The basic recruitment policy of the municipality is to take
whatever measures are necessary, in keeping with accepted personnel
practices, to seek out and to encourage properly qualified individuals
from all parts of the labor market to apply for positions at all levels
of the municipal service.
All procedures in recruitment and selection shall apply to all
individuals who wish to obtain employment with the municipality, except
former municipal employees who may be reemployed through a reinstatement
process with the Manager's approval.
[Amended 10-9-1978 by Ord. No. 1177; 12-12-1988 by Ord. No. 1491; 12-14-2020 by Ord. No. 1950]
A.
The City Manager, Chief of Police, Fire Chief, and Director of the
Department of Public Works shall maintain a permanent address at a
location within a radius of 10 miles as measured from the City of
Warren Municipal Building as shown on the Residency Limit Map of the
City of Warren, a copy of which will be on file and maintained in
the office of the City Clerk.
B.
Employees subject to the terms and conditions of the Fraternal Order
of Police, Lodge No. 83, collective bargaining agreement or the International
Association of Firefighters, Local Union 1835, collective bargaining
agreement shall maintain and reside at a permanent address at a location
within the radius of the City of Warren Municipal Building as stipulated
in the applicable collective bargaining agreement.
C.
Employees subject to the terms of the International Brotherhood of
Electrical Workers, Local 459, collective bargaining agreement shall
maintain and reside at a permanent address at a location within a
radius of 10 miles as measured from the City of Warren Municipal Building
and as shown on the Residency Limit Map of the City of Warren, a copy
of which will be on file and maintained in the office of the City
Clerk.
[Amended 9-11-1978 by Ord. No. 1174; 12-12-1988 by Ord. No. 1491]
A.
Appointments to positions within the municipality shall be based
upon qualifications, training/education and experience to ensure the
best qualified applicants will be recruited and appointed.
B.
All entry-level positions shall be advertised in a newspaper of general
circulation in the City and in any professional publication which
may be deemed of value. The advertisement shall be a brief description
of the necessary qualifications for an applicant, how applications
are to be submitted and the date when applications will be closed.
C.
Qualified applicants will be given notice of the date, time and place
of interviews and examinations required.
D.
The examination process shall consist of written and/or oral and/or
performance tests to determine an applicant's potential for the position,
an evaluation of past experience and training, a background or character
investigation and a physical examination.
E.
Any written examination to determine the qualifications of an applicant
shall be certified by the Personnel Commission to have been administered
fairly.
F.
Unless the applicant is of good character and has a satisfactory
reputation, he may be disqualified for examination or, after examination,
for certification and appointment.
(1)
A record of disrespect for the requirements and processes of law
may be grounds for disqualification for examination or, after examination,
for certification and appointment.
(2)
The burden of establishing this qualification to the satisfaction
of the Manager shall be upon the applicant. Any applicant who refuses
to furnish the Manager with information necessary for the verification
of his qualifications or who furnishes incomplete, adulterated or
false information shall be disqualified for examination or, after
examination, for certification and employment.
G.
The examination of any eligible applicant for any position in the
classified service shall be given by the Manager and/or department
head and/or supervisory employee designated by the Manager.
H.
After all required examinations have been administered and the scores
determined, an eligibility list shall be established for the filling
of a vacancy.
A.
At the completion of all examinations for a specific job classification,
an eligible list for that job classification shall be prepared, listing,
in descending order of merit, all applicants who passed the examination
as a whole and who have met all standards, requirements and qualifications
prescribed for that classification.
B.
Eligible lists and the names appearing there shall remain in force
not less than one year or longer than two years. Any list that has
been in force longer than one year, or has fewer than three names,
may be abolished and a new examination held whenever, in the judgment
of the Manager, the interest of the public service make such a course
desirable.
C.
Appointments to any position in the classified service shall be from
the eligible list, and each appointment shall be made from the first
three names on the list.
A.
A newly appointed employee shall serve a probationary employment,
which is the final test in the selection process. During this time,
he shall be evaluated, and he will be required to demonstrate his
fitness for his position before receiving permanent appointment.
B.
The length of a probationary period shall be 12 months, but the personnel
rules and regulations and labor agreements may specify a longer or
shorter period of probation for certain designated job classes or
for extensions of the probation period in individual cases.
C.
Written criteria shall be established for what constitutes successful
completion of the probationary period and shall be coupled with adequate
evaluation by the department head of the probationary employee every
30 days.
D.
The new employee shall be given written guidelines for the probationary
period and shall be informed as to what performance standards will
result in the successful completion of this period.
E.
At these regular thirty-day intervals the employee shall be given
an evaluation of his performance, and the department head shall discuss
the evaluation with the employee.
F.
If the work and conduct of any probationary employee, after evaluation,
is found to be below standards satisfactory to the department head
and the Manager, the Manager may discharge the probationary employee
at any time during the probationary period. That discharge shall not
be subject to review or appeal.
H.
A continuing performance evaluation system shall be used to provide
employees, the Manager and the department heads with information aimed
at strengthening employee and organizational performance.
