Chicago Park Disrict Human Resources Policy and Procedures ...

Once sent to the hiring department, a Referral List will have a "life" of at least three
months. If during the life of the list, the hiring department has to fill additional
positions carrying the same class title and screening criteria, the names of viable
candidates not evaluated or hired by the hiring department on the list will form the
core of the Referral List used for filling those positions. This core can be
supplemented for any or all of the following reasons.
A. Replacement for candidates hired.
B. Replacement of candidates the department tried to contact and found
unavailable.
C. Replacement of candidates the department examined and found to be
unacceptable.
With its request for replacements, the department should include the number of
replacement names needed and written justification for replacement.
INTERVIEW PROCESS
The *Certification Criteria should be used as the primary resource tool for the
interview process to ensure that the process:
Focuses on the right questions to ask.
Focuses on performance and not personality.
Communicates the job needs better.
Creates the foundation for setting the Chicago Park District's performance
objectives.
Provides written documentation in case the process or decision is ever
challenged.
The Human Resources Manager must approve all interview questions. A copy of
both the *Certification Criteria and the approved interview questions must be
included in the hiring selection packet.
All candidates should receive written notification of the results of the interview.
This information must be included in the hiring selection packet along with all
other processing forms.
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