1. Regular Employees. On the deadline for applications, the clerk shall prepare and submit to the department head a list of applicants along with the applications. If it is found that there are qualified applicants, the department head shall short-list, interview and make a hire recommendation to the manager.

2. Borough Officers. On the deadline for applications, the clerk shall prepare a list of applicants along with the applications and submit them to the assembly. If it is found that there are qualified applicants, the assembly shall short-list, interview and hire the most qualified person with the best qualifications.

3. Department Heads. On the deadline for applications the clerk shall prepare and submit to the manager a list of applicants along with their applications. If it is found that there are qualified applicants, the manager shall short-list, interview and hire the person with the best qualifications. All department head appointments are subject to confirmation by the assembly (Charter 5.03).

4. Seasonal Employees. The hiring of seasonal employees shall follow the standard requirements for regular employees, except that if, at the recommendation of the department head, it is desired to rehire previously employed seasonal personnel for the same position, no advertisement shall be necessary.

5. Special or Emergency Hires. The manager may hire persons to fill positions arising from a situation requiring such temporary hiring without going through the advertising procedures. Emergency or special situations are as declared by the mayor whenever, in the mayor’s opinion, such a declaration is in the borough’s interest.

6. If an employee, other than a borough officer or department head, terminates employment with the borough within six months of hire, and in the opinion of the manager other qualified persons have applications on file for that position, no advertisement shall be required and hiring may take place from those applications on file, following the procedures set forth above.

1. “Promotion” means the movement of an employee from one position to another related position in a higher classification or salary range without a break in service.

2. “Related position” means a position requiring similar, but progressively greater, knowledge, skills, certifications, and abilities in order to perform the higher level duties.

3. “Uniquely qualified and experienced” means the employee has been serving as a deputy, apprentice, or assistant to the higher level position. In such cases, the borough has progressively invested in specific trainings and certifications. There is an expectation the employee will periodically assume, in an acting capacity, responsibility for the higher level duties.

4. Employees may be promoted only when the employee has met the minimum qualifications of the higher position and the employee’s performance evaluations merit the promotion.

5. Promoted employees must serve a new probationary period of at least six months.

6. Advertising. A public notice in substantially the following form shall be published at least once:

POSITION VACANCY TO BE FILLED BY PROMOTION

The Haines Borough plans to fill the position of <job title> by promotion of <name of employee> as permitted under HBC 2.74.035(B). Questions about this action should be directed to the Borough Manager prior to <date>.