TOWN OF PAWLING
HIRING POLICY – Adopted 11/09/05
1. When a vacancy occurs, the department head will work with Human Resources to insure that all policies and civil service regulations are followed when searching for a new employee.
A. All “competitive” positions, as classified by Dutchess County Civil Service, require that an Eligible List be canvassed. Once the list has been canvassed and the results are reviewed, all interested candidates from that list must be interviewed. If three or more of the interviewed candidates indicate that they would accept the position if offered, a choice must be made from the list.
B. If there is no established Eligible List, or if a canvassed list does not conclude with three or more interested candidates, the position will be advertised in the official town newspaper, and posted in all town office buildings as well as on the town’s website. All advertisements and postings will include a deadline indicating when applications are due. All postings must remain up for a minimum of five working days. (NOTE: Any individual hired under these circumstances will be required to take the Civil Service Exam when it becomes available.)
C. “Non-Competitive” positions, as classified by Dutchess County Civil Service, are not required to follow canvassing procedure. Advertising and posting procedures will be implemented as previously stated in “B”.
D. No new positions will be allowed without prior approval of the Town Board.
E. Salaries will be as stated in the approved budget, unless approved in advance by the Town Board.
2. All elected department heads, in consultation with Human Resources, will conduct his/her own interviews and inform the Town Board of the results.
3. Non-elected department heads, in consultation with Human Resources, will interview applicants, collect written and/or telephone references, and make recommendations for hiring to the Town Board. The department’s Town Board liaison may participate in the interviews and decision-making, if either the department head or liaison decides that this would be the most effective procedure. At least two, preferably three, candidates will be recommended to the Town Board. Recommendations must include a copy of the candidate’s application for employment (resume only is unacceptable), copies of written references and/or notes from telephone references, and a memo stating why the candidate is being recommended for employment.
The Town Board may choose to conduct a second interview with candidates before making a final employment decision.
4. Exempt employees and deputies will be appointed by the department head that they report to.
5. Town of Pawling employees in “provisional” status, whose name does not appear on the current Eligible List, will be re-appointed to their position once canvassing of the list has been completed as stated in “1A” of this policy. Advertising and posting procedures will not be implemented unless otherwise determined by the Town Board. The employee will be required to take the Civil Service Exam when it becomes available.
6. The hiring of seasonal employees is exempt from these requirements.
7. Promotions due to vacancies, or the creation of a new position, will be posted so that all current employees may have the chance to apply for said position.
8. Former employees will be considered for employment provided they left the Town on good terms.
9. To determine the starting salary and negotiate certain benefits, the Town Board may consider the candidate’s documented previous experience or service. Credit for longevity will be based on years of employment with the Town of Pawling only.
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