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<br />choose to make a vacant position promotional and <br />available first to current employees. The vacancy will <br />be posted in City hall for at least three days. Any <br />qualified City employee may apply {or the position by <br />submitting a completed application to the City <br />Administrator or the City Administrator's designee <br />prior to the end of the posting period. The department <br />head may choose to recommend selection of such an <br />employee, or may forward those applications to the <br />Scott County Personnel Department to review and rank <br />along with other applications. <br /> <br />Applications for positions other than promotional <br />positions, temporary employees, and police department <br />employees are handled through the Scott County <br />Personnel Department. After review and ranking by that <br />department, the highest-ranking applicants shall be <br />reviewed by City staff. The Police Civil Service <br />Commission reviews applications for police department <br />employees; temporary employees are discussed in <br />paragraph I below. The department head will recommend <br />to the City Administrator a candidate and a salary to <br />be offered. The selected candidate shall be offered <br />the position subject to City Council approval and <br />passing a pre-employment physical exam. As soon as <br />practicable, the City Council shall approve or rej ect <br />the selected candidate. <br /> <br />G. Pre-employment Exams. All selected non-promotional <br />candidates must take and pass a pre-employment physical <br />exam, including drug or alcohol testing. The City also <br />may require a promotional candidate to take and pass a <br />pre-employment physical, including drug or alcohol <br />testing. The City may require any candidate to take a <br />psychological test. The City will pay for any required <br />testing, as well as any required follow-up testing. In <br />all respects the candidate shall be treated like an <br />employee for purposes of the drug and alcohol testing, <br />and shall be subj ect to the City's Drug and Alcohol <br />Policy, except as follows: <br /> <br />1. If a candidate refuses to undergo drug or alcohol <br />testing, the candidate shall be deemed to have <br />withdrawn the candidate's application for <br />employment. <br /> <br />2. If the candidate undergoes the test and there is a <br />positive test result in a confirmatory test and in <br />any confirmatory retest, the City will withdraw <br />the contingent offer of employment if the City <br />VII I - 3 <br />