A. Recruitment: All vacancies for positions shall be publicized by posting announcements on official bulletin boards and in other places and through such media as appropriate to attract any or all qualified applicants without regard to race, creed, sex, age, handicap, national origin, marital status, religion, ancestry, pregnancy and parenthood. The announcement shall specify the title, salary range, duties and minimum qualifications of the class, the time, place and method of making application, and other pertinent information. (Ord. 89-01, 4-18-1989; amd. 1999 Code)
B. Application: Applications for job vacancies shall be made on standardized forms to be provided by the town. Application forms of accepted applicants will become a permanent part of the employee's personnel file. Applications for unsuccessful or rejected applicants shall normally be retained on file for two (2) years. Applications may remain active for consideration for six (6) months after receipt.
C. Screening: It shall be the responsibility of the appointing authority to receive and screen applications for position vacancies. When an application is rejected, the nature and reasons for rejection shall be noted on the application. Applications may be rejected for any of the following reasons:
1. The applicant does not meet the requirements of the position as established in the class specification or prescribed by statute.
2. The applicant did not satisfactorily complete the application form.
3. The applicant has a record of unsatisfactory employment.
4. The applicant has been adjudged guilty of a crime which would preclude the applicant from effectively performing the duties of the position applied for.
5. The applicant has violated the town's rules and procedures.
6. The applicant has made false statements of any material fact or practiced or attempted to practice fraud or deception in the application.
7. Other appropriate job related reasons.
D. Selection: If more than one applicant possesses all of the requirements set forth in the class specifications, the appointing authority may make the selection on the basis of additional job-related criteria. Examinations and/or interviews may be administered to all or a certain number of qualified applicants. It shall be the responsibility of the appointing authority to select the best qualified applicant for the position as determined by the entire selection process. All notes and materials utilized in the selection process shall be retained on permanent file by the Town. (Ord. 89-01, 4-18-1989)