A. Policy E. Interview Expenses I. Selection Methods and Criteria
B. Responsibilities F. Referrals J. Offer of Employment
C. Advertising of Vacant Positions G. Reemployment Preference K. Moving Expenses
D. Application for Employment H. Selection of a Non-Navajo
IV. RECRUITMENT AND SELECTION
A. Policy

In general, the Navajo Nation employment process will ensure competitive practices in recruitment, selection, and placement of qualified applicants based on the applicant's knowledge, skills, abilities, and overall qualifications for employment with the Nation.  The employment process shall comply with applicable laws of the Navajo Nation.
B. Responsibilities
1. Each Program Manager shall be responsible for:
a.

complying with the employment, recruitment and selection policies and the requirements of applicable Navajo Nation, state, and federal laws.
b. notifying the Department of Personnel Management of all vacant positions to be filled,
c.

defining the duties and responsibilities of the vacant position and, with the assistance of the Department of Personnel Management, the position requirements and
d. making the final selection from among applicants referred by the Department of Personnel Management for a particular position.
2. The Department of Personnel Management shall be responsible for:
a. establishing, implementing and monitoring effective recruitment and selection policies and procedures,
b.

assisting programs in defining job-related position requirements and determining the most effective recruitment and selection policies and procedures, and
c. advertising vacant positions,
d. establishing selection procedures,
e. conducting qualification assessments and referring qualified applicants to the program,
f. advising supervisors on personnel policies and procedures, interpretation of requirements, and professional standards for selection methods,
g. consulting with supervisors on the availability and qualifications of applicants for specific positions, reviewing, monitoring and evaluating the effectiveness of selection processes.
3. The Human Resources may:
a. Waive any policies under this Section if the Director determines that essential program services are being hampered by critical employment needs for a specific class or classes; and
b. Implement temporary procedures.
c. The Human Resources Director shall ensure that employees hired under temporary procedures are selected on the basis of the criteria herein.
C. Advertising of Vacant Positions
1. All vacant positions must be advertised, a minimum of 10 working days.  Job vacancy announcements may be in-house, outside the Navajo Nation, or submitted to the Department of Personnel Management to be published on the weekly job vacancy listing.
2. A job vacancy announcement is not required when a position is to be filled by:
a. departmental demotion of any employee,
b. placement of a former Navajo employee with preference for reemployment,
c. promotion or transfer of a qualified Navajo who is currently a regular status employee with the Navajo Nation.
3. To ensure compliance with applicable laws and policies, all in-house and outside job vacancy announcements require prior approval from the Department of Personnel Management before posting.
4. Requests for job vacancies to be included on in-house and the weekly vacancy listing published by Department of Personnel Management are to be submitted on Job Vacancy Announcement forms complete with all required information and signatures.
5. The Department of Personnel Management may consider on a case-by-case basis other job announcement options such as open recruitment and applicant pools to assist programs in filling positions.
D. Application for Employment
1.

Navajo Nation employment application forms are available at the Department of Personnel Management or may be downloaded from the website at www.nndpm.navajo.org.  The application form solicits information from the applicant relating to education, experience, training, residence and other pertinent information.  Applicants are required to sign the application which includes a statement that they are certifying to the truth and accuracy of all information provided therein.
2.

Applications may be hand delivered, mailed, faxed, or delivered by other acceptable methods, but they must be received by the Department of Personnel Management on or before the closing date specified on the job vacancy announcement.
3.

Applicants shall be required to furnish, at their own expense, evidence of character, education, physical condition, or other qualifications, which are job-related as may be deemed necessary.
4. In order to receive full credit for education, certification, or licensure, transcripts, copies of degrees, certificates, and other appropriate documents must be submitted along with the employment application.
5. Any misrepresentations, falsifications, or material omissions in any of this information or any other materials used in the application process, or information offered during the interviews, may result in the exclusion of the individual from further consideration for employment for that position; or if the person has been hired, termination of employment.
E. Interview Expenses
1.

An applicant interviewed for a key position may be reimbursed for interview expenses subject to the interviewing program's availability of funds.  The Division Director will be responsible for designating key positions jointly with the Human Resources Director.
2.

A key position is a professional or highly technical position that requires specialized training, experience, licensure or certification.
3.

Reimbursement of interview expenses will be limited to one trip to the interview site and actual reasonable expenses, including commercial fare, car rental, personal vehicle mileage, meals, lodging and other incidental costs.
4.

