With the exception of public safety positions and certain labor type positions, applications are only accepted when there is an existing vacancy. When there is a vacancy the job is generally posted for five (5) working days. You may apply for a position with the City of Tuscaloosa two ways. You may apply online from anywhere you can obtain internet access. You may apply online at the Human Resources office in City Hall. More information can be obtained at Hiring Procedures.
Job opportunities are listed on our website under the Employment tab or by here.
From this page, click on the position’s title to review the minimum qualifications for each listing you may be interested in applying to compare your credentials to the requirements for the position. If you determine that you are qualified, then you can proceed to create an application by clicking on the APPLY link. If you have previously applied with us you do not have to create another application. Your information will be stored and you should login with the USERNAME and PASSWORD you’ve previously created. NOTE: We do not take applications for jobs that we are not currently advertising or after the closing date has expired. You cannot submit a resume in lieu of an application; however, you can upload and attach a resume to your application that is submitted through our online application system.
Click on the “I Forgot My Username and/or Password” and follow the prompts. However, if you no longer have the email account that was used to establish this account you will need to create a new account. If further assistance is needed, please call the governmentjobs.com help line at 1-855-524-5627.
After interviews, the hiring department will make a recommendation to Human Resources and the pre-employment hiring process begins. This process will include verification of credentials (diplomas/degrees/certifications), criminal history background, and reference checks. In some job classifications your credit history may be checked. The findings are then reviewed by HR staff and the hiring department head and/or his/her designee to approve the pre-employment findings. If approved, the selected candidate is then notified of the Conditional Offer of Employment. The conditional phase will include a physical examination and drug screen (depending on the job).
The qualifications for each position are listed in the “Minimum Qualifications” section of the advertisement. Some positions allow for a substitution of additional work experience in lieu of educational requirements or vice versa. If a position allows for substitution it will be stated in the minimum qualifications. Also, some positions allow for obtaining certain credentials or licensures within a time period after hire. Again, if this is permissible it will be stated in the minimum qualifications
Yes, each position has a unique position and requisition number and some job titles are used across several departments. So, if you applied for an Equipment Operator posting in Transportation (TDOT) and there is currently another posting for an Equipment Operator in TDOT or another department that you’d like to be considered for then you need to submit your application for that positing as well. However, if a position is reposted that you have previously applied for our system will not allow you to reapply.
Click on the link below for an excerpt of the policy. The promotion processes for public safety jobs is outlined in Chapter 19, Article XIV, Section 19-261 (c) (3) of the City Code. Click here to access City of Tuscaloosa Municipal Codes.
All appointments to covered jobs, including promotions and transfers, shall be on a probationary basis for a period of one year from the date of appointment. For those jobs in which the individual is required to meet state minimum standards, the probationary period shall conclude upon fulfillment of the standards or the passage of one year, whichever is later.
A probationary status employee shall not be entitled to the privilege and protection of that afforded regular status employees by the provisions of Ala. Act 2006-233.
During a covered employee's probationary period, a department head may discharge a probationer under his/her supervision by stating in writing the reasons to the mayor. If the mayor disagrees with the discharge, he/she may, within five (5) days of receipt of the written statement, notify the department head and the probationer of the time and place of a hearing to be conducted in regard to the discharge. Upon failure of the mayor to so notify within five (5) business days, the mayor shall be deemed to have consented to the discharge. In the event that such a hearing is scheduled, the department head may suspend the probationer without pay pending the hearing.
Covered employees who have successfully completed the established probationary period are considered regular status and are entitled to the privileges and protections afforded by the Personnel Board pursuant to Ala. Act 2006-233.
Exempt employees are employees assigned to job classifications who shall not receive overtime pay on the basis that the job classification has been determined to be professional, administrative or executive personnel within the meaning of the Fair Labor Standards Act.
Non-Exempt employees are those who can receive overtime pay.
Employees reaching step 20 of any pay grade shall be topped out for purposes of step raises; however, employees at step 20 shall remain eligible for COLA adjustments. No employee of the city will receive any increase in base pay at any point of the pay plan or by pay adjustment which would result in that employee's base pay exceeding step 20 of the pay grade for the employee's job classification.
