanChau Director Accent Neutralization Brad Erickson Director Learning & Development Christina Morris Division Vice President Kathy Konkol Vice President CSB Business Operations Jay Hinckley General Manager Cary, NC Aetna/Humana
  16. 16. General Site Org Chart General Manager SBU III SBU Manager/Sr. Ops Manager SBU i IT Site Mgr. Sys Tech Mgr Office Admin. Office Administrator Payroll Payroll Specialist Receptionist Admin. Clerk Reports Analyst Systems Development Specialist Ops. Mgr. CC Ops Mgr Sup. II CC Supervisor Sup. I CC Supervisor Network Admin Info Mgt Mgr Desktop/Facilities Support Fac Sup Spec/ Systems Tech Recruiter Recruit. Assist. Trn. QA Mgr. CC Manager Trn. Bay Sup. CC Supervisor QA Sup. CC Supervisor Perf. Coach CC Team Coach Perf. Coach CC Team Coach Workplace Partner Program Mgr. Project Support Mgr WF Sup. CC Supervisor WF Spec. Proj Sup Assoc Analyst Trainer - Exempt Learning & Dev Consultant Trainer – Non-Exempt Learning & Dev Specialist
  17. 17. What are the ACS Staffing Goals? Who are the Leaders & Points of Contact in Staffing?
  18. 18. ACS Staffing Goals <ul><li>ACS Staffing Goals are: </li></ul><ul><ul><li>To select and hire the most appropriately qualified candidates for the ongoing needs of our business; </li></ul></ul><ul><ul><li>To consistently and uniformly apply a job-related selection process </li></ul></ul><ul><ul><li>to all candidates; and </li></ul></ul><ul><ul><li>To be fair, objective and non-discriminatory in all of our selection decisions. </li></ul></ul>
  19. 19. Staffing Organization Leadership Team Member Title & Responsibilities Clint Jaynes Dallas Corporate Office <ul><li>Vice President, Staffing </li></ul><ul><li>Develop ACS Staffing Strategy </li></ul><ul><li>Staffing Team Talent Acquisition & Evaluation </li></ul><ul><li>Overall Execution of ACS Staffing Strategy </li></ul>Scott Waters Atlanta Regional Office <ul><li>Assistant Vice President, Staffing </li></ul><ul><li>Government & Healthcare Solutions </li></ul><ul><li>Lead & Manage G & H Recruiters </li></ul><ul><li>Ensure all Gov’t & Healthcare projects are properly staffed </li></ul>Michael Wise Dallas Corporate Office <ul><li>Director, Staffing </li></ul><ul><li>Commercial Solutions Group </li></ul><ul><li>Lead & Manage CSG Recruiters </li></ul><ul><li>Ensure all CSG projects are properly staffed </li></ul>Ellen Pickle Dallas Corporate Office <ul><li>Director, Staffing </li></ul><ul><li>ACS Corporate & Staffing Projects </li></ul><ul><li>Lead & Manage Corporate Recruiters </li></ul><ul><li>Staffing Projects (Recruitmax, Exec. Referral) </li></ul><ul><li>Administration & Compliance </li></ul>
  20. 20. Customer Care Recruiting Leadership Team Member Title & Responsibilities Cathleen Timmons Dallas Corporate Office <ul><li>Vice President, Customer Care Professional Services </li></ul><ul><li>Develop Customer Care Staffing Strategy </li></ul><ul><li>Staffing Team Talent Acquisition & Evaluation </li></ul><ul><li>Overall Execution of ACS Staffing Strategy </li></ul>Tim Smith Sandy, UT <ul><li>Director, Staffing </li></ul><ul><li>Customer Care </li></ul><ul><li>Lead Customer Care Recruiters </li></ul><ul><li>Establish Customer Care Recruiting Processes and Best Practices </li></ul><ul><li>Administration & Compliance </li></ul>
  21. 21. Customer Care Recruiting Top 11 <ul><li>Find the right candidates for the job </li></ul><ul><li>Complete ALL paperwork </li></ul><ul><li>Meet class sizes </li></ul><ul><li>Drug Screen and BI completed on time </li></ul><ul><li>Actively be part of the Customer Care Team </li></ul><ul><li>Understand the responsibilities of the position(s) for which you are hiring </li></ul><ul><li>Be creative in promoting candidate flow </li></ul><ul><li>Accurate and Timely reporting </li></ul><ul><li>Understand Future needs and Growth </li></ul><ul><li>Get New Employees excited about ACS </li></ul><ul><li>Escalate whenever the possibility exists to miss deliverable </li></ul>
  22. 22. ACS New Hire Process ACS Definition of an Applicant ACS New Hire Flowchart Define Requirement Hiring Manager’s Recruitmax Tutorial (InfoBank) Types of Employment Hiring Manager’s List Ultipro Identify and Source Candidates Affirmative Action Plans Job Boards Ultipro Employee Referral Interviewing and Selection of Candidates Interview Evaluation/Offer Letter Request Form Internal Candidate Process Rehire Policy External Application Packet Reference Checks Extend Offer Vendor/Candidate Reimbursement ChoicePoint Background Checks Quest Drug Testing
