Hello to the two candidates for the one position up for election on the SWMCD board this year.
You both have posted articles and information, thank you for that. I've seen very little activity on these posts.
Yet, no real issues locally have been entertained. Let's open the discussion for that with the election soon upon us.
I'll ask the first question to the candidates and see if there is a reply.
Please explain your understanding of the current hiring process for Full-TIme Positions at the district (application process, notice of vacancy, background checks of employees, etc.).
Hopefully this will stimulate some discussion about this contested position.
Thank you.
JG
October 17 2016
Thank you for asking a very good question.
When a position becomes available our first step is to post the job description internally giving any other full-time employee or part time employee the opportunity to bid for the new position. He or she will have to show the ability to perform the duties to the supervisor over that section. Let’s say the new position is filled by an existing employee obviously we now have another opening I call this the domino effect. Obviously other people subordinate to that position will apply and again if qualified move up. Ultimately a position is available let’s say at a lower entry-level. The opportunity for our part-time employees is also given to them to pursue a full-time position with our organization.
In the event we are unable to fill the position from within we then advertise the position and job description in our local newspaper, we also post the opening through the Florida Mosquito Control Association and any other organization which may have a related applicant.
All applicants are reviewed by the director; military service does take first presidents along with experience in the position being filled.
After interviewing applicants the director will present his recommendations to the Board of Commissioners providing background information on his final applicants. The board of Commissioners will generally at that time instruct him to do a complete background check on his final choices checking with previous employers, arrest records, etc.
When a new position is created at Mosquito Control, example: we are currently interviewing for a full-time entomologist.
This process takes on a different light since it needs to be budgeted. The dialogue will start in one budget year assuming that it is an approved addition to the organization the salaries and benefits will then be budgeted in the upcoming year. The interviewing process will be the same as above except in most cases this would have to be advertised not only locally but reach out to other newspapers for wider exposure. We would also announce this opening in the American Mosquito Control Association newsletter to include the Florida Mosquito Control Association newsletter.
The director will spearhead all interviews following the guidelines of the organization again once he has recommendations in this case he will bring it to the board of commissioners collectively the board with the guidance of the director will pursue interviews of the candidates.
Note: since this would be a new position and one with new responsibilities it is the option of the chairman of the commissioners to participate in the interviewing process. Ultimately the board of commissioners takes on the recommendations of the chairman and director on the selected candidate.
All background checks have to be passed to include drug screening.
Respectfully submitted,
John J Magee Commissioner South Walton Mosquito Control Seat one
