Whether the opening is due to an employee leaving, reorganization or the creation
of a new position, having a position description (along with a grade, which will
help determine the appropriate salary range) is essential prior to hiring any regular
position. The job description checklists may be used to create position descriptions.
The position descriptions below are not meant to be “ready to use”
by the parish. Modifications/ revisions should be made based on the
parish’s particular needs in a position. Position descriptions do not
need to be exhaustive. A position description should accurately
describe the intent and mission of the position, its major goals and
responsibilities, and most importantly, the skills and qualifications
that are necessary to complete the position.
All successful candidates for parish positions are required to support the mission
of the Church and lead a life consistent with Catholic social and moral teaching.
Many positions may require that the successful candidate be an active member of
a Catholic parish/faith community in good standing with the church; however, this
may not be required for all staff. Pastoral leadership at the local level will make
the final determination as to whether or not a particular position requires active
membership in a Catholic parish/faith community.
Certain publications, such as The Seattle Times, will
not place advertisements for positions that require
applicants to be Catholics. While we practice non-discriminatory
hiring in other protected areas, we do discriminate on the
basis of religion and, occasionally, gender (priests and
deacons, for example).
DO NOT USE “EQUAL OPPORTUNITY EMPLOYER” OR “EOE”
IN YOUR ADVERTISEMENTS, EVEN IF THE POSITION DOES
NOT REQUIRE THE SUCCESSFUL CANDIDATE TO BE CATHOLIC.
Always check with the Office of Human Resources (206-382-4570 or 800-261-4749 or
HR@seattlearch.org) if a candidate you are considering has worked previously in
the archdiocese – even if it was just a temporary, contractor, or stipend position.
Human Resources may have information that will affect your hiring decisions. In
addition, be sure to contact former employers for references, both within and outside
of the archdiocese.
Before you notify the applicant(s) who were not chosen, make certain the applicant
you want will, in fact, accept your offer of employment.
It is important to designate a person to call the prospective new employee, offer
the job and get an acceptance from the applicant, including starting date and salary.
This is to be done before contact is made with the other applicants. Be sure that
the applicant knows the job offer is contingent upon successful completion of a
criminal background check and other employment paperwork.
Assuming the applicant accepts, you can either personally telephone the other applicants
or write them in a timely manner. It is inappropriate for applicants to hear “through
the grapevine” that they didn’t get the job.