10.02A Personnel Committee Recommendation-Personnel Policy Revision

Home Browse Search

Citv of Pequot Lakes Citv of Pequot Lakes Personnel Policies Title: Employee Recruitment and Selection Effective Date: [date adopted] Effective Date(s)of Amendment(s): Internal recruitments will be open to any City employee who: (1) has successfully completed the initial training period; (2) meets the minimum qualifications for the vacant position; and (3) currently is and for the past year has been in good standing with the City. The City Council will approve minimum qualifications for each position with input from the appropriate supervisor.To be eligible to participate in the selection process, a candidate should meet the minimum qualifications. 3.4 Pre-Employment Medical Exams The City Administrator or designee may determine that a pre-employment medical examination, which may include a psychological evaluation, is necessary to determine�tness to perform the essential functions of any City position. Where a medical examination is required, an ofFer of employment is contingent upon successful completion of the medical exam. When a pre-employment medical exam is required, it will be required of all candidates who are finalists and/or who are offered employment for a given job class. Information obtained from the medical exam will be treated as confidential medical records. When required,the medical exam will be conducted by a licensed physician designated by the City with the cost of the exam paid by the City. (Psychological/psychiatric exams will be conducted by a licensed psychologist or psychiatrist.)The physician will notify the City Administrator or designee that a candidate either is or isn't medically able to perForm the essential functions of the job,with or without accommodations and whether the candidate passed a drug test, if applicable. If the candidate requires accommodation to perForm one or more of the essential functions of the job,the City Administrator or designee will confer with the physician and candidate regarding reasonable and acceptable accommodations. If a candidate is rejected for employment based on the results of the medical exam, he/she will be notified of this determination. 3.5 Selection Process The selection process will be a cooperative effort between the City Administrator or designee and the hiring supervisor, subject to final hiring approval of the City Council. Any, all or none of the candidates may be interviewed. The process for hiring seasonal and temporary employees may be delegated to the appropriate supervisor with each hire subject to final City Council approval. Except where prohibited by law, seasonal and temporary employees may be terminated by the supervisor at any time, subject to City Council approval. 7