The Selection and Evaluation Section has five (5) primary areas of responsibility. They are:
- Recruitment
- Resume System
- Interest Card System
- Personnel Selection
- Requests For Classification Review
- Classification
- Requests For Classification Review
- Compensation
- Civil Service Commission
RECRUITMENT PROCESS
- Maintenance of computerized resume and interest card systems
- Presentations before schools, social service organizations and attendance at job fairs
- Dispersal of job postings and announcements to over 300 agencies/organizations
- Dispersal of job postings and announcements with payroll checks to all City employees
RESUME SYSTEM
- Person submits resume
- Personnel Analysts review and code each resume for positions for which the person may qualify
- Person is sent notice of resume coding and that resume will remain on file for two (2) years
- City job is posted or announced
- Persons coded for job in Resume System are sent the postings or announcement and may apply for that job
- Posting refers to the provisional appointment process in which persons are hired in the absence of a civil service test and eligible list.
- *Announcement refers to the notice of a civil service test as announced by the Civil Service Commission
INTEREST CARD SYSTEM
- Person completes interest card
- City job is posted or announced*
- Persons with interest cards are sent the posting or announcement and may apply for the job
- Posting is the provisional process; announcement is the Civil Service Commission process
APPEAL PROCESS FOR REJECTED APPLICATIONS
- Applications are reviewed by the section staff for strict adherence to the minimum requirements (i.e.., education, experience, etc..) stated on the appropriate job advertisement.
- Applicants whose credentials do not meet the stated minimum requirement are sent a rejection form letter. This form letter indicates the reason for the rejection and also notifies the applicants that they have three (3) working days to appeal, in writing, to the Toledo Civil Service Commission.
- Rejected applicants may submit, in writing, additional information concerning their education, experience or other credentials which they feel should be considered. This information along with a staff recommendation, is submitted to the Toledo Civil Service Commission.
- The Toledo Civil Service Commission reviews all submitted appeals information and determines if the applicant's credentials meet the minimum requirements of the advertised job.
- The Commission decides whether to approve the applicant's applications or to uphold the rejection of the applications.
- Notification by letter is sent to all affected applicants to inform them of the Civil Service Commission's decision.
PERSONNEL SELECTION
- Federal Uniform Guidelines on Employee Selection Procedure (mandatory)
- Civil Service Commission Rules (mandatory)
- Ohio Civil Rights Commission (mandatory)
- Affirmative Action Plan (recommended)
- Labor Contracts (mandatory)
CLASSIFICATION/COMPENSATION SYSTEM
The City of Toledo currently operates under the Hay classification/compensation system as adopted in January, 1983. The Section and Evaluation Section is charged by the Toledo Civil Service Commission, Rule 30.00, Section 30.02, to ensure that all City positions are allocated to the proper classification. In addition, a Compensation Evaluation Review Committee is responsible for determining appropriate salary allocations for all classifications, excluding those in the executive exempt and uniformed services.
CLASSIFICATION/COMPENSATION SYSTEM
Requests for Classification Review
- At the request of the employee or supervisor due to increased or decreased responsibilities
- Upon the position becoming vacant
- Newly created position
- During reviews of all positions within a classification
- Organizational reviews
ADDITIONAL TASKS AND RESPONSIBILITIES
- Major departmental/divisional reorganization studies
- Preparation of responses to Ohio Civil Rights Commission Investigation
- Administration of compensation surveys for labor contract negotiations
- Firefighter/Police Officer Background Process
- Attendance at job fairs/presentations for special interest groups to enhance the City's recruitment efforts
- Review of resumes to enhance recruitment effort
- Personnel Records Maintenance System designed to retrieve accurate data for affirmative action as well as other purposes
Development, administration and validation of training programs which were negotiated items.