HomeMy WebLinkAbout6.s. Hiring PracticesCITY OF ROSEMOUNT
EXECUTIVE SUMMARY FOR ACTION
City Council Meeting Date: October 5, 2004
SUMMARY
The City of Rosemount's current hiring procedures delay the process of hiring qualified
individuals. While this has not resulted in the loss of top candidates during the recruitment
process this year, it did result in a loss of productivity within the departments which were
short staffed. By giving the City Administrator more administrative authority, procedures can
be streamlined to make more efficient use of time in filling some vacant positions.
Within the following personnel policies, the City Administrator would be given the ability to
initiate the recruitment process and make a final hiring decision of those positions which are
not newly budgeted, supervisory, or non- budgeted (this term has been included in the policy)
positions. In making such a decision, the City Administrator would consider any budgetary
concerns. For all vacant management, newly budgeted, or non- budgeted positions, staff
would continue to request authorization of recruitment and approval of the final hiring
decision by Council.
AGENDA ITEM: Hiring Practices
AGENDA SECTION:
PREPARED BY: Dawn Weitzel
Assistant City Administrator
AGEIjff S
ATTACHMENTS: Personnel Policies
APPROVED BY:
RECOMMENDED ACTION: Motion to Approve the Job Postings and Recruitment and
Employee Selection and Background Checks Policies
ACTION:
Policy: JOB POSTINGS AND RECRUITMENT
Section:
Approved by: City Council
Page: 1 of 2
Effective Date: October 6, 2004
Council Approval For all vacant supervisory, newly budgeted, and non - budgeted
of Vacancies regular positions, staff will request authorization of recruitment by
Council. For all other positions, the City Administrator will give approval
to the department director to recruit.
Job Posting All position vacancies for regular full -time and regular part-time
positions will be posted on the official City bulletin boards and will be
announced by e-mail prior to filling the vacancy. The posting will
specify the title; starting salary or range; the nature of the work to be
performed; how to apply; the closing date for receiving applications;
and any other pertinent information.
Recruitment The Assistant City Administrator will manage the recruitment process to
assure compliance with state and federal laws as well as City of
Rosemount practices. This includes approving all job postings,
advertisements, placing of job advertisements, addendums to the
application and other recruitment materials. The Assistant City
Administrator will meet with the appropriate department director or
designee to determine the best methods for recruiting.
When /if the City recruits a position externally, the position will be
advertised in any of the following communication vehicles: selected
newspapers, periodicals, newsletters, internet postings or through
direct mailings. In addition, the City may mail notices of job openings to
colleges, universities, vocational and technical schools, and
organizations whose membership includes people with disabilities,
minorities and women in an effort to recruit a broad range of diverse
and qualified applicants.
All advertisements will include the job title, the nature of the work to be
performed, how to apply, the closing date for receiving applications and
any other pertinent information. All advertisements will include the
statement "The City of Rosemount is an Equal Opportunity Employer"
or "EEO" or some other similar statement which conveys the City's
commitment to equal employment opportunity.
Promoting from The City encourages promotion from within existing employee
Within ranks whenever possible. Promotional opportunities are offered to
existing employees on a competitive basis. This does not preclude the
City from recruitment and /or selection of applicants outside the City of
Rosemount. This policy is not a waiver of job - relevant qualifications for
the position, nor is it a guarantee of promotion to existing employees.
The City has the right to make the final hiring decision based on
qualifications, abilities, experience and City of Rosemount needs.
Transfers from Occasionally an employee will apply to transfer to a vacant
Within position. Transfers, like promotions, are offered to regular employees
on a competitive basis. This does not preclude the City from
recruitment and /or selection of applicants outside the City of
Rosemount. This policy is not a waiver of job - relevant qualifications for
the position, nor is it a guarantee of transfer to existing employees. The
City has the right to make the final hiring decision based on
qualifications, abilities, experience and City of Rosemount needs.
Application Forms Applicants must complete the City Application for Employment form
and return it to the Human Resources Division. Each application must
be completed and signed by the person applying. Applicants may be
required to submit certificates from educational and training institutions,
military discharge information, physical ability information, and
reasonable proof of any statements made on the application.
