Chicago Park Disrict Human Resources Policy and Procedures ...

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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. 66
Addendum TYPES OF SCREENING METHODS There are a variety of screening methods that can be employed in the development of Eligible and Referral Lists. They are: A. S creening Lottery B. Screening Panel Review C. E x a m i n a t i o n s . DEVEOPING A REFERRAL LIST USING A SCREENING LOTTERY A lottery is an appropriate way to screen for a position, which has a great number of qualified applicants, and for which the duties can be easily performed by almost any applicant (i.e., few or no minimum qualifications exist). PROCEDURE The lottery is conducted by the Human Resources Manager and may be witnessed by representatives of the public and hiring department. A minimum of two representatives from Human Resources (HR) should be present at each lottery. Advance notification of the lottery should be sent to members of the public requesting such notification. The lottery is conducted as follows: A. A four-digit number is selected by drawing one number from each of four containers. This selection of numbers is observed and verified by those present at the lottery. Following the lottery, it should be verified that each container contained all ten digits (0 through 9). B. Applicants are sequenced (ordered) by their last four-digit social security code in ascending order from the selected four-digit number. The candidates are sequenced up to 9999 and the sequencing continues by returning to 0000 and proceeding in ascending order. This sequenced list becomes the "Eligible List." C. Lotteries can also be conducted using appropriate computer software packages. 67
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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
Page 7 and 8:
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
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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 and 64: Section Two Uniform Hiring Guidelin
Page 65: QUALIFYING SCREEENING CRITERIA Qual
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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