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.
The 2018 Career Expo will be held on Wednesday, April 18, 2018. Hours are 10:00 am to 3:00 pm.
The Career Expo will be at the Palmer Events Center. The entrance to the Palmer Events Center faces Barton Springs Road.
Yes. Other transportation includes Bus and Taxi.
Capital Metro has provided the following bus stops near Palmer Events Center. Please call Capital Metro directly with any questions regarding their routes. The may be reached at (512) 474 1200. You can also plan your trip using Capital Metro Trip Planner.
Bus stops near Palmer Events Center:
South 1st Street and Riverside
South 1st Street and Barton Springs Road
300 Barton Springs Road
Congress and Riverside
Congress and Barton Springs Road
Austin Cab Company (512) 478-2222
Yellow Cab Austin (512) 452-9999
The Palmer Events Center is located at 900 Barton Springs Rd.
Parking is available at the Palmer Parking Garage, adjacent to the facility with two entrances (from Barton Springs Road or Riverside Drive).
Mobility Impaired Parking:
Mobility Impaired Parking is available in the Palmer Events Center Garage on all levels located near elevators.
There are dedicated parking spaces for motorcycle and scooter parking within the Palmer garage. (Please do not park motorized vehicles on any Palmer sidewalks or in designated bicycle parking areas.) Bicycle parking is available at bike racks located outside both the North and South entrances to the parking garage.
The Career Expo is scheduled to give you an opportunity to attend during the day as time permits within your schedule. The event historically starts right at 10:00 a.m. and goes until 3:00 p.m. We encourage you to take advantage of the information and resources that will be provided at the Employer’s Booths.
For Exempt Employees: Exempt employees are salaried employees and are not eligible for overtime compensation. However, the Director of Human Resources may in some cases approve additional compensation for exempt employees.
For Non-Exempt Employees: Non-exempt employees will be compensated for any overtime worked when such compensation is required by law.
Overtime Pay: Generally, overtime is any time worked in excess of forty (40) 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 (1.5) times the employee’s regular rate of pay.
Compensatory Time Off: A Department Director may choose to use compensatory time off 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 (1.5) 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.
*Overtime Pay works in compliance with Federal Fair Labor Standards Act (FLSA) requirements. For more information on FLSA, please visit the Federal Fair Labor Standards Act Overview web site.
It is a gathered sample of data regarding fixed compensation for services that are 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, when funds are approved by City Council.
For Regular Employees: $15.00 per hour, effective September 2018.
For Temporary Employees: $13.84 per hour. Will increase to $15.00 per hour, effective February 2019.
These are the result of a City Council decision to increase the Living Wage for the City of Austin. This wage applies to regular and temporary city employees. The federal minimum wage increased to $7.25 per hour, effective 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) to seven (7) years of continuous service is:
Completed years of uninterrupted service (maximum of 7) x 0.0025 x hourly rate x hours worked per week (e.g., 40) x 52 (weeks of the year) = amount OR $500, whichever is less.
The formula for employees with seven (7) to fifteen (15) years of continuous service is:
Completed years of uninterrupted service (maximum of 15) x 0.0025 x hourly rate x hours worked per week (e.g., 40) x 52 (weeks of the year) = amount OR $1000, whichever is less.
The formula for employees with more than fifteen (15) years of continuous service is:
Completed years of uninterrupted service x 0.0025 x hourly rate x hours worked per week (e.g., 40) x 52 (weeks of the year) = amount OR $1500, whichever is less.
To find out who your Human Resources Compensation Consultant is for your specific department, please call 512-974-3292 or email Compensation.
The Ordinance was to take effect on Oct. 1, 2018; however, based upon the Aug. 17, 2018 Third Court of Appeals Order in No. 03-18-00445-CV; Texas Association of Business et al. and The State of Texas, Intervenor v. City of Austin, Texas et al., The City is temporarily postponing the effective date for the Earned Sick Time Ordinance, No. 20180215-049. The rule-making process, including the appeals process outlined in section 1-2-10 of the City Code is temporarily abated while the Aug. 17, 2018, Order remains in effect.
Employees in the city of Austin are affected. "Employee" is defined as an individual who performs at least 80 hours of work in the City of Austin during a calendar year for an employer. Independent contractors and unpaid interns are not covered.
Employers that pay employees for work in the City of Austin are also affected. "Employer" is defined as "any person, company, corporation, firm, partnership, labor organization, non-profit organization or association" that pays an employee to perform work and exercises control over the employee. Federal, state, and local governments are not covered.
Employees earn one hour of sick time for every 30 hours worked.
Earned sick time is generally available for use as soon as it is accrued. An employer may restrict an employee from using sick time during the first 60 days of employment, but only if the employer establishes that the employee's term of employment is at least one year. An employer may adopt reasonable verification procedures for use of earned sick time.
Time off needed for an employee's own health condition, physical or mental illness, or injury, or that of the employee's family member, as defined by the Ordinance.
Time off needed to seek medical attention, seek relocation, obtain victim services, or participate in legal action related to domestic abuse, sexual assault, or stalking involving the employee or a family member.
Any employer with 16 or more employees (not including family member employees) in the preceding 12 months must provide at least 64 hours per year.
Any employer with 1-15 employees (not including family member employees) in the preceding 12 months must provide at least 48 hours per year.
Earned sick time carries over to the following year, up to the annual limit of 48 or 64 hours, depending on employer size.
Employers do not have to allow employees to utilize earned sick time on more than eight calendar days in a given calendar year.
Retaliation is prohibited. An employer may not transfer, demote, discharge, suspend, reduce hours, or directly threaten these actions against an employee for requesting or using earned sick time or for reporting a violation or participating in an administrative proceeding related to the ordinance. Civil penalties for retaliation may be assessed as early as October 1, 2018.
Employees who are rehired within six months following separation must have their prior sick time reinstated.
The ordinance will be enforced by the City of Austin Equal Employment and Fair Housing Office (EE/FHO).
Civil penalties for substantiated violations may be assessed up to $500 per violation. The EE/FHO may offer an employer 10 business days to voluntarily comply with the ordinance before collecting a civil penalty.
Other than retaliation violations, civil penalties will not be assessed for violations of the Ordinance until after June 1, 2019.
The City does not charge a fee to appeal a decision.