HR Recruitment &
Hiring Practices
Agenda
• HR Administrative Policies
• Recruitment Process
• Civil Service & Charter Hiring Requirements
• Recruitment & Hiring Process for Fire
• Recruitment & Hiring Process for Police
• Recruitment & Hiring Process for Miscellaneous
• Goals & Focus Areas
• Q&A
HR Administrative Policies
HR-12
Equal Opportunity Policy
To recruit and retain the best qualified
individuals without regard to race, color,
creed, national origin, age, gender,
sexual orientation, disability, or status
as a disabled veteran.
HR-22
Employment Eligibility (Immigration
Reform and Control Act
Requirements)
To employ only United States citizens
and non-citizens authorized to work in
the United States in compliance with
the Immigration Reform and Control Act
of 1986
HR-23
Pre-Employment Drug Screening
To provide an equitable and uniform
policy for administering the City of
Stockton pre-employment drug
screening program.
HR-40
Fingerprinting of Applicants,
Employees, Interns, Temporary
Agency Employees and Volunteers
Applying for and Holding Positions
with the City of Stockton
To conduct criminal background checks
HR-48
Nepotism
To define the City of Stockton's position
on nepotism as it relates to City
officials, employees, and contractors
HR-55
Transfer Requests
To establish a uniform policy and
procedure for receiving and processing
transfer requests.
HR-65
Use of City of Stockton Annuitants
or Independent Contractors
To employ retired annuitants and
independent contractors in accordance
with the California Public Employees
Retirement Law and the Internal
Revenue Code.
Recruitment Process
Workflow
The City of Stockton’s hiring process is
designed to ensure fairness, transparency, and
merit-based selection. Positions are classified
as either Civil Service (Classified) or Non-
Civil Service (Unclassified), which determines
the level of structure in recruitment and
appointment.
Civil Service & Charter Hiring
Requirements
1. Application & Posting
• Job must be posted/advertised.
• Notice of exam must be published.
• Job announcements must include required qualifications, knowledge/skills, exam components, minimum scores, etc.
2. Examination / Assessment
• Candidates must take the required exam(s) as described. • Police & Fire have specific types of tests (manipulative, written, physical) with minimum passing scores.
3. Eligible List Formation & Certification
• Following exams, qualified candidates are placed on the eligible list that is Certified by Civil Service Commission.
• Duration of lists range from one year or until exhaustion of candidates.
4. Appointments
• Names from the eligible lists are shared with the appointing authority who conducts interviews to fill vacancies.
5. Background & Other Checks
• Applicants are required to pass a criminal background check. • Pre-medical exams are required for specific positions.
Civil Service Rules and Charter mandate that the following steps must be taken when filling sworn and classified miscellaneous positions:
Recruitment & Hiring Process for
Entry Level Firefighter Trainees
• Recruitment is posted for 31 days or until the maximum number of applications have been received (150 – 200 applications) • Applications are received & reviewed
❑ HR reviews the applications for qualifications. Those who are successful in meeting the minimum qualifications are sent to the Firefighter Candidate Testing Center (FCTC) to verify their active status on the Statewide Eligible List ❑ HR contacts each candidate to schedule the oral examination ❑ Scores from the written exam will be combined with scores from the oral panel to create the overall score and establish the eligible list. The candidate must pass both sections in order to be place on the eligible list. The examination weights are 60% Written Exam and 40% Oral Exam. ❑ In the event of identical ratings, candidates' names will be arranged in order of application date/time, and, if the same, then arranged alphabetically. ❑ This position is eligible to receive five (5) Veteran's Preference Points for entrance into the Civil Service. Veteran's Preference Points will not be granted on the promotional list.
The candidate must send a DD-214 Member-4 copy indicating at least 181 consecutive days of service with honorable discharge with their application to qualify. • Eligibility lists are adopted by the Civil Service Commission ❑ HR refers names to the department dependent on the number of vacancies per Civil Service Rules for Miscellaneous Employees VI, Section 9 (d) Certification from Eligible List
• Candidates selected to move forward into the background process will be notified starting the week after the Civil Service Commission meeting • Applicants complete and pass the following prior to Academy start date:
❑ Background Investigation
❑ Medical Evaluation
❑ Fingerprint (CA and DOJ)
❑ Psychological Examination
Recruitment & Hiring Process for
Entry Level Police Officer Trainees
• Recruitments are open on a monthly basis for an average of 31 days. The posting is continuous to collect applications on a continuous basis, and dates are determined by monthly testing
• Applications are received and reviewed
• Applications who meet minimum qualifications are invited to participate in the examination process that is held at San Joaquin Delta College in collaboration the with Stockon Police Department and Human Resources
▪ Applicants must pass:
❑ Physical Ability Test (PAT)
❖ Candidates can submit a passing Physical Ability Test from another agency that has been taken within the past year OR a Work Sample Test Battery (WSTB) in placement of the PAT ❑ PELLET-B Written Test
❖ Candidates can submit a passing National Testing Network (NTN) written test score OR submit a passing T-Score from another agency that has been taken within the past year in placement of the written examination
• Eligibility lists are adopted by the Civil Service Commission ❑ HR refers names to the department dependent on the number of vacancies per Civil Service Rules for Miscellaneous Employees VI, Section 9 (d) Certification from Eligible List • Candidates selected to move forward into the background process will be notified starting the week after the Civil Service Commission. Applicants must complete and pass the following prior to the Academy start date:
❑ Background Investigation
❑ Medical Evaluation
❑ Fingerprint (CA and DOJ)
❑ Psychological Examination
❑ Voice Stress Analysis
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Recruitment & Hiring Process for
Miscellaneous Positions
Classified Process
• Department submits requisition for budget approval
• Assigned HR Analyst meets with department to discuss recruitment details • Recruitment is posted, applications are reviewed, notices are sent out to applicants Requirements (classified positions)
• Classified positions require a competitive process once an application is deemed qualified • Competitive process = written exam, practical exam, oral board • Results are scored and ranked (if applicable) and the eligible list is prepared as a closed session item for Civil Service • Unclassified positions are not bound to Civil Service Rules. HR Administrative policies are followed.
Steps to Fill
• Following approval from Civil Service Commission, HR sends result notices to applicants (pass/fail exam) • Eligible lists are posted on the City’s website
• HR certifies the name and forwards top 10 names to department (hiring manager) • Department conducts interviews
• Department informs HR of the selected applicant
• HR moves forward with the onboarding process
• Background
• Pre-medical (if required)
• New Hire Orientation
Goals & Focus Areas
• Consistency
• Refine recruitment process
• Reduce time to hire/time to fill
• Aim for seamless, professional delivery
• Fair & Equitable hiring practices for all positions
• Support Departments
• Listen & provide feedback
• Seek feedback
• Reflect on performance
• Explore new techniques
• Iterate and adapt
Q&A