Hiring EmployeesCapital Assets
The following steps must be utilized by every Elected Official, Department Head, or Hiring
Official when hiring employees.
POSITION JUSTIFICATION
Vacancies cannot be filled without verifying that the current Departmental workload has not changed
and that the current status of the County budget will allow the vacancy to be filled.
Review the approved job description for the position you need to fill. If the job description is no
longer accurate, work with the County Executive Assistant to have the Job Description updated by
the County’s Human Resource consultant.
Refer to the most current Pay Grade Chart to determine the pay grade for the position you need to
fill.
Refer to the current Salary Plan Administrative Guidelines to determine the hiring pay rate for the
vacant position (86-90% of the Market Point). In general, the salary for all newly hired employees
will be 86% of the Market Point.
RECRUITMENT PROCESS
Internal Hires: It is acceptable to internally hire or promote existing County employees to an open
position by first following the steps listed above. If hiring from County employees outside your
department, advertise the position to all employees via email. Interested employees should apply for
the position by submitting an application and any other required documentation as defined by the job
advertisement. Interviews of qualified applicants should follow the interview process defined below.
External Hires: If hiring outside the County, you must first follow the steps listed above and then
advertise by posting the position on the Teton County website, Teton County Facebook page, the
Jackson Hole News and Guide and the Teton Valley News for a minimum of one week. It is also
advisable to post certain jobs on professional websites that apply to the position advertised.
APPLICATION REVIEW PROCESS
Review all applications and determine how many applicants to interview. It is recommended to
interview all applicants who meet the minimum qualifications.
If you do not receive qualified applicants, it is recommended to extend the deadline and advertise
again for the position.
If you receive an overwhelming amount of applicants with a majority meeting the minimum
qualifications, it is permissible to increase the minimum qualifications, extend the deadline, and
advertise for the position again.
INTERVIEW PROCESS
Determine who will be involved in the hiring process. It is advisable to always have more than one
interviewer present in each interview.
Develop a list of questions that will be asked to every person interviewed. During a given interview,
certain responses may lead to other interview questions that apply only to that individual. Guidelines
for developing appropriate interview questions may be accessed on the Teton County server.
Once interviews are complete, interview notes should be sent to the County’s Risk Manager. They
will be kept on file as a confidential County record for 4 years at which time they will be properly
destroyed in compliance with the State of Idaho Records Retention Schedule.
Revision: 6
Date: 2/7/17
Original Issue Date: 9/27/10
Number of Pages: 2
Approved: BOCC
TETON COUNTY ADMINISTRATIVE POLICIES
Hiring Employees
Teton County Administrative Policies: HIRING EMPLOYEES Page 2 of 2
JOB OFFER PROCESS
After interviews are complete an offer of employment may be made to the top candidate subject to
the results of any job related specific exams, reference checks, background checks or pre-
employment drug and alcohol screening. Positions that require background checks and pre-
employment drug and alcohol screening are indicated in the corresponding job description.
Teton County will accord a preference for employment to veterans of the U.S. Armed Services in
accord with provisions of Idaho Code § 65-502 or its successor. In the event of equal qualifications
for an available position, a veteran or family member who qualifies for preference pursuant to Idaho
Code § 65-502 or its successor will be offered employment.
Once screening is complete, an official offer may be made based on the following:
If your new employee will earn 86% or less of the Market Rate, and if you are certain that your
budget includes funding for the position, you may make an offer contingent upon completing the
Supervisor’s Portion of the Payroll Form and obtaining an approval signature from one of the County
Commissioners.
A newly-hired employee may not be offered a salary greater than 86% of the Market Point without
prior written approval from the Board. If you believe that your new employee should receive a
starting salary greater than 86% of the Market Point due to his/her special qualifications, experience,
and/or education, you must write a brief explanatory memo to the Board. Your memo will be
reviewed and discussed during a regular meeting.
Once an applicant has accepted the position, notify all applicants that the job has been filled. Sample
rejection letters may be accessed on the Teton County server.
After an employee accepts a position, deliver the Payroll Form to the Payroll Office within 5
working days so payroll becomes aware that a new employee has been hired and can be prepared on
their initial date of employment. Schedule time during the new employee’s first week of work to go
through the orientation process with the Payroll Clerk.
Be sure your newly hired employee completes all required payroll forms at least 7 days prior to the
date of their first paycheck.