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You will be contacted by the Human Resources staff by phone and/or email. Be sure to check the email address you provided with your application. Failure to respond may result in removal from consideration.
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Once a closing date for a position has passed, no applications will be accepted or considered. Please continue to visit the website and apply for new jobs as they become available.
In most cases, you do not need to be a resident of Red Wing to apply or be hired for a current opening. Positions in Public Works and the Fire Department that have a residency requirement will be reflected in the job posting.
The closing date for each position is listed on the position description. All application materials (including Veterans’ Preference documentation) must be received by the stated time on the posted close date. Once a position closes, it will be removed from the website and applications will not be accepted. Some job opportunities list “Ongoing” under the closing date. These opportunities remain open until filled.
Contact Human Resources at (651) 385-3698, email firstname.lastname@example.org, or stop by City Hall during regular business hours: 8:00 am to 4:30 p.m., Monday through Friday.
The minimum qualifications and any supplemental questions are listed in the job posting. Your application will be reviewed, along with any other materials required, to determine whether you meet these qualifications. Your education and experience, licenses, certificates, and special skills will be reviewed. If all required information is not provided, you may be considered unqualified or less qualified than other applicants.
Testing and assessment vary for each position. Some positions require a written examination, an oral examination, or a skills examination.
If an accommodation is needed in order to participate in the selection process or to perform work once hired due to a disability, please contact Human Resources at (651) 385-3698 or by email.
All offers of employment are contingent upon successfully passing a background investigation, including a criminal history check.
For sworn police officer and firefighter positions, felony convictions (and certain other convictions mandated by the state licensing board for police) will automatically disqualify a candidate from further consideration.
For non-police/fire positions, the City will look at the type of conviction and whether it is related to the job for which a candidate is applying. The City will also consider factors such as time elapsed since the conviction and seriousness of the offense.
Candidates for positions working with children or vulnerable adults will not be selected if they have been convicted of any crime listed in the Child Protection Worker Act (Minnesota Statutes 299C.61 & 62). Generally, this includes child abuse crimes, murder, manslaughter, felony level assault or any assault crime committed against a minor, kidnapping, arson, criminal sexual conduct, and prostitution-related crimes.
Before any applicant (other than applicants for positions within the police or fire department) is rejected on the basis of a criminal conviction, he or she will be notified in writing and will be given any rights afforded by Minnesota Statutes Chapter 364. This includes the right to show evidence of rehabilitation.
Depending on the position, offers of employment may also be contingent on successfully passing any combination of the following:
-Verification of employment history, education, licenses, and references-Driving record check-Physical examination-Drug test-Psychological evaluation-Credit check