Narrative:

PRC has a comprehensive selection process and procedure for hiring employees. Inclusive in this process is the Equal Employment Opportunity (EEO) Workforce Diversity Policy as found in Westchester County (WC) Executive Order Number 2 and Number 3 from 2009, New York State (NYS) and Westchester County (WC) Civil Service Laws and Rules, and negotiated union agreements which set the foundation. The WC Department of Human Resources (HR) works closely with PRC to assist in proper job specifications for the work required and in selecting a candidate to fill a vacancy. 

Recruitment can commence after a Vacancy Release including justification, organizational chart and budgeting information are completed and submitted by PRC, reviewed by HR and the Department of Budget, and approved by the Office of the County Executive. 

If the vacancy is for a competitive position and an exam list exists, it is requested and certified by HR. Appointment to the vacancy is made from one of the top three candidates willing to take the position. Examinations are administered by WC and scored by the NYS Civil Service Department. Scores are sent to the HR which establishes the list. 

If the position is noncompetitive, or no Eligible List exist or less than three names remain after canvassing, then the vacant position must be posted publically for 10 working days and includes job specifications, educational and experience requirements, and any other special requirements. Applications for the position are required.

After the posting concludes, applications and credentials are reviewed by PRC’s HR and supervisors/managers where the job resides to identify those who meet the minimum qualifications and have the best combination of skills, training and experience. 

Interviews are then scheduled with the top candidates and a committee of PRC’s supervisors/managers who will supervise the selected candidate, HR Director, First Deputy Commissioner and when applicable the Commissioner. The candidate interview has several objectives including in-person conversations that help clarify the applicant’s job-related knowledge, abilities and credentials, and to determine culture fit. A uniform set of job-related questions is prepared prior and circulated among the committee and is consistent for each candidate. It is also an opportunity for the applicant to learn about the position and to ask questions.

After interviews are conducted, the committee discusses the results, comes to a consensus, and selects a candidate. The selected candidate’s application is forwarded to HR for preclearance during which academic degrees and certifications are verified and to ensure that the applicant’s experience satisfies requirements. Fingerprinting are required of all new, full-time annual employees, and background checks including driving records and criminal records are performed. Pre-employment drug testing is also performed for qualifying positions. Following pre-clearance approval the candidate receives a letter of appointment.