(A) The City Manager shall appoint, promote, and fill vacancies in the manner prescribed by the Municipal Charter, Ohio Ethics Commission, Ohio Revised Code, and City Policies. The City Manager may delegate the responsibility for recruitment, interviewing, and all similar activities to other city employees, officers, or private consultant; however, no final action regarding actual employment or promotion may be taken by anyone other than the City Manager or the Acting City Manager.
(B) Nothing in this chapter shall be construed to limit the City Manager from temporarily filling a vacant position pending the city's determination to fill the vacancy on a permanent basis.
(C) The City Manager may promote existing employees within a department or transfer an employee to another department based upon qualification, experience, education, work record, previous job performance, disciplinary record, and physical and mental capabilities.
(D) It is the policy of the city to consider filling vacancies from within whenever possible. However, it is sometimes necessary or desirable to employ persons from outside the city staff for positions that require special experience or skill.
(E) A promotion shall be recommended, in writing, by the appropriate department director to the City Manager prior to the effective date. The recommendation shall list in detail the reasons for the requested promotion.
(F) When an employee is promoted or the position is reclassified upward, the employee shall receive the minimum rate for the new classification. If said minimum is less than the employee's former rate, a higher rate may be considered.
(G) The City Manager has the authority to recruit applicants outside the city service for any position covered in this chapter when the City Manager feels such recruitment is necessary and in the best interest of the city. Procedures for filling vacancies as follows:
(1) A position may be advertised in a local newspaper of general circulation, professional journals, the internet, city web site, colleges or universities, or other medium or location deemed necessary to fill the position.
(2) Posted on bulletin boards in the Government Center reflecting posting date. All job postings and marketing will be coordinated by the City Manager or his designee; or per the requirements contained in the contract of a bargaining unit.
(3) Candidates shall submit a properly and legibly completed application.
(4) Resume and references may be requested in addition to the employment application.
(5) The applicant may be asked to:
(a) Take a pre-employment drug screen and/or physical to be performed by a physician designated by and at the expense of the city;
(b) A negative drug screen will be required before the position is awarded;
(c) Employees whose position require a commercial driver's license (CDL) will be tested in accordance with Federal Department of Transportation standards;
(d)
Sign the appropriate releases for background checks which may include but are not limited to: contacting the former employer(s) to view or request copies of the individuals personnel file(s), calling references, requesting college or university transcripts, criminal background check and/or credit information.
(6) The interview team may consist of those individuals that will work directly with or for the individual being considered for the position, such as the appropriate department director, human resources generalist, supervisor, others as deemed necessary, and/or City Manager.
(7) The applicant shall sign an "Authorization to Conduct a Background Check" form. Failure to sign the form will be grounds for rejecting an applicant.
(8) Applicant will be required to verify they are legally able to work in the United States by completing and signing the Employment Eligibility Verification Form (I-9) and providing necessary documents.
(9) Applicants may be evaluated based upon their education and experience, the results of written tests, performance tests, personal interviews, or any other criterion deemed necessary to determine the best candidate for the position.
(10) All personnel appointed to regular full time positions must be confirmed by the City Manager prior to commencement of employment.
(11) An applicant may be disqualified for any of the reasons listed previously or below:
(a) The applicant has made a false statement or engaged in deception in the application process.
(b) The applicant is unsuited for the position or a more qualified applicant is available.
(12) Employment applications and resumes will be retained for one year from the date received by the city unless in conflict with state law and/or City Records Committee rules.
(1974 Code, § 37.16) (Ord. 12-94, passed 5-16-1994; Am. Ord. 07-02, passed 3-4-2002; Am. Ord. 40-15, passed 10-5-2015; Am. Ord. 19-18, passed 7-16-2018)