the municipal secretary desktop reference manual - Southwestern ...

Commentary
This standard sets in place a selection process based on principles of merit -- a system whose goal is
to hire the most qualified from among qualified applicants through an open and competitive process.
It emphasizes the point that public jobs belong to the public. They are not a prerogative of public
office to be given to friends, supporters, and relatives. Standard No. 1 says, "Define the job@; know
what you need. Standard No. 2 says, "Find that individual." Particularly in small communities
where resources are scarce, every employee must count; must be seen as an investment. Hiring
unqualified individuals means one of two things: Either the job does not get done, or is not done
well, or another employee must be hired to do the job.
3. A permanent position is not offered a newly hired or promoted individual until he or she
has successfully completed a probationary period of at least six months. During this
period, the employee's work is monitored and evaluated. A probationary employee is
not offered a permanent position if he or she is not fully able to meet the requirements
of the job and management expectations.
Commentary
The probationary period is the last step in the selection process. It provides the appointing authority
with the best indicators of whether or not a newly hired or promoted employee is able to perform to
expectations. When satisfactory completion of a probationary period is required as part of the
selection process, it is usually possible to dismiss the employee at the end of this period if, in the
judgment of management, the individual is not the right person for the job. Management, however,
is responsible for seeing that each position is routinely supervised; that unsatisfactory performance is
documented and discussed with the employee; that the employee is provided the assistance and
training needed to improve; and that evaluation is based on the duties, responsibilities and other
aspects of the position as outlined in the job description.
FACTOR: COMPENSATION
Standard
1. The municipality's compensation plan for all positions is comparative with the pay and
benefits plan of other local governments in the region, and with similar positions in the
private sector.
Commentary
What a local government pays in wages and fringe benefits is, of course, dictated by its budget --
what it is able to afford. This limitation must be coupled with the reality that even the smallest
municipality must have highly qualified, productive, employees. The compensation and benefits
offered must be competitive if such individuals are to be attracted and retained.
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