Carmel-by-the-Sea Municipal Code § 2.52.090 Definitions

The following are definitions of terms used in the recruitment and selection for City employment:

A.

"Appointing authority"

is the City Administrator for all positions except elective positions, City Attorney, City Engineer, and City Treasurer. The City Administrator has responsibility for employment, promotion, demotion, transfer, discipline, and dismissal of employees either directly or upon recommendation of a department head.

B.

"Department manager"

means the administrative head or acting head of a department.

C.

"Appointment"

means selection by the City Administrator to fill either regular, temporary, or part-time positions.

D.

"Applicant"

means a person who has filed an employment application for a position in accordance with the City's procedures.

E.

"Application" or "application form"

means the official form designated by the City Administrator for employment application purposes.

F.

"Candidate"

means a person whose application form has been accepted as meeting the specific qualifications for a class of position and the general requirements for City employment.

G.

"Selection process"

means the procedures used by the City in determining the suitability of a candidate or candidates for employment consideration in a class of position. The procedures, depending upon a specific selection, may include but are not limited to any of the following: written tests of knowledge or ability, performance tests, oral examinations, personality profiles, employment/background investigations, medical examinations, and employment interviews. Prospective employees in the Police and Fire Departments may also undergo psychological and/or polygraph examinations.

H.

"Employment list"

means a list which may be established of the names of persons, in order of descending final ratings, who have been qualified for employment consideration through the City's selection process.

I.

"Recruitment announcement"

means a printed bulletin or brochure for posting and distribution which details the class of position opening, salary rate or range, examples of duties and responsibilities, minimum or desirable education and experience requirements, a statement as to other than usual working days, hours, or conditions, an outline of the selection process to be followed, the manner in which application forms are to be submitted, and the final date for filing applications.

(Ord. 87-1 § 2, 1987)

When a position vacancy occurs or is impending which the City intends to fill, the following includes steps usually taken under the direction of the City Administrator:

A. Prepare a recruitment announcement;

B. Distribute the recruitment announcement for posting in the various City facilities, organizations and agencies;

C. Place paid advertisements in the appropriate news media and professional and technical publications;

D. Receive and evaluate applications;

E. Notify applicants as to whether they are qualified for further consideration;

F. Provide disqualified applicants an opportunity to submit additional clarifying information if the appointing authority requests it;

G. Notify candidates of the time and place of the selection process;

H. Conduct selection process;

I. Determine and notify successful candidates resulting from selection process; notify unsuccessful candidates;

J. Establish employment list, when appropriate, as determined by the appointing authority.

(Ord. 87-1 § 2, 1987)

At the discretion of the City Administrator the following may prevail:

A. Promotional Consideration. When a vacancy occurs or is impending, and the City Administrator has reason to believe there are or may be highly qualified persons already employed within the City organization, recruitment efforts may be limited to consideration of employees only. In this event the procedure outlined in CMC § 2.52.100 may be modified. There is no obligation for the City Administrator to consider in-house applicants only, nor once having initiated in-house recruitment, discontinuing this process if it appears that the employee applicant(s) are not sufficiently well qualified to justify recruitment and selection from within the organization.

(Ord. 87-1 § 2, 1987)

The following are special requirements which apply for appointment to a City position:

A. Pre-Employment Medical Examination. At the discretion of the City Administrator, appointment to specified classes of positions is subject to medical examination of appointees by a competent California-licensed physician designated or approved by the City Administrator. Such examinations are to be conducted at City expense after tentative selection but prior to actual employment. Medical standards employed will necessarily take into account specific physical requirements for differing classes of positions.

B. Background Checks and Fingerprints. At the discretion of the City Administrator, an employment and personal background check will be made of all prospective employees. Further, no person shall be employed in the Police Department until fingerprinted and the Chief of Police has certified no record of felony conviction exists.

(Ord. 87-1 § 2, 1987)

The City Administrator with the concurrence of the department manager may reject an application or remove from an employment list anyone who does not meet the general requirements for City employment. The basis for such action may include: failure to pass pre-employment medical examination; dismissal for cause from public or private employment; misstatement on, or omission of, material facts from a City employment application form; or an employment history or personal conduct which demonstrates a lack of fitness for City employment.

(Ord. 87-1 § 2, 1987)

The City Administrator is authorized to offer relocation expenses to management personnel relocating from another area. The amount of relocation expense shall be established and/or amended by resolution.

(Ord. 87-1 § 2, 1987)