HERNANDO COUNTY Board of County Commissioners

Transcription

1 HERNANDO COUNTY Board of County Commissioners Policy Title: Employment Effective Date: October 1, 2000 Revision Date(s): October 1, 2000 January 1, 2007 December 13, 2016 Latest Review: February 1, 2007 December 13, 2016 Policy Statement: It is the policy of Hernando County that Human Resources will provide uniform and logical step-by-step procedures for filling employment vacancies that accomplish the following: 1. Attract, hire and retain the most qualified individuals that best fit the needs of Hernando County. 2. Eliminate unnecessary or unauthorized hiring. 3. Prevent any discrimination or nepotism in employment practices. 4. Relieve Department Directors, Managers, and Supervisors of the routine employment duties, such as recruiting, testing, background investigations, obtaining and processing applications, arranging physical examinations, and notifying and processing applicants. Where provisions of this policy conflict with a collective bargaining agreement, the terms of the collective bargaining agreement will prevail. Employment 1

2 Procedure A. Filling Employment Vacancies 1. Prior to requesting approval to hire a new employee, the authorized management personnel will determine if it is necessary to fill this vacancy or if the job can be performed with existing personnel. Sometimes it may be necessary to shift employees to accomplish the job without hiring new people. If it is determined to hire a new employee or reclass a current employee then the authorized management personnel must fill out a Request for Additional Position or Position Reclassification that is available on the County s intranet and forward to Human Resources. 2. Employment Requisition a. All requests for employing personnel will be made by the authorized management personnel on an employment requisition provided by the Human Resources Department and also available on the County s intranet, and must show the following information: i. New Position or Replacement Job Description and Qualifications Required ii. Job Classification (Salary Range) iii. Date Employee Needed iv. Appropriate account numbers to pay for advertising b. A current job description must be attached to the employment requisition. If it is realized that the duties of the job description have drastically changed, than the department will be required to reclass this position as well as have Human Resources refactor for proper Pay Grade/Salary Range. If the reclass results in both a title and pay grade change, the position must be posted as outlined in Section 3 below. c. Human Resources will ensure that the position to be filled is properly authorized and the Office of Management and Budget will verify budgetary authority prior to initiating recruiting procedures. 3. Recruiting a. Human Resources will prepare an internal posting notification for all positions, whether or not covered by a Collective Bargaining Agreement (CBA). Each posting will be posted internally for a period of five (5) business days. Employment 2

3 b. In the event there are no qualified bargaining or non-bargaining unit employees to fill an open positon, Human Resources will post the position externally per the department s request. The department is required to provide Human Resources a memo explaining why the internal candidate was not qualified. c. Both the internal and external recruitment bulletin shall be sent to each department so that employees will be aware of vacant positions. Authorized management personnel will ensure that recruitment bulletins are posted on an official department bulletin board or in a place accessible to all department employees. d. Employees may apply for any open position using a Bid Form located on the County s intranet. The employee must provide a current resume with his or her Bid Form when applying for an internal or external position. Human Resources must receive the Bid Form on or before the specified closing date shown on the notice. e. Human Resources will assist the authorized department personnel in advertising the job opening in the media (newspapers, the Internet, magazines, etc.) and sending employment notices to area locations. f. At the request of the County Administrator, non-bargaining unit positions may be posted internally and externally simultaneously. 4. Application Forms a. All applicants will be required to fill out an application via Hernando County s online application center available under the Human Resources webpage. b. Human Resources will ensure completeness of the application and review for qualifications. Once Human Resources confirms that the applicants are qualified, Human Resources will release the qualified applications to the Department for consideration. After reviewing the applications, the Department should compile a list of applicants to interview and may ask Human Resources to schedule appointments for interviews. 5. Interviews -The purpose of the interview is to shortlist applicants or to select the most qualified applicant for the position. a. In making the selection for the short list, discrimination against any person because of age, race, color, sex, national origin, religion, Employment 3

4 handicap, marital status or citizenship status (any other non-merit factor) is strictly prohibited as set forth in Florida Statutes, Chapter b. After a shortlist has been compiled, the department may ask Human Resources to schedule any testing. c. All internal/external interviews must have a representative from Human Resources on the panel. d. Prior to all interviews, the Department designee must provide all interview questions and tests to Human Resources for review. 6. Selection a. Once the interviews are completed, the authorized department personnel must notify Human Resources of the selection made. Any offers of employment are made by Human Resources and are contingent upon acceptable background checks. b. Human Resources will then conduct a background screening of the selected applicant. This may include, but is not limited to prior work experience, references, driving records check and criminal history check. c. If the outcome of a background screening is determined to be unsatisfactory in the opinion of the Human Resources, Department Director, or authorized designee, the applicant s offer of employment shall be revoked immediately by Human Resources. The applicant will be notified by Human Resources of their selection if background is approved, and start date. This will include instructions as to when to report to Human Resources for the Pre-Employment Packet which will include information on the Pre-Employment Physical, if required and Pre-Employment Drug Test, which will be provided at the County s expense. d. Newly hired employees are required to attend New Employee Orientation. 7. Probationary & Qualification Period a. Probationary Period - All new employees shall serve a Probationary Period of six months. b. Qualification Period All promoted, transferred and demoted Employment 4

5 employees shall serve a Qualification Period of four months. Please refer to the Probationary/Qualification Period Policy. Employment of County Administrator and Department Managers - In accordance with the provisions of Florida Statutes, Section the selection and employment of the County Administrator shall be done by the Board of County Commissioners. The selection and employment of all department directors shall be done by the County Administrator with confirmation of the appointment done by the Board of County Commissioners. Previously Terminated Employees Employees who are terminated from County employment for disciplinary reasons (performance or behavior) or who have resigned in lieu of termination shall not be eligible for future employment with the County. Employment 5