Great teams thrive in healthy, respectful work environments. The City of Ashland believes in diversity, equity, inclusion and accessibility in our hiring practices.
JOB POSTING:If you are looking to join our team, you’ve found the right place. All employment opportunities with the City of Ashland and Parks & Recreation are posted on our EMPLOYMENT PAGE first.
Can’t find a position to apply for in your field of interest? Just complete our Job Interest Notification. An electronic notification will be sent to you when a position becomes available that matches the type or types of jobs you have indicated that you are interested in. By doing this, you do not need to continually remember to go to our website; you will automatically be notified.
APPLICATION REVIEW:Once we’ve posted a position and accepted applications, the recruitment will close on the deadline listed. We will review all applications we received and select the candidates who most closely match the needs of the position and meet the essential minimum requirements that we advertised.
OUR REVIEW PROCESS: We are serious about diversity and equal opportunity in our workforce. We use a ‘blind PII application’ process. PII stands for Personally Identifiable Information. Blind applications have the following information hidden before they are presented to hiring supervisors for review:
Name (first and last)
Address / Phone Number
Dates of employment and graduation
Why do we hide this information? This information can lead to assumptions and opinions that lead to implicit bias. We want to minimize implicit bias in our hiring process. Hiding PII allows our supervisors to focus on your work experience, stated skills and abilities and compare them to the posted essential job functions and minimum job requirements when we consider you for a position on our team.
We comply with Oregon’s Veterans’ Preference Law, make sure to let us know if you are eligible for this preference on your application by selecting the points and status that you qualify for and we’ll include that in next steps of our recruitment process.
INTERVIEW AND SKILLS ASSESSMENTS:Successful candidates will be invited via email to schedule themselves for an interview with the hiring supervisor and an approved panel. Some interviews may require a skills assessment as part of our vetting process. We comply with Oregon’s “ban the box” law and won’t ask about your criminal history before the interview stage of hiring.
We are committed to making our interviews and skills assessments accessible to all candidates. The City of Ashland will make reasonable accommodations upon request. Individuals requiring accommodation in the application or testing process are encouraged to notify Human Resources via email (email@example.com), no later than the final filing date posted on the job announcement. Applicants needing such accommodations should document the request, including a description of the type of accommodation and extent of accommodations needed to participate in the selection process.
BACKGROUND CHECK:Last step! All open and competitive positions require a successful background report before hire. Most positions require the standard background investigation, while some may require field specific additions to our report such as driving inquiries and credit checks.
Professional references, employment and education verification are an important part of this process, so have those names and numbers ready!
JOB OFFER: Congratulations! Once the background is complete, an offer of employment will be finalized! The City of Ashland adheres to the Pay Equity Law under ORS chapter 659A. The City of Ashland will use an approved structure to place new employees in our salary schedule based on job requirements posted. The City will refer to the application submitted to determine the appropriate salary to offer based on education, training and experience. The City of Ashland will not consider previous or preferred salary history when extending an offer of employment.
The City of Ashland is an equal opportunity employer and will not discriminate against an employee or applicant for employment because of race, color, religion, sex, sexual orientation, gender identity, age, marital status, national origin or mental or physical disability unless based on a bonafide occupational qualification.