The basic recruitment policy of the municipality is to take whatever measures are necessary, in keeping with accepted personnel practices, to seek out and to encourage properly qualified individuals from all parts of the labor market to apply for positions at all levels of the municipal service.
All procedures in recruitment and selection shall apply to all individuals who wish to obtain employment with the municipality, except former municipal employees who may be reemployed through a reinstatement process with the Manager's approval.
[Amended 10-9-1978 by Ord. No. 1177; 12-12-1988 by Ord. No. 1491]
Any individual employed by the municipality on or after the effective date of this chapter shall, within one year after the date of employment, maintain a permanent address at a location within a radius of six miles, as measured from the Warren Municipal Building and as shown on the Residency Limit Map of the City of Warren, a copy of which will be on file and maintained in the office of the City Clerk. Any individual employed by the municipality who resides at a location beyond the aforesaid six-mile radius on the effective date of this chapter may continue to reside in such location, providing that any relocation or change in their place of residence in the future must be to a location within such six-mile radius.
[Amended 9-11-1978 by Ord. No. 1174; 12-12-1988 by Ord. No. 1491]
Appointments to positions within the municipality shall be based upon qualifications, training/education and experience to ensure the best qualified applicants will be recruited and appointed.
All entry-level positions shall be advertised in a newspaper of general circulation in the City and in any professional publication which may be deemed of value. The advertisement shall be a brief description of the necessary qualifications for an applicant, how applications are to be submitted and the date when applications will be closed.
Qualified applicants will be given notice of the date, time and place of interviews and examinations required.
The examination process shall consist of written and/or oral and/or performance tests to determine an applicant's potential for the position, an evaluation of past experience and training, a background or character investigation and a physical examination.
Any written examination to determine the qualifications of an applicant shall be certified by the Personnel Commission to have been administered fairly.
Unless the applicant is of good character and has a satisfactory reputation, he may be disqualified for examination or, after examination, for certification and appointment.
A record of disrespect for the requirements and processes of law may be grounds for disqualification for examination or, after examination, for certification and appointment.
The burden of establishing this qualification to the satisfaction of the Manager shall be upon the applicant. Any applicant who refuses to furnish the Manager with information necessary for the verification of his qualifications or who furnishes incomplete, adulterated or false information shall be disqualified for examination or, after examination, for certification and employment.
The examination of any eligible applicant for any position in the classified service shall be given by the Manager and/or department head and/or supervisory employee designated by the Manager.
After all required examinations have been administered and the scores determined, an eligibility list shall be established for the filling of a vacancy.
At the completion of all examinations for a specific job classification, an eligible list for that job classification shall be prepared, listing, in descending order of merit, all applicants who passed the examination as a whole and who have met all standards, requirements and qualifications prescribed for that classification.
Eligible lists and the names appearing there shall remain in force not less than one year or longer than two years. Any list that has been in force longer than one year, or has fewer than three names, may be abolished and a new examination held whenever, in the judgment of the Manager, the interest of the public service make such a course desirable.
Appointments to any position in the classified service shall be from the eligible list, and each appointment shall be made from the first three names on the list.
A newly appointed employee shall serve a probationary employment, which is the final test in the selection process. During this time, he shall be evaluated, and he will be required to demonstrate his fitness for his position before receiving permanent appointment.
The length of a probationary period shall be 12 months, but the personnel rules and regulations and labor agreements may specify a longer or shorter period of probation for certain designated job classes or for extensions of the probation period in individual cases.
Written criteria shall be established for what constitutes successful completion of the probationary period and shall be coupled with adequate evaluation by the department head of the probationary employee every 30 days.
The new employee shall be given written guidelines for the probationary period and shall be informed as to what performance standards will result in the successful completion of this period.
At these regular thirty-day intervals the employee shall be given an evaluation of his performance, and the department head shall discuss the evaluation with the employee.
If the work and conduct of any probationary employee, after evaluation, is found to be below standards satisfactory to the department head and the Manager, the Manager may discharge the probationary employee at any time during the probationary period. That discharge shall not be subject to review or appeal.
A continuing performance evaluation system shall be used to provide employees, the Manager and the department heads with information aimed at strengthening employee and organizational performance.