City Employment
The City supports equal employment opportunity for all individuals without regard to race, color, religion, creed, sex, sexual orientation, gender identity, age, national origin, marital status, disability; genetic information of employees, applicants or their dependents; status as a military veteran and any other category protected by any applicable local, state, or federal law. This policy applies to all terms, conditions, and privileges of employment, including hiring, probation, training, promotion, transfer, compensation, benefits and assistance, layoff, recall, employee facilities, discharge, and retirement.
The City of Perry will fill job vacancies by promotion or transfer of existing employees of the City if qualified internal applications are known to be available. Vacant employment positions will be posted internally prior to outside advertising as per the AFSCME union contract. In addition, the City of Perry will formally give consideration to any known qualified individuals who are on layoff status before recruiting applicants from outside the organization. If a suitable candidate is not available under these procedures, new hires will be secured in accordance with the following policies: A. Advertisement The department head seeking to fill a job vacancy will consult with the City Administrator or City Clerk to establish the recruiting time period and the methods of advertising the job vacancy. It shall be the policy of the City of Perry to carry on such recruitment programs as necessary to seek out and secure the most qualified individuals to apply for the positions at all levels of service. B. Applications I. Applications shall be made on forms provided by the Office of the City Clerk. Such forms shall require information concerning the applicant’s background in training, experience, residence and other information including references, deemed pertinent by management. II. Applications that indicate that the applicant does not posses the minimum qualifications required for the position may be rejected. Applications shall be rejected if the applicant has made any false statement of material fact or attempt to practice any deception or fraud in the application C. Testing Testing or psychological evaluation may be used as an aid in training and evaluation, but will not be used as the sole bias for selection. However, candidates for positions as full-time Police Officers shall be subject to such testing requirement as required by Chapter 400 of the Code of Iowa in order to be considered for employment by the City of Perry. D. Age Applicants under eighteen (18) years of age will not be considered except for temporary or casual positions. Age is not a factor in employment for those openings in bona fide occupational qualifications are involved. E. Former Employees Former employees who left the employment of the City of Perry in good standing may be considered for re-employment. Former employees who resigned without notice or who were dismissed for disciplinary reasons or for other reasons may not be considered for employment unless there mitigating reasons for the applicant to be considered and the Personnel Committee approved the application for submittal. A former employee who is re-employed will be considered a new employee from the date of re-employment unless the break in service is less than ninety (90) days in which case the employee will retain accumulated seniority. Length of service for the purpose of benefits is governed by each benefit plan. A former employee who is covered by a different union will be considered a new employee from the date of employment. Employees who retire may be eligible, in certain circumstances, to be considered for rehire. Application forms are available at City Offices, and are available above as a download and shall be submitted to City Hall. Applicants, including current employees, shall be considered on the basis of ability, performance, experience, training, attitude, aptitude, and other job-related qualifications. Military service may also be a factor in hiring decisions, as provided by Iowa’s Veteran’s Preference law. |
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