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CONCERNS OF INTERVIEW PROCESS <br /> RE : UNION POSITIONS <br /> 1 . In-House Posting and Outside Advertising - Personnel <br /> 2 . Who provides job applications and accepts applications as they come <br /> in? Contracts read differently on a promotional process ; i .e . , <br /> Applications go to Selectmen in Clerical promotional process , to the <br /> D.P.W. Director in a D.P.W. promotion} etc . Who should handle phone <br /> call inquiries relating to Union positions? <br /> 3 . Who will be responsible for• review of applications? Concern : Appli- <br /> cations are going out of Personnel Office . Are the most qualified <br /> candidates being chosen to come in? Concern : Does this open the door <br /> to hiring friends? <br /> 4 . Who contacts individuals - re : Testing - - Who Administers Tests? <br /> Interviewing Dates <br /> Example : Personnel Board members administered the Police Entry Exam . <br /> The department ordered and returned tests , sent out study guides and <br /> collected all the material so that it could be destroyed as per re- <br /> quirement of Testing Company. Test security is most important. <br /> 5 . Who is doing Interviewing? Panels are being set up '-- Are panelists <br /> qualified to interview? This is now involving three to four paid <br /> personnel in various departments . If interviews range over the course <br /> of a couple days , are the same panelists present for all interviews? <br /> Are the questions being asked consistent and legal? Who monitors this? <br /> Are Benefits , Pay and Work Hours SExplained Satisfactorily? <br /> Are job descriptions being provided to candidates? <br /> Is information staying confidential? <br /> 6 . Who is resonsible for background checks? <br /> 7 . After finalist is chosen, who is responsible for notifying the candidate , <br /> setting up the pre--employment physicals , etc . <br /> B . Who notifies the candidates that were not chosen? Who signs the rejection <br /> letter? <br /> 9 . Are interview panelists aware that original applications cannot be written <br /> upon? <br /> 10 . Are the panelists aware of the handicap laws , the Affirmative Action Laws <br /> and Equal Employment Laws? These laws you must be aware of to avoid <br /> expensive legal mistakes . <br /> 11 . There is also a concern of Conflict of Interest and Whether These Panels <br /> Should Be Posting Notices in Accordance with the Open Meeting Law. <br /> 12 . Is the Town willing to pay union personnel overtime for interviewing? <br /> Public Safety personnel should not be interviewing while scheduled to <br /> patrol , etc . <br />