Page 106 - Personnel Policy and Procedures Manual

on the interview panel. The interview panel shall consist of personnel who have expertise with the elements
of the position. In order to ensure objectivity and job knowledge, an incumbent of the position, the
immediate supervisor and/or manager and the Director or designee should sit on the interview panel.
Relatives or personal friends of the applicant will be excluded from the panel. Reasonable accommodations
shall be made for disabled applicants to allow participation in the interview process.

The Department Head or Supervisor in which the position vacancy exists shall be responsible for the
development of interview questions and standards for measurement of candidate responses. These standards
must be derived from the job description. Consistency will be maintained in the questions asked of all
candidates. The questions must be job related and designed to measure job knowledge, experience,
education, or to solicit responses that reflect those personal traits that are job related. Questions pertaining
to protected categories such as race, sex, religion or marital status or other inquiries that directly or indirectly
require disclosure of such information are prohibited. Any questions that would indirectly divulge an
applicant's age, national origin, or other protected category shall be made in strict accordance with Law.

The applicants selected for an interview must be notated in NEOGOV to include -
• The date, time and locations of the interview; and
• the interview panel.

Only Human Resources can tender any job offer or pay commitment to the candidate(s).

Section 800.014 Contingent Job Offer (CJO)/Tentative Job Offer

After all interviews have been completed, review your interview notes, consult with the interview panel (if
applicable), department/division director, etc. and select the most qualified person for the position. Upload
your contingent decision into NEOGOV and notify HR. The tentative selection should be forwarded to
the HR Department no later than the Monday prior to orientation. The following rules/procedures apply
regarding salary offers –

a. Salary offered at the minimum of salary range
i. No additional action is required.
b. Salary offered is within (10 )percent of the minimum salary range
i. Written justification for the salary must be submitted by the Department Director to the
HR Director for approval.
c. Refer to Section 500.119 for salary offers that exceed up to ten (10) percent of the minimum salary
range or up to fifteen (15) percent above current salary for promotions.

Only the Human Resources Director or designee can make a contingent job offer. The Department Director
or designee must notify HR of the selected Candidate and the recommended salary via NEOGOV. The HR
department will send a conditional offer letter to the selected candidate and copy the Department Director.
The HR Department will contact the applicant (typically, via telephone) and make a conditional offer of
employment. This discussion should include the salary as well as any post-offer employment screening. If
the conditional offer is accepted, HR provides the candidate with information regarding items
needed/required that must be successfully completed before a final job offer can be made. Required
information/actions can include –

a. Completion of the I-9 form and appropriate identifying documentation;
b. Names and Contact Information of two (2) references;
c. Motor vehicle report (if required for the position being filled);
All Rights Reserved – As approved by the Commission on 05-07-2019 106 | P a g e