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Kansas State University

Employment Services
Division of Human Resources
Kansas State University
103 Edwards Hall
Manhattan, KS 66506
785-532-6277
785-532-6095 (fax)
8 a.m. - 5 p.m. (CST)
employment@ksu.edu

Job Line

(785) 532-6271

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Veterans' Preference

Veterans' Preference Applicants who score in all areas of preferred criteria are entitled to an interview regardless of their score on the initial screening document.

Changes to the State's Veterans' Preference policy as authorized by 2008 Substitute for House Bill 2562 became effective on July 1, 2008. They are summarized below.

*New provisions for Veterans' Preference - (K.A.R. **1-6-21)***

Effective immediately for all classified positions eligible for Veterans' Preference.

  • Provisions now include the *spouse* of Veterans who are determined eligible for Veterans' Preference in accordance to the State of Kansas Veterans' Preference policy, K.S.A. 73-201. This provision applies to the spouse of a disabled Veteran, spouse of a POW or unmarried spouse of a deceased Veteran.
  • Within 30 calendar days of filling a position, applicants with "Veterans' Preference Verified" indicated on the Applicant Summary must be notified by *certified mail* if they were not selected for the position.
  • Only those applicants certified as Veterans who meet both the minimum requirements and the preferred selection criteria for the position are required to be offered an interview and considered for the position.
  • Criteria used to determine whether an applicant is qualified for the position must be signed and dated by the Appointing Authority or the Appointing Authority's designee.
Kansas Employee Preference

Employees who have been laid off after June 8, 2002, are eligible for Kansas Employee Preference. If a classified employee who has been laid off meets the minimum requirements for a vacant position and they present a copy of their Kansas Employee Preference letter to the Division of Human Resources, recruitment will cease and the individual will be entitled to claim the position.

Related Information

Related Resources

Suggested Guidelines for Screening of Applicants to Complete "Initial Screening of Candidates Prior to Interview" (AA-28)

The purpose of the screening process described below is to refine the applicant pool to include only the best qualified candidates in terms of job-related requirements. The screening is primarily accomplished by reviewing the candidate's application forms.

  1. Review the Position Description and Performance Standards for the position to be filled.

  2. Determine the job qualifications for the position and list them across the top of the "Initial Screening of Candidates Prior to Interview" (AA-28) form (pdf).

    NOTE: "Education" and "work experience" should not be listed as job qualifications. Rather, list the specific job-related skills, abilities, and knowledge that are acquired through education and experience. For example, two candidates may have had the same number of years of experience, with one candidate having had work experience using the specific computer and typing skills required for the job. In this instance, only the candidate with the relevant experience would qualify in such job-related categories as "computer skills" and "typing skills".

  3. On the "Initial Screening" form, enter the candidates' names on the left side of the page.

  4. Enter the weight for each job qualification across the top of the page. The simplest weighting scheme will have a total of 100 points possible, with each weight being a multiple of five (5, 10, 15, etc.). Greater weights should be assigned to those qualifications that are judged to be more important to the overall performance of the job and/or those that consume a larger percentage of the employee's work time.

  5. Rate each candidate on each job qualification. Multiply the rating by the weight. Finally, add the subtotal scores for the job qualifications to arrive at a "grand total" for all candidates.

  6. Interview those candidates who received top scores on the "Initial Screening" form. You must interview all those candidates who received higher scores than the lowest-scoring candidate interviewed. When making the final selection, also consider information obtained from the interview and references. In the "Explanation" section on the PER-10 indicate job-related reasons for final selection, and any other comments that may apply (e.g. candidate withdrew from consideration, etc.).

After job qualifications and a weighting system have been determined for a specific position, revision will be required only if the position is altered in some manner. Return the Initial Screening of Candidates Prior to Interview form to the Division of Human Resources, Employment Services, upon completion of recruitment.