Reimbursements shall not exceed the current travel expense rates established by the Navajo Nation and must be supported by receipts.
F. Referrals
1. Applicants who meet the qualification requirements shall be referred by Department of Personnel Management in the following order or priority:
a. Enrolled Navajos with reemployment preference
b. Enrolled Navajo veterans
c. Other enrolled Navajo applicants
d. Non-Navajo spouses of enrolled Navajos
e. Non-Navajos
2. Program Managers shall consider applicants in the same order as outlined in F.1 above.  However, the applicant possessing the best qualifications to perform the duties of the position should be selected.
3. Anytime a lower priority applicant is selected over higher priority applicants, the Program Manager shall provide written justification to Department of Personnel Management setting forth the reasons for the selection.
4. Non-Navajos may be considered only when the applicant pool referred by Department of Personnel Management does not include persons with higher priority as set forth in F.1 above.
G. Reemployment Preference
1. A regular status employee separated from employment due to a reduction-in-force will be eligible for reemployment preference.
2. Reemployment preference will not be granted to employees who have not attained regular status at the time of layoff.
3. Reemployment preference continues for a period of six months from the date of layoff provided the employee does not decline Navajo Nation employment when offered.
H. Selection of a Non-Navajo
The following requirements apply to the selection of a non-Navajo:
1. Written approval must be obtained from the Division Director prior to hiring a non-Navajo, provided, however,
a. a non-Navajo spouse eligible for preference shall require only approval from the Department of Personnel Management.
b. the approval shall only be valid for the initial employment.  Any subsequent personnel actions such as transfers, promotions, or demotions also require Division Director approval.
2. The non-Navajo will be required to train a Navajo.  When training is required, the supervisor will set the time frame for this to be accomplished.  The training requirement will not be applicable if:
a. the position requires formal education, certification or licensure and such is only available from authorized or certified entities; or
b. the non-Navajo is a spouse of an enrolled member of the Navajo Tribe.
I. Selection Methods and Criteria
All selection methods and criteria shall be job related.  Selection methods include any assessment or technique used as qualifying mechanisms; physical, education, work experience requirements, formal and informal interviews; and application forms.
1. Age Requirements
a. Applicants under sixteen years of age will not be considered for regular employment unless an exception has been made applicable law or regulation.
b. Age is not a factor in employment except for those positions in which bona fide occupational qualifications are required.
2. Physical Qualifications
A person selected shall possess and maintain the minimum physical qualifications necessary to perform essential duties of the position.  The Department of Personnel Management, with the assistance of the Program Manager, shall designate those positions for which medical examinations shall be required prior to employment.  Whenever the supervisor has reason to believe that an employee's health is adversely affecting his/her job performance, the employee may be required to undergo a medical examination by a licensed physician.  The results shall be used to determined continued employment.
3. Polygraph Tests
No applicant or employee shall be requested or required to take a polygraph test as a condition of employment.
4. Background Checks
The Department of Personnel Management shall designate certain positions as sensitive, such as commissioned personnel, bus drivers, or those working with children and those involving the handling of money, inventories, or security of buildings.
Job-related background checks, which may require fingerprinting of applicants, shall be conducted prior to appointment of a person to a sensitive position.  If the background check cannot be completed until after placement, the results shall be used to determine the employee's suitability for continued employment.
a. Applicants who have been charged with a misdemeanor involving moral turpitude or a felony shall not be eligible for employment unless the charges are dismissed or they are found not guilty.
b. Applicants who have been convicted of a misdemeanor involving moral turpitude or a felony or who enter pleas of guilty or no contest, shall not be eligible to be considered for employment for a period of at least three years following completion of sentence.  The number of years may be controlled by other standards if the position is funded pursuant to a grant or contract.
5. Work and Education Reference Checks

To verify information about an applicant's knowledge, skills, abilities, character, and other qualifications that will be important to successful performance in a new position, job-related inquiries may be made of current and former supervisors and other persons who can supply relevant information.  Information provided by an applicant to obtain employment, which later proves false, shall be grounds for termination.
J. Offer of Employment
1. The authority to offer employment is vested in the Human Resources Director except where specifically delegated.
2.

The offer of employment will be extended by the Human Resources Director to the individual selected by the Program Manager  if the selection is consistent with existing policies and criteria established for the job.
3. The Human Resources Director shall also approve the proposed pay rate before an offer of employment is made to an applicant.
4. The Human Resources Director shall not offer or approve employment if selection was done contrary to the Personnel Policies or Navajo Nation law.
K. Moving Expenses
Subject to the hiring program's availability of funds, moving expenses, in whole or in part, may be paid by the Navajo Nation.

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