Policy/Personnel Committee - Regular Meeting
About this meeting
- Government Body
- Policy/Personnel Committee
- Meeting Type
- Policy/Personnel Committee
- Location
- Manistee County, MI
- Meeting Date
- March 9, 2026
Video will appear here as soon as Manistee County Policy/Personnel Committee posts it — usually within a day of the meeting
Monday, March 9, 2026
2 items on the agenda.
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Start free trialRecruiting, Screening, and Selection Policy – APPENDIX A
The purpose of this policy is to establish uniform standards governing the recruitment, screening, and selection of employees to ensure fair, consistent, and legally compliant hiring practices. This policy applies to all Manistee County employees subject to the Manistee County Personnel Policy Manual, unless otherwise provided by law, conflicting terms of collective bargaining agreements, or County ordinance, and those Offices of Elected Officials who have not adopted this Policy. Manistee County is an Equal Employment Opportunity employer. The County recruits, hires, trains, promotes, compensates, disciplines, and administers all other terms and conditions of employment without discrimination or harassment on the basis of religion, race, color, national origin, age, sex (including pregnancy and sexual orientation and gender identity), height, weight, and marital status, or any other status protected by federal or state law. The County is committed to providing equal access to employment opportunities and maintaining a workplace free from unlawful discrimination, harassment, and retaliation. In accordance with the Americans with Disabilities Act (ADA) and applicable state law, the County will provide reasonable accommodations to qualified applicants with disabilities. Accommodations are designed to enable participation in the application and interview process, unless doing so would create an undue hardship to the County. The County supports employee career development and may provide internal posting opportunities. Nothing in this policy guarantees interview, selection, or promotion. For positions covered by a collective bargaining agreement, recruitment and selection processes shall comply with the terms of the applicable agreement. In the event of a conflict, the collective bargaining agreement shall govern. The County reserves the right, at its sole discretion, to determine recruitment methods and to select based on merit the candidate it determines to be most qualified using on job-related criteria, operational needs, and budgetary considerations. The County may require background checks, reference checks, license verification, driving record checks, or other lawful screening methods when determined to be job-related and consistent with business necessity, and in compliance with applicable federal and state law. All employment offers must be made in writing by an authorized County representative. Offer letters do not create a contract of employment and do not alter the at-will nature of employment unless specifically stated in a written agreement signed by an authorized County official. The County will comply with all federal employment eligibility verification requirements, including completion of Form I-9 in accordance with the Immigration Reform and Control Act (IRCA).
Recruiting, Screening, and Selection Procedure – APPENDIX B
This procedure implements the County's Recruiting, Screening, and Selection Policy. All recruitment and hiring activities must comply with that Policy, including requirements related to Equal Employment Opportunity, ADA accommodation, interviewer training standards, background screening, offer letters, employment eligibility verification, and applicant integrity. In the event of any conflict between this procedure and the adopted Policy, the Policy shall govern. This procedure establishes standardized steps for recruiting, screening, interviewing, and selecting employees in a manner consistent with County policy, applicable law, and collective bargaining agreements. The County Controller/Administrator’s Office and Human Resources oversee recruitment and selection procedures. Department Heads, Elected Officials, and designees participate in the process consistent with this procedure, the Recruiting, Screening, and Selection Policy, and any applicable collective bargaining agreements. Applicants must complete the County’s official employment application. Applications for posted positions shall be collected by the County Controller/Administrator, Human Resources, Elected Official, Department Head, or designee. Applications shall be reviewed to determine whether applicants meet minimum qualifications. Applicants selected for interviews will be those whose qualifications best meet the operational needs of the County, as determined in accordance with the Recruiting, Screening, and Selection Policy. Selection for interview does not guarantee further consideration or employment. Prior to conducting interviews: A standardized set of job-related questions shall be developed in compliance with the Policy. Core questions shall be asked of each applicant to the extent practicable. Interviewers may ask additional job-related follow-up questions. Interview documentation shall be prepared and retained. Employees who are not serving in a Human Resources role must complete County-approved interviewer training before participating in interviews, except in a limited or observational role authorized by the County Controller/Administrator’s Office, as required by the Policy. All interviewers conduct and selection decisions must be consistent with the County’s Equal Employment Opportunity policy. Training shall include: Equal Employment Opportunity and anti-discrimination laws, Prohibited interview questions, Evaluation of job-related qualifications, Bias awareness, Confidentiality. The County Controller/Administrator’s Office or Human Resources shall maintain documentation of completed training. Following a conditional offer of employment, and as authorized by the Policy: The County may conduct job-related background or reference checks where permitted by law. Required notices and authorizations must be obtained. Results must be reviewed before final approval. Upon satisfactory screening results and consistent with the Policy: The Department Head, Elected Official, or designee may recommend selection. Any required approvals and budget authorization must be obtained before hire. Written offer letters shall be issued only by authorized County representatives and must comply with the Recruiting, Screening, and Selection Policy. No verbal or written employment commitments may be made outside the official offer process. New employees must complete Form I-9 documentation and present required work authorization within legally required timeframes, consistent with Policy requirements. Applicants who are not selected may be notified by the Department Head, Elected Official, or designee in accordance with the Policy.