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Resolution 2006-077 STATE OF ILLINOIS ) )ss COUNTY OF KENDALL ) I RESOLUTION NO. 2006 - RESOLUTION ADOPTING A HIRING PROCESS FOR CERTAIN EMPLOYEES (Non- Department Head) WHEREAS, the City Council of the United City of Yorkville has considered and discussed establishing a policy concerning a hiring process for certain employees, and f WHEREAS, the City Council has determined that it desires to establish such a policy, and WHEREAS, the text of the policy the City Council now desires to establish concerning a hiring process for certain employees is set forth on the attached Exhibit "A" which is incorporated herein, and NOW THEREFORE, upon Motion duly made, seconded and approved by the majority of those members of the City Council voting, the Hiring Process for Certain Employees is hereby approved by the City Council of the United City of Yorkville in the form set forth on Exhibit "A" attached hereto and incorporated herein. � I JAMES BOCK JOSEPH BESCO VALERIE BURD PAUL JAMES DEAN WOLFER MARTY MUNNS h ROSE SPEARS JASON LESLIE v Approved by me, as Mayor of the United City of Yorkville, Kendall County, Illinois, this day of A.D. 2006. MAYO Passed by the City Council of the United City of Yorkville, Kendall County, Illinois this day of _� , A.D. 2006. ATTEST: CITY CLERK Prepared by: John Justin Wyeth City Attorney United City of Yorkville 800 Game Farm Road Yorkville, IL 60560 I i 2`,�w ca o United City of Yorkville 0 " � 800 Game Farm Road ESL , { 1836 Yorkville, Illinois 60560 -4 0 Telephone: 630 -553 -4350 o� Fax: 630 -553 -7575 Currently in the emnlovee manual Section 2.1.1 Recruitment (to be kept) It is the policy of the United City of Yorkville to afford equal employment opportunity in all personnel practices to all qualified individuals without regard to race, color, religion, sex, sexual orientation, age, national origin, physical or mental disability, ancestry, marital status, or veteran status (except those dishonorably discharged), all in accordance with applicable law. Section 2.1.2 Application (to be kept) Appointment and promotion to the positions in the City will be based upon merit and ability. Selection methods will be based wholly on the job related references, aptitude, and ability. Section 2.1.3 Selection (first paragraph and sections c and d to be kept, sections a and b to be deleted)) Regardless of the number of applicants, selection methods shall be deemed competitive when the qualifications required are based upon education, experience and personnel standards established for the position. In such instances, a reasonable opportunity shall be afforded for qualified persons to apply, and the following procedures will apply to the recruitment of all personnel: a. When any non - exempt job vacancy occurs that has been approved by the Mayor and City Council, the Department Head shall post the job announcement, internally and externally, stating the title, salary range, job description, manner of application, and closing date for application. b. After reviewing applicant qualifications, and /or holding personal interviews, the Department Head shall conduct a background check (Appendix C) before making the conditional offer of employment to the applicant deemed best suited for employment with the City. The Department Head may conduct any other required pre - employment screening after the conditional offer of employment has been made to the applicant, such as: medical and/or psychological test. The Department Head shall hire only applicants who are determined to be able to safely perform the essential functions of the position with or without a reasonable accommodation (provided that the accommodation does not impose an undue hardship on the City).. The Department Head will notify the Finance Director of the hiring and copy the City Administrator. c. While current full -time City employees are encouraged to apply for appointment to positions for which they are qualified, the City reserves the right to hire external or internal applicants for any or all vacant positions. Accordingly, position announcements may be posted internally and /or advertised externally before a position is filled. d. An employee of the City may request, or be requested, to transfer to another position within the City. New Poliev (tentativelv as Section 2 1.4 and beyond, devendine on final approval ofvolicv), 1) Applicability to other policies, regulations, and agreements a. Whenever the provisions of this policy are in conflict with state or federal law or regulations, or a collectively bargained agreement between the City and a certified bargaining unit, the provisions of the collective- bargained agreement and/or governmental law or regulation will prevail. 2) Approval to Recruit Personnel a. If the position is approved with the adoption of the annual operating budget and the position has an approved job description, recruitment may begin at the budget designated point for new positions, or immediately for existing but vacant positions. If the position is not approved with the adoption of the annual operating budget, the requesting department must provide Human Resources with written justification as to the need, reasoning and financing of the new position. This information will be forwarded to the City Administrator for review and recommendation. The request will then be submitted for City Council consideration, with the City Administrator's recommendation attached. 3) Posting process — for all postings, an internal and external posting shall be completed. The following procedures for both postings shall apply: a. Internal: Application and/or resume must be made through Human Resources. Human Resources will announce the position opening to all City personnel via email and by posting notices on City Hall bulletin boards. City departments will be responsible for posting the position announcement to their respective departmental personnel to assess interest and qualifications of internal candidates. Announcements for internal postings will be open for a minimum of five working days. b. External: Position opening will be announced by Human Resources, and will be open for a minimum of ten working days. Applications and/or resumes must be submitted to Human Resources. Posting will be made available on City Hall bulletin boards and other means as Human Resources and the department heads decide to generate the best pool of qualified candidates. Announcements shall summarize the primary duties of the position, standards for consideration, compensation, and application deadline. c. For all hiring processes, no applications will be accepted after the closing date. 4) Selection Process a. Human Resources and the appropriate department head and/or supervisor will base the selection on the requirements and qualifications established for the position and the relevant work experience, technical knowledge, educational background, general aptitude, maturity, compatibility and personal and professional references of the candidates. b. Aside from the screening process, selection techniques may include oral interviews, reference checks, written examinations, medical examinations, physical agility tests, psychological evaluations, performance evaluations, assessment centers and other measures that are job related and reliable as a predictor of performance. 5) Hiring recommendation/offer a. Pending selection of a final candidate, an offer sheet and a background check waiver form shall be sent out by Human Resources. A salary offer will be made within the approved salary range for the position with review and approval by the City Administrator, except for salary offers made at the minimum of a range, which do not require City Administrator approval. b. With acceptance and return receipt of offer sheet and background check approval form, the background check will be administered. After passage of the background check, new hire orientation will be completed and rejection letters will be sent out to the pool of applicants.