2002-09-16 CC WS Packet - Laserfiche WebLink

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Resolution No. 00-43 Page 6 SECTION 6. RECRUITMENT AND SELECTION 6.1 All appointments shall be made by the City Administrator on the basis of merit and fitness for the position. Merit and fitness may be determined by written, oral and/or other job-relevant examination, as well as by consideration of education, past experience and other job-relevant qualifications. The City Council shall confirm all appointments to full-time positions. 6.2 Announcement. A public notice of the time and place to apply for a position shall be published once in the official publication of the City, or in a newspaper of general circulation of the City at least five calendar days in advance of the deadline for application. Notice shall be required for all positions (with the exception of entry level Police Officer) except that applications may be limited to current City employees where the City Administrator has determined qualified candidates are available in-house. Inter- office notification shall occur at the same time as public notice. The notice shall specify title and salary range of the available position, the manner of making applications, the closing date for accepting applications, job-relevant minimum requirements and other pertinent information. 6.3 Application Form. Unless otherwise stipulated by the Personnel Office, applications shall be made on written forms. 6.4 Examination. If examination is required for a position, the examination shall be administered by the Personnel Office at a time and place established by the Office. Upon receipt of the examination results, the Personnel Office shall notify each person taking the examination in writing of the results of the examination. Examination scores will be adjusted in accordance with the provisions of the Veteran's Preference Act where applicable. 6.5 Communitv/Current Emplovee Preference. Preference may be given to Cottage Grove residents and/or current employees when, in the opinion of the appointing authority, job-relevant qualifications are approximately equal and such preference is not in conflict with other City policies (i.e. equal employment opportunity). 6.6 Application Review. The Personnel Office shall review all applications and conduct job-relevant background reviews. The Personnel Officer shall reject any applicant not meeting minimum qualifications required for the position, shall screen applications to determine candidate qualifications and may then conduct initial interviews of the applicants whose qualifications are best-suited for the position. The Personnel Officer shall then submit a list of names of eligible candidates to the Department Head. 6.7 Interview Board. The interview board shall interview those persons whose names have been submitted as the eligible candidates, and shall, thereafter, make recommendations to the City Administrator for appointment to the position. All appointments shall be made based upon experience, qualifications, examination results,