Reso 2017-2698 - Laserfiche WebLink

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to hire the most qualified applicant. All appointments to the Municipal Service, either at entrance or promotional level, shall be made on the basis of qualifications, merit and fitness, to be determined by a practical combination of any or all of the following: a) Interview — The Human Resources Director will develop a list of questions, in coordination with the Department Head, to be asked during the interview. b) Testing — The Department Head or hiring supervisor may establish, with the approval of the Human Resources Director and City Manager, use of a performance examination for a given position. Any testing criteria used must meet scientifically determined standards of reliability and validity, and be free from bias, and be free of a resulting discrimination, such as adverse impact toward or against any protected group as established by the law. Such a test may be written and/or Oral Board Examination, and may be administered by the Human Resources Director or an established contracted entity that meets City approval. c) Physical, Medical or Mental Examination — Any physical, medical or psychological examination performed following a conditional offer of employment must be free from creating disparate impact. d) Training and Experience Evaluation —Any tool used to determine and evaluate training and experience must not have a disparate impact on minority applicants and employees. e) Other criteria, such as certifications, licenses, etc., as may apply, must meet criteria ensuring that its application does not result in discrimination of protected group as defined by equal employment opportunity laws. f) Sourcing and Recruitment — The City will ensure all methods of sourcing and recruitment are non-discriminatory. The Human Resources Director may reject applications of those who fail to meet the announced requirements of the position. g) Any communication from an applicant for employment, an employee, a government agency, or an attorney concerning any equal employment opportunity matter should be referred to the Human Resources Director or the City Attorney if the Human Resources Director is not available. 3) During the recruitment, hiring and orientation process, no statement should be made promising permanent or guaranteed employment, and no document should be called a contract unless, in fact, a written employment agreement is to be used. CODING: Words si^cken are deletions,words underlined are additions. 203-1 Hiring Page 2 of 5 47