  23. 23. ACS Definition of an Applicant <ul><li>ACS RECRUITMENT AND APPLICATION PROCEDURES </li></ul><ul><li>I. DEFINITIONS: </li></ul><ul><li>An applicant is defined as an individual who: </li></ul><ul><li>1. Submits an expression of interest in employment through the Internet or related electronic data technologies by completing ACS’s application process or otherwise applies for an open, posted position; </li></ul><ul><li>2. Is considered for employment in a particular position; </li></ul><ul><li>3. Possesses the basic qualifications for the job in question; and </li></ul><ul><li>At no point in the selection process prior to receiving an offer of employment removes himself or herself from further consideration or otherwise indicates that he or she is no longer interested in employment in the position. </li></ul><ul><li>II. OVERALL PROCESS MANAGEMENT </li></ul><ul><li>1. ACS practice is to not accept unsolicited resumes or employment applications. </li></ul><ul><li>2. ACS practice is to not accept any resumes or employment applications that do not identify a specific position. </li></ul><ul><li>3. ACS practice is to not consider as an applicant any candidate whose salary expectations do not match the salary ACS will pay for the position in question. Recruiting personnel will assess a candidate’s salary expectations during an initial phone screen, if necessary. </li></ul><ul><li>4. ACS practice is to not evaluate expressions of interest in employment outside of the time a position is posted for submission of applications. </li></ul><ul><li>5. ACS practice is to not evaluate expressions of interest that reside outside of the geographic area being considered for the position unless those expressions of interest specifically communicate a desire to relocate to the geographic area where the specific position is based without relocation benefits if no relocation assistance is available. </li></ul><ul><li>6. ACS recruiting practice may include a search for applicants via a productive database search. In these circumstances any candidate who satisfies the definition of an applicant referenced above, should be considered an applicant and identified on the applicant flow log. By way of further explanation, if a review of the database produces 15 resumes to be reviewed by Recruiting personnel and they, through an initial phone screen, determines that 10 of the candidates satisfy the definition of an applicant, which includes completing an ACS application for the open, posted position, then those 10 individuals should be accounted for on the applicant flow log. From those 10 applicants, three people are selected for an interview. The applicant pool should not be limited to only those applicants who were interviewed but instead would include all 10 individuals who were considered applicants. </li></ul>
  24. 24. Customer Care Recruiting Processes <ul><li>Recruiting in the Customer Care organization is typically separated into two groups: </li></ul><ul><li>Production Recruiting/Hiring </li></ul><ul><li>Exempt/Non-Production Recruiting/Hiring </li></ul><ul><li>We cover the Exempt/Non-Production process first </li></ul>
  25. 25. ACS New Hire Process
  26. 26. ACS New Hire Process <ul><li>Define Requirement </li></ul><ul><li>1. Hiring Manager identifies a job requirement and </li></ul><ul><li>determines if the need is permanent, project based or </li></ul><ul><li>temporary. </li></ul><ul><li>2. Hiring Manager and/or Recruiter receives proper </li></ul><ul><li>approvals from upper management to open requisition. </li></ul><ul><li>Position vacancies must be posted for a minimum of </li></ul><ul><li>three (3) calendar days. </li></ul><ul><li>3. Hiring Manager identifies elements of the job needed </li></ul><ul><li>and chooses a title and job description in the recruitment </li></ul><ul><li>tracking system. If the position is not found in the </li></ul><ul><li>system, or is a newly created position, and the Manager </li></ul><ul><li>does not know Job Description, Job Title, Project One </li></ul><ul><li>Code, or Salary Range, the Manager should contact the </li></ul><ul><li>Compensation Department to get information and create </li></ul><ul><li>a job description questionnaire. </li></ul><ul><li>4. The Hiring Manager and/or the Recruiter open a job </li></ul><ul><li>requisition in Recruitmax the ACS Staffing online </li></ul><ul><li>applicant tracking system. Manager/Recruiter will need </li></ul><ul><li>to know the Hiring Manager’s cost center, GL code and department </li></ul><ul><li>code to complete the requisition. </li></ul><ul><li>5. Recruiter reviews and ensures requisition is completed </li></ul><ul><li>correctly. </li></ul><ul><li>Resources </li></ul><ul><li>Compensation Department -P1 Job Titles </li></ul><ul><li>Hiring Manager’s List </li></ul><ul><li>Recruitmax Tutorial-Quick Reference Guide for Hiring Managers (InfoBank) </li></ul>