An upgrade of a job classification is when the pay grade of an existing job classification is changed to a higher pay grade or pay range. In order to change the pay grade of a particular job classification, a request must be made in writing from the department head to the Human Resource Department. This request should be supported by data such as salary survey information from comparative labor markets and/or internal comparisons to other city jobs with comparable levels of expertise and qualifications. This data should document why such a change is necessary to be competitive. This material will be reviewed and confirmed by Human Resource Department staff members for appropriateness. Consideration will be given to the impact on multiple departments with positions in the same classification. Job analysis and job evaluation procedures may then be performed before any final recommendation is made by the Human Resource Department. Additionally, the Human Resource Director may forward his recommendation for approval by the Mayor, Administrative Committee, Finance Committee (if funds are needed) and/or Full Council to amend the pay plan exhibits.
If a job classification is upgraded to a higher pay grade, all employees within the job classification shall be placed in the higher pay grade at the equivalent step amount (salary); however, if there is no equivalent step amount (salary) then the employees shall be placed at the next highest step. If any increase as a result of an upgrade exceeds step 20 pay of the new job classification pay grade, then employee shall be placed at step 20.
If it is determined that the duties and responsibilities of a particular position are not covered by an existing classification specification within the current pay plan exhibits, it may be necessary to establish a new classification and/or revise an existing job classification accordingly.
New classifications are established in the following manner:
1. A Comprehensive Position Questionnaire (CPQ) may be completed by the supervisor or others familiar with the job in order to identify the specific duties and responsibilities of the position.
2. A draft classification specification will be developed by the Human Resource Department to include the proposed title of the classification and salary grade; the summary or purpose; a listing of the essential and marginal functions or duties; and the minimum qualifications and requirements.
A new classification request may also include a request for assignment to a particular salary grade. This request should be supported by salary survey data from comparative labor markets but may also include internal comparisons of other city jobs requiring comparable levels of expertise and qualifications.
The request and supporting information should be submitted to the Human Resource Department for consideration and review. Human Resource Department staff members may contact the department in order to conduct a job audit with the supervisor(s) and/or incumbent(s). Job analysis and job evaluation procedures may then be performed before any final recommendation is made by the Human Resource Department. Additionally, the Human Resource Director may forward his recommendation to the Mayor, Administrative Committee, Finance Committee (if funds are needed), and/or Full Council for further review and action.
If it is necessary to modify any portion of an existing classification specification, submit the changes in writing to the Human Resource Department for consideration and review. Job analysis and job evaluation procedures may then be performed before any final recommendation is made by the Human Resource Department. Additionally, the Human Resource Director may forward his recommendation to the Mayor, Administrative Committee, and/or Full Council for further review and action.
If approved in the fiscal year budget, step raises for all eligible employees shall be considered based upon employee performance appraisal results. Employees that meet or exceed expectations shall receive an increase of two (2) steps (maximum Step 20) or approximately three (3) per cent of base pay. Employees that fail to meet or exceed expectations shall not receive a step increase in the year the employee fails to meet or exceed expectations. Step raises shall be considered on the employee's anniversary date of hire each year and any step increases shall be effective the first full pay period after the employee's anniversary date of hire. Any employee that has received final disciplinary action in the form of two (2) or more written reprimands and/or a suspension without pay, and/or an involuntary demotion in the preceding year measured from the employee's anniversary date of hire, or from the employee's last previous increase in base pay pursuant to the pay plan, whichever is longer, shall not be entitled or eligible to receive any pay increases provided for herein for that year; but shall remain eligible for COLA increase.
If the duties and responsibilities of a position have changed significantly and are now more in line with another job classification than that to which it is assigned, the position may be reassigned to the other job classification through a process called reallocation. A reallocation pertains solely to a certain position. Requests for reallocations are made in writing to the Human Resource Department in the following manner:
1. A written request outlining the specific reasons for the request to reallocate an existing position to another classification must be sent to the Human Resource Director.
2. A Comprehensive Position Questionnaire (CPQ) may need to be completed by the supervisor, the incumbent, or others familiar with the job in order to identify the specific duties and responsibilities of the position.
3. Staff from the Human Resource Department may perform a job audit, or interview of the supervisor(s) or possible incumbent(s) of the job if more information is needed.
