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Municipality of the County of Richmond
Hiring Policy 03-2018
MUNICIPALITY OF THE COUNTY OF RICHMOND
HIRING POLICY
Policy Review Notification:
Policy Review Date:
Approved by Council:
I certify this to be a true copy of the ____________________________Policy as
adopted by the
Municipal Council of Richmond County at a Public Meeting held.
In the event of a vacancy, excluding the Chief Administrative Officer position, the following
steps are taken:
1. The respective Director/Manager, in consultation with the Chief Administrative Officer,
will determine whether to fill the vacancy through internal competition or external
competition:
- Internal Competition: will be used for specific positions for which qualified candidates
considered to be qualified, have demonstrated competence and are currently within the
employ of the Municipality. Competition for these positions is closed to all but those
individuals currently employed as permanent fulltime/part time by the municipality. If no
successful applicant is found through this process, the position vacancy will be posted as
an external competition.
- External Competition: will be used when applicants are not available through the internal
process, currently working for the Municipality. This competition will be open to both
internal and external applicants.
2. The respective Director/Manager reviews the job description, updates it as necessary,
and submits it to the Chief Administrative Officer for approval.
3. The respective Director/Manager may utilize the following methods of recruitment:
advertising, recruitment firms, web sites, job boards, etc. The Director/Manager will
prepare the necessary advertising material to promote the position, and submits to the
Chief Administrative Officer for approval.
Policy Review Notification: March 26, 2018
Policy Review Date:
March 26, 2018
Approved by Council:
April 23, 2018
I certify this to be a true copy of the Hiring Policy as adopted by the Municipal Council of Richmond
County at a Public Meeting held
_________________________________
Yvonne Boudreau
Municipal Clerk
Municipality of the County of Richmond
Hiring Policy 03-2018
4. The respective Director/Manager reviews all applications received against the required
competencies and attributes identified in the job description. A scoring sheet will be
used to facilitate this selection. The Director/Manager then recommends which
candidates are selected for interviews, reviews this list with the Chief Administrative
Officer for approval, and contacts them for scheduling.
5. The respective Director/Manager prepares draft interview questions based upon the
required competencies and attributes identified in the job description and reviews these
with the Chief Administrative Officer.
6. The Director/Manager establishes an interview panel to meet the candidates. If the
position being filled is a Director/Manager-level position, the interview panel shall consist
of the CAO and two Directors/Managers. If the position is not a Director/Manager-level
position, the interview panel shall consist of the Director/Manager from that department,
one other Director/Manager, and a staff member.
7. The interview panel conducts the interviews, recording evidence of the required
competencies and attributes on an interview form.
8. If it is deemed necessary, the interview panel may invite a shorter list of candidates to
return for a second interview.
9. The interview panel selects the most suitable candidate and then conducts reference
checks on that individual. Referees should be knowledgeable of the candidate's past work
experience and character references. A written record of their comments is maintained
for the file.
10. Once the interview panel is satisfied with the candidate's references, they recommend
her/his hiring to the Chief Administrative Officer. All hires must be approved by the Chief
Administrative Officer.
11. The Chief Administrative Officer sends a letter of offer to the successful applicant, using
a standardized letter of offer format. The Chief Administrative Officer negotiates the
salary level and conditions of employment within the Municipality's policies and budget.
The successful applicant indicates his/her acceptance by signing and returning the letter
of offer.
12. All remaining applicants who were interviewed by the interview panel are contacted to
advise they have not been successful.
The following sections in the Municipality's Employee Policy Manual area amended as
noted:
-
Section 5.0 Conditions of Employment - Delete Paragraph titled "Job Opportunities";
-
Delete section 17.0 Recruitment Non Management;
-
This Policy replaces Hiring Process Policy - Approved September 12, 2011