  27. 27. ACS New Hire Process <ul><li>Identify/Source Candidates </li></ul><ul><li>Recruiter discusses sourcing strategy with Hiring Manager to include approval for charges of advertising, candidate travel, relocation , or other costs associated with sourcing of candidates for the position. Recruiter discusses Affirmative Action Plans with Hiring Manager for any underutilized positions. Recruiter will discuss expectation of time to fill with Hiring Manager and obtains his/her commitment to review resumes and candidates quickly and provide adequate feedback on resumes and candidates submitted. </li></ul><ul><li>Recruiter posts requisition on appropriate internal and external boards as discussed with the Hiring Manager. </li></ul><ul><li>3. Recruiter creates job file for collection of documents. </li></ul><ul><li>Recruiter sources utilizing several different tools (on-line database, job boards, employee referrals, networking, job fairs, internal candidates, etc.) </li></ul><ul><li>Resources </li></ul><ul><li>Relocation Policy </li></ul><ul><li>Affirmative Action Plans </li></ul><ul><li>***************************** </li></ul><ul><li>Job Boards Wrapped </li></ul><ul><li>from Recruitmax </li></ul><ul><li>CareerBuilder </li></ul><ul><li>Dice </li></ul><ul><li>******************************** </li></ul><ul><li>Job Boards the recruiter </li></ul><ul><li>must manually access: </li></ul><ul><li>Monster </li></ul><ul><li>Hot Jobs </li></ul><ul><li>I-Hispano </li></ul><ul><li>****************************** </li></ul><ul><li>Employee Referral </li></ul>
  28. 28. ACS New Hire Process <ul><li>Identify/Source Candidates Continued </li></ul><ul><li>5. Recruiter establishes candidate pool and conducts </li></ul><ul><li>initial screens/interviews/testing (if applicable). </li></ul><ul><li>6. Recruiter should contact all internal candidates within 5 business days </li></ul><ul><li>that apply to discuss qualifications and/or fit for position. </li></ul><ul><li>7. Should a former ACS employee apply for a position and </li></ul><ul><li>is considered, the Recruiter must verify candidate’s eligibility </li></ul><ul><li>for rehire in Ultipro. </li></ul><ul><li>8. Recruiter documents sourcing and screening activity in </li></ul><ul><li>Recruitmax on a continuous basis. </li></ul><ul><li>9. Recruiter selects top candidates and creates an applicant pool </li></ul><ul><li>based on the ACS Definition of an Applicant. Other candidates are </li></ul><ul><li>disqualified from consideration and the applicant pool candidates are </li></ul><ul><li>sent forward to the next step in the process. </li></ul><ul><li>Resources </li></ul><ul><li>Pre-screen Questionnaires </li></ul><ul><li>Internal Candidate </li></ul><ul><li>Process </li></ul><ul><li>Rehire Policy </li></ul>
  29. 29. ACS INTERNAL APPLICANT <ul><li>Internal Candidate Process </li></ul><ul><li>Internal Candidate Application </li></ul><ul><li>Offer Letter Transfer/Promotion </li></ul><ul><li>Pre-employment Drug Testing Form/Process </li></ul>
  30. 30. ACS INTERNAL APPLICANT <ul><li> MSS/ESCN </li></ul><ul><li>Manager Self-Service commonly referred to as (MSS) allows managers to perform HR </li></ul><ul><li>transactions such as organizational changes, promotions/merit increases, job title or work </li></ul><ul><li>hour changes, leave of absence, etc easily and quickly through this on-line tool. This is the </li></ul><ul><li>preferred method of ACS for transfer/changes for internal employees. Infobank provides the </li></ul><ul><li>link that allows managers to access instructions/tutorial on the features of MSS. </li></ul><ul><li>For situations that can’t be processed through MSS the manager can complete an Employee </li></ul><ul><li>Status Change Notice (ESCN). This document is completed by the Hiring Manager for </li></ul><ul><li>processing applicable changes for the internal employee. </li></ul><ul><li>Here’s an example of an ESCN: </li></ul><ul><li>ESCN Employee Status Change Notice </li></ul>
