A. 
The Town Manager, with the assistance of the department heads, is responsible for the administration of all employment policies and procedures, including, but not limited to, posting job openings, recruitment, advertising, interviewing (including oral exam panels), testing, screening, reference checking, referring qualified applicants, certifying candidates, orientation and induction, and Affirmative Action.
B. 
Nothing in this section shall diminish or alter the responsibility of the Police Commission for personnel matters within the Police Department as set forth in Section 707 of the Charter of the Town of Simsbury.
A. 
Classified services, vacancies and promotional opportunities shall be posted on official bulletin boards, or the virtual equivalent thereof, and may be posted at other relevant sites as appropriate.
B. 
Announcements shall specify the position's title, salary range, essential functions, minimum qualifications and other information the Town Manager deems pertinent.
All persons honorably discharged from active armed forces service, who have served in time of a war declared by the United States Congress, who take an examination for a position with the Town service, and who receive a passing grade, shall have five points added to their examination grade if he/she is not eligible for disability compensation or pension from the United States through the Veterans' Administration, and shall have 10 points added to their examination grade if he/she is eligible for such disability compensation or pension. Names of veterans shall be placed on the list of eligible in the order of such augmented rating. Credits shall be based upon examinations with a possible rating of 100 points. Applicable periods of war are determined in accordance with Connecticut General Statutes Sections 7-415 and 27-103.
A. 
The Town Manager and/or his/her designee shall determine the qualifications and application requirements for all Town positions. The Town Manager and/or his/her designee shall also determine the process that will be used to select candidates for initial hire and/or promotion. If a panel is used to evaluate candidates, the Town Manager and/or his/her designee shall determine who shall serve on the panel.
B. 
Where applicants participate in an examination or other graded/ranked evaluation, each applicant shall be given notice of the final grade and/or ranking on the employment list, or failure to attain a place on the list. While exceptions may be made under appropriate circumstances, corrections of test results or ratings will generally not invalidate certifications or appointments already made.
C. 
The Town Manager shall establish and maintain such lists for the various classes of positions in the competitive service as deemed necessary or desirable to meet the needs of the service. The names of eligible candidates shall be placed on promotional lists and eligible lists in the order of their grades.
D. 
Employment lists shall generally be maintained for 18 months for police positions and for 12 months for other Town positions.
The Town may choose not to employ friends or relatives in circumstances where an actual or potential conflict may arise that could compromise supervision, safety, confidentiality, security, and morale. It is your obligation to inform the Town of any such potential conflict so the Town can determine how best to respond to the particular situation.