HomeMy WebLinkAboutItem 06.dJune 1, 2015 Item No.________
Employee Recruitment and Selection Policy
Proposed Action
Staff recommends adoption of the following motion: Move to approve the Policy for
Employee Recruitment and Selection.
Passage of this motion will affirm the City of Lakeville’s policy for recruitment and hiring.
Overview
The Employee Recruitment and Selection policy was recently reviewed and updated to better
reflect current practice and further define the roles of staff and City Council. The Personnel
Committee has reviewed and approved the proposed policy.
Primary Issues to Consider
• None.
Supporting Information
• Current Policy
• Proposed Policy
Cindi Joosten
Human Resources Manager
Financial Impact: $____n/a________Budgeted: Y/N ____ Source: __________________
Related Documents (CIP, ERP, etc.): ________________________________________
Community Values _Good Value for Public Services_______________________
EMPLOYEE RECRUITMENT AND SELECTION
Police 6.63
1.0 POLICY
a) All appointments to positions of City employment will be based on merit and
qualifications of the applicants for the position to be filled. All Equal Opportunity laws
will be adhered to.
b) The City Administrator will determine if a vacancy for regular full-time and part-time
positions should be filled through an open recruitment process, promotion, transfer, or
some other method. This determination will be made on a case-by-case basis based on
the qualifications of the interested internal candidates with the majority of position
vacancies filled through an open recruitment process.
c) Position vacancies may be filled on an “acting” basis as needed prior to filling a position
through the normal process. The City Administrator will approve all acting
appointments for regular positions. When the decision is made to move forward with a
regular appointment, recruitment will proceed as directed by this policy. Pay rate
adjustments for acting appointments will be determined by the City Administrator and
will fall within the confines of the adopted Pay Resolution.
d) Position vacancies for internal positions will be advertised for a minimum of five
working days. External postings will be advertised for a minimum of two weeks.
Appropriate placement of the advertisements will be determined based on the
necessary qualifications of the positions.
e) Application will normally be made on application forms provided by the Human
Resources Department. All candidates must complete and submit the required
application materials by the posted deadline in order to be considered for the position.
The deadline for application may be extended by the City Administrator and/or the
Human Resources Manager.
f) Applicant qualifications will be evaluated in one or more of the following ways: training
and experience rating, written test, oral test or interview, performance or
demonstrative test, physical agility test, or other appropriate job-related examination.
Team interviews are encouraged; a structured interview process is recommended.
Offers will be made contingent upon successful completion of appropriate assessments
and background/credit checks.
g) The selection process will be a cooperative effort between the Human Resources
Manager and the department director, subject to final approval of the City
Administrator. The Personnel Committee of the City Council and possibly the full City
Council may choose to interview the finalists for those positions that directly report to
the City Administrator or the Assistant City Administrator.
h) Hiring of seasonal, casual, or temporary employees may be delegated to the
department directors or their designee upon approval of the City Administrator.
CITY OF LAKEVILLE
ADOPTED POLICY ON RECRUITMENT AND HIRING
FOR PERMANENT FULL-TIME AND PART-TIME
EMPLOYMENT POSITIONS
1. The designated “Personnel Director” for the City of Lakeville will be
responsible for overseeing compliance with this policy.
2. All permanent full-time and part-time positions will be advertised to City
employees and the public. When a position job description specifically
requires prior employment experience with the City of Lakeville, the
position will not be advertised via a newspaper or professional journal. All
positions will be advertised in the City Hall, the Police Department, Public
Works facility, Liquor Stores and Motor Vehicle License Department on
the employee bulletin boards. It is the policy of the City Council to foster
an environment that encourages a high level of employee performance,
and to enhance that objective, the filling of positions via transfer or
promotion will be followed when applicant’s qualifications are equal and
meet the position requirements for employment.
3. Any open position that is classified as Exempt will be advertised in the
Minneapolis or St. Paul newspapers and local newspaper. All Department
Head positions may be advertised in professional trade journals of the
profession the position relates to. Every open position will have an official
closing date for receipt of applications. This date will be no less than 14
days after the position is first advertised.
4. All first time applicants for positions with the City of Lakeville must
complete a City of Lakeville Employment Application Form. Applicants
may also submit a personal resume with the application if requested or if
they so choose.
5. All applicants, except non-exempt liquor store positions, who are chosen
to interview for permanent full-time and part-time positions will be
interviewed by a panel of no less than two persons, one of which will be
the department supervisor and the other may be the Personnel Director as
designated by the City Administrator. Positions classified as Exempt will
generally be interviewed by a panel consisting of the applicant’s
immediate supervisor, possibly other city supervisors, the designated
Personnel Director and possibly an outside consultant. The City
Administrator will participate in the panel interviews of the top finalists or
interview exclusively. The Personnel Committee of the City Council and
possibly the full City Council may choose to interview the finalists for top
administrative/management positions.
6. All applicants for employment interviewed for a specific position will be
asked the same basic list of questions so as to provide a clearer
comparison of applicants. Applicants may also be required to test for a
specific position, and test results will be used to assist in determining the
best qualified applicant for a position.
7. The same written evaluation form will be used to evaluate applicants for a
specific position. The form will involve the interviewing panel each giving
a numerical score to each applicant on a variety of factors. The scores
given to each interviewed applicant will assist in the selection process.
The forms to be used are as per the attached Oral Appraisal Rating Forms
numbered 1, 2, and 3. One form will be selected by the department head
and used for all applicants interviewed for a specific position.
8. Phone and/or written reference checks will be completed on the apparent
top applicant for a position.
9. The department supervisor will be responsible for making the
recommendation on the applicant to hire to the City Administrator. The
Personnel Director will also advise the City Administrator that the
requirements of law and this policy have been complied with during the
recruitment and hiring process. The City Administrator may approve,
reject or refer the hiring transfer or promotion to the Personnel Committee
of the City Council as is determined by policy of the City Council for
specific positions.
10. The applicant selected for the position will be contacted as soon as
possible after the hiring decision. For a new employee, a letter will be
forwarded to him/her within three days welcoming them to employment
with the City, providing the job description, position pay range, starting
pay, starting date, and a copy of the current employee handbook and
labor agreement if applicable.
11. All applicants not chosen for the position will be contacted by mail or
phone within one week after the hiring decision. Their applications will be
kept on file for at least one year after their date of receipt.
12. The City will not discriminate in hiring based upon gender, age, national
origin, religion or physical handicap.
Approved February 16, 1988