  31. 31. ACS New Hire Process <ul><li>Recruiter schedules interview for Candidate(s) with Hiring Manager and </li></ul><ul><li>Candidate(s) Complete External Application Packet </li></ul><ul><li>WOTC Staffing Guidelines </li></ul><ul><li>The Hiring Manager completes the Interview </li></ul><ul><li>Evaluation/Offer Letter Request Form (for all candidates interviewed on the phone or in person) </li></ul><ul><ul><li>Interview Evaluation/Offer Letter Request Form </li></ul></ul><ul><ul><li>Application </li></ul></ul><ul><ul><li>Affirmative Action Survey </li></ul></ul><ul><ul><li>8850 </li></ul></ul><ul><ul><li>Notification and Authorization for Background Investigation </li></ul></ul><ul><ul><li>Agreement not to Use Former Employers’ Confidential Trade Secret </li></ul></ul><ul><ul><li>DRP Plan </li></ul></ul><ul><ul><li>DRP </li></ul></ul><ul><ul><li>Drug Testing Policy & Procedure </li></ul></ul>Interview & Selection of Candidates
  32. 32. ACS New Hire Process <ul><li>Rehire Policy </li></ul>
  33. 33. ACS New Hire Process <ul><li>ACS Reference Check Form </li></ul><ul><li>Before extending an offer for any Manager position, the recruiter should complete a reference check. The ACS Reference Checking Form is the document that should be used for a minimum of 2 reference checks per candidate. </li></ul>
  34. 34. Offer Approval Process <ul><li>All offers for non-production positions must be approved by the Regional Vice President prior to being extended to a candidate. </li></ul><ul><li>Exempt & Non-production Non-exempt Hiring Process SOP </li></ul>
  35. 35. ACS New Hire Process <ul><li>Extending The Offer </li></ul><ul><li>It is very important that the recruiter has pre-closed the </li></ul><ul><li>candidate (s) to allow for no “last minute surprises”. </li></ul><ul><li>The Recruiter should discuss with the Hiring Manager the </li></ul><ul><li>salary expectations of the candidate prior to an offer being </li></ul><ul><li>extended. The recruiter should have already discussed the </li></ul><ul><li>benefits package with the candidate so an offer can be </li></ul><ul><li>established that is agreeable to the Hiring Manager and the </li></ul><ul><li>candidate. The recruiter should make sure the manager has </li></ul><ul><li>received the proper approvals from upper-management </li></ul><ul><li>particularly with regard to relocation. See Corporate Approval </li></ul><ul><li>Matrix . </li></ul><ul><li>The Recruiter extends the offer to the candidate verbally and </li></ul><ul><li>discusses a start date. </li></ul><ul><li>The Recruiter should also advise the candidate that the offer is </li></ul><ul><li>contingent upon satisfactory background check results and </li></ul><ul><li>drug testing results if applicable. Recruiter should notify their </li></ul><ul><li>workplace partner immediately if they receive an unsatisfactory </li></ul><ul><li>result. </li></ul><ul><li>Resources </li></ul><ul><li>ACS 2006 Benefits </li></ul><ul><li>Relocation Policy </li></ul>
  36. 36. ACS New Hire Process <ul><li>Extending The Offer Continued </li></ul><ul><li>The Recruiter and/or Recruiting Assistant prepares the offer letter and sends the new hire forms and offer letter to the selected candidate. Only required offer letter templates should be used and only pre-approved offers can be extended following the approval matrix or per discussion with management. </li></ul><ul><li>Again, the Recruiter must complete a Background Investigation and coordinate a Drug Test for every employee . </li></ul><ul><li>Recruiter advises candidate of their first paycheck noting payroll cut off dates. They set a realistic expectation of when their first check can be cut. Recruiter updates Recruitmax noting why the offered applicant was selected over the other candidates. We should never use “overqualified” to deselect. Notations as to why some applicants were de-selected should also be made. As appropriate the recruiter should e-mail non-selected candidates who are no longer considered for the position. We should never tell a candidate they were over qualified. Do not discuss other candidates, but state another candidate who more closely matched our requirements was selected. </li></ul>
  37. 37. ACS New Hire Process <ul><li>ChoicePoint (Background Checks) </li></ul><ul><li>ACS Background Check Policy </li></ul><ul><li>Guide to completing a background check </li></ul><ul><li>Quest (Drug Testing) </li></ul><ul><li>Drug Testing Policy & Procedure </li></ul><ul><li>Chain of Custody Form </li></ul>
  38. 38. Non-Exempt Production Hiring <ul><li>Recruiting for Non-exempt Production positions will have a simplified process. </li></ul><ul><li>Requisitions still need to be approved by the Managing Director and should be submitted as an anticipated number of hires for a month or 2 week period. </li></ul>
