Login to the system to view the current status your application.
You must complete an online application to be considered for non-civil service positions. We do not accept applications by mail, fax or e-mail.
We do not provide information about the hiring manager to applicants. If the Hiring Manager wishes you to contact them, they will send you and email or post their information in the job posting. If the hiring manager wants to interview you by phone or in person, s/he will contact you directly.
The qualifications for each position are listed in "Minimum Qualifications" section of the advertisement. Some positions allow for a substitution of additional work experience instead of the educational requirement or vice versa. If a position allows for a substitution it will be stated in the advertisement. If it is not stated in the advertisement, the position does not allow for a substitution. You must meet all of the qualifications of the position for which you are applying.
When substitutions are allowed use the following guidelines:
The City is committed to ensuring that confidential information is protected; therefore, we do not require applicants to provide social security numbers or driver’s license numbers.
A unique job requisition number is listed for each job posting. You may apply only once for a specific job requisition number.
Once you have created an application and uploaded a resume, you may use these same documents to apply for other positions. If you wish you may also customize your application or resume for different jobs for which you apply.
The City of Austin does not discriminate on the basis of disability in the admission or access to, treatment or employment in its programs or activities. Reasonable accommodations will be provided upon request in the employment process. Visit the City of Austin ADA page for more information.
The City of Austin periodically advertises "pool" positions for departments needing either temporary or regular positions. Applications are kept on file at the hiring department and are reviewed as needed. The hiring departments contact applicants for the positions if vacancies become available.
When your application is complete, you will receive a confirmation number by email. Your application will be screened by the appropriate hiring manager and the Human Resources staff. The hiring manager will select applicants for interviews; and if you have been selected for an interview, the department will call you to schedule an interview. After interviews are conducted, a top candidate is identified. The hiring department conducts credential and required license validations, references, and background checks. The hiring department contacts the top candidate to make a job offer.
If a position requires a background check it will be noted on the job posting. The hiring department will provide you more information about getting the background check.
Some positions with the City of Austin require a Commercial Driver's License. In order to be considered for the positions, applicants must comply with the Department of Transportation Federal Regulations and the City of Austin Drug Policy for Commercial Drivers. Some positions require that you submit a copy of your driving record when applying. If this is required, it will be specifically stated in the vacancy announcement. Top candidates for these positions will be required to take a pre-employment drug test.
Some clerical level positions with the City of Austin require a typing test. If a position requires a typing test, it will be stated in the "Minimum Qualifications" section of the job posting. Typing tests can be taken at any Texas WorkSource Center. Please contact your nearest center for its typing test schedule.
City of Austin staff is available at Texas WorkSource North or South and the DeWitty Center to assist you with all phases of the employment process. Please contact us if you would like additional information at 512-974-3210. Applicants with special needs may request additional assistance or other reasonable accommodations.
A grant position is funded by an organization outside the City. The allocation of monies is subject to modification, reduction or cancellation by action of the City of Austin or the grantor.
Yes, you will receive a confirmation e-mail immediately after submitting your application.
Overtime Pay works in compliance with Federal Fair Labor Standards Act (FLSA) requirements. For more information on FLSA, please visit the web site.
A salary survey is a gathered sample of data regarding fixed compensation for services, paid to a person on a regular basis.
Service Incentive Pay is a benefit for regular, non-Civil Service employees who have completed at least five (5) years of continuous service with the City of Austin.
Pay for Performance is a pay strategy developed by the City of Austin to reward employees who meet or exceed job expectations. Pay for Performance is based on the Success Strategy Performance Review (SSPR), a tool that tells employees how well they are doing in their jobs. SSPR evaluation results determine who is eligible for pay increases under the program.
The City of Austin's living wage is $11.00 per hour as of September 14, 2008. This is the result of a City Council decision to up the Living Wage for the City of Austin. This wage applies only to regular city employees. The federal minimum wage increases to $7.25 per hour as of July 24, 2009. For more information, please refer to the Department of Labor's Wage and Overtime Pay web page.
The formula for employees with five (5) and up to seven (7) years is:
Completed years of uninterrupted service (up to seven years) X .0025 X hourly rate X scheduled work week (e.g., 40) X 52 (weeks of the year) OR $500, whichever is less.
For employees with seven (7) and up to fifteen (15) years:
Completed years of uninterrupted service (up to fifteen years) x .0025 x hourly rate x scheduled work week x 52 weeks of the year OR $1000, whichever is less.
The formula for employees with more than fifteen (15) years of service is:
Completed years of uninterrupted service x .0025 x hourly rate x scheduled work week x 52 weeks OR $1500, whichever is less.
The hiring pay rate is the beginning rate at which a person is hired into a position.
Payment of Overtime: Exempt Employees: Exempt employees are salaried employees and, except as provided, are not eligible for overtime compensation. However, the Director of Human Resources may in some cases approve additional compensation for exempt employees.
Non-Exempt Employees: Non-exempt employees will be compensated for any overtime worked when such compensation is required by law. Generally, overtime is any time worked in excess of forty hours in a week. However, a Department Director may utilize any overtime standard permitted by law if the Director of Human Resources has approved it. Employees will not be permitted to donate work time to the City. Overtime will be paid at one and one-half times the employee’s regular rate of pay. A Department Director may choose to use compensatory time in lieu of cash payment for some or all of the department’s employees. Before the overtime is worked, employees must be informed that they will be compensated with compensatory time off rather than cash. Compensatory time shall be credited at the rate of one and one-half hours for each hour of overtime worked. Any additional overtime will be paid in cash. An employee who requests the use of accrued compensatory time shall be permitted to take such leave within a reasonable period after making the request, unless the employee's absence would unduly disrupt the operations of the department.
To find out who your Human Resources Liaison is for your specific department, please call or e-mail Compensation. firstname.lastname@example.org