To assure a high quality of service to the public, selection will be from among the most competent applicants. Selection and appointment to all positions will be based solely on the basis of merit and fitness demonstrated by examination or other evidence of competence and suitability, consistent with the Town Charter § 5-3.
A. 
Defining the job. When a vacancy occurs, the appointing authority will review the functions, duties, responsibilities and minimum qualifications of the classification to ascertain whether the job description is still accurate or the job needs to be redefined. If it is determined that a new job description is necessary or that changes to the existing job description are required, the appointing authority will consult with the Personnel Director, who will be responsible for preparing the new/amended job description.
B. 
Advertising the vacancy. The Town Administrator or designee will be responsible for advising the public of the vacancy. The vacancy will be publicized in such manner as to assure that all interested and qualified individuals, including current employees, are informed of the classification title, duties, responsibilities and salary range; minimum and special qualifications for the job; the time, place and manner of making application; and any other information which may be useful to applicants. All advertisements shall comply with Massachusetts Commission Against Discrimination (MCAD) affirmative action requirements.
All candidates applying for employment must secure and file an official application form. Deliberate false or misleading statements in the application and deception in attempting to secure employment shall be grounds for rejecting an applicant.
A. 
Determining examination devices. The Town Administrator or designee shall determine which examining device or combination of devices will be used to evaluate the relative fitness of each candidate for the position.
(1) 
The devices selected shall relate to the duties and responsibilities of the classification and shall fairly appraise and determine the merit, fitness, competence and suitability of the applicants.
(2) 
A variety of devices may be employed, including but not limited to: assessment of training, education and work experience; written, oral and performance tests; structured interviews; and reference checks. Each device utilized will be administered to ensure equity and fairness.
B. 
The selection process. The selection process will result in a ranking of candidates in order of their relative ability to perform the job.
C. 
Interview and selection. The appointing authority or designee will interview all qualified applicants, and will notify all candidates in writing and in a timely manner, of their selection or nonselection for the vacant position.
D. 
Documenting the selection process. A record of the recruiting, examining and appointing procedures used will be retained after the vacancy is filled. This record will include: the job description, vacancy announcements, the applications of all who applied or their names and addresses and the appointing authority's reasons for selection of a candidate.
E. 
Massachusetts Commission Against Discrimination (MCAD) reporting. The Personnel Director will be responsible for all MCAD reporting.
A preemployment physical examination shall be required for all permanent and seasonal employees prior to appointment. A qualified physician selected by the Town Administrator shall make his or her report on a form provided by the Town. Any such examination shall be at the expense of the Town and shall be reviewed by the appointing authority prior to final determination of the applicant's qualifications for appointment. A psychological examination may also be required.