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Adopting a Recruitment Policy to the Personnel Policy Handbook
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WHEREAS, the Human Service Committee from time to time recommends that additions be made to the Kane County Personnel Handbook to provide guidance and establish procedures for County departments to ensure compliance with all applicable regulations; and
WHEREAS, a policy is needed to ensure the best possible candidate for all open positions within Kane County; and
WHEREAS, to ensure current employees are aware of open positions and have the opportunity to apply for those they are qualified for; and
WHEREAS, Kane County believes in promoting from within when possible.
NOW, THEREFORE, BE IT RESOLVED that the Kane County Board that the Recruitment Policy as set forth below is hereby added to the Kane County Personnel Policy Handbook.
RECRUITMENT
Policy
The purpose of this policy is to ensure the best possible candidate for all open positions within Kane County, and to ensure current employees are aware of open positions and have the opportunity to apply for those they are qualified for. Kane County believes in promoting from within when possible, and is committed to employing the best candidates for approved, vacant positions and engaging in effective recruitment and selection practices in compliance with all applicable employment laws. Kane County provides equal employment opportunity to all applicants and employees.
Eligibility
This policy applies to all vacant positions in departments under the jurisdiction of the Board. The hiring manager and human resource department may elect not to post certain positions when there are lawful, nondiscriminatory bases for doing so with written approval of the Department Head and the Executive Director of Human Resources.
Definitions
Hiring Manager: The department head or their designee who will be coordinating and conducting the hire on behalf of the department.
Internal Applicant: A current Kane County employee who has worked for Kane County for at least twelve months and has been in their current position for at least six months and has not had a disciplinary action or performance improvement plan in the preceding 12 months.
Vacant Position: A position is deemed to be vacant when the employee holding an existing position has a termination of employment or moves to another vacant position, or when a new position is created by resolution or other action of the Board.
Guidelines
• Upon the creation of a vacancy, the Hiring Manager shall coordinate with Human Resources to create the job advertisement that includes the title, department, required qualifications, starting salary range, and a description of the position.
• All vacant positions shall be posted internally on the County’s internal posting site for at least seven calendar days. Preference will be given to internal applicants in good standing who meet all the requirements of the position.
• The Hiring Manager, in cooperation with Human Resources, will determine the best method for external advertisement, which may include the County website as well as third party job posting sites. It is the responsibility of any hiring manager or human resources staff person who independently utilizes a third-party site to ensure the posting includes the salary range for the position in compliance with any laws and regulations.
• All internal and external applicants must complete a Kane County Application prior to any offer of employment or transfer.
• Applications will be directed to the Hiring Manager for consideration and interviews.
• All internal applicants will receive a notice from the hiring manager indicating if they have been chosen for an interview. Employees are not required to notify their supervisors of their application to an internal position, however the supervisor will be notified if the employee is chosen as a final candidate for the position.
• If an internal applicant is hired, the transfer date will be two weeks from the date of notification to the existing supervisor unless the existing and new supervisor agree on an alternative transfer date.
• Hiring Managers must retain a record of all applicants and interviews as well as all interview notes or records regarding hiring selections for a period of one year from the date of hire.
Passed by the Kane County Board on September 12, 2023.
_________________________ _________________________
John A. Cunningham, MBA, J.D. Corinne M. Pierog MA, MBA
Clerk, County Board Chairman, County Board
Kane County, Illinois Kane County, Illinois
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