On Monday, West Hollywood City Council will review the new hiring procedures they requested from City Hall late last fall, when controversy erupted over the way the city’s new economic development director was recruited.
This policy, detailed in an Administrative Regulation, applies to all regular status (non-temporary/seasonal) positions, including division managers, and extends to at-will executive positions such as department directors, assistant department directors, Deputy City Manager, and Assistant City Manager. It excludes temporary positions, interns and the City Manager role.
The Human Resources Division will be responsible for overseeing the city’s recruitment and selection processes. Their duties include assessing applicants against the role’s criteria, verifying required capabilities and competencies, ensuring efficient use of resources, guaranteeing equitable treatment of applicants, and adhering to City policies and collective bargaining agreements.
The recruitment process for regular status employees will involve several steps. Initially, a Personnel Requisition Request is submitted for approval. Following approval, Human Resources reviews the classification specification with the hiring authority. If no suitable candidates are found on the reinstatement list, the process will move to Lateral/Promotional Recruitment, focusing on internal candidates.
For external recruitment, the Human Resources liaison will work with the hiring authority to develop a recruitment strategy. This includes developing screening criteria, setting recruitment timelines, and creating an advertising strategy emphasizing diversity.
The screening process is meant to ensure candidates meet minimum qualifications and adhere to relevant bargaining agreements or city policies. Post-screening, the most qualified candidates proceed to the selection process, which includes classification-related assessments.
Interview panels coordinated by Human Resources will include internal and external subject matter experts and reflect the organization’s diversity. Confidentiality agreements and conflict of interest declarations will be mandatory for all panel members.
An eligibility list for current and future vacancies will be compiled from the selection process. Human Resources then coordinates division interviews for the hiring authority to fill current vacant positions.
Before extending any employment offer, professional references will be checked, and the starting salary will be determined based on the applicable bargaining unit contract or, for external hires, in consultation with relevant city officials.
Relatives of current employees will be subject to the same recruitment and selection process and are prohibited from being in a direct supervisory/reporting relationship with one another.
For executive positions, the recruitment process may be either internal or external and may involve executive search firms. The selection process for these roles will include several steps, from public announcements to background checks.
In certain situations, the City Manager will have the authority to make interim appointments to ensure the continuation of essential city services. These interim executives will be appointed based on their qualifications and experience and can have their term extended or be offered permanent positions based on their performance.