  39. 39. CIS Candidate Flow Process
  40. 40. ACS New Hire Process <ul><li>ChoicePoint (Background Checks) </li></ul><ul><li>All new employees </li></ul><ul><li>ACS Background Check Policy </li></ul><ul><li>Choice Point Web Page </li></ul><ul><li>www.cpscreen.com </li></ul><ul><li>Background Ordering Instructions </li></ul><ul><li> </li></ul><ul><li>Quest (Drug Testing) </li></ul><ul><li>If applicable </li></ul><ul><li>Drug Testing Policy </li></ul><ul><li>Drug Testing Procedure </li></ul><ul><li>Pre-employment Drug Testing Form </li></ul><ul><li>Drug Test Request Spreadsheet </li></ul><ul><li>Forensic Drug Testing Custody and Control Form (Chain of Custody)-Quest </li></ul>
  41. 41. Questions & Answers <ul><li>True or False </li></ul><ul><li>Requisitions are opened in Recruitmax by only the Hiring Manager. </li></ul><ul><li>Recruiters must contact all internal candidates who applied </li></ul><ul><li>for a specific position within 48hrs to discuss qualifications/fit the position. </li></ul><ul><li>A background check is completed for new hires if applicable. </li></ul><ul><li>The Affirmative Action Survey and the 8850 are both time </li></ul><ul><li>sensitive documents that should be sent to Dallas. </li></ul>
  42. 42. ACS New Hire Process ACS 2006 BENEFITS
  43. 43. Question & Answers <ul><li>The ACS Affordable Health Plan is for full-time employees who are non-exempt </li></ul><ul><li>and have _______or less in annual base pay. </li></ul><ul><li>ACS Employees can enroll in the E______S______P_______P_______at any </li></ul><ul><li>time. </li></ul><ul><li>The ACS Employee that is eligible for benefits is a full-time employee scheduled </li></ul><ul><li>to work at least __ hours per week . </li></ul>
  44. 44. ACS NEW HIRE PAPERWORK PROCESS Steps to Ordering New Hire Packet (Documents) ACS New Hire Paperwork Process Flowchart The 5 Critical Documents for New Hire Paperwork New Hire Paperwork 4 th -11 th Day Termination Process
  45. 45. Ordering New Hire Packets <ul><li>Steps to Ordering New Hire Packets </li></ul><ul><li>Step 1 Recruiter completes the New Hire Paperwork Order Form and emails to Roxanne Braxton. </li></ul><ul><li>Step 2 Roxanne places order through online process at CMD. </li></ul><ul><li>Step 3 Once order is confirmed, an automatic confirmation email will be sent to Roxanne from CMD. </li></ul><ul><li>Step 4 Order confirmation is printed, attached to original order form and filed in CMD folder. </li></ul><ul><li>2006 New Hire Order Kit Form </li></ul>
  46. 46. New Hire Paperwork <ul><li>The 5 Critical Documents for New Hire Paperwork </li></ul><ul><li>New Hire Paperwork Checklist </li></ul><ul><li>Offer Letter Template Example </li></ul><ul><li>Interview Evaluation/Offer Letter Request Form (Hiring </li></ul><ul><li>Manager’s Signature-E-mail Approval) </li></ul><ul><li>New Employee Data Form </li></ul><ul><li>Form I-9 (Form I-9 Documentation) </li></ul><ul><li>Form I-9 Key Fields of Importance </li></ul><ul><li>Form I-9 Acceptable and Unacceptable </li></ul><ul><li>W-4 </li></ul>
  47. 47. New Hire Paperwork <ul><li>New Hire Paperwork Checklist </li></ul><ul><li>The following are examples of new hire paperwork in addition to the 5 critical documents: </li></ul><ul><li>Application </li></ul><ul><li>Agreement not to use Former Employers' Confidential or Trade Secret Information </li></ul><ul><li>Acceptance of and Agreement to ACS Dispute Resolution Program </li></ul><ul><li>Notification and Authorization for Background Investigation – includes Credit Check authorization </li></ul><ul><li>Affirmative Action Survey </li></ul><ul><li>8850 Form & MII Survey Form </li></ul>
  48. 48. New Hire Paperwork <ul><li>Continuing on the list of examples of new hire paperwork in addition to the 5 critical documents: </li></ul><ul><li>ACS Code of Conduct </li></ul><ul><li>Employee Non-Disclosure, Non-Solicitation & Intellectual Property Agreement </li></ul><ul><li>Repayment of Debt Form </li></ul><ul><li>Employee Guidebook Acknowledgement </li></ul><ul><li>ACS Workplace Practices </li></ul><ul><li>Pre-Employment Consent to Alcohol/Drug Screening </li></ul><ul><li>Direct Deposit Form (candidate must attach voided check) </li></ul><ul><li>Benefit Enrollment Forms </li></ul><ul><li>Beneficiary Designation Form </li></ul><ul><li>Background Check Results </li></ul><ul><li>Other Documents for specific locations: </li></ul><ul><li>State Withholding Form – If applicable for the state in which the employee works </li></ul><ul><li>Texas ONLY - OJI Plan Form (Except SLS & GS) </li></ul><ul><li>California ONLY - Employer's Notice of Medical Provider Network </li></ul>
