[CC 1996 §130.140; Ord. No. 1030 §1, 12-8-1997]
A.
It
is the policy of the City of Bowling Green to fill each position in
the City with the best available, qualified employee or applicant.
B.
All
applicants, regardless of race, creed, color, national origin, religion,
sex, disability, age or political affiliation, shall be given equal
consideration.
C.
Promotion
from within is a policy objective of the City, but it is subordinate
to the City's overall policy of selecting the best available and qualified
individual to fill a particular position in order to ensure that City
work is accomplished properly, efficiently and cost-effectively.
[CC 1996 §130.150; Ord. No. 1030 §1, 12-8-1997]
The City will follow a hiring procedure as set forth below.
This procedure covers all employees of the City including sworn Police
Officers. However, in covering some of the procedures below, a more
detailed and specific set of hiring procedures is set forth for sworn
Police Officers in Exhibit A of this Chapter which is on file in the
City offices. These more specific procedures should be followed. There
is a separate job application form for the Police Officer position
which is set forth in Exhibit B-2 of this Chapter which is on file
in the City offices.
[CC 1996 §130.160; Ord. No. 1030 §1, 12-8-1997]
A.
When
any position within the City has been vacated, including Police Officer
positions, the department head will review the job description, determine
if the position as presently described fulfills the needs of the department
and recommends to the City Administrator if the position should be
filled. The City Administrator will approve all recruitment, even
for existing positions.
B.
If
there are proposed changes in the job description because of a change
in the work being performed by the position, the department head should
revise the description and receive the approval of the City Administrator
before recruitment or hiring activity can begin.
[CC 1996 §130.170; Ord. No. 1030 §1, 12-8-1997; Ord. No. 1868, 3-19-2018]
A.
When
a vacancy occurs or a new position is created, the job opening will
be posted on City Hall and departmental bulletin boards for a period
of ten (10) days.
B.
The
job vacancy posting shall be on a form that should contain the following
information:
C.
Employees
who are interested in the vacant position will fill out a job application
as set forth in Exhibit B-1 of this Chapter which is on file in the
City offices. This application should be submitted by the closing
date of the posting.
D.
After
ten (10) days all posting sheets should be removed. The original posting
sheets and completed applications are returned to the respective City
department for review.
E.
At
the same time that the internal posting is taking place, the position
shall be advertised in a manner determined by the City Administrator.
Ads should contain the notation that the City is Equal Employment
Opportunity/Affirmative Action Employer (EEO/AA/M/F/H).
F.
A copy
of the job vacancy notice should be mailed to organizations that will
promote and support the affirmative action policy of the City. Those
organizations will be determined by the City Administrator and should
include any local or regional organizations, government agencies or
schools that might broaden the base of applicants for City positions.
G.
All
applicants shall fill out and submit a job application form, except
those applicants applying for sworn Police Department positions for
which Exhibit B-2, which is on file in the City offices, shall be
used. They may also submit a resume for consideration.
H.
Should
a current employee of the City recruit the prospective employee, and
that information is provided to the hiring official in writing before
the prospective employee is hired, the current employee shall receive
one hundred dollars ($100.00) upon the first anniversary of employment
and an additional one hundred dollars ($100.00) upon the second anniversary.
Said amounts to be paid only if the current employee is still in the
employ of the City when payments become due and payable.
[CC 1996 §130.180; Ord. No. 1030 §1, 12-8-1997; Ord. No. 1521 §§I
— II, 5-15-2006]
A.
The
selection process may include one (1) or more, and/or all of the following,
as determined by the City Administrator with the advice of the department
head. As indicated previously, a selection process for Police Officer
positions is the specific statutory and ordinance requirements related
to those sworn positions in Exhibit A of this Chapter which is on
file in the City offices. The selection processes set forth below
and in Exhibit A (which is on file in the City offices) can be altered
by the City Administrator based on the most appropriate procedures
which will meet the objective of following a reasonable process that
will result in the selection of qualified candidates.
B.
Once
a determination is made regarding the test elements that will be included
in the selection process, the City should then proceed along the steps
outlined below. Each department can outline its own processes in further
detail if they so wish.
1.
Initial screening of applicants. All applications
and any supporting information submitted by the applicants should
be reviewed in relationship to the Class Specification in the Classification
Plan for the position.
2.
Notification of those applicants to be tested/interviewed. At the conclusion of step 1, those applicants who are determined
to be most qualified for the vacant job will be notified by telephone
or in writing for testing and/or interviewing.
3.
Notification of those applicants who will not be tested/interviewed. Applicants who do not meet stated qualifications or had less qualifications
than other applicants still being considered for the job vacancy will
be so notified. Their applications will remain on file for six (6)
months for consideration in future openings.
4.
