02/08/1999 SELECT BOARD Minutes - Laserfiche WebLink

Home Browse Search

RECOMMENDED CHANGES FOR TOWN'S HIRING PROCESS I SECTION 1. RECRUITMENT PROCEDURES 1.2 GUIDELINES FOR JOB POSTING RECOMMENDED CHANGE for Clerical Union positions: • If no employee from within the bargaining unit applies or is found to be qualified for the position and other applications of"In-house"employees (who have passed their probationary period) are received, consideration of qualified applicants will be given prior to advertising the position outside. An"In-House"employees means any permanent full-time or regular part-time employee. • Qualified "in-Douse"candidates shall be interviewed. • The name or names of qualified in-house candidates shall be submitted to the Appointing Authority. • If no employee from outside the bargaining unit is qualified or selected, the position will then be advertised outside. The Personnel Administrator shall be responsible for advertising the vacancy. • When recruiting from outside, every attempt shall be made to submit at least three names of qualified finalists to the Appointing Authority. RECOMMENDED CHANGE for Personnel Adm. Plan - (P.A.P.) positions: • the position shall be posted internally for a seven-day working period on Employee Bulletin Boards for consideration of qualified"in-house"employees. Employees who have completed their probationary period may apply. An"In-house"employee means any permanent full-time or regular part-time employee. • Qualified candidates shall be interviewed. • The name or names of qualified in-house candidates shall be submitted to the Appointment Authority. • If no employee applies or is found to be qualified for the position, the position shall be filled from outside. • When recruiting from outside, every attempt shall be made to submit at least three recommendations of qualified candidates to the Board of Selectmen for appointment. I/25/99