Page 100 - Personnel Policy and Procedures Manual

ii) Management-directed reassignments at the same or lower grade level with no reduction in pay.

iii) Reorganizations and reductions in force that require reassignment of effected personnel to newly
created or existing vacancies.

iv) Position upgrades that are currently encumbered that result in reclassifications to a higher grade
level as a result of job accretion.

v) Internal promotions in an approved career ladder are similar to position upgrades (in “iv” above)
and likewise do not require job postings.

Section 800.008 Application Process

The Human Resources Department shall provide the methods and means by which interested parties and
current employees may apply for positions under recruitment. This process includes the use of automated
employment system (such as NEOGOV) which allows applicants an opportunity to accurately reflect their
education, training, previous work experience, knowledge, skills and abilities. The Human Resources
Department will administer the process. Applications and resumes will only be accepted through the Human
Resources Department’s official electronic employment system (such as NeoGov), which allows for
supplemental electronic attachments by a candidate.

An applicant must complete an online application and answer all supplemental questions in order to be
considered for employment. Failure to answer the supplemental questions will result in disqualification of
the applicant. The website address is www.augustaga.gov/index.aspx?NID=717 . Applications will only
be received while the position is open. Manual, hand written, or e-mailed applications or resumes will not
be accepted.

Augusta, Georgia relies upon the accuracy of information contained in the employment application, as well
as the accuracy of other data presented throughout the hiring process and employment. Any
misrepresentations, falsifications, or material omissions in any of this information or data may result in the
exclusion of the individual from further consideration for employment or, if the person has been hired,
termination of employment.

Rejection of Applications - The Director of Human Resources or designee may reject an application that
indicates that the applicant is deficient in any or all of the requirements as specified in the public
announcement of the vacancy. An applicant may also be rejected for fraud or deception in the completion
of the application, or if his or her past record of employment is determined to be unsatisfactory by the
Director of Human Resources.

Section 800.009 Applicant Screening

Most positions, unless otherwise identified, will receive the referred list of minimally qualified applicants.
When the referred list is received, interviews are at the discretion of the OHC manager.

a. Basic Qualifications
Human Resources will pre-screen applicants to determine if minimal qualifications are met. Any
applicant that does not meet the minimal qualifications will not be forwarded to the hiring
department.
All Rights Reserved – As approved by the Commission on 05-07-2019 100 | P a g e