The request and supporting information should be submitted to the Human Resource Department for consideration and review. Additionally, the Human Resource Director may forward his recommendation to the Mayor and/or Finance Committee (if funds are needed) for further review and action.
When an employee is promoted to a job with higher pay grade, that individual will receive an increase in base pay equivalent to the greater of:
An increase of six (6) per cent added to employee's current base pay and then placed in the new job classification pay grade at the equivalent step amount; however, if no equivalent step amount then employee shall be placed at the next highest step. If any increase as a result of a promotion exceeds step 20 pay of the new job classification pay grade, then employee shall be placed at step 20.
Step 1 pay of the higher pay grade.
The base pay of an employee may be adjusted within the range of the employee’s assigned pay by the department head recommending to the Human Resource Director an adjustment of an employee’s salary with justification based upon the prevailing market conditions and/or internal or external equity, with supporting documentation. The Human Resource Department will review the recommendation of the department head and confirm the supporting documentation for appropriateness. If the Human Resource Director concurs that an adjustment is warranted, he may forward the request to the Mayor and/or Finance Committee (if funds are needed) for further review and action.
Employees who work a qualifying shift are eligible for shift differential pay of forty cents ($0.40) per hour subject to a maximum of eighty (80) hours per pay period. A qualifying shift is a regularly scheduled work shift that is at least eight (8) hours but not more than twelve (12) hours and begins between 1:30 p.m. and 1:00 a.m. Employees will also receive shift differential pay when using paid time off (AVAIL, SAIL, Compensatory Time, Military Paid Time Off) during a pay period employee is scheduled for a qualifying shift for the entire pay period unless employee is working a rotating shift.
Occasionally, a temporary vacancy will occur within certain city departments engaged in construction activity or utility operations. In these instances, the temporary absence of a key employee can hamper the operations of a crew or facility. Such situations are not in the best interest of the city or the public. Therefore, a mechanism is needed to establish a process and to compensate certain city employees who are directed by their supervisors to assume duties in the absence of certain higher-ranking employees ("step up") in order to insure that departmental operations and/or work activities continue at a normal pace. Step-up pay does not establish or grant any increase of base pay to any employee. Step-up pay is to be paid to an employee only so long as that employee meets the requirements herein, is subject to modification at any time, and is not considered overtime pay or a part of an employee's base pay.
A Crew Worker, Equipment Operator, Sanitation Worker, Equipment Operator, Senior or Heavy Equipment Operator who is directed by their supervisor to "step up" to a vacant higher job in that department shall receive additional compensation at the rate of one and one-half (1½) hours per day at the employee's current hourly rate of pay provided however the following conditions are met:
The provisions hereof only apply to employees involved in construction or operations activities in the department of transportation (TDOT), environmental services department and the water and sewer department.
The provisions hereof do not apply to office or clerical personnel in any city department.
The employee must be directed by their supervisor to "step up" to the vacant job.
Stepping up shall consist of the performance of work by the employee in the capacity of the job classification of any employee in a higher job classification within the same department for a complete shift.
The step up shall not continue for a period of more than two (2) continuous work weeks.
The employee must be otherwise qualified to "step up" to the vacant job, including possessing any required training certifications and/or licenses.
The vacant job must involve essential job functions which are not outside the scope of the general job classification and/or duties of the employee stepping up to that job.
Call-out pay is when a nonexempt employee is called out by being ordered to return to duty after scheduled working hours to perform work on behalf of the city as directed by his/her supervisor, he or she will be paid or may elect compensatory time for the actual time worked at the overtime rate with a guaranteed minimum of two (2) hours.
New employees must enroll in benefits within 30 days of hire date. Coverage will be effective on the first of the month following hire date. The election for coverage will remain in effect for the remainder of the calendar year unless an employee experiences a qualifying life event or family status change.
Employees may choose dependent coverage at initial enrollment or later in the year if experiencing a qualifying life event. Employees may revise previous coverage elections to accommodate the life change if the request for change is submitted to the Human Resources Department within 30 days of the event.
In order to add dependent coverage at hire or following a qualifying life event, documentation of relationship to the employee must be submitted. Employees must provide copies of birth certificates for dependent children; copies of marriage certificates must be submitted in order to add coverage for a spouse.
