City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

Table of Contents A B C D E F H I J K L List of Appendices G 5.7 P&C Talent Acquisition will accept all applications for all positions. P&C Talent Acquisition 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. 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, 4.14 Acting Assignment and Pay – Process by which employees acting in a higher capacity for a period of time are selected and compensated. Acting Assignment and Pay (page 138) 4.15 Over Hire - The employment of additional staff beyond the level authorized by City Council. 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 P&C Talent Acquisition 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, Guilford 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 have the option to be advertised for a minimum of seven (7) days that includes a weekend. If a diverse qualified talent pool has not been developed, the posting will need to be extended for one additional week. In cases where the position requires specialized knowledge, skills, abilities, or experience, the advertisement period may be longer. External advertisement beyond the City’s website 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.

B - General Employment Policies

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