It is the policy of Chesapeake Beach that the recruitment and
selection of applicants shall provide open competition, equal employment
opportunity, and shall prohibit discrimination with reference to race,
political affiliation, religion, disability, national origin, ancestry,
marital status, and other non-merit factors. Age and gender may be
the basis of recruitment and/or selection only where age or gender
is an essential and bona fide occupational requirement. If not such
a recruitment, age and gender shall not be utilized as a basis of
recruitment and/or selection.
The procedures set forth in this Article
VI shall apply to selections for merit positions and full-time, grant-funded position. The Mayor shall have the right to apply these procedures to selections for other types of positions as well, but doing so will not convert a non-merit employee into a merit employee.
The Town may establish eligibility lists with the names of applicants
who are found to be qualified for employment in positions allocated
to a specific class of work. Eligibility lists shall normally continue
in force for six months from the date of posting but may be extended,
combined, or canceled at the discretion of the Office of the Mayor.
Reference verification is required for all potential employees.
An applicant's employer may be excluded (at applicant's
request) until such time as it is necessary for final consideration
of suitability for a position.
Applicants may be tested by the Office of the Mayor or a department
head, at the Mayor's discretion. Such examinations may be written,
oral, or in the form of a demonstration of skill, physical ability,
or any combination of these. The examination shall be of a character
to test and determine the job-related fitness and ability of the applicant.
Applicants selected may be required to take a physical examination
prior to employment, transfer, promotion, or demotion. An investigation
of training and experience and any test of technical knowledge, manual
skill, or fitness may be administered. Employees or applicants for
positions in programs for children or special populations, or as otherwise
determined by the Office of the Mayor, may be required to submit to
criminal background investigations. It shall be the responsibility
of the Office of the Mayor to notify the applicants of their test
scores.
The Town may reject any applicant for the following causes:
A. The applicant lacks the established requirements that are included
in the minimum qualifications for the position;
B. The applicant made erroneous, false, or misleading statements within
the selection process;
C. A complete application was not filed within the period specified
in the official notice of the examination or position;
D. The applicant has been refused a place on the eligibility list because
of irregular conduct. (defined as, but not limited to, such conduct
as would result in disciplinary action or dismissal if applicant had
been a Town employee at the time of incident); or
E. The applicant on the eligibility list has declined two or more interviews
or two or more job offers.
A recall list is composed of individuals who formerly occupied
nonprobationary merit Town positions and who were separated through
a layoff action. The list shall be maintained by the Office of the
Mayor. An individual may be recalled in a position of the same or
of a lower graded class of work in the class series that he or she
previously occupied for which he or she is qualified. An individual
may remain on the recall list for 12 months from the date of the layoff.
The department head shall conduct interviews for each vacancy.
The department head will prepare a recommendation for selection and
forward it to the Mayor. Each selection shall be based solely on the
principles of merit, fair methods, and fitness for the position. The
eligibility list and a list of interviewed applicants, ranked subsequent
to interviewing, shall be retained. The department head shall forward
the hiring recommendation to the Mayor for review and approval or
disapproval. Only the Mayor is authorized to notify the applicant
of an offer of employment, which is done by telephone and in writing,
directing the applicant to report to the Office of the Mayor to complete
the necessary employment forms. No payroll action will take place
until this procedure has been completed. If the Mayor rejects the
applicant, the department head must make another recommendation.