If you are a retiree who was already enrolled in the plan on October 1, 2009, or if you retired on or after October 1, 2009, you will be allowed to enroll or re-enroll in the plan at any time prior to reaching age 65.
Any employees who need training should first contact their supervisors to receive training. If the supervisor does not have the pertinent training available, he/she then must contact the Safety Director to receive the appropriate training.
If an employee suffers a work-related injury, and is required to go home, they are paid for the rest of the day that the injury occurred. The City of Tuscaloosa pays them for the following 3 full days after the injury date. After 3 days, their pay is split between the City (33%), and Workers’ Comp (66%), so they still receive their full pay. Once the employee returns to work, their case is closed, and their normal pay schedule resumes.
Alt-Duty is a program that allows employees return to work with restrictions, to help them recover. The employee is given less-demanding work duties, so as to help them recover. Although it’s not Full Duty, it helps the employee return in a limited capacity, and helps keep Workers’ Comp costs down, which benefits all City of Tuscaloosa employees.
KRONOS is the City’s time and attendance software system that accounts for all city employees time and effectively addresses authorized leaves, sick time, vacations as well as overtime and applicable federal laws to insure overall efficiency and delivery of services.
If a holiday falls on a Saturday or a Sunday, it will be taken on the preceding Friday or following Monday as determined by the Mayor. The Council reserves the right to reschedule a holiday as conditions warrant.
If you work on a holiday, you have two options: you can receive holiday pay at time and a half for each hour that you work up to eight hours, or you can choose to take the holiday another day as regular compensatory time for your approved scheduled hours.
If your regular off day falls on a holiday, you can receive holiday pay at time and a half for each regular schedule hour up to eight hours, or you can choose to take the holiday another day as regular compensatory time for your approved scheduled hours on that day.
Please note: any nonexempt full-time employee who is not working on a recognized city holiday, which falls on their regularly scheduled off day during the week, in lieu of holiday pay, a department head may permit or require department employees to be awarded one (1) hour of compensatory time for each scheduled hour up to a maximum of eight (8) hours or ten (10) hours for employees working an approved work schedule.
Overtime is the amount of time an employee works beyond normal working hours. Compensatory time, or comp time, is time off with pay in lieu of overtime pay. Click on the link below for an excerpt of the city’s overtime and compensatory time policy.
Overtime and compensatory time are outlined in Chapter 19, Article III, Section 19-61 of the City Code. Click here to access City of Tuscaloosa Municipal Code.
Full-time employees accrue paid time off, or AVAIL, to be used for vacation and minor illnesses and injuries subject to certain terms and conditions.
Full-time employees also accrue paid time off, or SAIL, for qualifying medically related absences that prevent employees from performing the essential functions of their jobs for more than forty (40) regularly scheduled working hours.
Paid time off is outline in Chapter 19, Article X and Chapter 19, Article XI of the City Code. Click here to access City of Tuscaloosa Municipal Codes.
Access the Time and Attendance system (KRONOS) by clicking on the KRONOS icon on your desktop if applicable. You will enter your user name and password, which is the same user name and password that you would use to access your desktop computer. Once you are logged in the system, click on the My Information tab and then click on My Timecard.
Access the Time and Attendance system (KRONOS) by clicking on the KRONOS icon on your desktop if applicable. You will enter your user name and password, which is the same user name and password that you would use to access your desktop computer. Once you are logged in the system, click on the My Information tab and then click on My Timecard. You will then need to click on a certain day in your timecard. At the bottom of your timecard you will see an Accruals tab, click on this and it will give you all of your balances as of the date you selected in the timecard. You can select a different day in your timecard to see the balance on each day you select.
It is best to check with your supervisor or department head to determine what your interdepartmental policy is on how to request time off in your department.
