APPENDIX A – CHARTER ORDINANCESAPPENDIX A – CHARTER ORDINANCES\Charter Ordinance No. 15

A CHARTER ORDINANCE AMENDING. SECTIONS 3, 4, 5 and 6 OF CHARTER ORDINANCE NO. 8 OF THE CITY OF CANEY, KANSAS, RELATING TO THE RECRUITMENT OF EMPLOYEES, HIRING AND EMPLOYMENT OF NEW EMPLOYEES, EMPLOYEE HIRING NOMINATION BOARD AND RECOMMENDATION FOR EMPLOYMENT FROM EMPLOYEE HIRING NOMINATION BOARD.

BE IT ORDAINED BY THE GOVERNING BODY OF THE CITY OF CANEY, KANSAS:

SECTION 1: Sections 3, 4, 5 and 6 of Charter Ordinance No. 8 of the City of Caney, Kansas, relating to the Recruitment of Employees, Hiring and Employment of New Employees, Employee Hiring Nomination Board and Recommendation for Employment from Employee Hiring Nomination Board is hereby amended as hereafter set forth:

SECTION 3: Recruitment of Employees.

The following procedure is hereby adopted by the City Caney, Kansas, for the recruitment of new employees:

A. The City Administrator, Mayor or Department Head, as appropriate, shall cause to be placed advertisements for job applications in four (4) area newspapers: Caney, Coffeyville, and Independence, Kansas, and Bartlesville, Oklahoma. Newspaper advertisements for job applications shall include the following:

1. Description of the job available;

2. List of required qualifications for any employment position; and

3. Deadline for application - two (2) weeks from date first advertisement is published.

B. The City Administrator, Mayor or Department Head, as appropriate, shall contact the unemployment offices in the four (4) city area.

This Section does not apply to promotion of current City employees unless the Governing Body doe$ not approve the promotion.

SECTION 4: Hiring and Employment of New Employees.

The following procedure is hereby adopted by the City of Caney, Kansas, for the hiring and employment of new employees.

A. In hiring new employees, the following general factors, together with any other appropriate factors not listed, should be considered:

1. Age of applicant (if of majority age);

2. Work experience of applicant;

3. Education and training of applicant;

4. Physical ability of applicant to perform job functions; and

5. Residence of applicant (preference may be given to city residents of equal qualifications).

B. With respect to the following specific types of employment, the prospective employee’s review and evaluation should include:

1. Law Enforcement Officers, Emergency Medical Technicians, or Intensive Care Technicians and Dispatchers; generally:

(a) Department Head and City Administrator will conduct oral interview;

(b) Department Head or City Administrator will contact past employers;

(c) Department Head or City Administrator will complete National Crime Information Center check for criminal record and obtain prospective employee’s fingerprints.

2. Law Enforcement Officers:

(a) Must pass the psychological tests and tests required for entrance to Kansas Law Enforcement Academy within one (1) year of initial employment;

(b) Must take entrance examination administered by the Department Head;

3. Emergency Medical Technicians or Intensive Care Technicians:

(a) Preference will be given to applicants who are certified by the State of Kansas.

(b) Must take entrance examination administered by the Department Head.

4. Dispatchers:

(a) Must take entrance examination administered by the Department Head.

5. Street, Water, Sewer or Solid Waste Department:

(a)        Interview conducted by Department Head and City Administrator;

(b)        Department Head or City Administrator will check past work record;

(c)        Department Head or City Administrator will check applicant’s working knowledge of all pertinent job functions

6.         City Clerk’s Staff:

(a)        Department Head and City Administrator will conduct interview;

(b)        Department Head or city Administrator will check past work record;

(c)        Department Head will check applicant’s office skills.

7.         Chief of Police, City Superintendent and City Clerk: (a) City Administrator and Mayor will conduct interview;

(b) All other requirements above set forth in this section for the specific types of employment above set forth will be considered.

c.         After the initial interviews have been conducted by the Department Head, City Administrator or Mayor, as appropriate, and the deadline for applications has expired, the City Administrator shall submit and furnish to the Governing Body the names, employment applications and personnel files of the three (3) applicants whom the Department Head, City Administrator or Mayor, as appropriate, consider best qualified for the position to be filled along with their hiring recommendations.

In the event of the proposed promotion of a current City employee, the procedure set forth in this section need not be followed, unless the Governing Body, does not approve the promotion.

SECTION 5: Employee Hiring Nomination Board.

This section is hereby repealed.

SECTION 6:     Recommendation for Employment from Employee Hiring Nomination Board.

This section is hereby repealed.

(06-03-1996; Repealed by C.O. No. 18a)