Section I - Policy

It is the policy of the City to recruit and select the most qualified persons for positions in the City service. Recruitment and selection shall be conducted to ensure competition for employment and to provide equal employment opportunity.

Section II - Personnel Requisition

All requisitions for the filling of vacancies shall be made on a Personnel Requisition (see attached) and submitted to the Personnel Department.

Section III - Position Management

All vacant positions shall undergo the process of position management. The purpose of position management is to ensure that each position to be filled is needed and justified as well as appropriately classified and graded. The extent of position management is dependent on the circumstances of the position to be filled and may include the department head and Personnel Manager discussing the position, meeting with the City Administrator, classification reviews, external wage surveys, etc. Once evaluated, the requisition must be approved by the City Administrator before the position is posted.

Section III - Method of Filling Vacancies

An internal job posting will be distributed to each department specifying position title, department, job grade, working hours, closing date and pay rate. The job description shall be attached to the posting. Interested regular City employees should submit a bid for the position which must be received by The Personnel Department no later than the close of business on the posted closing date. Additional information may be requested by the posting (resume, application, etc.) and must be submitted with the bid letter.

Department managers will be sent a roster of regular City employees who bid on the position. The department manager will utilize approved methods of selecting a qualified applicant and will notify the Personnel Department in the event that the position cannot be filled from this roster. The Personnel Department will then recruit externally. Regular City employees shall be given priority of selection over equally qualified non-City employees. The Personnel Department will not accept applications for any vacant position until that position has been advertised.

All vacant positions will be posted first. If the department manager wishes the vacancy to be posted and advertised concurrently, it must be approved by the Personnel Manager.

Section IV - Applications

All applications for employment shall be made on the forms prescribed by the Personnel Department and may include a resume. The Personnel Department may reject any application which fails to meet the established qualification requirements for the position for which application was made. An application may also be rejected if it contains false information or does not specify an established City position for which applications are being accepted.

Section V - Selection

All applicants for employment who possess the established qualifications for a position will be forwarded to the proper hiring authority (department manager) for review and interview scheduling. This includes regular City employees as well as those applicants who respond to external advertisements. The department manager will use approved methods to assist in this selection process.

Departments are encouraged to use the appropriate interview matrix established by Personnel to assist in evaluating candidates. After interviews have been conducted and a recommendation is made, the hiring authority will complete and submit a Personnel Selection Form to the Personnel Manager for approval.

Section IV - New Hire Procedure

If the hiring authority's selection is an outside applicant, the following procedures will apply:

Pre-Employment Physical

New Employee Orientation