Page | 13 RECRUITMENT AND SELECTION 201 To comply with the law as well as attract and retain the most highly qualified workforce, the City strongly supports the principals of equal employment opportunity. To further this goal, the City will make employment opportunities known to the largest number of candidates as practical. The extent of the recruitment may be local, regional or national, depending on the nature of the position. The City will seek to fill vacant positions with, in the City’s judgment, the best qualified persons in terms of experience, skills, training, education and aptitude. All hiring decisions will be made without regard to race, color, religion, sex, national origin, disability, veteran status, age, or other non-job-related factors. The Human Resources Department is responsible for the overall management and oversight of the recruitment and selection processes. This includes, but is not limited to, job advertisements and other candidate recruiting efforts, candidate screening/selection methods and tools, background checks, and extending any offers of employment. The Human Resources Department will ensure that hiring processes are flexible, timely, comply with appropriate laws and regulations, and are specific to the nature of the job. Hiring managers are responsible for conducting timely, effective interviews of qualified candidates for the position. To meet recordkeeping requirements, hiring managers are required to notify and provide Human Resources with supporting documentation of all interviews conducted. All applications and resumes of applicants not selected will be forwarded to Human Resources for appropriate retention. Human Resources will notify applicants that were not selected. Former employees who left the City in good standing may be considered for reemployment. Former employees who resigned without written notice or who were dismissed for disciplinary reasons will generally not be considered for reemployment. A former employee who is later reemployed will be considered a new employee for benefits and other employment-related purposes. Base pay for new employees is primarily determined by the qualifications of the applicant and internal equity considerations. All starting rates of pay for non-exempt employees must be reviewed and approved by the Director of Human Resources. All new exempt employees must be reviewed by the Director of Human Resources and approved by the City Manager. INTERNAL JOB POSTINGS 202 Job vacancies are posted on the City’s website and on the City’s numerous departmental worksite bulletin boards. Job postings are generally posted internally for a minimum of five (5) workdays; however, the City retains the right to initiate external recruitment at any time. TRANSFERS AND PROMOTIONS 203 The City encourages employees to seek higher-level positions for which they qualify and all employees, including parttime and seasonal, may apply for internal job postings. Employees are responsible for monitoring the City’s job posting system. To be considered for promotional and/or transfer opportunities, employees are required to timely complete the electronic employment application form(s) as required by Human Resources. Employee candidacy for promotion will be determined by the requirements of the job. In addition, to be eligible for consideration, an employee must have held their current position for at least 12 months, have a satisfactory performance record and have no formal disciplinary actions during the same period. The City retains the discretion to make exceptions to the policy. Internal candidates for promotion will normally be subject to the same selection criteria as external applicants and will be screened based on such factors as attendance and work records, performance appraisals and job-related qualifications (including, in some instances, aptitude or achievement tests). Seniority will be considered if required by a labor contract.
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