VIII. - RECRUITMENT AND SELECTION.  


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  • A.

    Recruitment process

    Position vacancies which cannot be filed from among all existing employees will be announced on a area-wide basis. Such announcements will be filed with employment services, news media and posted on bulletin boards within city hall. The notice of announcement will plainly state the position being advertised, the qualifications required of the position, the salary range of the position, and the recruitment closing date.

    The city is committed to the principle of equal employment opportunity and has adopted an affirmative action plan (AAP) which describes in detail how equal opportunities will be provided for all employees and job applicants, regardless of race, color, religion, sex, age or national origin. A copy of this plan is included as Attachment A to this document. As a part of the AAP, the city council will appoint a department head to act as the equal employment opportunity (EEO) officer who is responsible to the mayor for assuring that the provisions of the plan are implemented. This officer must be knowledgeable of employment law as it pertains to municipal workers and must be willing to continue training to remain abreast of those laws. Employees are encouraged to counsel with the EEO officer on matters of discrimination and all other matters pertaining to equal opportunities.

    B.

    Selection Process

    Applications for vacant positions will be filed in chronological order as they are received. All applicants who meet the minimum requirements of the advertised position will be interviewed by the department head and the civil service board for the position. The minimum age for employment as a probationary employee shall be eighteen (18) years of age. The minimum age for employment of seasonal employees shall be sixteen (16) years of age. Appointments and promotions to all classified positions shall be solely on the basis of merit, which shall be determined by evaluation of the applicant's (1) training, education, experience and physical fitness, (2) oral interview and (3) whenever practical, an examination or demonstration performance test. Reference checks will be made on finalists for the position. Responses to reference checks will be treated as privileged information available only to the civil service board, and department manager in consideration of the applicant. Department Heads will make a recommendation to the civil service board of their selection. The civil service board will consider the department head's recommendation when making a selection. A letter will be prepared and sent to the selected applicant outlining the formal job offer once approved by the city council. It is the policy of the city that no two (2) members of an immediate family relationship shall be employed within a given department. This policy will become effective upon approval by the council; however, existing situations as of the date of approval are exempt from this policy.

    C.

    Nepotism Policy

    No officer or employee of the city or of any of its departments or agencies shall appoint any person related to her or him within the fourth degree of consanguinity or affinity or any person, whether related by any degree of consanguinity or affinity or not, who has ever resided in the same household, to any job, position or office of profit with the city or with any of its agencies. No officer or employee of the city or any of its departments or agencies may be employed within the same department of the city or any of its departments or agencies where any person related to her or him within the fourth degree of consanguinity or affinity, or any person, whether related by any degree of consanguinity or affinity or not, who has ever resided in the same household, is so employed. No officer or employee may directly or indirectly supervise another employee who is related to her or him within the fourth degree of consanguinity or affinity, or any person, whether related by any degree of consanguinity or affinity or not, who has ever resided in the same household.

    Individuals who are currently employed in such situations at the time of adoption of this provision will be exempted from its restriction. In the event that such relationship is created between two existing employees, after they are employed, one of the employees will be transferred to another position. If such transfer is not possible, either of the effected employees will have the option to resign. If one of the employees does not resign, the mayor will initiate action to dismiss the employee with the least seniority.

(Ord. No. 07-0702, 7-2-2007; Ord. No. 11-0718, 8-1-2011)