OCONTO COUNTY HIRING CHECKLIST

It shall be the policy of the County to recruit and select the most qualified persons for positions in the County's service. Recruitment and selection shall be conducted in an affirmative manner to insure open competition, provide equal employment opportunity, prohibit discrimination because of race, gender, sexual orientation, politics, religion, national origin, age, mental or physical disability.

  1. Review and update position description
  2. If update needed:
  3. Contact Administrative Coordinator
  4. Home Committee and Personnel & Wages Committee approval needed
  5. Obtain Home Committee approval to fill position
  6. Obtain Personnel & Wages Committee approval to fill position
  7. Obtain County Board approval, if new position or pay is above Step 6
  8. Request want ad be prepared by Administrative Coordinator
  9. Ad will be posted by Administrative Coordinator’s Office
  10. In Oconto & Oconto Falls Newspapers
  11. On JOBNET,Facebook, Twitter and on the County website
  12. If Department requests ad be placed in other publications, approval of Home Committee is required
  13. Cost for placing ad will be charged back to responsible Department
  14. Send County approved applications and position descriptions to prospective applicants
  15. Date stamp all hardcopy applications received
  16. Copies of all applications and other information (résumés, cover letters, etc.) submitted with the application and sent directly to the department shall be forwarded to the Administrative Coordinator’s Office immediately after the application deadline or (preferably) as applications are received
  17. Review on-line and hardcopy applications using “Best Qualified Applicant Standard”
  18. The evaluation process shall maximize reliability, objectivity, and validity through a practical and job related assessment of applicant attributes necessary for successful job performance and career potential
  19. The evaluation process shall also be balanced to provide promotional opportunities as well as open competitive opportunities at various levels of County employment
  20. Applicant Interviewing Process
  21. All interviews shall be conducted or authorized by the home committee
  22. Department Head to prepare interview materials
  23. Administrative Coordinator to review and approve all interview materials
  24. Home Committee reviews and approves of all interview materials
  25. Interviewing may consist of one or more of the following forms:
  26. Evaluation of education and experience
  27. Evaluation of work performance history
  28. Written examination
  29. Oral interview board
  30. Assessment of potential for success. (Total View Assessment Test)
  31. Oral interviewing boards, for other than department heads, shall consist of:
  32. Home committee member(s)
  33. Department Head
  34. Departmental supervisor(s); when appropriate
  35. Administrative Coordinator, when appropriate
  36. Others as deemed necessary by Home Committee
  37. Department Head, or designee, may conduct reference checks
  38. Home Committee selects top candidates and authorizes Department Head to send conditional offer
  39. Department Head emails conditional offer of employment, subject to background checks and other requirements, if necessary, to top candidate
  40. Copy of conditional offer sent to Administrative Coordinator
  41. Department Head determines if candidate would accept the position
  42. Background Investigation conducted once candidate accepts offer
  43. Department Head submits candidate’s email address to Administrative Coordinator’s office
  44. Administrative Coordinator & Department Head determine appropriate investigationchecks
  45. Administrative Coordinator’s officesubmits email address and requested checks to InCheck, background investigation vendor
  46. InCheck contacts candidate, obtains background authorization and performs investigation
  47. InChecke-mails results to Administrative Coordinator’s Office
  48. Administrative Coordinator contactsDepartment Head to review results
  49. If results satisfactory – Administrative Coordinator’s Office notifies department that hiring process can proceed
  50. If unsatisfactory –
  51. Department Head & AdministrativeCoordinator consult with Home Committee and Corporation Counsel
  52. If offer is to be withdrawn, letter rescinding offeris sent to candidate
  53. Department Head contacts AdministrativeCoordinator’s Office to schedule orientation for new employee
  54. Department Head completes an Employee Status form
  55. Employee Status form is sent to Administrative Coordinator’s Office prior to start date (prefer at least 1 week in advance)
  56. Department Head completes computer and network in-processing access form and submits to Technology Services, if applicable
  57. Applicant-employee will, upon appointment to a position, report to the Administrative Coordinator’s Office for orientation and necessary informationprior to starting the position or on the first day of employment
  58. Applications and/or résumés for persons selected for employment shall be made a part of the employee’s permanent personnel record in the Administrative Coordinator’s Office
  59. Applications and/or résumés for persons not selected for employment through the interview process will remain on file in the Administrative Coordinator’s Office for 7 years
  60. Persons not selected for employment through the interview process will be contacted by the Administrative Coordinator’s Office that they were not selected.
  61. All testing and rating forms shall be held on file for 7 years in the Administrative Coordinator’s Office
  62. Performance evaluations of new employees will occur at 5 and 10 months

Form 503 – Updated 04/05/2016