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Resolution 9166 September 23, 2019 Page 2 C. SELECTION OF CANDIDATES Applicants are scored on a point system, which measures qualifications for the position and veteran status according to the DD Form 214 and other related forms. Based on the scoring, candidates are then chosen for interviews. Examinations which will fairly test the capacity and fitness of the candidate to discharge efficiently the duties of the position may be conducted. Skill testing may also be performed for certain positions. Recommendations requesting approval to hire regular full- time and part-time employees will be presented by the City Administrator and/or Human Resources Coordinator to the City Council for action. All temporary and seasonal employees are appointed by the respective Department Head with approval from the City Administrator. D. DISQUALIFICATION: An application may be rejected if: • The application or supplemental application indicates the candidate does not possess the minimum qualifications required for the position, including a valid driver's license for positions requiring operation of a motor vehicle; • The candidate fails to file the application and supplemental application by the announced closing date for receiving applications (Deadline for application may be extended by the City Administrator); • The candidate is not a citizen of the United States and does not possess the appropriate documentation from U.S. Citizenship and Immigration Services; • After a conditional offer of full-time employment has been made, the candidate is found to be unable to perform the essential functions and duties of the position with or without reasonable accommodation; • After a conditional offer of full-time employment has been made, the candidate is found to have a criminal record which disqualifies the applicant from the position pursuant to Minnesota Statute §364.03; or • The candidate has made false statement of any material fact, omitted material information or attempted to practice any deception or fraud in the application process. E. MEDICAL EXAMINATION After a conditional offer of employment has been made to the candidate, a hiring assessment may be conducted by a City approved psychologist. A physical examination may be conducted by a City approved physician. The City's Drug and Alcohol Testing Policies are set forth in this Manual. The psychologist and/or physician will render opinions regarding whether the candidate can perform the essential functions of the position, with or without reasonable accommodation. Information obtained from medical exams are treated as confidential medical records. F. PRE-EMPLOYMENT BACKGROUND CHECK (MN §299C.60, §363) In accordance with federal, state and local law, the City may conduct a pre- employment background check, including a criminal record check of candidates who have received conditional offers of employment. Volunteers working with children are required to undergo a criminal background check, which may include