policy manual 10 2015

City of Greensboro Personnel Policy Manuał

Table of Contents A B C D E F H I J K L TableofContents G 5.8 If a recruitment for a specific position or type of position within a given work unit has been conducted recently (typically within the last six months) and another like position vacancy occurs, the hiring official has the option to consider additional candidates from that application process without additional advertising. This will be an option if there is a sufficient pool of qualified and diverse applicants remaining from the previous recruitment. 5.9 In some circumstances, and as determined by the City Manager, the rules regarding the Recruitment and Selection process may be suspended to accomplish a more important City objective. For example, to avoid a layoff when a position needs to be eliminated, the incumbent may be moved into another position without advertisement or a competitive process. See the Reduction In Force policy on page 59 in Section B. 6.0 PROCEDURES 6.1 The Employment Office staff is available to assist hiring officials at any point in the recruitment or hiring process. Hiring officials are encouraged to call their departmental contact in the Employment Office for assistance in determining qualifications, screening criteria, advertising with outside media sources, and advice about interviewing, checking references, or conducting background reviews. See Appendix link, Employment Office Contacts. 6.2 Hiring Process-Full Time and Part Time Positions A. When a department is prepared to recruit for a vacancy, the hiring official will complete and submit an Employment Requisition. In addition, the department should indicate whether the position should be advertised internally on the City-wide promotional list or externally to the public. The information should also include any requested advertisement media beyond the City Job Board along with a budget account number to bill for advertisement fees. If the department wants to advertise the vacancy only for an internal City-wide posting, the hiring official must contact the Employment Office to discuss the process and to determine if there is a sufficient diverse pool of qualified potential applicants. 1. Exceptions to posting requirements for vacant positions may be made for an approved Departmental Reorganization. See the Departmental Reorganization policy on page 151 in Section D. B. The Employment Office will advertise the position using the normal job list process unless the hiring official has requested additional advertisement. The Employment Office staff will collaborate with the hiring official to insure that advertised requirements for a position are job related and can be equitably applied. If requested, the staff of the Human Resources Department will assist in recruiting qualified applicants for the advertised position. C. During the advertisement period, the Employment Office will receive all applications for the advertised position. D. At the end of the advertisement process, the Employment Specialist will review the applications screening for the criteria the hiring official included in the requisition.

B - General Employment Policies

26