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. 
When a position vacancy is to be filled or a new position created, the department head shall immediately request from the Office of the Mayor the names of applicants on the eligibility list, if one exists. If the position is to be filled by the Office of the Mayor, said office shall utilize the eligibility list, if applicable. Town employees whose names appear on the eligibility lists, or who are qualified to be placed on the eligibility list, may be given priority of selection over equally qualified non-Town employees. Such selection may be made after announcing the vacancy to Town employees, without the necessity for public advertising, as determined by the Mayor. When two employees are equally qualified, the one with longer continuous Town service having a satisfactory performance evaluation shall be chosen. Individuals whose names appear on the eligibility lists shall be considered for positions in that classification.
B. 
If advertised, one recommendation for the appointment shall be made from the five persons who have the highest standing on that list. If none of the applicants on the eligibility list are considered suitable for the position, or if there is no current eligibility list, the position shall be advertised two times in a local newspaper.
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.