Unsolicited applications will not be kept on file. Applicants will be
required to submit a new application for all positions for which one is
applying.
Equal Employment All posting and recruitment will comply with the City's policy on
Opportunity Equal Employment Opportunity. See Section 3.01 for further
information on the City's EEO policy.
Policy: EMPLOYEE SELECTION AND BACKGROUND CHECKS
Section:
Approved by: City Council
Page: 1 of 3
Effective Date: October 6, 2004
Policy The City of Rosemount selects the best qualified person for each
available position from among applicants who have proper
qualifications. Evaluation of qualifications is based solely on job - related
criteria. In no case is selection based on race, color, creed, religion,
national origin, sex, marital status, sexual orientation or identity,
disability, age, status with regard to public assistance or veteran status
be excluded from any employment or be subjected to discrimination
regarding any and all terms and conditions of employment.
Selection The Assistant City Administrator will manage the selection process to
assure compliance with state and federal laws as well as City of
Rosemount practices. This includes reviewing applications, approving
training and experience rating forms, reviewing interview questions,
written exercises and any other selection process prior to it being used.
The Assistant City Administrator will meet with the appropriate
department director or designee to determine the best selection
process for open positions.
Examples of selection procedures include, but are not limited to:
• An evaluation of knowledge, skills and abilities listed on the
Application for Employment and any addendum, resume or other
submitted material
• Structured interviews
• Written responses to questions
• Written "in- basket" exams
• Role plays and /or presentations
• Physical agility examinations
• Reference checks and discussion with former employers
• Managerial profiles
• Medical exams, driver's license checks and background checks
False Information Any applicant who gives false or misleading information on an
application form, cheats on an examination, or falsifies a statement;
certificate or evaluation will not be considered for employment. Fraud
Veteran's Minnesota Statutes 43A.11 and 197.447 provide preference to
Preference veterans in the hiring process. The City complies with veteran's
preference requirements in its selection procedures.
Contacting The City will attempt to notify every applicant of the employment
Unsuccessful decision. This will be done through the Human Resources
Candidates Division.
Equal Employment All selection procedures will comply with the City's policy on Equal
or attempts to commit fraud which would preclude the City from
impartially executing the provisions of this policy book will be cause for
the City to refuse to hire an applicant.
Reference
The City conducts reference checks prior to making a job offer for
Checks
all employees. This may include inquiries into all statements contained
on the application for employment or made during the selection
process, including, but not limited to:
1. Former employers for information concerning employment, ability,
experience and behavior on the job
2. Records maintained by an educational institution relating to
academic performance such as transcripts
Background
The City conducts background checks at the finalist stage or after
Checks
a conditional job offer has been made for all positions. This may involve
a computerized history check through the State of Minnesota or
county /counties of residence to ensure there are no relevant felony,
gross misdemeanor, or misdemeanor convictions, a warrant check to
ensure there are no warrants for arrest, and a driver's license check to
ensure that the applicant has a valid driver's license and the status of
their driving record (if applicable). If something in the applicant's
background makes them ineligible for employment, the City will
withdraw the job offer at that time. Background checks are conducted
by the Police Department in conjunction with the Assistant City
Administrator. See City Ordinance Chapter 8 for additional information
on background checks.
Employment of
See Section 3.15 for information on the employment of relatives.
Relatives
Selection Decision
The City has the right to make the final hiring decision based on
and Approval of
qualifications, abilities, experience and City of Rosemount needs.
Hiring
For all vacant supervisory, newly budgeted and non - budgeted
positions, staff will request authorization to hire by Council. For all
other positions, the City Administrator will make the final hiring
decision.
Veteran's Minnesota Statutes 43A.11 and 197.447 provide preference to
Preference veterans in the hiring process. The City complies with veteran's
preference requirements in its selection procedures.
Contacting The City will attempt to notify every applicant of the employment
Unsuccessful decision. This will be done through the Human Resources
Candidates Division.
Equal Employment All selection procedures will comply with the City's policy on Equal