Loading...
HomeMy WebLinkAboutResolution 9166RESOLUTION NO. 9166 CITY OF MOUNDS VIEW COUNTY OF RAMSEY STATE OF MINNESOTA RESOLUTION APPROVING HIRING POLICY REVISIONS WHEREAS, the Hiring Policy is a part of the Personnel Manual for all City employees; and, WHEREAS, revisions incorporated into the Hiring Policy include edits to the current policy plus wording recommended by the League of Minnesota Cities. NOW, THEREFORE, BE IT RESOLVED, that the Mounds View City Council approves revisions to Section 1.23 of the Mounds View Personnel Manual as follows: POLICY: HIRING POLICIES SECTION 1.23 A. POSITION VACANCY ANNOUNCEMENT The City Administrator or a designee will manage the hiring process for positions within the City. While the hiring process may be coordinated by staff, the City Council is responsible for the final hiring decision and must approve all hires to City employment. All hires will be made according to merit and fitness related to the position being filled. The City Administrator or designee will determine if a vacancy will be filled through an internal job posting, an open recruitment process, by promotion, transfer, or some other method. This determination will be made on a case-by-case basis. Position vacancies in the City are published by posting announcements at City Hall and various media sources as determined by the City Administrator. Announcements specify the title and salary range of the position; the nature of the work to be performed; the qualifications required for the job; the time, place and manner of making application; the closing date for receiving applications; and other pertinent information. Deadline for application may be extended by the City Administrator. (Police, temporary and seasonal hiring may vary from this procedure.) B. APPLICATION FORMS Application for employment will generally be made online or by application forms available at the City. Applicants will be required to provide information on training, experience, references, Veterans Preference, etc. Applicants may be required to submit certificates from examining physicians following a conditional offer, educational and training institutions, and reasonable proof of any statements made. Applications will be accepted when a position has been posted. Deadline for applications may be extended by the City Administrator. Applications shall remain on file for a period of two (2) years. The appropriate application must be completed and signed by the person applying. 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 Resolution 9166 September 23, 2019 Page 3 property managers of residential property, health care workers, and/or public school employer. Individuals hired for public safety provisions (law enforcement, firefighters) are required to have a background check. G. RESIDENCY REQUIREMENTS (MN § 415.16) Employees are not required to become a resident of Mounds View at any time. H. EMPLOYMENT OF RELATIVES To maintain proper control and accountability of City functions and operations and to reduce potential organizational conflicts of interest or perceived conflicts of interest that may arise due to employment of an employee's relative, the policy stated in this section was implemented. The City permits the employment of relatives except as prohibited below. The term "relative" when used in this policy means any two (2) or more individuals who reside in the same dwelling unit or who are related to each other by blood, common law marriage, or adoption, where one (1) of the individuals is the spouse, parent, grandparent, child, brother, or sister of the other. The City will not employ relatives under any of the following circumstances: • Where an employee directly or indirectly supervises a relative. • Where an employee is responsible for auditing the work of a relative. • Where a conflict of interest or the perception of a conflict could exist. I. PROMOTIONS The City will fill vacancies by promotion of qualified full-time or part-time employees whenever practicable and appropriate. J. VETERANS PREFERENCE A veteran's preference in employment with the City shall be in accordance with Minnesota Statutes and federal law. K. Employment of Former Employees - Vacation Schedule Former employees who are rehired by the City within two (2) years or their separation will continue on the vacation schedule at the point of their departure. If over two (2) years, consideration will be given as part of the negotiation process. Adopted this 231d day of September, 2019. Aw wwaz/� Carol A. Mueller, Mayor AI -FEST: A4 Nyle ZKrTAirK Ci y dministrator