Below are current job openings with the City of Moorhead. Select the job title to see more information on the position and to access the online application form.
The City of Moorhead is committed to providing equal employment opportunities to applicants and employees and does not discriminate against race, color, age, sexual orientation, religion, national origin or any other protected class in compliance with Federal and Minnesota law.
Individuals with disabilities who require a reasonable accommodation in the application process or who need assistance accessing the information on this webpage should call 218-299-5179.
|Building Attendant (Hjemkomst Center)||Temporary / Seasonal||Open Until Filled||$10.89 - $12.32 per hour|
|Event Staff (Hjemkomst Center)||Temporary / Seasonal||Open Until Filled||$10.16 - $11.48 hr|
|Maintenance Mechanic (Wastewater Division)||Full Time||06/28/2019 4:00 pm||$43,619 to $62,313|
|Summer Seasonal - Part-time & Full-time||Temporary / Seasonal||Open Until Filled||Varies|
Frequently Asked Questions
Below you will find answers to the most frequently asked questions regarding employment with the City of Moorhead. Please contact us at 218.299.5179 or email us if your question is not answered here.
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It can take up to a month to make a decision on a position. Due to the volume of applications received for seasonal positions, we are not able to notify candidates not selected. Seasonal applications will remain on file for that season and that position and Supervisors may contact you if a position does come open in the future.
Employment decisions can take two-three months to fill a position due to several regulated steps required, interview procedures, background checks and pre-employment practices. We appreciate candidate’s patience in the employment process and appreciate your interest in employment with us. Notifications of non-selection for permanent positions will be made via email upon acceptance of hire by a candidate.
Full-time employees receive a number of benefits. The City of Moorhead provides employer-paid contributions toward health insurance, basic life insurance, and public retirement program. Additional elective benefits are also available to employees. Visit Employee Benefits for further details.
State law outlines how veterans’ preference is applied to qualified candidates. If you are claiming veterans’ preference, you must submit proof of your eligibility (such as form DD214) along with your application for employment.
In order to maintain pay equity compliance, as required by the State of Minnesota Local Government Pay Equity Act, municipalities are required to establish a job evaluation system to determine the comparable work value of each employee class. The City of Moorhead has established a job classification system and compensation plan for all employee job classes. This classification and compensation plan assigns a salary range for each job classification. These salary ranges are compared to actual wage rates in the market (competing employers/government entities) every few years. Employees are hired onto the wage schedule at a specific step and, assuming a favorable review, will advance to the next step on the wage schedule on an annual basis. Please view Labor Union Contacts for wage detail on specific union positions.
According to state law, applicant data is private except when the applicant is certified as eligible for appointment to a vacancy or when applicants are finalists for a position in public employment. The following data on applicants is public: veteran status, job history, education and training, relevant test scores, rank on eligible list, and work availability.
The City of Moorhead restricts employment of more than one member of a family or persons related by blood or marriage if it creates a supervisory relationship. Employment of a family member refers to spouse, parent (including in-law), grandparents, aunts and uncles, children, sibling (including step and in-law), nieces and nephews, and significant others. There may be other sensitive positions or situations where placement of an employee’s family member is inappropriate and will not be allowed.