Agenda - Council - 02/11/1997 - Laserfiche WebLink

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I :1 I I I I i I I ! I I I I I I I I 13. Recommendation to Hire If references are satisfactory, the candidate is told that the panel is recommending hiring, contingent on the candidate passing a pre-employment physical with drug and alcohol screens, and background checks with the Department of Motor Vehicles and the Bureau of Criminal Apprehension. We explain that the recommendation is not an official offer until it is approved by the Personnel Committee, then the full Council. We invite the finalist to attend the Personnel Committee in case there are questions. 14. Schedule Physical and Request Background Checks I schedule the physical examination and contact the DMV and the BCA. 15. Notify Applicants That Position Is Filled Once someone has been hired, each applicant who was not eliminated earlier receives a personalized letter thanking them for their application and explaining that the position has been filled. All correspondence is attached to the applications, which are kept on file for at least one year. 16. Maintain Records We're required to maintain affirmative action information from all applications and to use the information to complete semi-annual compliance reports to the state. We also analyze where applicants learned of the opening to determine how effective our advertising is. This is the basic process and it is customized for each position. Various tests are sometimes included for semi-finalists. For example, Police Officers undergo psychological and agility tests. Public Works Maintenance Workers may be asked to actually operate pieces of machinery. The important thing is that the process is as objective as we can make it and that all segments of the process are directly related to the requirements of the job being filled. 2/01/97 lws