Examinations and testing. If a written, oral or
performance examination or physical strength and agility test is used,
it should be administered to the applicants. Those who successfully
pass the examination(s) or test(s) will continue to be considered
for the job vacancy.
5.
Oral interviews. Those candidates who are judged
to be the most qualified based on an evaluation of their background,
training and experience, as well as any testing that may have been
used, will be invited to an oral interview.
6.
Interview committee. The interview committee will
consist of at least three (3) individuals as determined by the City
Administrator in consultation with the department head. The interview
committee should include the supervisor of the position being filled,
as well as any other management personnel to which the vacant position
is subordinate. Also, the committee may consist of other employees
who are knowledgeable of the work requirements for the position or
have general personnel background and experience.
7.
Interview preparation. In preparation for the interviews,
the committee should modify the rating form in Exhibit C of this Chapter,
which is on file in the City offices, to fit the particular requirements
of the vacant position as set forth in the Class Specification. The
committee should also develop a set of questions that relate to the
applicant's ability and readiness to perform the work of the position.
8.
First interview.
a.
The first (1st) interview will be a preliminary, oral interview.
Prior to the interview, applicants should be given a copy of the job
description for the position and a copy of the benefit package summary.
(See Exhibit D of this Chapter which is on file in the City offices.)
b.
The interview will consist of questions regarding the application
form filled out by the applicant, his/her resume or any other supporting
information presented by the applicant. He/she should also be questioned
regarding his/her qualifications for and ability to perform the work
of the vacant position as described in the Class Specification.
c.
Questions which pertain to race, sex, religion or marital/family
status are prohibited.
d.
Inquiries as to birth date and proof of age are permitted as long
as there is no explicit or implied preference for persons under age
forty (40).
e.
Inquiries about whether an applicant has certain specified sensory,
mental or physical disabilities which relate reasonably to fitness
to perform the particular job or whether an applicant has any disabilities
or health problems which may affect work performance or require reasonable
accommodation, if appointed, are permitted.
f.
When the interview is concluded, the interview committee will independently
rate the applicant using the modified rating form shown in Exhibit
C of this Chapter which is on file in the City offices. The interview
committee members should then total their points and initial the rating
forms. They may add any additional comments and observations to the
form.
g.
After all interviews are completed, all interviewers' scores for
each applicant will be added together and averaged. The top average
scorer(s) may be contacted for a second (2nd) interview if one is
necessary. Applicants not called back for a second (2nd) interview
will be notified by letter that they did not get the position.
9.
Second interview.
a.
If a second (2nd) interview is conducted, more in-depth questions
and discussions regarding the qualifications of the applicant in relationship
to the job duties, responsibilities and working conditions of the
position as set forth in the Class Specification will take place.
Applicants should clearly understand the wages, hours and working
conditions of the position. They should understand that references
will be checked and that the City will do a driver's license check
(have them sign Exhibit E of this Chapter, which is on file in the
City offices, in the appropriate space). Applicants also should be
informed that before an appointment is made, they must take and pass
a drug screening test (have them sign Exhibit E, which is on file
in the City offices, in the appropriate space) and a job-related physical
examination by a doctor (have them sign Exhibit E in the appropriate
space).
b.
Upon completion of the second (2nd) interview(s), the committee will
review the rating sheets. They may make adjustments to their original
rating based on the information obtained in the second (2nd) interview.
The committee should then make a decision among themselves as to who
will be hired. If necessary, further interviews may be conducted until
a decision is reached.
10.
Reference checks. When considering the applicant
for employment, the committee will conduct a reference check by contacting
the applicant's previous employers, pertinent institutions and other
appropriate sources. The falsification of any information contained
on an employment application or other written material submitted by
the applicant or any misrepresentation during the interview process,
whenever discovered, is considered dishonest and grounds for not hiring
the applicant or discharging the applicant at a later date.
11.
State and national criminal background checks.
a.
This Chapter is enacted pursuant to Section 43.535, RSMo., to regulate
the employment of those engaged in municipal employment with the City
of Bowling Green.
b.
An applicant, employee or volunteer seeking to engage in municipal
employment with the City of Bowling Green shall submit a set of his/her
fingerprints taken by the Police Department to the City of Bowling
Green, along with appropriate fees.
c.
Upon receipt of the fingerprints and the appropriate fees, the City
Clerk will transmit both sets of fingerprints and appropriate fees
(unless a satisfactory billing arrangement has been entered into between
the municipality and the State Identification Bureau) to the Missouri
Highway Patrol Central Records Repository. The Missouri Highway Patrol
Central Records Repository will compare the subject's fingerprints
against its criminal file and,
(1)
If no disqualifying conduct is found therein; or
(2)
If necessary, submit the fingerprints to the Federal Bureau
of Investigation for a comparison with nationwide records. The results
of the Federal Bureau of Investigation check will be returned to the
Missouri Highway Patrol Central Records Repository which will disseminate
the State and national results to City Clerk.
d.
