Staffing & Onboarding

Through its mission, Rollins College is committed to creating a just, inclusive community that embraces multiculturalism; persons of color and other historically under-represented groups are encouraged to apply.

The College's equal opportunity policy is inclusive of sexual orientation and gender identity and expression; and Rollins offers domestic partner benefits. The College offers a competitive salary and excellent benefits, including full tuition remission for eligible employees and dependents.

At Rollins, we value academic excellence and share a common service philosophy: "Together, we inspire purposeful lives through distinctive, engaged learning and exceptional service." Accordingly, the selected candidate must be able to embrace and model this service philosophy in his/her day to day work and provide competent, collaborative, responsive and respectful service to others. More information about our service philosophy and standards can be found in the Hiring Manager Service Excellence Toolkit.

Hiring Manager Instructions & Procedures

  1. In order to post a vacant regular staff position and proceed with the hiring process, an Employment Request Form must be completed and forwarded by the supervisor to the Human Resources Department.  A current description of the job duties and qualification requirements should be included. 
  2. Once Employment Request Form with all appropriate approvals is received in the Human Resources Department, a HR representative will contact you to discuss the staffing process.
  3. A job posting will be prepared describing the position's responsibilities, qualification requirements and hours.  Prior to filling a regular vacant position, the position shall be posted for a period of five (5) working days on the College’s employment website. The College’s employment website shall be considered the official posting location for purposes of satisfying this requirement.
  4. During the posting period, cover letters, resumes and applications will be accepted for the position from staff members and external applicants via the College’s employment website.  Those candidates submitting their cover letters, resumes and applications after the designated posting period has ended will not be considered for the position unless the hiring supervisor extends the application period.
  5. Upon review of application materials, the hiring supervisor and Human Resources will interview those candidates whose qualifications most closely meet the needs and requirements of the position.
  6. Upon concurrence of Human Resources regarding the selected candidate and references checked, an offer will be extended to the selected candidate.

All regular vacant positions will be posted unless it is deemed to be in the best interests of the College to waive the posting period. Such waivers may be granted in cases where the College is attempting to place staff members who have been displaced from their current positions due to layoff; in cases where a recently filled position becomes vacated within ninety (90) days and the hiring unit wishes to consider candidates from the original applicant pool; or in cases involving departmental reorganizations. All posting waivers must be approved by the Human ResourcesDepartment.  External recruitment advertising may be undertaken concurrent with the posting period at the discretion of the hiring department.

It is the policy of Rollins College to hire and promote individuals solely on the basis of their job-related qualifications. Accordingly, the College prohibits discrimination in the hiring process on the basis of race, color, religion, disability, age, sex, sexual orientation, national origin, or veteran status.

Service Excellence Toolkit

As we aspire to achieve higher levels of excellence and strategically market Rollins’ unique value, our success will ultimately depend on how effectively we can deliver on the promise of a distinctive, transformative, and engaged learning experience that is truly exceptional and unique.

Service excellence will continue to play an important role in our overall success; to this end, the College adopted a service philosophy and service standards to help delineate what we consider important as we engage in our work and with each other, as colleagues, to deliver a seamless service experience to our students and customers. We encourage you to review the philosophy and standards on the Service Excellence website.

As Rollins’ success depends on its employees’ ability to create and deliver an exceptional learning experience, hiring the right people is critical to this mission.  This toolkit has been designed to give hiring managers an instrument to identify star applicants whose core behaviors exemplify our commitment to service excellence.  

Contained in this toolkit, the hiring manager will find the following resources:  

We understand that the hiring process can be long and often difficult.  We hope you will utilize this toolkit in your hiring process and that it will ensure that you are more likely to ultimately hire an individual who is service oriented.  

Sincerely,

Rollins College Service Excellence Committee

Hiring Manager Onboarding Toolkit

Congratulations! Now that you have selected the best candidate, onboarding is a great opportunity to make a continued positive impression and to introduce your new employee to the wonderful traditions, history, and culture of the Rollins community.

We are happy to provide you with this guide to assist you through the process of onboarding your new employee. Onboarding is a shared responsibility with activities managed by you, your department/team and the Human Resources Department.  The goal is to help the new employee become productive as efficiently as possible and to reinforce the employee’s decision to join our community.

An excellent onboarding process takes time. This includes more than the initial orientation and welcome to the team, but is designed as an ongoing process involving continuous feedback and dialog.  As part of the onboarding process, you should set goals and discuss service excellence standards within your new employee's first week. Since the first 90 days are particularly critical in determining individual and organizational success, a 90-day evaluation should be completed.  

Effective onboarding will result in a shorter learning curve for new hires, improved communications and a more productive and engaged workforce. Why is it important? National statistics show that an employee’s first week and months on the job are a critical opportunity to begin building successful working relationships. According to the Wynhurst Group, a certified consulting organization focused on organizational development and talent management programs:  

  • 22% of staff turnover occurs in the first 45 days of employment.
  • New employees who went through a structured onboarding program were 58% more likely to be with the organization after 3 years.
  • The cost of losing an employee in the first year is estimated to be at least 3 times salary.

Please take this opportunity to set goals and expectations, provide training and introduce your new employee to others who will play a role in their professional development and success in their new position.  

We encourage you to use this website as a resource to guide you through the process of onboarding your new employee through their first year of employment. We are confident you will find value in its contents. However, we welcome your feedback to improve the Rollins onboarding process at any time.

Onboarding Checklist For Supervisors