Body: Council Type: By-law Meeting: Regular Date: 2017 Collection: By-laws Municipality: South Frontenac
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Document Text
TOWNSHIPOF SOUTH FRONTENAC BY-LAW2017-55 A BY-LAWTO AMEND BY-LAWNUMBER2004-111, AS AMENDED,TO REPLACESCHEDULE C WHEREAS,the Municipal Council of the Township of South Frontenac deems it expedientto amend by-law Number2004-111 as amended, as it relates to the replacement of Schedule C.
NOWTHEREFORETHE CORPORATIONOF THE TOWNSHIPOF SOUTH FRONTENACBY ITS COUNCIL, HERBY ENACTSAS FOLLOWS: 1.
THAT Schedule C be revoked and replaced with Schedule C dated September
5th, 2017. 2.
THIS BY-LAW shall come into force and take effect on September 5m, 2017
Dated at the Township of South Frontenac this 5* day of September, 2017 Read a first and second time this 5 day of September, 2017. Read a third time and finally passed this 5* day of September, 2017. THE CORPORATIONOF THE TOWNSHIP OF SOUTH FRONTENAC
Ron Vandewal, Mayor
ayne Orr, CAO / Clerk
Schedule “C” Bylaw 2004-11 1
Human Resources Policy Subject: Recruitment Policy
Policy #: HR-002
Approved by Council: through Bylaw 2017-55,
Date of Issue:
Septembers, 2017
Revised:
Policy:
The Township of South Frontenac (The Township) seeks to recruit the best-qualified candidates and is committed to consistent and fair hiring practices. The Township is committed to hiring based on requirements, qualifications and factors that are reasonable and bone fide in the
circumstances. The Township does not discriminate in the hiring process, provides accommodation when requested by an applicant and complies with all applicable Provincial Legislation related to employment and employment opportunities.
This policy applies to all employees unless it is superseded by the Collective Agreement.
Objective: The Township’s objective is alwaysto hire the best qualified applicant. The selection process will be based on a number of factors, including
qualifications, education, experience, skill, training, suitabilityand abilityto perform the work.
Procedure: Approval to hirewill be provided bythe ChiefAdministrative Officer(CAO) unless the vacancy is the result of a new position where appropriate
Council approval will be sought bythe CAO. These procedures may only be bypassed as required by the operational or staffing needs of the Township and where approved by the CAO. The Township reserves the right to appoint, on a temporary or permanent basis, employees to nonunion positions based on the employee’s consent. No applicant for a full-time permanent position will be hired into or
promoted within a department in which a relative of that person is a supervisor, or in circumstances where a relative of that person may be supervised by the applicant unless approved by the CAO. For the purpose of this policy, a relative is defined as a spouse, same-sex partner, child, stepchild, parent, sibling or stepparent of the employee. Relatives of current employees may be employed only where:
.
they will not beworking directlyforor be supervising the employee;
.
they will not be working directly above the relative’s immediate
.
they will not be working directly for the relative’s immediate
superior; or subordinate,
.
They are seasonal (summer) student employees.
All internal and external postings will include a statement about the
availability of accommodation for applicants with disabilities during the entire recruitment process. Internal Posting Procedure
It is the Township’s policy to make the best efforts to promote qualified candidates from within the organization when a vacancy or new position exists. Unionized positions will be posted in accordance with the Collective Agreement. External Search
The Township maintains the right to concurrently advertise job competitions internally and externally to ensure the hiring of the best candidate(s). All external competitions will at a minimum be posted internally and on the Township’s website. The Department Head in consultation with Human Resources will
determine where to advertise a vacancy and the content of the
advertisement. All recruitment advertisements will include the Township’s logo and the following statements:
“Accessibility accommodations are available for all parts of the recruitment and selection process on request.” “Only Those Applicants Selected for an Interview will be contacted”
“Information collected will be used in accordancewith the Municipal Freedom of Information and Protection of Privacy Actfor the purpose of candidate selection.”
Ifqualified internal applicants apply for a non-union position during a concurrent posting, the Township employee(s) will be interviewed at the same time as the external candidates.
Human Resources will work with the Department Head to screen all
applicants and determine the short list ofqualified candidates. Only applicants meeting the position’s qualifications will be placed on the short
list forfurther consideration. The Township reserves the rightto waive qualifications as it deems appropriate. Interview Format:
Interviews will be conducted by an interview panel which includes: Human Resources and management representative(s). Panel members whose participation in an interview could result in a conflict of interest must
disclose the details to Human Resources and/orthe CAO priorto
commencing the interview process and a new panel member will be selected if necessary. Human Resources will schedule the interviews with those candidates
selected from the short list. Human Resources will coordinate any requests for accommodation.
Selected candidates will be asked to provide a list of three (3) references (with contact information). Priority will be given to checking previous work-
related references whenever possible. Candidateswill be asked to sign a written authorization for reference checks. Reference Check:
Following the interview and selection of a preferred candidate, either Human Resources or the Department Head, or designate, will contact the references of the preferred candidate. The reference results will be
considered before an offerof employment is made. Offers of Employment
The Department Head or Human Resources, will make an offer of employment to the successful candidate. All offers will be conditional upon:
a) provision of a valid Criminal Record Check which is acceptable and satisfactory to the Township;
b) provision of proof of any certification, registration, license, or training that the position requires; and
c) successful completion of a pre-employment medical if deemed appropriate; and
d) other considerations that may be appropriate to the position.
When making an offerof employment to a successful applicant, the Township policies for accommodating employees with disabilities will be explained.
Once the offer of employment has been accepted, all unsuccessful candidates who were interviewed will be notified by email or mail that the
position has been filled. Oncethe offerofemployment has been accepted, and all conditions of employment have been met, the new employee will be referred for orientation. Record Maintenance
The Township will maintain a file of unsolicited resumes and/or
applications for employment. These will be kept on file for six (6) months. Resumes submitted for competitions will be kept for one (1) year Documents will be destroyed after this time period.