The City Clerk shall render a fitness determination based upon the
results of the criminal background check and communicate its fitness
determination to the Mayor.
f.
A record subject may request and receive a copy of his/her criminal
history record information from the City Clerk. Should the record
subject seek to amend or correct his/her record, he/she must contact
the Missouri Highway Patrol for a Missouri State record or the Federal
Bureau of Investigation for records from other jurisdictions maintained
in its file.
g.
Once adopted, the City Clerk is directed to send a copy of this Chapter
to the Missouri State Highway Patrol at 1510 East Elm Street, PO Box
9500, Jefferson City, Missouri 65102-9500 to the attention of Access
Integrity Unit.
[CC 1996 §130.190; Ord. No. 1030 §1, 12-8-1997]
B.
If there are qualified bids for the vacant promotional position from subordinates within the occupational grouping in the Classification Plan, the City department will evaluate the candidates using the processes set forth in Section 130.180. The individual most qualified to perform the job will be appointed. If two (2) or more individuals are equally qualified to fill the vacancy, the employee with the most seniority should be appointed.
C.
In
promotional appointments, it is not necessary to conduct the drug
screening test and reference check. A physical examination does not
need to be conducted unless the new position requires different physical
skills and abilities than the employee's present job. Also, the driver's
license check does not need to be done unless the employee's present
position does not require a driver's license and the position the
employee is being promoted to does require one.
[CC 1996 §130.200; Ord. No. 1030 §1, 12-8-1997]
A.
Internal
candidates will be notified in writing by the City Administrator that
they have been appointed to the vacancy. This letter should state
the position to which they are being appointed, the starting salary
and the starting date.
B.
External
candidates will be notified by telephone of their appointment, providing
that they pass the physical examination, drug screening, reference
check and driver's license check.
C.
If
they successfully pass these exams and tests, the City Administrator
will formally appoint the individual with a letter of appointment.
This letter should state the position to which they are being appointed,
the starting salary and the starting date. The letter should also
state that the prospective employee must fill out an Immigration and
Naturalization Form and present appropriate documentation that they
are legally eligible for employment in the United States as set forth
in the 1986 Immigration Reform and Control Act.
D.
If
the applicant does not pass the physical exam, drug screening test,
reference check or driver's license check or they are not legally
eligible to work in the United States, they will be denied appointment
and will be so informed by letter. At that point, the interview committee
will proceed with the applicant ranked second (2nd) in the selection
process and follow the same steps as described above until a qualified
candidate is appointed.
[CC 1996 §130.210; Ord. No. 1030 §1, 12-8-1997; Ord. No. 1707 §§I
— II, 11-19-2012]
A.
The
City Administrator has the power of appointment and removal of subordinate
positions in any office or department of the City except as follows:
1.
City Clerk is elected by the Board of Aldermen.
2.
City Treasurer, City Attorney, Municipal Court Clerk, Fire Chief,
Chief of Police and sworn Police Officers are appointed by the Mayor
by and with the consent and approval of a majority of the Board of
Aldermen.
3.
Three (3) officers (Assistant Fire Chief, Captain and First Lieutenant)
are appointed by the Fire Chief, with the consent of the Mayor and
the Board of Aldermen.
[CC 1996 §130.220; Ord. No. 1030 §1, 12-8-1997; Ord. No. 1064 §I, 12-7-1998; Ord.
No. 1140 §I, 4-10-2000]
A.
The
Fire Chief, Assistant Fire Chief and all other Fire Department employees
and volunteers must either live within the Bowling Green telephone
exchange prefix of 324 or must be employed within the City limits
during the daytime hours. Such employees must provide written approval
from his or her employer verifying that the employee is employed within
the City limits and has permission to serve on the Fire Department
during work hours.
Both Police and fire personnel are subject to emergency calls
and active duty at any time; however, there is a need for a greater
number of firemen than Policemen and the firemen are volunteers, whereas
the Policemen are salary employees and it has become more difficult
to obtain willing volunteer firemen, thereby necessitating the expansion
of the geographic area in which they may reside for the purposes of
serving the City.
B.
Other
employees of the City are not required to reside within the City limits
of Bowling Green, but are encouraged to do so in order to foster a
greater interest in and concern for the welfare of the community.
C.
At
time of appointment, if all other factors are equal, preference shall
be given to applicants residing within the City limits of the City
of Bowling Green.
D.
Employees
are required to notify the department head within ten (10) days of
any change in their address or telephone number so that employees
may be contacted at all times by either telephone or mail.
