All recruitment sources shall be advised periodically of the Town's EEO policy. The Town shall include among its recruitment sources the organizations and news media which are utilized by and are available to minority group applicants. Opportunities for employment with the Town, including salary ranges, when appropriate, and employment qualifications for positions to be filled, shall be publicized. Information on job openings and hiring practices shall be provided to recruitment sources. Individuals shall be recruited from a geographic area as wide as is necessary to insure that well-qualified applicants are obtained for Town service.
Employment advertisements shall contain assurances of equal employment opportunity and shall comply with federal and state statutes regarding discrimination in employment matters based on age, sex, color, creed, religion, national origin and physical handicap.
Employment applications will only be accepted for a position that is currently being recruited for. However, applications for uniformed police officers are accepted continuously. Those applications can be obtained at the Police Department.
A. 
Applications shall be kept in an active file for a period of not less than six months. After six months, applications shall be kept in a reserve file for a period of 36 months, in accordance with Equal Opportunity Commission guidelines.
B. 
To the extent that it is practical, reference to these files shall be made periodically in connection with the Town's employment requirements to insure that equal consideration is given to all applicants.
A. 
Employees shall meet the employment standards established by the position classification plan and such other reasonable minimum standards of character, aptitude and ability to meet the public and physical condition as may be established by the Town.
B. 
The Town's policy includes the responsibility for insuring that hiring qualifications for both entry-level and promotional-level jobs are fair and will continue to be fairly administered. Qualifications shall be reviewed periodically to assure that requirements conform to the actual job performance requirements.
C. 
In keeping with both these responsibilities, the Town may hire applicants who do not meet all minimum qualifications for particular jobs, provided that the deficiencies are such that they can be eliminated through orientation and on-the-job training.
Tests administered by the Town or by the Delaware Department of Labor for the Town will conform to applicable legal regulations.
A. 
It is the policy of the Town to employ according to knowledge, skills, and abilities, as stated in the job description for the position, subject to employee labor agreement, if applicable. To that end, the Town shall use all available means to attract qualified candidates for employment and to make such investigations and examinations as are deemed appropriate to assess fairly the aptitude, education, experience, knowledge, skills, character, and other qualities required for positions in the service of the Town.
B. 
It is the Town's policy to promote career opportunities for its employees, when possible. Therefore, when a current employee applying for a vacant position is the best qualified candidate of all the applicants, that applicant shall be appointed to that position. All fully qualified internal candidates shall be interviewed for positions for which they apply.
C. 
When positions are to be filled, the Town shall publicize opportunities for employment, including the salary ranges, when appropriate, and employment qualifications for positions to be filled. At a minimum, job opportunities shall be publicized in a local newspaper and notice of vacancies shall be posted at designated conspicuous sites within Town departments. The Town Manager shall also make available to the department heads for consideration current applications on file
D. 
These provisions are subject to employee labor agreements, when applicable.
A. 
An employee appointed to a regular position, other than a sworn police officer, shall serve a probationary period of six months. An employee may be dismissed during the probationary period at any time the department head feels the employee is not satisfactorily performing the assigned duties. A probationary employee who is terminated or voluntarily leaves during the probationary period is credited with vacation days earned.
B. 
An employee serving a probationary period following initial employment in a regular position shall receive all benefits provided in accordance with this policy, with the following exceptions or as otherwise provided:
(1) 
Employees may not accumulate vacation leave during the probationary period. At the completion of the probationary period, the employee will be credited vacation leave earned during the probationary period in accordance with the vacation schedule in § 29-64.
(2) 
Employees serving a probationary period following a promotion shall are not constrained by § 29-33B(1).
(3) 
Before completion of the probationary period, the department head or department head representative shall indicate in writing to the Town Manager:
(a) 
The employee's supervisor has discussed the new employee's progress (accomplishments, strengths and weaknesses) with the new employee;
(b) 
The new employee is performing satisfactory work;
(c) 
Whether the probationary period should be extended, provided that no employee shall remain on probation for more than one year; and
(d) 
Whether the employee should be retained in the present position or should be released, transferred or demoted.
C. 
A Town of Georgetown performance evaluation form must be used.
D. 
The above conditions are subject to employee labor agreement, when applicable.