To assure a high quality of service to the public, selection will be from among the most competent individuals. Selection and appointment to all positions will be based solely upon job-related requirements and the applicant's demonstration that he/she possesses the skills, knowledge, abilities and other characteristics necessary for successful job performance.
A. 
When a vacancy occurs in a department or when the department head anticipates a vacancy in the department, and the Town Administrator determines that the position should be filled, the department head will review the duties and responsibilities of the vacant position, as well as the organizational needs of the department, to determine if the position (or job description therefor) needs to be revised. Any proposed changes to the position or its job description shall be discussed with and approved by the Town Administrator. The Town Administrator review will consider both the proposed changes to the job description and whether or not such agreed changes warrant a change to the position's classification.
B. 
Initial consideration in the selection process for a position shall be given to qualified "in-house" employees, as a method of advancement and upward mobility. "In-house" employee means any permanent full-time or part-time employee. Vacancies will be posted for in-house consideration for three days.
C. 
If no in-house candidate is selected for the vacant position, the department head will be required to publicize the vacancy. All vacancies in regular positions will be advertised in a newspaper with general circulation within the area or electronic platform, such as job boards, etc. Positions with administrative classifications shall, in addition, be advertised in professional publications and/or a newspaper with broad circulation.
D. 
To allow sufficient time for qualified candidates to apply for the position, recruitment efforts will be conducted for at least 10 days prior to the selection of a candidate (unless an in-house candidate is selected in accordance with Subsection B above).
E. 
Interview/selection.
(1) 
After the close of the application period, the department head will review the applications and select candidates to be interviewed for the position. Where appropriate, the department head may utilize testing procedures to aid in the selection process.
(2) 
Once all interviews and other selection procedures have been completed, the department head will make a selection from among the applicants, subject to the review of the Town Administrator. Prior to making that selection, the department head will have contacted the candidate's former employers and references for background checks. A CORI[1] check will also be conducted, per state requirements and regulations.
[1]
Editor's Note: Criminal Offender Record Information.
(3) 
Upon making the selection, the department head will notify the successful candidate that he/she has been selected for the position conditional upon satisfactory completion of a Town-sponsored medical examination.
Prior to starting work, and after a conditional offer of employment has been extended, the applicant shall undergo a pre-employment medical examination by a physician(s) designated by the Board of Selectmen and at the Town's expense. Following the examination, the physician(s) shall notify the Town Administrator whether the prospective employee, with reasonable accommodation, i.e., the Americans With Disabilities Act,[1] is capable of performing the essential functions of the position for which he/she is being considered.
[1]
Editor's Note: See 42 U.S.C. § 12101 et seq.
From the date of the adoption of this bylaw forward, all department heads hiring employees are required to notify the Treasurer and Town Accountant of such employment, including whether the employee is regular, temporary, part-time or full-time.
A. 
Documentation of selection process. The interview and selection process shall be appropriately documented by the department head. Upon the hiring of a candidate, the department head shall provide all such documentation to the Town Administrator for filing. Any records relating to the applicant's pre-employment medical examination shall be placed in the employee's personnel file to be consistent with HIPAA state regulations.
B. 
Seasonal positions. All seasonal positions shall be filled in compliance with the provisions of this section, except that the advertising requirements for such positions will be satisfied by advertisement in a newspaper or newspapers with circulation limited to the Town or electronic platform, such as job boards, etc. An individual who has previously served in a seasonal position will be required to reapply for such position if he/she wishes to be employed for another season.
C. 
False or misleading statements in the application process. False or misleading statements made on an application or in other aspects of the selection process shall be grounds for rejecting a candidate's application and, if discovered after the candidate has been hired, shall be considered grounds for dismissal.