BC 2009 09 21 Regular Meeting - Laserfiche WebLink

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September 21, 2009 (Regular Meeting) Page 1578 Section 4. Applications for Emplo Vment Written applications for employment will be accepted only if and when a position vacancy exists and has been advertised. All applications shall indicate the specific position vacancy for which the application is filed. No applications for external recruitment may be accepted within an agency/department without approval of the Human Resources Director. Standard procedure requires applications to be received only by the Human Resources Department or its designee, the local office of the North Carolina Employment Security Commission. It is the policy of Cabarrus County to only hire individuals 16 years of age or older. County employees may only be employed in one County position, except for an employee engaged as an election official or appointed to a non-related County advisory board. Section 5. Qualification Standards (a) Employees shall meet the employment standards established by the classification plan and such other reasonable minimum standards of character, aptitude, ability to meet the public, and physical condition as may be established by the County Manager with the advice and recommendations of the department heads. (b) Qualifications shall be reviewed periodically to assure that requirements conform to the actual job performance requirements. (c) When a fully qualified applicant is not available, the County may employ, in a trainee capacity, an applicant who does not meet all minimum qualifications for a particular job, if the deficiencies can be eliminated through orientation and on-the-job training in a twelve month period. (d) When qualified applicants are unavailable and there is not a trainee provision for the vacant classification, an appointment may be made below the grade of the regular classification in a work against position to allow the employee an opportunity to gain the qualifications needed for the vacant position through on-the-job experience. The appointee must meet the minimum education and experience standard of the class to which initially appointed. A work against appointment may not be made when applicants are available who meet the education and experience requirements for the vacant position. Section 6. Tests Standardized qualifying tests administered by the County or by persons or agencies for the County shall be valid measures of job performance and approved prior to use by the Human Resources Director. Section 7. Selection Process Department heads shall make such investigations and conduct such examinations as deemed appropriate to assess fairly the aptitude, education and experience, knowledge and skills, character, physical fitness and other qualifications required for County positions. Section 8. Employee and Pre-Employment Druq Testin The County, as a public employer, is entrusted with the health and safety of its citizens. In keeping with this obligation, individuals who seek County employment shall and employees may be required to undergo a drug screening procedure as a condition of employment. Procedures are included in the Cabarrus County Drug Free Workplace Policy. Section 9. Appointments Before any commitment is made to an applicant, the department head shall forward the applicant's completed application and request to hire form to the Human Resources Director with a salary to be paid and the reasons for selecting the particular applicant over others. After reviewing the qualifications and experience of the applicant, the County Manager shall approve or reject the appointment and determine the classification and