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e e City of La Porte Personnel Policies CHAPTER 2 METHOD OF FILLING VACANCIES SECTION 1 - RECRUITMENT All employee recruitment activities shall be coordinated through the Human Resources Division. Recruitment activities by the Human Resources Division or in conjunction with other City departments shall be done in compliance with federal and state equal employment opportunity regulations. These recruitment activities will also be conducted in accordance with the City's Affirmative Action Plan. SECTION 2 - APPLICATION ' The Human Resources Division will be notified of all existing and anticipated vacancies by the respective departments. The Human Resources Division shall announce all vacancies in such a manner so as to promote. affirmative ,action and equal employment opportunity. Job opportunity announcements will be sent to posting sites throughout the City. Job opportunity announcements will be posted at the various posting locations for a minimum period of three (3) working days. All applications must be received through the Human Resources Division in order for proper application to have been made. Applications of non-selected candidates will be kept in active files for six (6) months. The Human Resources Manager shall develop standard operating procedures, to be approved by the City Manager, for the referral of applicants to departments for final selection. The procedures shall provide for the hiring official to report the disposition of all referred applicants to the Human Resources Manager. SECTION 3 - APPLICANT EVALUATION Consistent with equal opportunity employment practices, every applicant for a vacancy shall be given due consideration. The Department Director and Human Resources Manager shall determine the most appropriate means of evaluating applicants against the job description and requirements. The City will take every opportunity to hire the best qualified applicant for the vacated position. The Human Resources Division and the hiring department may conduct reference checks, interviews, medical examinations, background checks, performance tests, written tests, drug screens, and/or other screening procedures as may be appropriate to determine the most qualified applicant. Documentation from the evaluation processes will become part of the hiring file for the particular position. In accordance with affirmative action, protected class applicants will be given equal consideration for vacant positions. 4