(A) (1) When a position becomes vacant or the need arises to create a new position, the elected official or department head shall notify the Human Resource Department of recruitment needs.
(2) Notification shall be accompanied by the position title and a description of the duties, responsibilities and required knowledge and skills. Minimum qualifications for education and experience shall be outlined for all recruited positions.
(3) All employees and appointments must be hired into position that have existing job classifications (except seasonal, temporary, contractual, noncareer and part-time professional positions).
(4) Authorization to hire individuals into non-allocated positions must be approved in advance by the Board of County Commissioners.
(B) Upon being given approval to recruit, the Human Resource Department shall follow the county recruiting policy and procedure.
(C) (1) Upon closing the recruitment, the supervisor and/or department head/elected official over the position being recruited shall review all applications and select a suitable number of interview candidates that meet the minimum job qualifications. The interview process shall be coordinated by the department head/elected official in connection with the Human Resource Department.
(2) Upon completing the interviews and any related selection test(s), the supervisor and/or department head/elected official shall submit the recommendation for hire to the Human Resource Director. The Human Resource Director shall submit the final recommendation for hire to the Board of County Commissioners for final approval.
(D) The county reserves the right to reject any application which indicates on its face that the applicant does not possess the minimum qualifications required for the position. Applicants and subsequently hired applicants who make false statements or who are found to be engaged in any type of deception or fraud in the application or testing process shall be rejected or immediately terminated.
(E) (1) Applicants may be subjected to competitive testing which may include, but not be limited to: determination of whether an employee is bondable, rating of education and experience, written, oral or physical agility tests, essential function demonstrations and/or background investigations, proof of academic attainment and the like.
(2) Applicants for positions which require the employee to operate county vehicles or equipment on public roadways must provide a copy of a Motor Vehicle Record (“MVR”). MVR’s will be used to assist in the ranking of applicants who meet the minimum requirements.
(F) Public health and safety demands that employees be physically able to perform the duties of the job classification to which hired. The physical requirements of the job constitute bona fide occupational qualifications. When hiring a new employee, job offers are considered conditional if it is determined that the candidate is required to pass a physical examination by a qualified medical examiner before commencing work. The results of the exam will be presented to the department head/elected official, in writing, and will be treated as a confidential medical record. The county will also accommodate employees and applicants in compliance with the Americans with Disabilities Act (ADA) and provide “reasonable accommodation”.
(1) The county will pay the cost of any required medical examination.
(2) A final candidate for any position may be required to undergo drug and alcohol testing. (See § 32.220)
(G) In conformance with the Immigration Reform and Control Act of 1986 (Pub. Law No. 99-603), the Human Resource Department shall establish an employment verification system, and shall verify that all applicants for vacant positions or persons hired to fill vacant positions are authorized to work within the boundaries of the United States.
(1) The Human Resource Department shall complete or have completed Immigration and Naturalization Service Form 1-9 prior to the hired employee’s first day of work and verify work eligibility through examining such documents as a United States passport, birth certificate, Social Security card, driver’s license or an alien identification document.
(2) Employees must also attest in writing that they are authorized to work in the United States.
(Ord. passed 6- -2019)