10.02A Personnel Committee Recommendation-Personnel Policy Revision

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Citv of Peauot Lakes Citv of Pequot Lakes Personnel Policies Title: Employee Recruitment and Selection EfFective Date: [date adopted] EfFective Date(s)of Amendment(s): SECTION 3 EMPLOYEE RECRUITMENT& SELECTION 3.1 Scope The City Administrator or a designee will manage the hiring process for positions within the City. While the hiring process may be coordinated by staff, the City Council is responsible for the final hiring decision and must approve all hires to City employment. All hires will be made according to merit and fitness related to the position being filled. 3.2 Features of the Recruitment System The City Administrator or designee will determine if a vacancy will be filled through an open recruitment or by promotion,transfer or some other method. This determination will be made on a case-by-case basis. The majority of position vacancies will be filled through an open recruitment process. Application for employment will generally be made on application forms provided by the City. Other materials in lieu of a formal application may be accepted in certain recruitment situations as determined by the City Administrator or designee. Supplemental questionnaires may be required in certain situations. 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 applications may be extended by the City Administrator. Unsolicited applications will not be kept on file. Position vacancies may be filled on an "acting" basis as needed. The City Council will approve all acting appointments. Pay rate adjustments, if any, will be determined by the City Council. 3.3 Testing and Examinations 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 exam. For example: • Keyboarding exercises for data entry positions. • Writing exercises for positions requiring writing as part of the job duties. • "In-basket" exercise for an administrative support position (sets up real-life scenarios and items that would likely be given to the position for action, and asks the candidate to list and prioritize the steps they would take to complete the tasks). • Mock presentation to the City Council for a planning director position. • Scenarios of situations police ofFicers are likely to encounter on the job that test the candidate's decision-making skills (can be role played or multiple choice questions). 6