TITLE 51
OFFICERS, EMPLOYEES
OFFICERS, EMPLOYEES
SECTION:
51-1-1: Purpose
51-1-2: Scope
51-1-3: Recruitment Strategy
51-1-4: Special Consideration And Preferences
51-1-5: Job Announcements
51-1-6: Selection Criteria
51-1-7: Applicant Screening
51-1-8: Pre-Employment Testing, Drug Screens And Background Checks
51-1-9: Interview Travel Reimbursement
51-1-10: Relocation Expense Reimbursement
A. In accordance with applicable law, Salt Lake City administers competitive employment processes that encourage the attraction, hiring, retention and promotion of individuals based on merit principles and individual qualifications.
B. Positions designated as "at will", including those from the City Council Office and others appointed by the Mayor, are exempt from career service and are, therefore, excluded from requirements of this chapter.
C. Recruitment processes and selection criteria for positions covered under the Civil Service Commission shall be governed and administered according to rules adopted and approved by the commission, as set forth in title 2, chapter 2.16 of the City Code.
D. The City is committed to building a qualified and competent workforce based on principles of diversity.
E. The City will ensure equal employment opportunity to all employees and applicants for employment and/or promotion. The City prohibits any employment practice that discriminates against any employee or applicant for employment with respect to compensation, terms, conditions or privileges of employment based on protections granted by title VII, or by any other Federal or State law, executive order or City ordinance, unless based on job related or bona fide occupational qualifications.
F. Hiring officials and the Human Resources Department will adhere to and abide by the City's Nepotism Policy, chapter 3 of this title, which is based on section 2.52.210 of the City Code, minimum age requirements and all applicable laws, rules, regulations or memorandums of understanding when making hiring decisions.
G. Applicants requesting an accommodation under the Americans with Disabilities Act should be referred to the City's EEO Program Manager.
H. The Human Resources Department will maintain and secure an applicant tracking system, including relevant applicant information and documentation. (2019 Compilation)
A. Specified: The Human Resources Department, in consultation with hiring authorities and other subject matter experts, will implement a recruitment strategy for each job vacancy. A recruitment strategy includes:
1. Ensuring a current and accurate job description;
2. Identifying minimum qualifications, including any applicable education, certification, license and/or experience requirements, based on an analysis of the related duties and responsibilities of the job;
3. Developing a job announcement that may include:
a. Posting job announcements online;
b. Marketing and advertising campaigns; and
c. Networking with industry professional organizations.
B. Underrepresented Groups: The Human Resources Department will promote, enhance and actively engage in recruitment efforts designed to ensure that minorities, women and persons with disabilities or other groups substantially underrepresented in the workforce are given consideration throughout recruitment and hiring processes. (2019 Compilation)
A. Veterans: Military veterans and their qualifying spouses who self-disclose and provide documentation to support their eligibility for veteran status will receive preference in accordance with State and Federal laws. The Human Resources Department will ensure that veterans or their qualifying spouse or widow/er receive a preference, as follows:
1. All preference eligible veterans and their qualifying spouses or widow/ers meeting minimum qualifications will either be given a five percent (5%) advantage or will be placed in a higher band when points are not used in the interview or hiring process.
2. For veterans with disabilities or for Purple Heart recipients, they will either be given a ten percent (10%) advantage or will be placed in a higher band when points are not used in the interview or hiring process.
3. Preference is required to be granted only once, either during recruitment or hiring, but not both.
B. National Service Organizations: The Human Resources Department will ensure that applicants who are alumni of AmeriCorps, Peace Corps or other national service organizations, receive a preference in the recruitment or hiring process in the same manner established for nondisabled military veterans.
C. Alternative Programs: The City may also enact alternative job application programs that facilitate the need to fill vacant positions and enhance employment opportunities for people with disabilities. (2019 Compilation)
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