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2. Notification of vacancies <br />a. Annually, prior to the normal ending date of boards and commissions terms, the <br />Human Resources Manager will prepare a detailed notice of position availability <br />for publication in the City newsletter and in the City's official newspaper, as <br />required by the Charter. <br />b. Periodically, when an unexpected vacancy on a board or commission occurs, the <br />staff liaison to the commission will notify the Human Resources Manager who <br />will take one of the following actions: <br />The application deadline will be no less than two weeks after the date of <br />publication or posting in the City's official newspaper. <br />3. Evaluation Process <br />a. Evaluation panel <br />i. refer back to the most recent recruitment file in an effort to identify <br />a viable candidate that has already successfully passed the <br />interview process. If a candidate is identified and willing to serve <br />on the given board or commission, the Human Resources Manager <br />will consult with the City Administrator and act according to the <br />City Administrator's direction; if applicable, a resolution <br />appointing the new member will be presented to the City Council; <br />or <br />ii. prepare a detailed notice of position availability for publication <br />once in the City newsletter and in the City's official newspaper, as <br />required by the Charter. <br />The evaluation panel for City boards and commissions is the City Council. The <br />evaluation panel will be used only when the number of applicants for a vacancy <br />exceeds five. If there are more than five applicants for a vacancy, the City <br />Council will evaluate the applications and select five applicants to be interviewed <br />by the full City Council. <br />b. Reviewing applications <br />After the application deadline has passed, the Human Resources Manager will <br />forward all applications to evaluation panel members for scoring. The Human <br />Representative will total the scores and invite the top five scorers to interview. <br />c. Interviewing applicants <br />2 <br />