RECRUITMENT

    Job Postings

Job postings will contain the job title, the wage range offered, the general duties and responsibilities, a summary of the benefits provided, qualifications required, veterans’ preference statements, and how to apply.

Veterans Preference

The district provides employment and promotion preference to veterans, including National Guard members, and disabled veterans who qualify for available service positions.

o    Eligibility - Preference is afforded only to veterans and disabled veterans who:

o    Successfully complete the initial screening and application examination.

o    Meet all minimum qualifications and any special qualifications for the position.

o    Provide required documentation to confirm eligibility:

o    Veterans (non-disabled):

§  Applicants must provide:

§  Copy of Form DD-214 or 215

§  Must show honorable discharge or general discharge under honorable conditions.

o    Disabled veterans:

§  Applicants must provide:

§  A copy of Form DD-214 or 215, and

§  Official documentation from the U.S. Department of Veterans Affairs (VA), or military branch, certifying service-connected disability.

·         Eligible veterans and disabled veterans receive additional preference points as follows:

• Scored Examinations: Add the applicable points to the total applicant score, regardless of how the score is composed. Non-disabled veterans would receive +5 percentage points, and disabled veterans would receive +10 percentage points.
• Unscored Evaluations (e.g., ranking, or qualitative review): Use a structured method to give special consideration. For example, elevate qualified veterans by one level and disabled veterans by two levels in the ranking.
• Interviews: If an interview is part of the hiring process, the agency must interview every veteran or disabled veteran who:

·         Meets minimum and special qualifications, and

·         Demonstrates transferable skills relevant to the position

Documentation is required throughout the recruitment process to ensure compliance. The district must document all evaluation steps, including how veteran’s preference was applied and, if applicable, reasons for not advancing or hiring a veteran

Upon a written request by a veteran not appointed to a position, the District will provide a written explanation. The decision may not be based solely on veteran status; it must relate to qualifications

If the applicant feels this policy has been violated, they may contact their supervisor or may file a verified written complaint with the Oregon Bureau of Labor and Industries (BOLI).

Application Process

An individual will follow the job posting instructions and submit application materials within the designated time period.  We have the right to exclude or disqualify applicants for failing to follow job posting instructions and timelines.

Application materials include the application, resume, and/or cover letter, and veterans’ preference supporting documents.  Any materials containing the applicant's age, date of birth, when the applicant attended school or graduated, or all dates must be redacted before submittal. Confirmation of dates, as needed, may be requested following a conditional job offer. The district shall not require an applicant to provide a valid driver's license unless the ability to legally drive is an essential function of the job or is related to a legitimate business purpose.

External Job Posting

The district will post a job vacancy externally, at the same time as an internal posting, and will require the same application materials for consistency in process.

Interviews or Screening Process

All questions, practical exercises, or interviews will be performed in a fair, equal opportunity manner to all job applicants’ race, color, religion, sex, national origin, age, disability, or genetic information.

Reference Checks

We may require verification of statements contained in an application or statements made in an interview and secure further information concerning the applicant’s qualifications and suitability prior to making an offer of employment. This information is gained from previous employers or personal references provided.  Applicant consent will be gained at the time of the interview.

Conditional Job Offer

We will provide a conditional job offer to the successful candidate, outlining additional conditions to be satisfied before a final job offer is extended. 

·         Background checks, drug screening, and other requirements may not be conducted before the interview, and will proceed after the conditional job offer is extended. If all conditions are not satisfied, the job offer may be rescinded.

·         For candidates who meet all verifications and conditions, employers may extend a final job offer.

Final Job Offer

The final job offer affirms the satisfactory completion of all conditions, and an official job offer is extended. The job offer contains the following information:

·         Title of position

·         Start date

·         Location of report on first day

·         Work hours

·         Employment relationship – “at will”

·         Introductory period

·         Pay and pay periods

·         Performance review dates

·         Benefits