Page 107 - Personnel Policy and Procedures Manual

d. Physical exam (if applicable);
e. Drug test;
f. Background check authorization; and
g. Education and/or Certification verifications.

Section 800.015 Background Checks

In the interest of public welfare and safety, some positions such as those in public safety, positions that
include working with children, those responsible for handling money and other similar duties, require that
applicants successfully complete background checks including, but not limited to, personal reference
checks, criminal history, child abuse registry and credit history to ensure that the applicant’s past conduct
is compatible with the nature and requirements of the position under consideration. An applicant for a
position that requires driving a vehicle shall provide a copy of his or her official Department of Motor
Vehicles (DMV) record or shall authorize Augusta, Georgia to obtain a copy of the DMV record. The
applicable department, in conjunction with the Human Resources Department, shall determine the positions
and specific checks that will be utilized. In all cases, appropriate state and federal laws shall be followed.

No reference check or background investigation will be conducted without first notifying the applicant of
the investigation. The department is responsible for conducting reference checks on their employees. The
Human Resources Department will conduct reference checks on all SES level employees.

Section 800.016 Motor Vehicle History

The following minimum sanctions are to be imposed on applicants when the position applied for requires
the operation of an Augusta, Georgia vehicle -

i) Disqualification if the applicant scores 7 or more points on the Risk Management MVR
Review Form (See Form RM-MVR-RF after Chapter 11 herein).

Section 800.017 Rejection

If the applicant does not successfully pass all post-offer employment tests, the Department Director will be
notified and required to make a decision of how to proceed. If the applicant does not accept the job, or if
the applicant does not meet the hiring guidelines (i.e. physical, drug test, background check, etc.), HR
contacts the HR Departmental Liaison to determine the next recruiting action (i.e. offer a higher salary, re-
post the job, contact the alternate applicant and make a CJO, etc.). If an applicant fails a pre-employment
drug screening, they will be barred from applying for one year.

Section 800.018 Final Job Offer (FJO)

After satisfactory completion of all requirements of the conditional job offer stage, a final job offer is made
to the candidate. HR communicates with the candidate to determine the starting dates. After the starting
date is determined, HR notifies the hiring department and finalizes the information. To complete the hiring
process, the department must mark all applicants as either hired or rejected.

All Rights Reserved – As approved by the Commission on 05-07-2019 107 | P a g e