RECRUITMENT

The City of Frederick is an Equal Opportunity/Affirmative Action Employer and does not discriminate against any person on the basis of race, color, religion, sexual orientation, gender, national origin, marital status, veteran status or disability in recruitment, employment, training, benefits, or in the provision of services.

The City is committed to enforcing its recruitment and selection procedures consistently and in support of its overall mission. All applicants must submit an official City of Frederick application to the Human Resources Office, 111 Airport Drive East, Frederick, MD, indicating position title and announcement number. Applications received after 4:00 pm of the closing date indicated on the job posting will not be considered. If a closing date is not indicated, the position will be considered open until filled.

Applications may be hand delivered or mailed to 111 Airport Drive East, Frederick, MD; faxed to 301-600-1878 or 301-600-3872; or emailed to gking@cityoffrederick.com.

RECRUITMENT GUIDELINES:

The Human Resources Department, in partnership with hiring managers and supervisors, is committed to ensuring that vacant positions are filled in a timely and efficient manner. To ensure that the City attracts highly qualified applicants from all sources, job announcements are made available to the general public through local newspapers, government agencies, schools, and other institutions who are involved in providing employment-related services to the public. Vacancies open to the general public are also found under the Job Listing section of this Web site.

When a vacancy arises, the City may utilize any of the following methods of filling vacancies: noncompetitive recruitment or competitive internal recruitment by promotion, transfer, reassignment, or demotion. When the City does not have any eligible internal candidates, or when the need to fill the vacancy is deemed “time critical,” vacant positions are announced as “in-house” and “open to the general public” simultaneously. The following applies to competitive in-house and open-to-general-public recruitment:

In-House Posting:

Some vacant positions within the City of Frederick are announced internally for a period of one week. When a pool of qualified in-house employees is available within the City to compete for a vacant position, and it is evident that these staff members possess the required experience, skills, knowledge and abilities for the vacant position, the announcement may be restricted to in-house applicants only. Qualified staff members desiring voluntary demotion, transfer or reassignment may also apply for announced vacancies. All staff members who meet the minimum requirements of the position will undergo a competitive selection process.

Open to the General Public:

Positions may also be announced as open to all sources, both from within and outside the City. All applicants meeting the minimum requirements of the position will be considered. Such requirements may include but shall not be limited to work experience, education, skills, and any other criteria necessary for the performance of the job. Preference will be given to those who meet and/or exceed desirable criteria as specified on the job announcement. All applicants considered for the position undergo a competitive selection process that may include written test, oral examination, interview, practical skills assessment and/or any other job-related assessment methods.

Application Procedures

Vacant positions will be open to all applicants who meet the requirements of the position as listed on the official job announcement. Applications may be made through an official application form available at the Human Resources Department. You may also print and/or download the Job Application from this Web site.

Applications must be received by the Human Resources Department on or before 4:00 pm of the closing date, if noted. Applications received after the closing date will not receive further consideration unless otherwise noted. If no date is specified, the position is considered “open until filled.”

Evaluation/Selection Procedures

Initial Screening/Testing

The Human Resources Department screens and reviews resumes/applications, tracks applications, and establishes the main pool of applicants. Department supervisors or a designated subject matter expert may also screen resumes for areas of specialty. This review can be made before, as well as, after the deadline to expedite the selection process. Top applicants may be given a pre-interview screening / skills assessment such as a subject / skills questionnaire, phone interview, typing test or clerical aptitude test. Other appropriate screening tools may also be used depending upon the position. Candidates who have successfully completed screening and testing may be invited for a panel interview.

Interviews

Evaluation of applicants typically involves at least one panel interview. The panel is usually comprised of a human resource representative and the hiring supervisor but may also include a diverse group of employees who have direct familiarity with the position and whose areas of expertise would be valuable in making selection decisions.

Testing/References

The Human Resources Department may also use other methods of evaluating an applicant's fitness for the job. This may include but is not limited to testing, reference checks, review of performance evaluations from previous employers, and criminal background checks.

Job Offers

If the candidate has successfully passed all stages of the selection process and has been identified as the final choice by the hiring supervisor, the Human Resources Department and the hiring supervisor are responsible for extending a job offer to the final candidate.

All offers of employment are contingent upon the following: Successful completion of a pre-employment physical examination, negative drug screen, satisfactory reference checks, criminal background investigation if applicable, verification of degree/diplomas, and applicable licenses (MVA, CDL, etc.) For positions that could require driving, a copy of the candidates’ official driving record from MVA is also required. The record must show proof of good standing with MVA. Proof of eligibility to work in compliance with the Immigration Reform and Control Act is required.