1. After the candidate verbally accepts the offer, the Hiring Supervisor will inform CIRES HR, so that Central HR can start the CU background check.  2. The Hiring Supervisor will complete the hiring checklist form within 24 hours of the verbal acceptance and will send it to CIRES HR for routing to the Hiring Manager and the CIRES Finance Manager. T...

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Before you make a verbal offer: Please make sure that the search committee has held a debriefing meeting to compare all finalists and that each finalist has been properly discussed.  Please make sure that you have carefully read through all reference reports or letters of recommendation and that you have discussed or addressed potential areas of con...

Please find below a selection of outstanding trainings. Although highly recommended for CIRES Leads and Supervisors, all CIRES employees will benefit from these courses. *LinkedIn Learning is available to all CIRES employees free of charge through My CU Info (under the Training tab) Organizational Change: Managing Organizational Change for Managers,...

Please note that any communications regarding CIRES postings and jobs will be sent to CIRES employees to their @colorado.edu email address. Be ready to check and work in this email address.  Once the salary range and position description have been finalized, CIRES HR Coordinator will load all of the information into the applicant tracking system (Av...

https://insidecires.colorado.edu/hr/docs/BestPracticesforSupervisors2026.pdf...

1. If an offer is accepted, the Hiring Supervisor completes the hiring checklist form within 24 hours and sends the form back to the HR Coordinator with copy to the Recruiter.  2. For NOAA Lab positions, the hiring checklist should only be routed after the start date is agreed upon by the access verifier, in consideration of the federal clearance pr...

● After each stage in the process, the committee meets to decide which candidates advance. As the recruiting cycle continues, the Hiring Supervisor notifies Central HR Recruiter of any unqualified candidates they wish to remove from the pool and why. Please make sure you always keep any potential backup candidates in the pool.  Dispositions can happ...

Once CIRES HR and Central HR have approved the offer amount and career track, the Hiring Supervisor should present the offer in a phone call or video call.  Before you make a verbal offer: Please make sure that the search committee has held a debriefing meeting to compare all finalists and that each finalist has been properly discussed.  Please make...

1. Prior to posting the role, the CIRES Hiring Supervisor and the CIRES HR Recruiter will complete an intake session with the Central HR Recruiter to discuss the posting and hiring strategy and decide on the timeline for the hiring process. In this meeting, the Central HR Recruiter may also go over interviewing techniques, ATS functionality, and bes...

Dear Hiring Manager: As soon as you are designated as a search committee Chair, please review these slides, outlining the CIRES Hiring cycle. There are sections which apply only to hires housed at the David Skaggs Research Center (DSRC, NOAA).  https://acrobat.adobe.com/id/urn:aaid:sc:us:f7b1bc87-114d-45b9-bbc6-fb709ff1e2bb   In addition to the slid...

Interviews - Steps, Stages, and Options  Once the hiring committee identifies the top applicants based on their application materials and with the help of the rubric (and after a hiring committee meeting), it is time to decide on the most appropriate interviewing method to use for the next stage. Please make sure that all candidates in the same stag...

Guidelines for Conducting Reference Checks for Regular Roles (Research Faculty and Staff positions) Reference checks are used to diminish ambiguity, obtain specific job-related information, further evaluate a candidate’s technical and other professional skills, and verify the accuracy of a candidate's background. The following are best practices at ...

Reference checks are used to diminish ambiguity, obtain specific job-related information, further evaluate a candidate ’s technical and other professional skills, and ve rify the accuracy of a candidate's background. The following are best practices at CIRES for checking references:  Reference checks should be conducted at the appropriate point in t...

Interviews - Steps, Stages, and Options  Once the hiring committee identifies the top applicants based on their application materials and with the help of the rubric (and after a hiring committee meeting), it is time to decide on the most appropriate interviewing method to use for the next stage. Please make sure that all candidates in the same stag...

Before you make a verbal offer: Please make sure that the search committee has held a debriefing meeting to compare all finalists and that each finalist has been properly discussed.  Please make sure that you have carefully read through all reference reports or letters of recommendation and that you have discussed or addressed potential areas of con...

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This Training was offered by Central HR's Kylie Southard in the Spring of 2026. It is recommended for all CIRES employees: https://insidecires.colorado.edu/hr/docs/CIRES_Performance_Management_Training-2026.pdf...

First Step: Position Description CIRES HR developed a new template to use when you need to initiate a recruitment process to fill a vacancy, or create/hire a completely new position.  This template https://docs.google.com/document/d/1ZBZ6ZAzJNA2xWsXVNGkS2YfoM0vxMwMjNGD-Dw08cEY/edit?tab=t.0#heading=h.8pssc4jd6rzq asks for all required sections of the...

Please consult the website for more information: https://ciresmentoring.colorado.edu/ Purpose The CIRES Mentoring program is modeled after the American Geophysical Union’s Mentoring365 program. This program aims to foster professional growth and career development for mentees and mentors. Through an exchange of professional knowledge, skills, insigh...

  At CIRES, functional titles correspond to titles used in external labor market surveys and describe the nature of work being performed within an occupational area that has similar background, experience, competencies required, and related market value. These functional titles will be CIRES HR's ongoing connection to relevant labor market data for ...

The Colorado Equal Pay for Equal Work Act requires us to post the salary in all job ads (and we cannot offer a salary outside of the posted range).  The CIRES Recruiter, Hiring Supervisor, and Unit Lead will work together to determine the salary range for the posting in consideration of the following factors:   ● Career Track Level(s) ○ Please revie...

1. Soon after the job posting is live, the Hiring Supervisor and the search committee members (if available) must complete an intake meeting with the CIRES HR Recruiter. This session covers best practices for interviewing, ATS functionality, and best practices under the Colorado Equal Pay Act guidelines. Everyone is encouraged to attend (both CU and...

https://insidecires.colorado.edu/hr/supervisorResources.html  ...