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Policy Title: Recruitment and Selection Purpose: To outline organizational policies around Scope: All employees; Represented employees should agreement Policy Statement: The City of Eugene will tre�' impartially without regard to race, religion, creel identity, age, mental or physical disability, marital orientation, source of income, or any other basis law, except where there are bona fide. occupation Policy Procedure: Hiring is a compl a variety of operational concerns of "kt These include the City's compensatic agreements, equal employment oppc policy and legal guidelines. It is the r implement its affirmative action goals and selection the appropriate labor pes fairly and n; gender, gender an status, sexual M42-74 sd management responsibility. There are department which must be considered. s, budget restraints, collective bargaining firmative action objectives, and other ogment's responsibility to consider and Wig vacant positions. Employment applio Io, i " t ill include statements affirming that the City of Eugene is an Equal Opportunitynp �II1 li that the City values diversity in its workforce and is committed to affirmAlre at K �.I Employment applicatio` s, contain an equal employment opportunity/ affirmative action section which solicits pAinent information from all applicants. The affirmative action section of the application states that providing the information is voluntary and for equal employment opportunity /affirmative action purposes only and that refusal to provide such information will not affect an applicant's status. The roles and procedural responsibilities of management staff in the recruitment and selection process must be carefully followed to ensure selection of qualified candidates. The hiring department has the primary responsibility to ensure that competent candidates are selected to perform City services. Likewise, Human Resources has primary responsibility to actively seek qualified applicants, to meet legal obligations, and to protect the integrity of City employment policies. City of Eugene APM No: 3.3 Administrative Policy Manual Date Updated: August 1, 2011 Policy Title: Recruitment and Selection Purpose: To outline organizational policies around Scope: All employees; Represented employees should agreement Policy Statement: The City of Eugene will tre�' impartially without regard to race, religion, creel identity, age, mental or physical disability, marital orientation, source of income, or any other basis law, except where there are bona fide. occupation Policy Procedure: Hiring is a compl a variety of operational concerns of "kt These include the City's compensatic agreements, equal employment oppc policy and legal guidelines. It is the r implement its affirmative action goals and selection the appropriate labor pes fairly and n; gender, gender an status, sexual M42-74 sd management responsibility. There are department which must be considered. s, budget restraints, collective bargaining firmative action objectives, and other ogment's responsibility to consider and Wig vacant positions. Employment applio Io, i " t ill include statements affirming that the City of Eugene is an Equal Opportunitynp �II1 li that the City values diversity in its workforce and is committed to affirmAlre at K �.I Employment applicatio` s, contain an equal employment opportunity/ affirmative action section which solicits pAinent information from all applicants. The affirmative action section of the application states that providing the information is voluntary and for equal employment opportunity /affirmative action purposes only and that refusal to provide such information will not affect an applicant's status. The roles and procedural responsibilities of management staff in the recruitment and selection process must be carefully followed to ensure selection of qualified candidates. The hiring department has the primary responsibility to ensure that competent candidates are selected to perform City services. Likewise, Human Resources has primary responsibility to actively seek qualified applicants, to meet legal obligations, and to protect the integrity of City employment policies.