[Amended 12-2-2014 by Ord. No. 49-14]
It is the policy of the Board of County Commissioners that the
recruitment and selection of applicants shall provide open competition,
equal employment opportunity, and shall prohibit discrimination with
regard to age, sex (including pregnancy) (except where age or sex
are essential bona fide occupational requirements), sexual orientation,
marital status, ancestry or national origin, religion, race, color,
genetic information, actual or perceived disability, gender-related
identity or expression or other nonmerit factors.
The following procedures apply to selections for merit positions.
The Director of Personnel reserves the right to apply these procedures
to selections for other types of positions as well.
The County may establish eligibility lists with the names of
applicants who are found to be qualified for employment in positions
allocated to a specific class of work. Eligibility lists shall normally
continue in force for six months from the date of posting but may
be extended, combined, or canceled at the discretion of the Director
of Personnel.
Reference verification is required for all potential employees.
An applicant's employer may be excluded (at applicant's request) until
such time as it is necessary for final consideration of suitability
for a position.
Applicants may be tested by the Office of Personnel or designees.
Such examinations may be written, oral, or in the form of a demonstration
of skill, physical ability, or any combination of these. The examination
shall be of a character to test and determine the job-related fitness
and ability of the applicant. Applicants selected may be required
to take a physical examination prior to employment, transfer, promotion,
or demotion. An investigation of training and experience and any test
of technical knowledge, manual skill, or fitness may be administered.
Law enforcement officers, employees of law enforcement agencies, correctional
officers, employees of the Calvert County Detention Center who have
direct personal contact with inmates, communications officers, any
other employees so required by law, or applicants for the above positions
may be required to submit to polygraph tests and/or background investigations.
Employees or applicants for positions in programs for children or
special populations, or as otherwise determined by the Office of Personnel
may be required to submit to criminal background investigations.
It shall be the responsibility of the Director of Personnel
to notify the applicants of their test scores.
The County may reject any applicant for the following causes:
A. The applicant lacks the established requirements that are included
in the minimum qualifications for the position;
B. The applicant made erroneous, false, or misleading statements within
the selection process;
C. A complete application was not filed within the period specified
in the official notice of the examination or position;
D. The applicant has been refused a place on the eligibility list because
of irregular conduct (defined as, but not limited to, such conduct
as would result in disciplinary action or dismissal if applicant had
been a County employee at time of incident); or
E. The applicant on the eligibility list has declined two or more interviews
or two or more job offers.
A recall list is composed of individuals who formerly occupied
nonprobationary merit County positions and who were separated through
a layoff action. This list shall be maintained by the Office of Personnel.
An individual may be recalled in a position of the same or of a lower
graded class of work in the class series than he or she previously
occupied for which he or she is qualified. An individual may remain
on the recall list for 12 months from the date of the layoff.
The Director of Personnel and department head shall determine
who shall conduct interviews for each position. The department head
shall prepare a recommendation for selection and forward it to the
Director of Personnel. Each selection shall be based solely on the
principles of merit, fair methods, and fitness for the position. The
eligibility list and a list of interviewed applicants, ranked subsequent
to interviewing, shall be retained. The department head shall forward
the hiring recommendation to the Director of Personnel for review
and approval/disapproval. Only the Director of Personnel is authorized
to notify the applicant of employment, which is done by telephone
and in writing, directing the applicant to report to the Office of
Personnel to complete the necessary employment forms. No payroll action
shall take place until this procedure has been completed.
If the Director of Personnel rejects the applicant, the department
head must make another recommendation.