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The selection criteria used to evaluate applicants may include, but are not limited to:
A. An analysis of the necessary knowledge, skills and abilities required for the position;
B. A work history evaluation;
C. A test of knowledge, skill or performance ability;
D. A reference check;
E. A physical test or medical examination; and/or
F. An interview. (2019 Compilation)
A. Screening Process:
1. The Human Resources Department will gather applications and create an applicant list for each recruitment.
2. From the complete applicant list, a list of candidates that meet minimum qualifications will be identified and provided to the hiring authority by the Human Resources Department.
3. The hiring authority may only interview applicants on the certified applicant list.
4. The Human Resources Department will notify applicants of their application status.
B. Interview Process:
1. Hiring authorities will make a reasonable attempt to interview applicants on the qualified applicant list deemed as the best qualified based on objective job related criteria.
2. In cases where a qualified applicant has been interviewed by the same hiring authority for the same job during the past six (6) months, the hiring authority may choose not to reinterview the applicant. In this case, the applicant will remain active on the qualified applicant list to be considered for future openings.
3. The hiring authority may recommend to the Human Resources Department that an applicant be removed for a qualifying reason from the certified applicant list. The Human Resources Department may, in consultation with the City Attorney's Office, determine the applicant is to be removed from the qualified applicant list.
4. Hiring authorities will notify all of those on the qualified candidate list of their interview status. (2019 Compilation)
A. Drug Test, Criminal Background Check: Job offers are contingent on the successful completion and passing of a drug test and criminal background check.
1. Pre-employment drug screen is required only for those positions designated as safety sensitive or other positions identified by the Human Resources Department due to department specific needs and/or requirements. Pre-employment drug screening must be completed by an applicant within forty eight (48) hours of an offer of employment, unless an extension is granted by the Department Director or designee.
2. Criminal background checks are required for all positions.
B. Credit Check: A credit check may also be required for certain job assignments.
C. Other Tests: Candidates must also satisfactorily complete any other relevant or required test, evaluation or examination applicable to a specific job or position. (2019 Compilation)
A. Scope: The City may pay reasonable and customary relocation expenses as determined by the Mayor or Mayor's designee, when such payment is necessary to hire prospective employees. Refer to the City's Relocation Procedure and Form.
B. Relocation Procedure: Relocation expenses shall be reimbursed only in accordance with the City's Relocation Procedure.
C. Maximum Reimbursement: Reimbursable expenses shall not exceed fifteen thousand dollars ($15,000.00).
D. Reimbursement Back To City: An employee who receives a relocation reimbursement who voluntarily leaves City employment within two (2) years from their hire date shall be required to reimburse the City on a prorated basis for any relocation expenses received. Reimbursement may also be required for employees who are terminated "for cause", in accordance with the City's Relocation Procedure. (2019 Compilation)