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 Employment Information
 

The City of Carrollton offers a wide range of services that require the expertise of a diverse workforce. The City offers a competitive pay and benefits package. For information on the application process and how to apply, please read the information below.  For positions currently available click on the link below "CURRENT JOB OPPORTUNITIES".   The City of Carrollton is an Equal Opportunity Employer.

The City of Carrollton participates in E-Verify®
Company ID Number: 111180
Program Admission Date: April 3, 2008

CURRENT JOB OPPORTUNITIES

(Note: Click on the above link to view current job opportunities)

Recreation Part-time/Seasonal/Temporary Application. Persons interested in part-time/seasonal/temporary employment with the City maust apply in person at the Stallings Community Center, 118 South White Street, Carrollton, GA 30117. A thorough background screening is performed on all applications considered for employment due to the nature of the positions in the Recreation Department.

Fire Department Application. (Fire Department Applicants must apply in person at the City of Carrollton Fire Department.  For more information, please click here.)

Police Department Application. (Police Department Applicants must apply in person at the City of Carrollton Police Department.  For more information,  please click here.)

Fulltime Employment Application. Persons interested in employment with the City must apply in person at Carrollton City Hall, 315 Bradley Street, Carrollton, GA 30117.  (Note in the event there are no positions available, the City may choose to not accept applications.)

Recreation Part-time/Seasonal/Temporary Application. Persons interested in part-time, seasonal, or temporary employment with the City must apply in person at the Stallings Community Center, 118 South White Street, Carrollton, GA 30117.  A thorough background screening is performed on all applications considered for employment due to the nature of the positions in the Recreation Department.

Human Resources Department Page

 Hiring Policies

FULLTIME EMPLOYMENT POLICY

The City of Carrollton is an Equal Opportunity Employer.  It is our policy that employment decisions are made on the basis of merit and fitness for the position.

 COMPLETING THE APPLICATION

Applicants must complete an application and applicant questionnaire (when applicable) for each position.  Please follow the instructions shown on the application and applicant questionnaire.  If you need more space, you may attach additional sheets.  All applications must be complete IN FULL.  A RESUME’ MAY BE ATTACHED TO PROVIDE ADDITIONAL INFORMATION BUT DOES NOT TAKE THE PLACE OF COMPLETING THE APPLICATION AND APPLICANT QUESTIONAIRE. A complete and accurate application is essential, since this is the primary source used for determining your qualifications.

JOB REQUIREMENTS

Please note the education and/or experience requirements listed in the Position Announcements and Job Descriptions.  These are minimum standards which all applicants must meet in order to be considered for employment.  All employees are required to provide proof of identity and authorization of employability.

ADVERTISING VACANCIES

Vacant positions are advertised on the City of Carrollton Website (www.carrollton-ga.gov), the Georgia Local Government Access web site (www.glga.org), and posted for review on the bulletin board in the downstairs lobby at City Hall, 315 Bradley Street, Carrollton, GA 30117.  Applications are accepted daily.  (Note:  In the event there are no positions available, the City may choose not to accept applications.)

APPLICANT PROCEDURE

Completed City of Carrollton applications will be directed to the Human Resource Director’s Office, who will distribute qualified applications to the appropriate Department Directors with position vacancies.

APPLICATION REVIEW

Every application received by the established closing date is reviewed for minimum qualifications and competitiveness by the Human Resource/Personnel Office staff.  Should you meet the requirements for the position, your name will be placed on a register of eligible candidates and forwarded to the appropriate department for consideration.

INTERVIEWS

1.         Hiring departments hold interviews with selected applicants who are referred by the Human Resource Director.  The hiring department notifies the persons selected for interviews by telephone or letter when interviews are to be scheduled.

2.         After the interviews, the hiring department makes a selection and returns all applications to the Human Resource Director.

3.         The Department Director notifies the selected candidate.

PRE-EMPLOYMENT DRUG TESTING POLICY

All job applicants at the City of Carrollton will undergo screening for the presence of illegal drugs as a condition for employment. Applicants will be required to voluntarily submit to a urinalysis test at a laboratory chosen by the City, and by signing a consent agreement, will release the City of Carrollton from liability. (Any applicant with positive test results will be denied employment at that time.) The City will not discriminate against applicants for employment because of past abuse of drugs or alcohol. It is the current abuse of drugs or alcohol, which prevents employees from properly performing their jobs that the City will not tolerate.

APPLICATION FILING & MAINTENANCE

Once an application is received, the Human Resource Officer reviews and forwards copy to any Department Director/Superintendent with positions available.

Applications are filed in the month that the application was received. An application is held in an active status for three (3)  months. At the end of the three (3)  months, the application is placed in an inactive file for nine (9) months. (An applicant may call and renew their application for an additional three (3) months.) At the end of the nine (9) month inactive status - applications will be destroyed - as this will have been one year since application was initially made.

