policy manual 10 2015

City of Greensboro Personnel Policy Manuał

minimum of one panel member who is not employed within the hiring division. 4.14 Acting Assignment and Pay – Process by which employees acting in a higher capacity for a period of time are selected and compensated. See the Acting Assignment and Pay policy on page 135 in Section D. 4.15 Genetic Information Nondiscrimination Act of 2008 (GINA) - Designed to prohibit the use of genetic information in health insurance and employment. 5.0 ORGANIZATIONAL RULES 5.1 All City positions will be filled on a competitive basis. The specific process will be determined by the hiring official in consultation with the Human Resources Employment Office and will be based on the skill level of the position, the anticipated pool of qualified applicants and how they can be recruited, the diversity of the current workforce and other bonafide occupational requirements. 5.2 The processes for hiring sworn Police Officers, Firefighters, Metro 911 Communications Operators and temporary Coliseum events staff personnel have exceptions to this policy depending on the approved procedures established by those respective departments and various requirements for screening and testing to meet required qualifications. 5.3 All City vacant benefited positions, including promotions approved, will be advertised. All positions will be advertised for a minimum of two weeks. In cases where the position requires specialized knowledge, skills, abilities, or experience, the advertisement period may be longer. External advertisement beyond the City Job Board will be at the discretion of the hiring official and will be paid for through the hiring department’s budget. 5.4 Because the City has a sufficient number of same position types that even routine turnover results in a frequent need to fill that position type, some positions may be advertised externally on an on-going basis. In such cases, an eligibility list of qualified candidates may be retained for up to six months and the hiring official may fill a vacancy from the eligibility list rather than from a specific recruitment process for a given vacancy. 5.5 All applicants for City positions will complete an application except in cases where an outside search firm is used for a recruitment process and may require only a resume. When an outside search firm is used, the successful candidate for the position will complete a City application form during the hiring process. 5.6 The City only accepts applications for positions which are vacant and being advertised. The City does not accept resumes in lieu of applications but resumes may be attached to the application. Additional supplemental attachments may be required for some positions. 5.7 The Employment Office staff will accept all applications for all positions. The Employment Office staff will conduct an initial screening for all full time and part-time positions and may assist with temporary positions as needed. Note: Public Safety criteria may differ from other City Positions.

F H I J K L TableofContents G

Table of Contents A B C D E

B - General Employment Policies l l li i

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