Regulation Owner
HR Talent Acquisitions
Legal References
I.C. § 65-501 et seq.
Purpose
This regulation establishes the City of Boise’s open and competitive recruitment and hiring requirements so that employment decisions comply with applicable federal, state, and local laws while supporting a fair, equitable, and diverse workforce.
Statement
The City of Boise strives to attract and hire qualified individuals who contribute to organizational success while ensuring equal employment opportunity for all candidates. A competitive hiring process will be used for all regular and temporary positions unless an exception is expressly permitted under this regulation.
Reasonable accommodations will be provided to qualified applicants with disabilities throughout the recruitment and selection process.
Scope
This regulation applies to recruitment and hiring activities in all City of Boise departments except the Mayor’s Office and City Council. The Mayor and City Council may select staff for their respective offices using an employment process deemed reasonable, provided it is consistent with Boise City Code and applicable laws.
Definitions
1. Open and Competitive Process:
A recruitment process that includes posting a vacancy and accepting applications from either internal candidates only or from both internal and external candidates.
2. Workday:
A day on which City Hall offices are open to the public.
Responsibilities
1. Human Resources:
Oversees recruitment and hiring compliance, determines veteran’s preference eligibility, provides guidance on compensation and hiring requirements, and adjudicates requests for accommodation from applicants.
2. Hiring Manager:
Conducts recruitment and selection activities in accordance with this regulation, maintains confidentiality, and collaborates with Human Resources throughout the process.
Recruitment and Hiring Requirements
Open and Competitive Process
All regular and temporary positions shall normally be filled using an open and competitive process with advertisements open to internal and external applicants. Exceptions may be requested by hiring officials and approved by the Senior Manager Talent Acquisition but should be limited and based on critical mission need. Emergency hires may be made non-competitively as determined by the hiring official and Talent Acquisitions staff without additional approval.
Talent Acquisitions may authorize hiring officials to non-competitively re-hire former city employees who voluntarily resigned or were part of involuntary reductions in force if they are qualified and the position they are being appointed to is at or below the grade level they obtained at the time of their departure.
Confidentiality
Confidentiality must be maintained throughout recruitment and hiring. Applicant materials shall not be shared with individuals outside the hiring panel, those not directly involved in the process, or those without a business need to know, unless required by law or authorized by the candidate.
Posting Requirements
Vacancies shall be posted electronically on the City’s website for a minimum of five (5) consecutive and complete workdays. Applications shall be accepted electronically through the City’s recruitment system unless otherwise approved by the Human Resources Director or designee. Offers of employment may not be made before the posting closes and the review process is completed.
Talent Acquisitions may determine a new vacancy posting is not required when there are sufficient qualified applications on file from a vacancy in a similar position occurring within 180 calendar days.
Application Screening and Interviews
Hiring managers shall review applications objectively based on job-related knowledge, skills, and experience. Interviews shall be conducted using lawful, position-related questions only, and protected characteristics shall not be directly or indirectly addressed. All interview questions must be reviewed and approved by HR in advance of the interview.
Selection and Reference Checks
The candidate determined to be best qualified shall be selected based on job-related criteria. Reference checks are required for all final candidates prior to an offer of employment unless an exception is approved by the Senior Manager Talent Acquisition.
Compensation and Conditional Offers
Hiring managers shall work with Human Resources to determine compensation within established policies. Employment offers shall be conditional and subject to required background verification and other hiring requirements.
Related Information
1. Rehiring Former Employees
2. Promotions, Demotions and Transfers
3. Temporary Reassignments and Interim Directors
4. Temporary Employees Regulation
5. Internships
6. Veteran’s Preference
7. Drug Free Workplace
8. Background Investigations
Approval and Revision History
This document shall be reviewed annually and updated as necessary to reflect changes.
Version | Approval Date | Approver | Changes |
1.0 | 01-22-10 | Original release | |
2.0 | 01-03-22 | ||
3.0 | 03-01-22 | ||
4.0 | 10-01-22 | ||
5.0 | 01-26-26 | Policy Committee | Updated to new regulation format; incorporate re-hiring of prior city employees; allowed exceptions for non-competitive selection. |
Approved By
| Signed on behalf of the Policy Committee | 1/26/26 |
| Policy Committee | Date |