Government Employment Opportunities
Positions Available
RECRUITMENT
It shall be the policy of the City to recruit and select qualified candidates for available positions. The City is committed to recruitment practices that draw from all geographic areas and types of people. Recruitment will be conducted in an affirmative manner to insure open and fair competition. The responsibility for the recruitment of job applicants is the function of the Personnel Department. In preparing position announcements all relevant information will be provided including: job qualifications, examination information, salary range, and application procedures.
A. Internal Posting
Before any outside candidates will be considered, current City employees will have an opportunity to apply for openings. Available job openings will be posted within the City for five (5) working days before they become available to the public. It should be posted in a place where City employees have an opportunity to see the announcement. The posting will provide relevant information on the position and the qualifications. Employees who are interested in, and meet the minimum qualifications for the position should contact the Personnel Department. Their name will be placed on an interest list, and their qualifications will be reviewed for consideration of the position. However, the internal posting process in no way prohibits the City from seeking qualified candidates from the outside.
B. External Recruitment
If positions are not filled internally, efforts will be made to identify qualified candidates from the outside. Under no circumstances will recruiting be allowed by any other department other than the Personnel Department. A wide variety of sources will be utilized in this effort, including:
- Applications currently on file
- Agencies and schools
- Advertising in newspapers and journals
- Government employment agencies
- Qualified candidates who have applied for the job
- Minority organizations
- Individuals recommended by present employees
All applicants applying for employment must have an active application on file in the Personnel Department.
APPLICATION PROCEDURES
A. Application Forms
The Personnel Department is responsible for approving and selecting all application forms used in the recruitment and placement process. Application forms shall not elicit any information concerning race, color, religion, sex, age, disability, national origin, or any other information deemed illegal by EEO regulations. The application forms will be designed to elicit job related information, including: educational and training background, work experience, special skills or qualifications, employment references, and/or related information. Applications will be accepted in the Personnel Department when deemed necessary. All applications remain on an active status for one year and should be updated every six (6) months.
B. Rejection of Applications
The Personnel Department may reject any application, which indicates that the applicant does not meet the minimum qualifications established for the position. Applications may also be rejected if the applicant:
- Has deliberately falsified the application.
- Is a member of an organization, which advocates that overthrow of the government of the United States by force or violence.
EMPLOYMENT TESTING
Policy: Appropriate testing may be used in the recruiting and placement process. Tests will be administered by the Personnel Department unless they can be more effectively administered by an outside source or the department. The term “employment test” refers to any pencil and paper or performance measure, which is used as a basis for an employment decision. Testing will reflect the position’s duties as described by the job description and will not be designed to exclude individuals because of race, color, religion, sex, age, national origin, or disability.
INTERVIEWING AND SELECTION
A. Interviewing
The interview is an essential component of the hiring process. Not all applicants for a position will be interviewed. To control the flow of applicants the Personnel Department will coordinate the interview process. Minimum qualifications for each City position have been established. The criteria focuses on minimum job related qualifications that employee’s must have to be successful on the job. The Personnel Department will ensure that all interview procedure are in compliance with applicable laws, regulations, and guidelines.
The interview is normally a multi-step process. The Personnel Department will screen potential candidates for a position. The screening process includes, but is not limited to, any of the following devices: application checks, reference checks, testing, and interviewing. The process is designed to identify the most qualified job candidates. Only those candidates who most closely meet the established minimum qualifications will be scheduled for employment interviews. Interviews may be conducted at several levels including: the Personnel Department, the department level, and the board level.
B. Selection
The City intends to hire the most qualified candidate available. The final selection of an employee is the key step in the employment process. The appropriate department, in conjunction with the Personnel Department, will review and analyze the final candidates credentials. No single factor will determine the final selection. Selection material is confidential and will only be available to the appropriate personnel. Upon reaching a final selection the Personnel Department will notify the candidate selected.