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POLICY FOR THE RECRUITMENT,APPLICATION, <br /> AND INTERIVEW PROCESS OF APPOINTING <br /> CITY BOARD AND COMMISSION MEMBERS <br /> This draft policy removes the incumbent process but includes other changes as noted in version A - Formatted:Normal,Left,Indent:Left: 0",Right: 0", <br /> and B. Space Before: 0 pt,Allow hanging punctuation <br /> Purpose:The Mayor and City Council of the City of Ramsey have the authority to establish <br /> volunteer boards and commissions to advise them on matters affecting the City,as detailed in <br /> Chapter 2,Article V,Section 2-155 of the City Code. The purpose of this policy is to outline a <br /> process for the recruitment,application,and interview process of appointing City board and <br /> commission members. <br /> Scope:This policy applies to the following advisory commissions established by the City of Deleted:<#>Incumbent reapplication process¶<#>¶ <br /> Ramsey:Economic Development Authority,Environmental Policy Board,Park and Recreation <#>Annually,the Human Resources Manager will notify <br /> Commission and the Planning Commission.This policy does not include the Charter commission members by December I"reminding them of <br /> Commission;Charter Commission appointments are not made by the City Council but rather by the upcoming term expiration and inviting them to <br /> complete and submit a brief letter of intent indicating their <br /> the Chief Judge of the Tenth Judicial District. desire to continue serving,along with the option for <br /> � g g p <br /> highlighting additional information such as <br /> Process:The intent of this policy is to ensure that openings on City boards and commissions are accomplishments,personal contributions to the <br /> publicized to the community at large,that applicants are evaluated objectively and treated fairly commission,and ideas for improving the effectiveness of <br /> and courteously,and that members of boards and commissions are selected on the basis of their the commission for review by the City Council.¶ <br /> ualifications and suitabilit position. <br /> q Y for the p <#>The chair of each board or commission for which <br /> appointments are being considered will be invited to <br /> submit written comments to the City Council,making a <br /> 1. New and Incumbent member application process p licatiori recommendation regarding reappointment.The form for <br /> - written comments will be provided by the city.The final <br /> decision regarding appointments will rest with the City <br /> Annually,prior to the normal ending date of boards and commissions terms,_staff win�—ll Council.¶ <br /> prepare a detailed notice for publication in the City's January/February newsletter and in the_ - <#>¶ <br /> City's official newspaper,as required by the Charter. The notice will publicize that �� <#>The City Council will meet,discuss,and determine <br /> applications are being accepted for boards and commissions,including the Economic whether or not a recommendation for reappointment will <br /> be made.If it is determined that the City Council does not <br /> Development Authority,the Environmental Policy Board,the Park and Recreation wish to reappoint the incumbent,the incumbent will be <br /> Commission and the Planning Commission. The notice will provide language stating that notified and that individual's seat will be advertised.If it <br /> applications will be considered by the City Council for current openings and future vacancies ` is determined that the incumbent will be reappointed,the <br /> occurring in the next annual recruitment cycle.The notice will provide an application closing_ incumbent will be notified and the seat will not be <br /> date of the last Friday in February. advertised.¶ <br /> 2. Unexpected Vacancy Process [Deleted:the Human Resources Manager <br /> Periodically,when an unexpected vacancy on a board or commission occurs,the board Deleted:of position availability <br /> or commission staff liaison will notify the.head of human resources,who will take one `� Formatted:Font:Bold <br /> of the follow——ing actions e <br /> ———_ ------ -_ " Formatted:Outline numbered+Level:1 +Numbering <br /> 1) Refer back to the most recent recruitment file in an effort to identify a viable candidate ��"��� Style:1,2,3,...+Start at:1 +Alignment:Left+Aligned <br /> that has already successfully passed the interview process.If a candidate is identified and �����`� at: 0.33"+Indent at: 0.58" <br /> willing to serve on the given board or commission,the head of human resources_will_ ;��� CDelleted:staff <br /> consult with the City Administrator and act according to the City Administrator's Formatted:Indent:Left: 0.58" <br /> direction;if applicable,a resolution appointing the new member will be presented to the <br /> Deleted:to the commission <br /> City Council. W <br /> 2) Prepare a detailed notice of position availability for publication once in the City `f-Deleted:Human Resources Manager <br /> newsletter with an application deadline date of the last day of the month of the ��` Deleted:two <br /> first month of the newsletter edition and in the City's official newspaper,as Deleted:----------------------------------Section Break(Next Page) <br /> required by the Charter.The City Administrator will provide the head of \C <br /> 1 Deleted:Human Resources Manager <br /> 2 <br />