  49. 49. New Hire Process- 4 th -11 th Day Termination Process
  50. 50. Questions & Answers <ul><li>True or False (Why) </li></ul><ul><li>The Form I-9 can be completed up to 10 days after the new hire has started? </li></ul><ul><li>Either the Hiring Manager or the recruiter can sign the Offer Letter Request </li></ul><ul><li>Form to show the authorization for the hire? </li></ul><ul><li>All New Hire Paperwork must be turned in within 10 calendar days of the </li></ul><ul><li>start date of the new hire? </li></ul>
  51. 52. Recruitmax Recruitmax provides the following:   • Automated applicant tracking for the recruitment process   •Job requisition templates   •Candidate information   •One screen workbench for managing multiple requisitions   •Provides the online communication between the Hiring Manager and Recruiter ACS HIRING OBJECTIVES The ACS hiring process is designed to meet the following hiring objectives:   •Select and hire the most appropriately qualified candidates for the ongoing needs of our business   •Consistently and uniformly apply a job-related selection process to all candidates   •Make fair, legal, objective, and non-discriminatory selection decisions
  52. 53. Recruitmax Training Web Address: http://acsg.recruitmax.com / Access and Login to Recruitmax Creating a Domestic Requisition Creating the Hiring Manager’s Profile Search for Candidates Add Candidates to a Requisition Uploading a Resume and Adding the Candidate to your Requisition Documenting the Process Closing a Requisition
  53. 54. Job File Compliance <ul><ul><ul><ul><ul><li>What are Job Files? </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Job File Checklist </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Sourcing Plan Log </li></ul></ul></ul></ul></ul>
  54. 55. Job File Compliance <ul><li>What are Job Files? </li></ul><ul><ul><li>Compliance Requirements for documents </li></ul></ul><ul><ul><li>Job File Top Compliance Issues </li></ul></ul><ul><li>Job File Checklist </li></ul><ul><li>Sourcing Plan Log </li></ul>
  55. 56. What are Job Files <ul><li>Paperwork that needs to be available and in compliance for a DOL audit when questions arise about hiring practices. </li></ul><ul><li>Paperwork for selected/internal/non-selected candidates retained in the Staffing Department. </li></ul><ul><li>Retained on site for 2 years </li></ul><ul><li>ACS does not scan these documents for the purpose of job file compliance at this time. </li></ul>
  56. 57. ACS Staffing Compliance Guide <ul><li>ACS Staffing complies with the following federal regulations: </li></ul><ul><li>EEO Standards </li></ul><ul><li>Affirmative Action Goals </li></ul><ul><li>Americans with Disabilities Act </li></ul><ul><li>Negligent Hiring and Employment Deception Laws </li></ul><ul><li>ACS STAFFING COMPLIANCE DETAILS </li></ul>
  57. 58. Business Groups that Support Recruiting <ul><li>Compensation </li></ul><ul><li>Data Operations </li></ul><ul><li>Employee Relations/Governance </li></ul><ul><li>Payroll </li></ul><ul><li>Immigration </li></ul>
  58. 59. Compensation How does Compensation support Recruiting? Who do I contact in Compensation?
  59. 60. Compensation <ul><li>Compensation develops compensation programs that attract talented professionals. </li></ul><ul><li>They ensures fair and equitable </li></ul><ul><li>pay rates based on a pay-for-performance philosophy. </li></ul><ul><li>Compensation supports Recruiting with the following: </li></ul><ul><ul><li>Job Descriptions </li></ul></ul><ul><ul><li>Salary Surveys </li></ul></ul><ul><ul><li>Internal Employee’s Current Compensation </li></ul></ul><ul><ul><li>Performance Review Information </li></ul></ul>
  60. 61. Data Operations <ul><li>How does Data Operations assist in the New Hire Process? </li></ul><ul><li>What are the main functions of Data Operations? </li></ul><ul><li>What processes occur in Tempe and then Jamaica? </li></ul>
  61. 62. How does Data Operations assist in the New Hire Process? <ul><li>Paperwork is received and reviewed by ACS Staffing Recruiting Assistants in Tempe, AZ and the Paperwork is then scanned into ODM by Data Ops to allow for the set-up of Jamaica to index and process. </li></ul><ul><li>If there are missing documents, or incomplete documents, the new hire packet (documents) cannot be entered into Ultipro by Data Operations in Jamaica. </li></ul><ul><li>New Hire Forms should be filled out properly the first time: The Recruiter or the person working with the new hire to complete their paperwork needs to ensure that all appropriate fields are completed with quality and accuracy. </li></ul>
