Subject to the provisions of the city promotion policy as set out in § 10-4.5:
(A) Recruitment sources. When position vacancies occur, department/division heads shall notify the City Manager or their designee concerning the number and classification of the position(s) which are to be filled. The Manager’s Office or his or her designee shall publicize these opportunities for employment either internally, externally or both, including applicable salary information and employment qualifications. Information on job openings and hiring practices for positions open to external candidates shall be provided to recruitment sources, including organizations and news media available to minority applicants. In addition, notice of vacancies shall be posted at designated conspicuous sites within departments. Individuals shall be recruited from a geographic area as wide as necessary to ensure that well qualified applicants are obtained for city service. The North Carolina Employment Security Commission should normally be used as a potential recruitment source for external job postings.
(B) Job advertisements. Employment advertisements (internal job postings and external job postings) shall contain assurances of equal employment opportunity and shall comply with federal and state statutes.
(C) Application for employment. All persons expressing interest in employment with the city shall be given the opportunity to file an application approved by the City Manager for employment for positions which are vacant. As part of the application process, each person shall provide a criminal history check under Article IX of Chapter 2. Existing employees who are internal candidates applying for a different position will not be required to submit an additional application for employment.
(D) Application reserve file. Applications shall be kept in an inactive reserve file for a period of six months, in accordance with Equal Employment Opportunity Commission guidelines.
(E) Selection. Department/Division heads, in coordination with the Human Resource Department and the City Manager shall make such investigations and conduct such examinations as necessary to assess accurately the knowledge, skills, and experience qualifications required for the position. All selection devices administered by the city shall be valid measures of job performance.
(F) Appointment. Before any commitment is made to an applicant either internal or external, the department/division head shall make recommendations to the Director of Finance and Personnel who will verify the accuracy of the applicant information and insure the recommendations adhere to the Personnel Ordinance. The Director of Finance and Personnel will forward the recommendation to the City Manager who shall review and approve the recommendation of the position to be filled, the salary to be paid, and the reasons for selecting the candidate over other candidates. The City Manager shall approve appointments and the starting salary for all applicants.
(Ord. passed 5-17-94; Am. Ord. 11-17-98; Am. Ord. passed 1-17-02; Am. Ord. passed 10-21-08; Am. Ord. passed 8-29-09; Am. Ord. passed 2-18-14)