Chapter 3.35
EMPLOYMENT SELECTION PROCESS
Sections:
3.35.020 Internal job posting.
3.35.040 Eligibility requirements.
3.35.050 Applications for external job applicants.
3.35.070 Employment of relatives, live-in or domestic partners.
3.35.010 Policy.
The techniques utilized in the selection process will be fair and practical in nature. The general manager shall determine the techniques which relate to subjects that fairly measure the relative capacity of applicants to execute the duties and responsibilities of the position sought. [Res. 19-12 § 2 (Att. A); Res. 10-13 Art. 6 § A].
3.35.020 Internal job posting.
The Hi-Desert Water District is committed to providing an internal job posting process that supports business needs, the career development needs of our employees, and the district’s continuing commitment to equal employment opportunities for all qualified employees.
The district supports internal promotion whenever possible and practicable. Current employees in good standing, who meet the qualifications for an open position, will be given consideration before external candidates. [Res. 19-12 § 2 (Att. A); Res. 14-01 Att. A; Res. 12-18 Att. A; Res. 10-13 Art. 6 § B].
3.35.030 Announcements.
All competitive positions are posted when they become vacant. Job postings will remain active for at least four consecutive business days. Internal job postings will be published via email announcement. The announcement will minimally specify job title, salary range, necessary qualifications, opening and closing dates, time, place, and manner of making applications. [Res. 19-12 § 2 (Att. A); Res. 10-13 Art. 6 § C].
3.35.040 Eligibility requirements.
A. Employees may apply for any posted position as long as they meet the following eligibility requirements:
1. Most recent performance evaluation overall rating must be “meeting expectations” or above.
2. Meet the minimum qualifications as stated in the job description.
B. Exceptions to these eligibility requirements must be reviewed and approved by the general manager.
C. Employees must complete the internal job posting application and return it to the human resources manager before a formal interview is scheduled. Supervisor approval is not required to submit an application if the employee meets all eligibility requirements.
D. Eligible and qualified employees who formally apply within the first four days after an open position is posted will be interviewed. Employees who formally apply after the four-day period are not guaranteed an interview. A job offer will not be extended within the four-day period from posting of the opening.
E. Transfers shall typically take effect within two weeks and generally no later than four weeks after an employee’s acceptance. Factors such as the urgency to fill the position, status of the employee’s present workload, and difficulty in filling the employee’s present position are to be considered in determining a transfer date.
F. Typically the employee’s salary will not change due to transfer unless the position is considered a promotional transfer, in which case the employee will be eligible to receive a promotional salary increase. [Res. 21-18; Res. 19-12 § 2 (Att. A)].
3.35.050 Applications for external job applicants.
Applications for employment will be standardized and will request information pertinent to the individual’s background necessary to determine the eligibility of the applicant. All applicants must complete and sign a district application in order to be considered for a position. If it is determined that an applicant or employee has falsified any portion of his/her employment application, such falsification could be grounds for refusal to hire an applicant or immediate dismissal of an employee. [Res. 19-12 § 2 (Att. A); Res. 10-13 Art. 6 § D. Formerly 3.35.040].
3.35.060 Selection process.
A. Interviews and Examinations. The general manager shall determine the manner and method by which the interviews and examinations will be prepared and administered. The general manager may contract with any competent agency or individual for the performance of such interviews and examinations. In the absence of such a contract, the general manager, or his designee, shall perform such duties.
The selection process may include written and/or oral assessment, or any combination, and may include appropriate physical or practical testing, to evaluate the education, experience, knowledge, skills, abilities, and/or physical and mental fitness which fairly evaluates the relative capacities of the candidate to successfully perform the duties and responsibilities of the position to which he/she seeks to be appointed.
All offers of employment or promotion with change in level of physical activity by the district may be contingent upon the completion of a medical examination and an employee’s demonstrated ability to perform the essential functions of the job, with or without reasonable accommodation, and may include testing and screening for intoxicating beverage(s) and drugs. The district shall pay the cost of the examination and drug screen. No employee shall hold any position unless he/she is physically and mentally able to perform the essential functions of the job, with or without reasonable accommodation, without posing a direct threat to the health or safety of the employee or others. New employees who test positive for intoxicating beverage(s) and/or illegal drugs will have their offer of employment rescinded and will not become employed by the district.
All selections will be conducted in accordance with the district’s fair employment policy. In conducting interviews and examinations, there will be no consideration given to race, color, gender, age, ancestry, national origin, political or religious affiliation, sexual orientation/identity, veteran’s status, genetic information, actual or perceived physical/mental disability that does not prevent the employee from safely performing the essential duties of the job, with or without reasonable accommodation, except where a bona fide occupational qualification so dictates.
B. Proof of Employable Status. The Immigration Reform and Control Act of 1986 requires that the district verify the legal status and identity of all individuals accepting employment with the district. Acceptable proof of legal status and identity shall be determined by review of appropriate documentation as set forth in the regulations passed under the Immigration Reform and Control Act.
C. Orientation and Training. The general manager, or his/her designee, shall conduct an orientation for new employees as to district policies, procedures, and benefits. Subsequently, each employee shall be responsible for being familiar with the policies of Chapters 3.04 through 3.105 HDWDC. The supervisor shall acquaint employees with all aspects of the job functions as represented in the job description.
D. Public Employee Disaster Service Worker Status. As set forth in the California Government Code Sections 3100 through 3109, in the event of a disaster, all public employees become “disaster service workers.” The law requires, as a condition of employment, that every district employee take and subscribe to the oath set forth in the State Constitution that declares them to be disaster service workers in time of need. [Res. 19-12 § 2 (Att. A); Res. 11-03 Att. A § 9; Res. 10-13 Art. 6 § E. Formerly 3.35.050].
3.35.070 Employment of relatives, live-in or domestic partners.
It is the policy of the district not to discriminate in employment practices. However, the district reserves the right to refuse employment of a relative, spouse, live-in or domestic partner of an employee under the direct supervision of that employee or in the same department or facility, where the potential may exist for creation of an adverse effect on supervision, safety, security or morale. [Res. 19-12 § 2 (Att. A); Res. 10-13 Art. 6 § F. Formerly 3.35.060].