Onboarding
CSF is committed to maintaining fair, transparent, and equitable hiring and contracting practices that align with its mission, values, and compliance standards. All personnel and partner selections are made based on merit, qualifications, and organizational need, without discrimination or bias.
This policy applies to all hiring, contracting, and engagement activities for employees, consultants, vendors, and subrecipients.
Position Development and Posting
When a position or contract opportunity becomes available:
The Designated Officer (or an authorized representative) defines the scope of work, responsibilities, and qualifications.
Opportunities are announced internally and externally, as appropriate, to promote equal access.
All postings will include a clear description of required competencies, compensation or contract terms, and application procedures.
Application and Screening
All applicants must submit a complete application or proposal package by the stated deadline.
Applications are reviewed for completeness, accuracy, and alignment with CSF’s mission and standards.
The Designated Officer or review committee evaluates all submissions using consistent criteria.
Qualified candidates may be invited to participate in an interview, presentation, or assessment process.
CSF maintains documentation for each selection process, including job or contract postings, applications received, interview notes, and evaluation materials. These records are retained in accordance with CSF’s Records Retention Policy.
Selection and Offer
Final selection decisions are based on demonstrated qualifications, relevant experience, and overall fit with CSF’s operational needs and values.
Employment and contractor offers must be made in writing and approved by the Designated Officer or Board designee.
No verbal or informal offers are binding without a signed agreement.
For contractual engagements, CSF will execute a written agreement outlining the scope of work, deliverables, payment terms, and applicable compliance requirements.
Verification Process
To ensure compliance and public trust, CSF requires:
Verification of education, professional licenses, certifications, or other credentials as applicable to the role.
Background or reference checks consistent with position sensitivity and relevant laws.
Ongoing credential maintenance and disclosure of any disciplinary or legal actions that may impact eligibility.
Failure to disclose or falsifying information may result in disqualification or termination of employment or contract.
Recordkeeping
All hiring and contracting documentation will be securely maintained within CSF’s administrative records for at least one (1) year following completion of the hiring or engagement process, or longer when required by applicable regulations or funding agreements.
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