Applicant Information

Application Requirements

Applicants are responsible for describing educational and work experience in sufficient detail to support the qualifications needed for the position. "Employment Experience" means full-time, paid experience unless the announcement states that volunteer experience is acceptable. Part-time, paid experience may be accumulated to meet the total experience requirement.

Resumes are not accepted as substitutes for any part of the Employment Application. Incomplete applications or applications not submitted by the specified closing date and time will not be processed. To be considered for employment, applicants must be able to perform the essential duties of the job, with or without reasonable accommodation. If an applicant's information is found to be false or misleading after obtaining employment with the city, this may be grounds for termination.

Employment Interview

The number of applicants interviewed for any position varies according to departmental requirements, availability of qualified applicants, and other variables. The City of Hoover does not contact every job applicant to report the status of the hiring process. Only applicants to be interviewed and applicants who have been interviewed and who have received an offer for employment are contacted by Human Resources.

Medical Examinations/Substance Abuse Policy

Applicants who receive a job offer for a permanent position must pass a medical examination performed by city-appointed medical personnel. The City of Hoover has adopted a Substance Abuse Policy, which includes post-job offer, random, reasonable suspicion, and post-accident drug testing.

Nepotism Policy

Relatives of employees may be employed unless it would create a situation where:

  • An employee would be subject to administrative, supervisory, or management control (within two levels) by a member of his/her immediate family or cohabitant
  • There is potential for adverse impact on work performance
  • There is an actual conflict of interest or an appearance of conflict of interest

For these purposes, “immediate family” and/or “relatives” shall be interpreted to include an individual’s spouse, parent, child, brother, sister, grandparent, grandchild, uncle, aunt, nephew, or niece, and the like relationship of the individual’s spouse (“in-laws”). Any person falling into this category by reason of adoption or marriage (including “step” or “half” relationships) shall be treated the same as if the relationship occurred biologically. This policy shall also apply to romantic relationships.

No immediate family members or cohabitants of an incumbent elected official may be employed with the city. No immediate family member or cohabitant of a department head, or a position which may act as such, may be employed in the same department as the department head. Likewise, no immediate family member or cohabitant of a governing board member may be employed in the department which the board member governs. No “relatives” shall be eligible for hiring, transfer or promotion into a position which would result in a violation of this policy.

Background/Reference Investigation

Applicant's credentials are subject to verification. Character and past employment information may be investigated prior to appointment. Certain positions may also require a credit check.

Employment At Will

Unless otherwise defined, all employment relationships with the City of Hoover are "at will". "At will" means either the employee or the City may end the employment relationship at any time, with or without cause. All employees of the City of Hoover, temporary or contract employees or employees on probation are considered to be "at will" employees. All employees of the City of Hoover, temporary, contract, and probationary employees possess no property rights in their jobs.

Probationary Period

New employees must satisfactorily complete one year of probation that begins the first day of employment.