2005-014-RES AUTHORIZING NEW PERSONNEL POLICIES HANDBOOK

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.....'.'.:;....,. SECTION 3 - HIRING PROCEDURES - NON-CIVIL SERVICE SECTION 3.01- Vacancy Identification Department heads will notify the Human Resources Director or his designee when vacancies occur and provide a current job description. SECTION 3.02 - Announcement of Vacancies The Director of Human Resources or his designee will publicly announce vacancies to be filled in City service except for those filled by administrative transfer, temporary promotion or jobs that are filled by a temporary appointment. Certain promotional level positions may be posted internally. Jobs will usually be posted for one week. Generally, applications will be accepted for one (1) week after the announcement is posted or until position is filled. A copy of each job announcement will be maintained for public inspection. Like positions that become vacant within 45 days of a posted vacancy may be filled using the same job announcement. SECTION 3.03 - Applications When a vacant position is posted, applications for initial employment will be submitted to the Texas Workforce Commission. Employees who desire to transfer will submit their request to the Human Resources Director. In order to ensure that applications or transfer requests are considered they must be received by the closing date on the job posting. No applicant for employment will be considered who is less than eighteen (18) years of age except for certain types of temporary employment upon specific permission from the City Manager. All information submitted in connection with applying for a City position is subject to verification. Applications of unsuccessful applicants will be kept on file for a period of two (2) years. The Human Resources Director or designee and! or Texas Workforce Commission will determine the most appropriate means of evaluating applications in order to identify the most competitive applicants to be interviewed. SECTION 3.04 - Interview/Selection The Human Resources Director or his designee and the supervisor ofthe vacancy will determine the most appropriate means of evaluating applicants in order to identify the most qualified applicant. It is City policy to select the most qualified person available for a position based upon the knowledge, skills and abilities required to perform the essential functions of the position. An applicant's knowledge, skills and abilities related to the position for which he/she has applied will . be judged according to factors such as, but not limited to education, previous experience, personal interview, performance evaluations, references and test results. Other factors may be considered as they relate to the applicants' ability to perform the essential job functions. 11 Revised 01-25-05