APPLICANT DATA RECORDS

If an applicant elects to complete a data record, this record is kept in a separate file along with other data records for that particular year. The applicant data records are separated from the employment application before it is seen by any person or persons making the hiring decision. This file is maintained in chronological order by year. The purpose of the data record is for statistical purposes only.

NOTE:  Applications, resumes’, letters of reference, etc., submitted with application become property of the City of Carrollton and cannot be returned.  The information you have provided on the application may be subject to public disclosure under the Georgia Open Records Act.

The City of Carrollton is an Equal Opportunity Employer.  All activities are administered without regard to Race, Color, National Origin, Sex, Disability, Age, Political Beliefs, or Religion in accordance with Federal/State laws and regulations pertaining thereto.

 

 

PART-TIME/SEASONAL/TEMPORARY RECREATION POSITIONS

EMPLOYMENT POLICY

The City of Carrollton is an Equal Opportunity Employer.  It is our policy that employment decisions are made on the basis of merit and fitness for the position.

 COMPLETING THE APPLICATION

Applicants must complete an application and applicant questionnaire (when applicable) for each position.  Please follow the instructions shown on the application and applicant questionnaire.  If you need more space, you may attach additional sheets.  All applications must be complete IN FULL.  A RESUME’ MAY BE ATTACHED TO PROVIDE ADDITIONAL INFORMATION BUT DOES NOT TAKE THE PLACE OF COMPLETING THE APPLICATION AND APPLICANT QUESTIONAIRE. A complete and accurate application is essential, since this is the primary source used for determining your qualifications.

APPLICANT PROCEDURE

Completed City of Carrollton applications will be directed to the Human Resource Director’s Office, who will distribute qualified and eligible applicants to the CPRCAD.

APPLICATION REVIEW

Every application received by the established closing date (if any) is reviewed for minimum qualifications and a background screening is completed if considered for employment.  Applicants 17 years of age and under will be required to obtain a work permit is selected for a position.

INTERVIEWS

1.     Hiring departments hold interviews with eligible applicants who are referred by the Human Resource Director.  The hiring department notifies the persons selected for interviews by telephone or letter when interviews are to be scheduled.

2.     After the interviews, the hiring department makes a selection and returns all applications to the Human Resource Director.

BACKGROUND SCREENING POLICY

(EXCERPT FROM CPRCAD BACKGROUND SCREENING POLICY)

If a candidate for volunteer or employment has been convicted of, has a charge pending against him or her in which it is alleged that he or she committed any of the Background Screening Standards for Disqualification or has a record of a conviction of any equivalent offence in another state, the candidate will be disqualified from volunteering or employment with the CPRCAD. (Adopted 6/15/2009)

Grounds for dismissal of a volunteer/employee will be:

1.     Gross discrepancies between the form as filled out and results of the background check.

2.     Per the Background Screening Standards for Disqualification. The dismissal notice will be carried out by direction of the Director or Assistant Director.

Background Screening Standards for Disqualification:

a.  Sex Offenses – All felony sex offenses and all sex offenses involving minors – regardless of time since the offense.    Examples: Child molestation, rape, sexual assault, sexual battery, sodomy, prostitution, solicitation, indecent exposure, etc.

b.   Felonies -

1.     All Felony Violence – regardless of the amount of time since offense. Examples: Murder, manslaughter, aggravated assault, kidnapping, robbery, aggravated burglary, etc.

2.     All Felony Offenses – other than violence or sex within the past 10 years. Examples: Drug offenses, theft, embezzlement, fraud, child endangerment, etc.

c.   Misdemeanors -

1.         All Misdemeanor Violence Offenses within the past 3 years.  Examples: Simple assault, battery, domestic violence, hit & run, etc.

All misdemeanor drug & habitual violators within the past 3 years or  multiple offenses within the past 10 years.

Any candidate or employee denied or disqualified for employment based on information provided in the Background Screening Report shall have the right to dispute the content of said report.  Persons disqualified shall contact Libby R. Duke, Human Resource Director within 3 days of notice of denial letter to make an appointment to discuss the screening report and the contents thereof.

If the candidate’s relevant criminal history is accurate; all decisions are final.

 

EQUAL OPPORTUNITY EMPLOYER

The success of the City of Carrollton depends upon the full and effective use of all of it's human resources.  The City will, therefore, provide equal employment opportunities without regard to race, color, religion, sex, national origin, age, sexual orientation, and veteran, disability, or familial status.  This relates to all phases of employment, including, but not limited to, recruitment, hiring, placement, promotion, demotion, termination, transfer, layoff, recall from layoff, compensation, benefits, and educational, social, or recreational programs of the City.

The City of Carrollton prohibits any form of unlawful employee harassment based on race, color, religion, age, sexual orientation, and veteran, disability, or familial status.

 

 


 
 

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E-Verify® is a registered trademark of the U.S. Department of Homeland Security

(Carrollton) Company ID Number: 111180
Program Admission Date: April 3, 2008

 


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