  62. 63. Data Operations Processing Functions (Tempe, AZ, and Jamaica) <ul><li>Tempe, AZ office-scans new hire documents </li></ul><ul><li>Jamaica inputs the data entry components of new hire paperwork into Ultipro. </li></ul><ul><li>Data Entry of the following is done by Data Operations in Jamaica: </li></ul><ul><li>Processing of New Hire Paperwork </li></ul><ul><li>Transfers </li></ul><ul><li>Salary Maintenance </li></ul><ul><li>Terminations </li></ul><ul><li>Change and Supervisor Change </li></ul><ul><li>Taxes </li></ul><ul><li>Employee Information Update </li></ul><ul><li>Performance Review </li></ul><ul><li>Cost Center Changes </li></ul><ul><li>Indexing </li></ul><ul><li>Leave of Absence </li></ul><ul><li>Benefits </li></ul>
  63. 64. Employee Relations & Governance <ul><li>Develops and maintains clear and consistent company policies, procedures, and business processes that maintain legal compliance and provide proactive counseling, guidance and direction to all employees. </li></ul><ul><li>* Proactive in the development and compliance of laws and </li></ul><ul><li>regulations that impact HR management and ACS. </li></ul><ul><li>Fosters an environment of fair and civil treatment, recognition, open communication and teamwork. </li></ul><ul><li>* See your ACS Staffing Guide for situations where the WPP can assist the Recruiter. </li></ul>
  64. 65. PAYROLL <ul><li>What Recruiters should know about payroll? </li></ul><ul><li>Pay Periods </li></ul><ul><li>Bi-Weekly </li></ul><ul><li>Non-exempt: Hourly employees </li></ul><ul><li>All non-exempt (hourly) employees are required to complete an individual time record </li></ul><ul><li>showing the daily hours worked. </li></ul><ul><ul><li>If incentive compensation pay, then time is recorded through FEPS. </li></ul></ul><ul><li>Any type of absenteeism is also reported on the time sheet. </li></ul><ul><li>Paid-Time Off </li></ul><ul><li>All employees are required to complete a Request for Time Off Form when requesting paid time off. </li></ul><ul><li>Direct Deposit </li></ul><ul><li>Attach a voided check or deposit slip </li></ul><ul><ul><li>You can have up to 4 accounts; 2- checking; 2 savings </li></ul></ul><ul><li>It takes 2 pay periods to set up </li></ul><ul><li>Notify Payroll Department before making changes to your account </li></ul>
  65. 66. Questions & Answers <ul><li>A recruiter can contact _________about salary surveys, job </li></ul><ul><li>descriptions, performance reviews, and internal employees </li></ul><ul><li>current compensation from this department. </li></ul><ul><li>Data Operations in Tempe, AZ ________all of the new hire </li></ul><ul><li>paperwork. </li></ul>
  66. 67. RESOURCES <ul><li>ACS Company Information </li></ul><ul><li>InfoBank </li></ul><ul><li>Contact List </li></ul><ul><li>ACS Acronyms & Terms </li></ul><ul><li>ACS Staffing & Reference Guide </li></ul><ul><li>Questions & Answers </li></ul>
  67. 68. ACS Company Information <ul><li>ACS at a Glance </li></ul><ul><li>ACS created the ACS at a Glance to meet the demand for a brief, single-page document that employees can use to quickly understand the business of ACS. ACS at a Glance is published monthly and distributed via email by Corporate Marketing to ACS employees worldwide. The document describes ACS’ business and the services we provide. It also includes a list of selected clients, revenue mix by service offering and market segment, and the industries we serve. ACS at a Glance also features current company news and a series of “Fast Facts,” including company rankings and accolades. </li></ul><ul><li>ACS Today </li></ul><ul><li>ACS’ employee newsletter, ACS Today , educates and informs employees about recent ACS news and details new contract wins, presents key messages from our executive leadership team, and announces new service offerings within our operating groups. The quarterly publication also discusses new executive appointments and organizational changes, strategic alliances with partners, and client success stories. We solicit feedback from our employees about new projects or processes and report on internal employee-related news as well. We also spotlight the previous quarter’s Sunshine Award winners and describe the accomplishments that earned them this important company recognition. </li></ul>
