Chicago Park Disrict Human Resources Policy and Procedures ...

More documents

Recommendations

Info

Both a list of applicants with examination scores and a copy of the Referral List submitted to the hiring department are added to the hiring selection packet. USE OF MULTIPLE METHODS For many titles, the screening criteria may dictate the use of more than one screening method in the development of the Referral List. In these cases, it is essential that the Human Resources Manager monitor all phases of the screening process to ensure that all procedures are being adhered to and that the necessary documentation for each method is maintained. When multiple screening methods are used, the order of application is at the discretion of the Human Resources Manager. UN-RANKED AND RANKED REFERRAL LIST The result of screening procedures is the development of a Referral List of candidates to be forwarded to the hiring department for evaluation. There are two types of Referral Lists: unranked and ranked. UN-RANKED LISTS An un-ranked lists has no indication concerning evaluations of the candidates' relative merits during the screening process. If an examination was used to screen candidates however, the hiring department may request the scores of the referred candidates. RANKED LISTS On rare occasions, Referral Lists may be ranked according to the relative merits of candidates as determined in the screening process. 70
HIRE FLOW CHART Department Head completes Notice of Vacancy Form Department forwards Notice of Vacancy form to Chief Monitoring Officer Chief Monitoring Officer forwards Notice of Vacancy Form to Budget Department Budget Department submits approved Notice of Vacancy form to Human Resources Human Resources posts the vacancy if there is no Transfer Request Human Resources accepts and qualifies applications Human Resources screens candidates from applicant pool Human Resources schedules interviews Department Representative with Human Resources present coducts interviews, rates interviewees via the rating forms, and candidate is chosen Human Resources prepares a Candidate Selection Form routing for signatures of Depatment Head, Budget Director, Director of HR, and General Superintendent Human Resources notifies Department Head when Candidate Selection Form is completed Department Head notifies Human Resurces with effective start date Human Resources contacts successful candidate Human Resources completes the hiring process with drug & fingerprints, personnel file paperwork, and 166 is prepared by HR Employee starts work with the Chicago Park District 71
Page 1 and 2:
1 Chicago Park District Department
Page 3 and 4:
Section One Rules of the Personnel
Page 5 and 6:
e. "Employee" means a person in the
Page 7 and 8:
Section 4. Creation of New Grades f
Page 9 and 10:
minimum qualifications of the posit
Page 11 and 12:
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 and 64: Section Two Uniform Hiring Guidelin
Page 65 and 66: QUALIFYING SCREEENING CRITERIA Qual
Page 67 and 68: Addendum TYPES OF SCREENING METHODS
Page 69: These conditions should not be inte
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
show all

Chicago Park Disrict Human Resources Policy and Procedures ...

You also want an ePaper? Increase the reach of your titles

Delete template?

Save as template?