Human Resource Department

The Application Process

• Applications are only accepted when open positions exist; we do not accept applications otherwise.


• The Human Resource Department screens all applications twice. The first screening is to determine if the application is properly completed. The second screening is to review work experience, skills and knowledge requirements.


• The applications of the top applicants who meet the qualifications of the open position will be forwarded to the Department Head for reference checks and scheduling of interviews.


• The Department Head will select the best and most qualified candidate of choice and send the recommendation to hire to the Human Resource Department. The Department Head has no authority to make a job offer. The Human Resource Department will review the applications, perform background checks on the applicants, if not already completed by law enforcement, and provide the department head recommendation to the Mayor.


• After the Mayor has approved hiring, a post offer for the job will be made; the post offer is contingent upon the applicant passing the physical and drug test.

Non-Union Benefit Package

• HEALTH INSURANCE
  The City of Altus is fully insured by Blue Cross Blue Shield for health insurance. The City pays for each employee’s coverage, coverage may not be waived. Employees have the option to elect coverage for their dependents. Dependent coverage cost $200.00 per month and is withheld bi-weekly. The annual deductible on the group health policy is $$500.00 with a $10,000 stop loss. There are additional per occurrence deductibles for the emergency room, out-patient and in-patient services. Prescriptions are paid at 50%. The group is Blue Options with Preferered, Blue Choice and Traditional providers accepting the network discounts.
  
• RETIREMENT
  The City of Altus offers a retirement plan under the Oklahoma Municipal Retirement Fund (OMRF). After 6 months of employment, the regular full time employee contributes to the retirement fund. This contribution is mandatory. The City pays a percentage and the employee pays a percentage. Employees are vested in the plan after 10 years of continuous service. After that time, they will get all monies they have paid into the plan plus a portion of the monies the City has contributed. This plan is the Defined Benefit Plan. The City also has a Defined Contribution Plan in which the City contributes 1.49% at present. The employee may voluntarily contribute to this plan up to 15% of their salary. This plan acts like a savings plan and is available to the employee lump sum at the termination of their service with the City. This plan vests at five years.
  
• VACATION
  Full-time regular employees will receive 80 hours vacation per year after one year. Upon completion of 10 years of service, an employee shall receive 120 hours per year and after 20 years of service an employee will receive 160 hours per year.
  
• SICK LEAVE
  Sick leave is available to all full-time regular employees. One full working day of sick leave shall be accrued for each full calendar month of service. If no sick leave is taken during the month, an employee shall accrue an additional two hours of vacation. The potential additional hours may total up to 24 additional vacation hours (3 days) per year. Sick leave may be taken to assist a family member (dependent sick leave) up to 6 days per calendar year.
  
• PAID HOLIDAYS
  The City observes the following holidays:
  1. New Years Day – January 1
  2. Martin Luther King Day – (3rd Monday of January)
  3. Presidents Day – (3rd Monday in February)
  4. Memorial Day – (Last Monday in May)
  5. Independence Day – July 4th
  6. Labor Day – (First Monday in September
  7. Veteran’s Day – November 11
  8. Thanksgiving Day - November
  9. Friday after Thanksgiving – November
  10. Christmas Day – December 25
  11. Floating Holiday *
  12. Designated Holiday*
  * To be decided at the discretion of the Administrator, Mayor and City Council
  
• LIFE INSURANCE
  The City carries $10,000 term life insurance and $10,000 Accidental Death and Dismemberment on each full-time regular employee. The employee may elect to purchase $5,000 coverage on his/her spouse and children; the employee may increase their own coverage by an additional $50,000 at their own expense.
  
• VISION / DENTAL
  The City offers Vision coverage through VSP and Dental coverage through Ameritas Group. However, the City does not contribute to vision or dental coverage. This coverage is offered at a group rate. Various coverage options are available at the expense of the employee.
  
• CAFETERIA PLAN
  The health, dental, vision, AFLAC products and FSA (flexible spending accounts) are all part of the Section 125 Cafeteria Plan.
  
• AFLAC
  The City offers additional cancer, intensive care, personal accident, and personal recovery plans through AFLAC which are pre-taxed and payroll deducted.
  
• FLEXIBLE SPENDING
  The City offers a Flexible Spending Plan for medical and child care expenses which are pre-taxed and payroll deducted.
  
• CHRISTMAS CLUB
  A Christmas Club is available through Red River Credit Union which is payroll deducted.
  
• PAYDAYS
  City Employees are paid bi-weekly on Friday. Direct Deposit of payroll checks is encouraged.
  
• PRE-PAID LEGAL
  Pre-Paid Legal can be voluntarily deducted from your pay.
  
• AIR EVAC
  The annual premium for Air Evac can be voluntarily withheld from your pay.
  
• THE HARTFORD
  First State Bank will assist you with additional voluntary investments.
  
• BODY WORKS GYM
  The monthly discounted cost for the gym may be voluntarily deducted from your pay.