招募注意須知 (Things to Keep in Mind about Recruitment)

提醒您，辦理人才公開甄選應注意:
It is reminded that you should pay attention to the following principles when organizing an open recruitment.
 
一、避免職場就業歧視
依就業服務法第5條規定，雇主對求職人或所僱用員工，不得以種族、階級、語言、思想、宗教、黨派、籍貫、出生地、性別、性傾向、年齡、婚姻、容貌、五官、身心障礙或以往工會會員身分為由，予以歧視。為避免職場就業歧視，各單位應確實遵守就業服務法及性別工作平等法之相關規定，於對外徵才時，應注意不得有上開違反就業歧視之情形（如：限年齡、性別或限役畢等），並應尊重個人私領域，不宜詢問應徵者與業務無關問題（如婚姻或生育狀況等）。

一、Avoid discrimination

According to Article 5 of the Employment Service Act, employer is prohibited from discriminating against any job applicant or employee on the basis of race, class, language, thought, religion, political party, place of origin, place of birth, gender, gender orientation, age, marital status, appearance, facial features, disability, or past membership in any labor union. All units should adhere to the Employment Service Act and the Act of Gender Equality in Employment that no discrimination against applicants is allowed in the course of recruitment (for example, restricted by age, gender or completion of military service. ). Moreover, the privacy of applicants should be respected. Questions that are not related to the business, such as marital status or reproductive status should be avoided.

 

二、招募刊登作業，建議至少公告一週以上。

二、The recruitment announcement should be publicly posted for at least a week.

三、招募部門刊登職員工職缺訊息時，須加註以下內容:
1.「個人資料造假不實本校將取消錄取資格或予以免職」。(需請應徵者填寫「應徵人員個人資料蒐集告知條款及同意書」（可至人事室網站下載專區→人事表單中下載）。)
2.告知薪資範圍(正式編制職員得參考人事室網頁薪資管理要點、約聘人員得參考相關職缺之聘任管理要點之「薪級表」或洽人事室分機3471確認)。僱主提供的經常性薪資若低於4萬元，招募時僱主應公開揭示或告知求職者薪資範圍，不得僅寫「面議或公司規定」，違者可處6萬到30萬元罰鍰。為配合政府法令，建議填寫明確薪資之有效級距。
3.若為定期契約之工作，則應載明契約起訖。
4.請提供本職缺所需學歷證書或相關証明影本。
5.初審資格符合者，擇優通知考試；資格條件不符合或初審、考試未獲錄取者，恕不另行通知及退件。(未加註此點者，請於徵選結束進行未錄取者之通知作業)

三、The recruiting department should pay attention to the following points when announcing job vacancies:
1. The job offer will be withdrawn, and no position will be given to those who are involved in forgery. (Applicants should complete the ‘Agreement of Personal Data Protection Act’, which is available on the website of the Personnel Office (‘Download’->‘Agreement of Personal Data Protection Act’)
2.Applicants  employees should be informed of the salary range (Formal established staff can refer to the relevant document [Regulations for Salary Administration] available on the website of the Personnel Office;  contracted staff can refer to the salary scale in the employment details or contact the Personnel Office via 3471).

3. The beginning date and the ending date of the fixed-term contract should be clearly stated.

4. Please provide a copy of the required academic certificates or related proofs required for the job vacancy.

5. Applicants who pass the preliminary review will be notified of examinations on the basis of merit.  Those who fail to pass the preliminary review, or who are not admitted after the examination, will not be notified. All documents submitted for the purpose of selection will not be returned to the applicants. (If this point is not listed, please notify the applicants who are not admitted at the end of the selection process. )

 

四、本校遵循原住民工作權保障法及身心障礙者權益保障法，職缺相關訊息應同步刊登於原住民人力資源網。

四、Our school abides by the Indigenous Peoples Employment Rights Protection Act and People with Disabilities Rights Protection Act. Job vacancies and the related information should be published simultaneously on https://iwork.cip.gov.tw/ (原住民人力資源網).