Teammate Handbook Cover

City of Morgan Hill Personnel Rules Effective Date: January 23, 2008

g. Has been convicted of a misdemeanor or a felony crime as prescribed by the Labor Code, including a “no contest” plea, that relates to the duties that the applicant would perform;

h. Used or attempted to use political pressure or bribery to secure advantage in the selection process or appointment;

i. Directly or indirectly obtained privileged or confidential information regarding selection process;

j. Does not possess or has had his/her privilege to operate a motor vehicle in the State of California suspended or revoked, if driving is job related; or

k. For any cause which in the judgment of the Personnel Officer would render the applicant unsuitable for the position, including a prior resignation from the City, termination from the City, or significant disciplinary action. 6.6 Notice of Disqualification of an Applicant: Whenever an applicant is disqualified, a notice of disqualification shall be mailed or electronically sent to the applicant by the Personnel Officer or his/her designee. 6.7 Application Screening : The Personnel Officer may screen submitted applications for qualifying purposes only, based on the applicants’ experience, education, training, and work history as related to a particular position. If the Personnel Officer determines that including all qualified applicants in the selection process would burden the city, the Personnel Officer may then choose those applicants whom are determined best qualified for the position to be included in the selection process in order to establish the best applicant pool for the position. 6.8 Selection Process: The selection process involves fairly testing the qualifications of applicants through any combination of aptitude tests, other written tests, personal interviews, performance tests, physical agility tests, work samples, medical tests, and current performance if the applicant is a current City employee, or other processes. a. The selection process for a given position shall be at the discretion of the Personnel Officer as deemed job related and necessary to determine the best qualified candidates. b. The Personnel Officer, in consultation with the Department Director, may prepare and administer or contract with any competent agency or individual to administer any part of the selection process as is deemed most appropriate. 6.9 Waiver of Responsibility: Applicants who take part in physical agility or demonstration tests will be required to sign a waiver of responsibility freeing the city of all liability arising from injury incurred during the tests.

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