Parlier Municipal Code Art. 1 Applications and Applicants

All techniques and procedures used in recruitment and selection of employees shall be designed to measure only the job related qualifications of applicants.

(Ord. 97-4 §1(part), 1997).

Examinations for all positions in city service shall be publicized by such methods as the personnel director deems appropriate. Special recruiting shall be conducted, if necessary, to ensure that all segments of the community are aware of the forthcoming examinations. The announcements shall specify the title and pay of the position for which the examination is announced, the nature of the work to be performed, preparation desirable for the performance of the work, the manner of making application, and other pertinent information.

(Ord. 97-4 §1(part), 1997).

The personnel director may reject any application which indicates on its face that the applicant does not possess the minimum qualifications required for the position. Applications may be rejected if the application indicates facts that show that the applicant is unable to perform the job applied for, and no reasonable accommodation can be made for such disability; is addicted to the habitual excessive use of drugs or intoxicating liquor; has made any false statement of any material fact; or practiced any deception or fraud in an application. Whenever an application is rejected, notice of such rejection shall be mailed to the applicant by the personnel director. Defective applications may be returned to the applicant with notice to amend the same, providing the time limit for receiving applications has not expired.

(Ord. 97-4 §1(part), 1997).

A. Conviction, including pleas of guilty and nolo contendere, of any felony or a misdemeanor involving moral turpitude shall be prima facie disqualification of an applicant for employment; provided, however, that the appointing authority may disregard such conviction if it is found and determined that mitigating circumstances exist. In making such determination, the appointing authority shall consider the following factors:

1. The classification, including sensitivity, to which the person is applying or being certified and whether the classification is unrelated to the conviction;

2. The nature and seriousness of the offense;

3. The circumstances surrounding the offense;

4. The length of time elapsed since the offense;

5. The age of the person at the time of the offense;

6. The presence or absence of rehabilitation or efforts at rehabilitation; and

7. Contributing social or environmental conditions.

B. An applicant who is disqualified for employment under this section may appeal the determination of disqualification. Such appeal shall be in writing and filed with the city manager within ten days of the date of the notice of disqualification. The city manager shall hear and determine the appeal within thirty days after it is filed. The determination of the city manager on the appeal is final.

C. Notwithstanding the foregoing, an applicant for a peace officer position shall be disqualified, without right of appeal, if the applicant was convicted of a felony.

(Ord. 97-4 §1(part), 1997).

The selection techniques used in the examination process shall be impartial and related to those subjects which, in the opinion of the personnel director, fairly measure the relative capacities of the persons examined to execute the duties and responsibilities of the class to which they seek to be appointed. Examinations shall consist of selection techniques which test fairly the qualifications of candidates such as, but not necessarily limited to, achievement and aptitude tests, other written tests, personal interview, performance tests, physical agility tests, evaluation of daily work performance, work samples, medical tests, psychological tests, successful completion of prescribed training or any combination of these or other tests. The probationary period shall be considered as a portion of the examination process. Examinations shall be designed to provide equal opportunity to all candidates by being based on an analysis of the essential requirements of the position and covering only factors related to such requirements.

(Ord. 97-4 §1(part), 1997).