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 The recruitment process for this category will be determined by the City Council for the position of City Manager and City Attorney or by the City Manager or his designee for all other positions designated within this category. The process may be managed by various resources including internal staff within the Human Resources Department and/or external consulting decision to hire one applicant versus another as well as specific information for the basis for rejecting the candidacy of all other candidates. By law, the Human Resources Department is responsible for the retention of these records and they will be retained for a minimum of 3 (three) years from date of the hiring decision unless a charge is filed; if so, a record will be retained 1 (one) additional year after a charge is resolved. 6.3 Temporary Hiring Process The temporary hiring process is for roster and season temporary positions. At the discretion of the hiring department, positions may be advertised through the Employment Office. Applications are received and referred to the department without screening. Other positions may be recruited directly by the hiring departments. The hiring official should follow a structured screening process to reduce the number of applicants interviewed or should interview all the applicants. The Employment Office is available, upon request, to advise the hiring official on a structured screening and/or interview process. 6.4 Interns The City’s intern program will be managed through the Human Resources Department in coordination with City departments and schools. Procedures, forms and record-keeping requirements are available by calling the Human Resources Department. Non-paid intern placements must meet all guidelines set forth for “trainees” by the Department of Labor: The training, even though it includes actual operation of the facilities of the employer, is similar to what would be given in a vocational school or academic education instruction; The training is for the benefit of the trainees; The trainees do not displace regular employees, but work under their close observation; The employer that provides the training derives no immediate advantage from the activities of the trainees, and on occasion the employer’s operations may actually be impeded; The trainees are not necessarily entitled to a job at the conclusion of the training period; and The employer and the trainees understand that the trainees are not entitled to wages for the time spent in training. 6.5 Executive Recruitment

B - General Employment Policies

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