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This course will help you effectively gather information to improve your evaluation of candidates while avoiding legal pitfalls. Course objectives: • Use a gap analysis to define position requirements. • Develop an interview selection process that meets the veteran's preference requirements. • Develop legally defensible interview questions that gather information to effectively evaluate candidates. • Create legally defensible documentation of the selection process. **Open Meeting Law (From the League HR Manual on Hiring) "The names of applicants become public only if they are chosen for an interview by the appointing authority. In most cases, the hiring authority will be the city council or city manager. Cities need to be aware that if the Council (or a quorum or committee of the Council) or a civil service commission conducts interviews, the Open Meeting Law will apply. Candidates may be less willing to apply for or be interviewed for the job opening since they may not want their current employer to know they have applied." Recommendation: Staff recommends establishing a policy that identifies non -employee interview panel participants; for the sake of discussion, four options or alternatives are listed above. Funding Source: There is no funding required for this action. Council Action: Motion to approve a resolution which confirms the recommendation of the Personnel Committee to approve a policy regarding non -employee interview panel participants. Form Review Inbox Reviewed By Date Kurt Ulrich Kurt Ulrich 05/23/2013 02:32 PM Form Started By: Colleen Lasher Started On: 05/16/2013 05:20 PM Final Approval Date: 05/23/2013