If your department would like for you to request time off in the Time and Attendance system (KRONOS), you will need to access the Time and Attendance system (KRONOS). You can access the Time and Attendance system (KRONOS) by clicking on the KRONOS icon on your desktop if applicable. You will enter your user name and password, which is the same user name and password that you would use to access your desktop computer. Once you are logged in the system, click on the My Information tab and then “My Requests” from the drop down list. In the Time Period fields, please make sure that your range will include all days that you would like to request off. You can select a two week or more period of time, but the system will only deduct your accrual time on the dates that you have a schedule in place. Remember to never select the holiday(s) in your date range. The system will only show holidays within a 12 week period from the day you in the system. You may have to look in the “My Links” tab to see when the City observes the Holiday before requesting time off. You can click on a day in the calendar or you can select a range of dates, but they have to be in consecutive order, you can’t randomly check different dates. If you want to take two consecutive days off after a holiday, you can select those dates in the calendar, scroll down and under the “Requests” tab (at the bottom of this page under the calendar), and select Time off Request-Full Day. If you don’t choose a day(s) in the calendar, you can enter your date(s) once you are in the “Time-Off Request –Full Day screen. Choose your pay code you want to use and you will notice that your Accrual balances will be to the right hand side of this screen. This will let you know how much time you have available on that day. On a partial day request, it is best to make all of your punches for the day and enter your partial day request the next business day, because you can look at your timecard on that day and note exactly what time you punched out and in the shift column you can note exactly how many hours and minutes you worked. Then, when you go to enter your partial day request, you can enter your start time as your actual punch out time and add hours and minutes to your Shift column hours and minutes to make up for your scheduled shift that day.
Family Status Changes: marriage, divorce, childbirth, adoption of a child, death of a spouse/dependent, or a dependent child or adult dependent reaching the coverage age limit.
Employment Status Changes: if your employment status with the City changes to a benefit-eligible or non-eligible status or your spouse’s or adult dependent’s employment changes and affects benefit coverage.
Be sure to notify the Human Resources Department (within 30 days of the event) that you wish to make benefit changes if you experience any of the events listed.
Dental Plan Note: The Blue Cross Dental Plan will not allow enrollment of dependents that were previously eligible for coverage but declined the coverage in the past. Periodically, Blue Cross will announce a “special enrollment” period to allow such enrollments and Human Resources will communicate such periods to employees during the City’s annual benefits open enrollment period.
Applications are accepted for public safety jobs when posted regardless of whether or not there is a vacancy. However, the date we receive your application will determine the testing date for which you are eligible. If your application is considered complete, an entry level written test is the initial step in the hiring process for all public safety positions.
You may apply for a position with the City of Tuscaloosa two ways.
You may apply online from anywhere you can obtain internet access.
You may apply online at the Human Resources office in City Hall.
More specific information about each job can be found using the links below:
Log-in at https://www.governmentjobs.com/Applications/Index/tuscaloosa to review the status of your application. Your status will be either “Application Received”, “Department Review”, or “Interview.” Once your application has been submitted, the status will be “Application Received.” After screening, applications are referred to the hiring department for further review. Your application status will indicate “Department Review” if you were referred. Once the hiring department has reviewed applications and determined those to interview, your status is changed to “Interview.” The chosen candidates are notified by telephone call or email of the interview date/time.
At the first full pay period after the beginning of each fiscal year, pay plan exhibit C of section 19-42 of the City Code shall be automatically adjusted to provide a cost of living adjustment (COLA) to each step of each pay grade equal to the annualized consumer price index (CPI) using the south urban CPI from the U.S. Department of Labor released in January of each year. This will increase employee's base pay equal to the COLA effective at the beginning of the first pay period with a pay date on or after October 1 of each year. Part-time employees shall receive a COLA effective at the beginning of the first pay date on or after October 1 of each year equal to the annualized CPI using the south urban CPI from the U.S. Department of Labor released in January of each year.
As the pay plan exhibits are updated, the job description listings and pay ranges are also updated. Moreover, updated pay plan exhibits are kept in the HR Department Public Folders of Microsoft Outlook.
Access the Time and Attendance system (KRONOS). You can access the Time and Attendance system (KRONOS) by clicking on the KRONOS icon on your desktop if applicable. You will enter your user name and password, which is the same user name and password that you would use to access your desktop computer. Once you are logged in the system, click on the My Information tab and then click on My Reports. A listing will appear of all the reports you can choose to run. Click on the report and the system will highlight it and give a description of that report. You will notice an as of field that you may select a date range or select from the numerous options of dates. Note some reports will not allow you to select since there may only be one option in this field.