Chicago Park Disrict Human Resources Policy and Procedures ...

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Chicago Park District-Department of Human Resources Uniform Hiring Guidelines For Positions Covered by the Principles of the Shakman Judgment DEPARTMENT VACANCY When a department wishes to initiate the hiring process, the department must provide a completed Notice of Vacancy Form to the Human Resources Manager. After reviewing the request, the Human Resources Manager will initiate screening and/or standard posting and advertisement procedures. POSTING AND ADVERTISEMENT There are three circumstances in which public advertisement or posting is not necessary: A. When the position will be filled through transfer, promotion, demotion, reinstatement, or reclassification. B. When a pre-established list of eligible candidates exist for the position. C. When a list of eligible candidates, developed from a previous announcement exist for the position. The positions must be advertised for at least 14 calendar days. Unless there is a demonstrated need, the initial application period should not extend beyond 14 calendar days. Applications should not be accepted beyond the closing date. After an evaluation of the candidate pool, application periods can be extended if necessary and additional recruitment strategies can be implemented to augment deficiencies. PUBLIC ANNOUNCEMENTS Announcements should be posted on the Chicago Park District Website. The Human Resources Manager must approve all postings, including recruitment advertising. All public announcements should be prepared in compliance with Rule IV, Section 3a of the Rules of the Personnel Board of the Chicago Park District. APPLICATIONS Applications must be submitted by the posted closing date on the website. The Human Resources Manager then has the primary responsibility for the screening of the applicant materials to develop a list of qualified eligible applicants. 64
QUALIFYING SCREEENING CRITERIA Qualifying Screening Criteria should be considered as the "first" level of screening of candidates. These criteria are the minimum qualifications for the open position, and applicants must meet the specified Qualifying Criteria to be considered further. Please reference the addendum regarding the variety of screening methods that can be employed in the development of Eligible and Referral Lists. ELIGIBLE LIST The outcome of a Qualifying Criteria Screen will be a list of candidates (the Eligible List) that will be considered against Certification Criteria and a list of applicants that will not be considered further. Qualified candidates for positions in the Career Service should be notified in writing of their placement on an Eligible List. The Human Resources Manager is responsible for establishing the Eligible List. The Director of Human Resources may define the life of an Eligible List. An Eligible List will typically remain active for a period of three months. An active Eligible List must serve as the preliminary source of applicants for class titles for which it is created; in this way it may supersede the standard advertising and posting procedures. CERTIFICATION CRITERIA The applicants who meet the Qualifying Screening Criteria will be considered against the *Certification Screening Criteria. The Certification Criteria is established to identify the candidates to place on a Referral List for the department's consideration. The Certification Criteria will detail in writing the specific skill set the hiring department is looking for from the candidate. The Certification Screening Criteria must be job related and approved by the Human Resources Manager. Occasionally, so few candidates will meet the Qualifying Criteria that there will be no need to continue on to the use of Certification Criteria. In those instances, it should be standard procedure to consider whether further advertising should be undertaken to expand the selection of candidates. It should also be standard to examine the use of more extensive recruitment procedures for future vacancies. RFERRAL LIST The *Certification Criteria is used to reduce the number of names on the Eligible List to that necessary for the Referral List. The Referral List contains all of the names forwarded to the department as candidates to be considered for hire. A Referral List may be either be a computer generated list or copies of selected candidates applications. 65
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1 Chicago Park District Department
Page 3 and 4:
Section One Rules of the Personnel
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e. "Employee" means a person in the
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Section 4. Creation of New Grades f
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minimum qualifications of the posit
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she was appointed. During the perio
Page 13 and 14: highest on the seniority and reempl
Page 15 and 16: effective date of the layoff. A cop
Page 17 and 18: another position in the same grade,
Page 19 and 20: (3) Suspension or Discharge. In ord
Page 21 and 22: (a) order that the employee remain
Page 23 and 24: c. An employee shall obey the order
Page 25 and 26: 2. Alcohol & Drugs. a. An employee
Page 27 and 28: f. An employee shall not willfully
Page 29 and 30: advance, request for sexual favor,
Page 31 and 32: d. An employee shall comply with th
Page 33 and 34: d. An employee shall report to the
Page 35 and 36: the employee's qualification to ser
Page 37 and 38: (22) unauthorized use, removal or d
Page 39 and 40: (13) failure to report mechanical d
Page 41 and 42: Board's review. Notwithstanding all
Page 43 and 44: (ii) (iii) refuse to cooperate with
Page 45 and 46: ( i 1 ) No laboratory report or tes
Page 47 and 48: 47 Sexual Harassment Policy and Pro
Page 49 and 50: II. CONDUCT PROHIBITED A. As used i
Page 51 and 52: 51 D. Within ten (10) days after re
Page 53 and 54: 3. Mediation process Before beginni
Page 55 and 56: OPTION C - INTERVENTION The Deputy
Page 57 and 58: 57 Violence in the Workplace Policy
Page 59 and 60: handled appropriately and informati
Page 61 and 62: I. Duties of Personnel A. Each Regi
Page 63: Section Two Uniform Hiring Guidelin
Page 67 and 68: Addendum TYPES OF SCREENING METHODS
Page 69 and 70: These conditions should not be inte
Page 71 and 72: HIRE FLOW CHART Department Head com
Page 73 and 74: Resources Department. All applicati
Page 75 and 76: UNPAID LEAVES: Prior to any employe
Page 77 and 78: Chicago Park District Department of
Page 79 and 80: Human Resource Separation of Employ
Page 81 and 82: Section Three Employee Benefits Sum
Page 83 and 84: Short-Term Disability Employees off
Page 85 and 86: Deferred Compensation (Continued) A
Page 87 and 88: CHICAGO PARK DISTRICT DOMESTIC PART
Page 89 and 90: CHICAGO PARK DISTRICT DOMESTIC PART
Page 91 and 92: Section Four Human Resources Guidel
Page 93 and 94: OUR MISSION The mission of the Chic
Page 95 and 96: SMOKING POLICY Smoking is prohibite
Page 97 and 98: HOLIDAYS (H) There are twelve (12)
Page 99 and 100: SAFETY RULES AND GUIDELINES GENERAL
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