Hiring Policy

Town of Washburn
Bayfield County, Wisconsin
Hiring Policy

To assure consistency and thoroughness in the hiring process going forward, the Town of Washburn hereby adopts the following Hiring Policy steps:

  1. Hiring Committee Members: The committee will include the Town Chair, the Town Supervisors, and a Road Crew Member.
  2. Advertise in one or two local paper publications and via on-line sites such as Indeed. In the advertisement bullet points, make sure to include the following:
  • Preference is given to applicants that have a current, valid CDL. If the CDL is not currently held, a period of up to 6 months will be given to obtain the licensing.  The Town Board has the discretion to extend this period if necessary.
  • Applicants will be directed to access the Town website, where they will find an application and background check form* to fill out, sign and return. Key details regarding the form and application includes:
  1. Authorization to check submission of 2-3 references.
  2. The *form will be referenced, stating that the form for the background check is for informational purposes only for all applicants, and will only be required to be filled in, signed and submitted by the lead applicant the Town chooses to pursue for the position at the time the Town contacts that applicant.
  3. The application will include a signed statement attesting to accurate representation of facts.
  4. Receive applications (a letter of interest and resume will be welcomed as well).
  5. Screen applications to identify the pool of candidates to interview, with preference to candidates who meet all position requirements.
  6. Conduct Interviews:
  • Use questions (such as attached).
  • Select top candidate, and alternate.
  1. Board will do a driver license check through the WisDOT Public Abstract Request System (PARS). https://portal.wi.gov/Pages/Home.aspx
  2. Notify the top candidate, that the position will be contingent on doing a background check, to be conducted through the Wisconsin Department of Justice, Crime Information Bureau. This will be accessed, as above via the (PARS) site:  https://portal.wi.gov/Pages/Home.aspx
    Concurrently, the board should request and receive training on this process via The Wisconsin Department of Workforce Development. This information will be handled confidentially following board policy on the handling of confidential information.
  3. Extend a contingent offer of employment to the top selected candidate, pending a drug screening with successful results.
  4. If the top candidate does not successfully meet the requirements set forth in this process, the alternate candidate should be directed through steps 6 through 8.

The Town of Washburn does not discriminate in the employment of any individual on the basis of age, race, creed, color, disability, marital status, sex, national origin, ancestry, arrest record, conviction record, military service, use or nonuse of lawful products off the employer’s premises during nonworking hours, or declining to attend a meeting or to participate in any communication about religious matters or political matters. (§ 111.321 Wis. Stats.) Also covered is any other nondiscrimination category that may be subsequently added, even if not included in the above list, by the Wisconsin State Legislature.

Adopted August 6, 2024