  68. 69. INFOBANK <ul><li>ACS InfoBank – http://infobank.acs-inc.com </li></ul><ul><li>The ACS InfoBank is a “one-stop shop” employee website for information, tools and resources. </li></ul><ul><li>ACS Corporate Information </li></ul><ul><li>Business Operations </li></ul><ul><li>Finance and Accounting </li></ul><ul><li>Human Resources (HR Quicklinks) </li></ul><ul><li>Legal </li></ul><ul><li>Marketing and Communications </li></ul><ul><li>Mergers and Acquisitions </li></ul><ul><li>Business Partners </li></ul><ul><li>Public Affairs </li></ul><ul><li>Real Estate and Facilities </li></ul><ul><li>Sales and Business Development </li></ul><ul><li>Support and Help </li></ul>All of the above may be accessed by visiting the ACS Employee InfoBank http://infobank.acs-inc.com Username: WIN ID# First Time Password: 4digits of SS# and MMDD format of birthday (Instructions on First Screen of Infobank)
  69. 70. Contacts Name & Title Phone Role & Responsibility Connie Kendall Administrative Supervisor 214-887-7454 New Hire Processes General Inquiries Leta Smith Recruiting Associate 214-887-7628 Recruitmax (back-up) ChoicePoint (background checks) Employee Referrals Sherry Gonzales Staffing Project Specialist 214-584-5148 Internal Application Process Executive referral process Immigration process Internship Program Lucien Miller RecruitMax Sys. Admin. 214-887-7595 RecruitMax Denettra Quintanilla Recruiting Assistant 214-887-7719 New Hire Paperwork General Inquiries (ODM) Candi Widener Recruiting Assistant 214-584-5942 New Hire Paperwork General Inquiries (ODM) Brenda Gonzalez Recruiting Assistant 214-877-7092 New Hire Paperwork GHRS Roxanne Braxton Recruiting Assistant 214-584-5820 Orders for New Hire Paperwork Packets Vendor/Candidate Reimbursement Expenses
  70. 71. Contacts Name & Title Phone Role & Responsibility Denise Dolby Executive Administrative Assistant 214-584-5845 Support to VP, Staffing Ultipro Access Corene Samerson Recruiter Training & Compliance Specialist 214-841-6165 Recruiter Training Job File Compliance David Woulfe Employee Relations Specialist 214-887-7347 I-9 Process Rehire Policy Ben Weldy Employee Relations Specialist 214-584-5264 I-9 Process Miguel Garcia Sr. HR Generalist 214-841-8027 Immigration Victor Arias HR Generalist 214-887-7404 Immigration Jeanna Hall Senior Paralegal 214-584-5835 Reviews non-compete documents
  71. 72. Contacts Compensation Contacts Phone Role & Responsibility Shelli Kavanaugh Dir, Compensation 214-841-6972 Compensation Chris Lynch 202-378-2872 GSG Comp Education Solutions Comp Kirk Ulrich 214-841-6398 Authoria ITO Comp International Comp Donna McGary 214-584-5656 MSS Corporate Support Comp BPS Comp Sales Comp Ian Grazulis 214-818-3013 CSG/Professional Solutions Comp HR Integration Jacob Sneed 214-887-7507 Authoria Reporting RecruitMax UltiPro
  72. 73. Contacts Contact Phone Role & Responsibility ACS HR Call Center 877-276-2860 [email_address] Benefits & Payroll ACS Global Assignment Center 512-996-6266 Karen Beveridge A. Kimberly Henderson GAC Relocation Consultant 512-402-1986 [email_address] 512-292-0100 [email_address] Relocation Policy and Process DRP Helpline at 866-667-9733 Dispute Resolution Plan Dispute Resolution Plan (DRP) Administrator 214-584-5286 ERS help line 214-584-5846 Expense Reporting System MSS Hotline 877- 332-7781 [email_address] Questions or Requests for Manager Self Service (MSS) ACS Customer Care Center 888-401-INFO (4636) https://www.benefitsweb.com/acs.html 401 K Registration and Information
  73. 74. HR and DRP Contacts Regional Human Resources Contact Region Territories Phone Number Russell Goin Texas/Region 1 TX, OK, LA, MS 214-841-8131 Gil Guzman Western/Region 2 CA 310-513-2703 Linda Crawford Central/Region 3 MN, IS, KS, MO, AR, IL, WI, MI, IN, OH 847-761-2591 Greg Dodge Northeast/Region 4 ME, VT, NH, MA, NY, RI, CT, NJ, DE, DC, PA, MD, WV, VA 315-738-2302 Mary Munoz Southeast/Region 5 NV, UT, CO, AZ, NV 602-412-2101 Gil Guzman Northwest/Region 6 AK, WA, OR, ID, MT, WY, NE, SD, ND 310-513-2703 Linda Crawford Southeast/Region 7 KY, TN, NC, SC, GA, Al, FL 847-761-2591 Kevin Buford – BPS 859-389-4460 Milou Carolan – Government Solutions (State Healthcare/State & Local Solutions) 202-378-2860 Larry Fazzini – IT Solutions 214-887-7393 Carol Leach - CSG 601-427-0356 Gladys Mitchell – Ethics 866-667-9733 (toll free) Dispute Resolution Plan (DRP) Line 866-667-9733 (toll free)
  74. 75. Conclusion Questions & Answers

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