A.
Permanent full-time and part-time positions shall
be created and funded at Annual Town Meetings by a majority vote.
B.
Permanent full-time or part-time positions may be
created and funded at Special Town Meetings but only if the Board
of Selectmen, following consultation with the Finance Committee, has
determined by a 4/5 vote that the purpose of the new position is extraordinary.
A.
Recruitment policy.
(1)
The Town of Blackstone is an equal opportunity/affirmative
action employer and does not discriminate on the basis of race, sex,
color, religion, national origin, age, handicap, sexual orientation,
or veteran status in the provision of employment opportunities and
benefits.
(2)
The Town shall be aggressive in its recruitment of
candidates for Town positions, and the Town Administrator shall publicly
advertise positions to be filled.
B.
Notice of vacancies.
(1)
Department heads or appointing authorities shall,
upon the identification of a vacancy or on the authorization of a
new position, prepare a job vacancy notice, subject to the availability
of funds. Department heads shall, within three business days of any
resignation, notify the appointing authority of any such resignation.
The job vacancy shall be based upon the job description and include
the job title, major duties of the position, qualifications, salary,
hours of work, a proposed closing date for the applications, and application
instructions.
(2)
The Town Administrator shall review and approve all
job vacancy notices, as to form, prior to commencement of recruitment
activities to ensure that the advertised salary conforms with the
existing Town policies.
C.
Applications.
(1)
All candidates applying for employment in the Town
shall complete an official employment application form and return
the form to the office of the appointing authority prior to the end
of the working day of the closing date specified in the position announcement.
Each applicant shall sign the form, and the truth of all statements
shall be certified by the applicant's signature.
(2)
Applications received from former employees shall
be subject to the same standards as set forth in this section.
D.
Examinations. The appointing authority may require
an examination as one part of the selection process. Examinations
may be written, oral, practical, physical or any combinations thereof
and shall be relevant to the requirements of the position.
E.
References. A candidate's former employers, supervisors,
and other references shall be contacted as part of the selection process.
References and other background investigations shall be documented
and made part of the applicant's file. All reference checks and investigations
shall be completed prior to the offer of employment, in accordance
with law, by the Town Administrator.
F.
Application records. The application, documentation
of reference checks, and related documents submitted shall be maintained
by the Town Administrator in the employee's personnel file. Upon appointment
of an employee, the appointing authority shall turn over applications
of those applicants not selected for employment. Such applications
shall be maintained for the period required by law. The appointing
authority, and the department heads, to the extent possible, shall
maintain the confidentiality of all applications.
After review by the department head of all applications,
the maximum number of candidates shall be narrowed to a field of three
to be interviewed by the department head and the Town Administrator.
A.
In the hiring of new personnel, in the instance of
all qualifications being equal, preference shall be given to residents
of the Town of Blackstone.
B.
The Personnel Board, upon written recommendation of
a department head and for good cause shown, may waive, modify or suspend,
subject to such condition as the Board may deem appropriate under
the circumstances, the requirements of this section if such waiver,
modification or suspension is shown to be in the best interests of
the Town. "Good cause" and "best interests of the Town" shall include
facts showing that there is no suitable applicant qualified for the
position who meets the residency requirement and to comply would create
undue hardship.
All appointments shall be made in writing by
the appointing authority. The written notice of appointment shall
include the salary, the starting date, any unique or unusual conditions
of employment and appropriate additional information. Copies of the
letter of appointment shall be provided to the Town Accountant and
the Board of Selectmen.
One attempt shall be made to contact by telephone
an applicant who accepts an appointment and fails to report to work
on the date and time set by the appointing authority. Thereafter,
unless excused by the appointing authority, he/she will be notified
by mail that he/she has been deemed to have declined the appointment
and the offer of employment shall be withdrawn.
A.
Probation policy. Performance of all employees must
meet acceptable work standards. The probationary period shall be utilized
to help new and promoted employees achieve effective performance level.
To ensure that new employees are aware of their duties and responsibilities,
department heads shall inform new employees of their rights, responsibilities,
duties and obligations. The department head shall provide the employee
with a copy of the personnel code.
B.
Probationary period. All newly appointed and promoted
employees shall be required to successfully complete a probationary
period to begin immediately upon the employee's starting date or promotion
date and to continue for a six-month period. The probationary period
shall be used by the appointing authority to observe, evaluate and
document, every 30 days, the employee's attitude, conduct and work
habits. Upon expiration of or at any time during the probationary
period, the appointing authority shall notify the Town Administrator
in writing that:
(1)
The employee's performance meets satisfactory standards
and the individual will be retained in the position; or
(2)
The employee's performance, due to extenuating circumstances,
requires additional observation and that the probationary period will
be extended an additional three months; or
(3)
The employee may be discharged with or without cause.
Employees in positions designated "administrative/supervisory/technical"
shall be required to work the normal workweek and any other additional
hours needed to fulfill the responsibilities of the position. The
annual salary established for such employees shall be their total
compensation for hours worked. For additional detail, see job description.
The hiring rate shall be the minimum of the
rate range of the job for which the new employee is hired unless otherwise
authorized by the Board of Selectmen. The first six months of employment
shall be a probationary period. There shall be a written performance
review of the new employee five months after employment, written by
the department head and/or the Town Administrator. At the end of the
probationary period, the employee may advance one step-rate, provided
the department head and/or the Town Administrator decide his performance
warrants it. Otherwise, he shall come up for consideration after one
year of continuous full-time service.
