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The Employee Relations Division plans and conducts labor negotiations, implements labor agreements, and assists managers and supervisors with employee issues, including corrective action.
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Reference Checks

In 19. Reference Checks
Tagged Employee Relations Handbook, Reference Checks

When considering someone for a position, you need to consider several factors and determine critical background areas for the position.

For line staff, suggested areas include:

  • Job knowledge/duties performed
  • Quality and Quantity of Work
  • Work Habits/Attendance
  • Interpersonal Skills
  • Initiative shown/Decisions made
  • Corrective/Disciplinary actions
  • Relationship with supervisors and management personnel
  • General conduct (type of behavior)

For supervisory/management positions, suggested areas include:

  • Job knowledge/related accomplishments
  • Reasons for prior job changes
  • Management style
  • Personal attributes
  • Strengths
  • Areas for improvement
  • Relationships with direct reports

Guidelines for conducting reference interviews for applicants are:

  • Prepare your questions in advance.
  • Use a format that will facilitate note-taking.
  • Let reference know that information will be kept confidential.
  • Be clear and specific.
  • Be persuasive and persistent.
  • Paraphrase responses back and ask for clarification.
  • As you progress through your list of references, focus on areas where concerns and/or gaps of information appear to exist.
  • Call reference back if you still have questions.

If the applicant is a current or former County employee, contact Human Resources (phone 363-4343) to schedule an appointment to review the applicant’s Civil Service personnel file in Redwood City. You may also contact your Employee & Labor Relations representative for further guidance.

Occasionally you may receive written or telephonic reference checks requesting information about current or former employees.

2015-04-02
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Employee & Labor Relations