HomeMy WebLinkAboutHIRING PRACTICES OF THE CITY OF PORT ARTHURCity of Port Arthur
Memorandum
TO: Stephen B. Fiugibbons, City Manager DATE: 04/30/09
FROM: Dr. Albert T. Thigpen, IPMA-CP, Director of Human Resources __
RE: Hiring Practices of the City of Port Arthur
Comment
The City of Port Arthur by administrative practice, and ordinance [q.v. § 17-2
Equal Employment Opportunity of the City's Personnel Policy] is an equal
employment opportunity employer. It is the goal of the City to provide internal,
and external, applicants with the fairest hiring process possible.
Several safeguarding practices are used by the City in order to ensure to the
extent possible that all hiring is done on a fair, non-discriminatory basis.
Departmenu are required to submit job selection criteria, questions, etc. to
Human Resources for review prior to interviews and receipt of job
bids/applications. Once the job criteria has been reviewed and approved,
departments proceed with the interview and credential review portion of the
hiring process.
The City uses a discrete matrix to evaluate position applicants. Poinu are
awarded using the pre-approved job criteria. Poinu can only be awarded in the
amounts of 2, 6, and 10 points; which virtually eliminates the possibility of
manipulation. Once the Department Head has made his final recommendation
for a position it is forwarded to the Department of Human Resources for review.
If the Department of Human Resources has questions, or concerns, regarding the
recommendation, these are discussed with the recommending Department Head.
If these issues are cleared up, the recommendation is forwarded to the City
Manager with concurrence by the Department of Human Resources. If the
Department Head can not satisfactorily resolve the concerns or questions, the
recommendation is provided to the City Manager with non-concurrence by the
Department of Human Resources and a delineation of the concems regarding
the recommendation.
The City uses a bid system whereby vacancies are first posted internally to allow
current employees an opportunity to be considered for positions. If no qualified
applicants are found internally, then applicants are sought externally. The
referenced matrix system is used to evaluate these job applicants and the process
continues as outlined above.
A key element to be noted in the City's hiring process is that in the event of a
tie [i.e. "all things being equal"] the first "tie breaker" is Port Arthur residency.
Hiring recommendations for City of Port Arthur vacancies are reviewed at
multiple levels to ensure that they are in compliance with the City's internal
policies and extemal applicable laws and statutes. Supervisory personnel are
afforded training to ensure they are aware of the applicable laws regarding hiring
and appropriate supervision of employees.
The City's system of hiring has been reviewed by several extemal agencies such
as the EEOC and the Texas Commission on Human Rights - in these cases the
City's hiring system has withstood scrutiny. As long as the City continues to
follow iu policies, procedures, and guidelines regarding hiring we would
anticipate hiring decisions continuing to be able to withstand scrutiny.
Please advise should you need additional information.