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<br />8. The City Administrator IIlliHall Rmourees may require and conduct anyone <br />or any combination of the following testing methods as part of the interview <br />process: <br /> <br />a. Scored. 100 - point interviews <br /> <br />b. Ability/aptitude tests <br /> <br />c. Achievement tests <br /> <br />d. Scored performance tests <br /> <br />e. Review of experience <br /> <br />f. Qualifications and training <br /> <br />g. Evaluation of daily work performance <br /> <br />h. Scored agility tests <br /> <br />1. Work samples <br /> <br />J. Any other acceptable selection techniques deemed appropriate and <br />legal <br /> <br />9. The City Administrator HumllH Resourees, interested City Councilmembers <br />and department representatives will conduct the interview. Persons from <br />outside the City of Centerville may also be asked to sit on interview panels. <br /> <br />10. The interview panel will evaluates the candidates based on comparability of <br />qualifications to the job description. <br /> <br />II. The City Administrator Human Resourees and the department supervisor <br />confer on a candidate to be selected. In the event the City Administrator <br />Human Resourees is dissatisfied with the selection made, the decision will be <br />referred to the City Council Manager. <br /> <br />12. Th(: City Administrator Human Reseurces CelJHiinator and the department <br />head will recommend to City Council establi5h a wage or salary which <br />appropriately compensates the selected applicant for his or her experience and <br />skill level, within the salary range for the position. <br /> <br />13. The City Administrator will Hli!R81l Resourees makes the job offer, and upon <br />acceptance, informs the applicant that the offer is contingent upon passing a <br />controlled substance test. Police, Fire and Public Works DOT - covered <br />