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28 B - General Employment Policies
City of Greensboro Personnel Policy Manuał
decision to hire one applicant versus another as well as specific information for the basis for
rejecting the candidacy of all other candidates. By law, the Human Resources Department is
responsible for the retention of these records and they will be retained for a minimum of 3
(three) years from date of the hiring decision unless a charge is filed; if so, a record will be
retained 1 (one) additional year after a charge is resolved.
6.3 Temporary Hiring Process
The temporary hiring process is for roster and season temporary positions. At the discretion
of the hiring department, positions may be advertised through the Employment Office.
Applications are received and referred to the department without screening. Other positions
may be recruited directly by the hiring departments. The hiring official should follow a
structured screening process to reduce the number of applicants interviewed or should
interview all the applicants. The Employment Office is available, upon request, to advise the
hiring official on a structured screening and/or interview process.
6.4 Interns
The City’s intern program will be managed through the Human Resources Department in
coordination with City departments and schools. Procedures, forms and record-keeping
requirements are available by calling the Human Resources Department.
Non-paid intern placements must meet all guidelines set forth for “trainees” by the Department
of Labor:
The training, even though it includes actual operation of the facilities of the employer, is similar
to what would be given in a vocational school or academic education instruction;
The training is for the benefit of the trainees;
The trainees do not displace regular employees, but work under their close observation;
The employer that provides the training derives no immediate advantage from the activities of
the trainees, and on occasion the employer’s operations may actually be impeded;
The trainees are not necessarily entitled to a job at the conclusion of the training period; and
The employer and the trainees understand that the trainees are not entitled to wages for the
time spent in training.
6.5 Executive Recruitment
The recruitment process for this category will be determined by the City Council for the
position of City Manager and City Attorney or by the City Manager or his designee for all other
positions designated within this category. The process may be managed by various resources
including internal staff within the Human Resources Department and/or external consulting