[CC 1996 §105.210]
Department heads will notify the Mayor and Council as far in
advance as possible of any requirements for new personnel. When an
applicant is selected, the City Council shall authorize an offer of
employment.
[CC 1996 §105.220]
When a vacancy occurs in a position which is necessary to carry
out City business without interruption except for the shortest period
of time and no suitable list of candidates exists for selections,
the department head may appoint an employee in an acting capacity
with the approval of the City Council. The duration of the appointment
shall not exceed three (3) months or until an appointment can be made
through established procedures, whichever is shorter.
[CC 1996 §105.230]
A.
The
Mayor and Council shall determine the nature and extent of publicity
required to obtain a reasonable number of qualified applicants for
each vacancy. All positions shall be announced to the public through
standard announcement forms and/or other mass media at least eight
(8) calendar days in advance of the last date for filing applications.
Vacancies which can be filled through promotion shall be announced
to eligible current City employees on City bulletin boards or by memorandum
for at least three (3) calendar weeks prior to the application closing
date or posting on the City's web site or all of the above methods.
B.
Job
announcements with "open" application submission dates must remain
open at least seven (7) calendar days.
[CC 1996 §105.240]
A.
The
screening process of applicants shall include oral interviews, evaluation
of experience, education and training and reference checks. The process
may also include, but not be limited to, one (1) or any combination
of the following as determined by the Mayor and Council in consultation
with the department head:
Written examinations
Performance evaluations
Medical examinations
Psychological evaluations/intelligence tests
Background investigations
Physical agility-dexterity tests
B.
Reasonable
measures shall be taken to establish the reliability and validity
of the various screening processes.
[CC 1996 §105.250]
Former employees shall be required to compete for a position
with any other qualified applicants. No retroactive reinstatement
of employee's accrued vacation or sick leave shall be given in the
event a former employee is rehired; and eligibility for accruals of
leave, based on longevity, shall begin with the last date of hire
and not total time with the City. No former employee discharged by
the City, requested to resign or who resigned with charges pending
shall be eligible for rehire.
[CC 1996 §105.260]
Full-time employees laid off or reduced to a lower classification
due to a reduction in force or re-assignment of priorities, duties
and/or projects shall rank ahead of non-City employed individuals
competing for the same position.
[CC 1996 §105.270]
A.
If
a position is to be filled for a limited time only, appointment may
be made from the list of eligible applicants interested in full-time
work. A temporary appointment shall not affect an applicant's eligibility
for full-time positions.
B.
Part-time and temporary positions shall be filled in the manner described in Section 120.240 above. Former employees may be rehired to fill temporary positions.
C.
All
part-time, temporary appointments shall be approved by the City Council.
[CC 1996 §105.280]
A.
The
City Council may refuse to examine an applicant or, after examination,
may disqualify such applicant and remove the same from further consideration
if:
1.
The applicant is found to be lacking in any of the preliminary requirements
established for the position;
2.
The applicant has been found to have conflicting interest which may
impair or compromise total effectiveness in a given classification
including criminal background, narcotic or alcoholic addictions, business
interests and/or related areas;
3.
The applicant has made a false statement of material facts on the
application;
4.
The applicant has used or attempted to use political pressure or
bribery to secure an advantage in the screening or appointment procedure;
5.
The applicant has previously been discharged or has had an unsatisfactory
service record with the City;
6.
The applicant has presented an application beyond the formal deadline
or had failed to sign the application form;
7.
The applicant requests such an action;
8.
An ample number of better qualified candidates are available for
the position.
B.
An
individual's application and examination records shall not be open
to public inspection; however, the individual's record shall be available
for inspection by that applicant.
C.
The
examination records of all persons who are appointed to positions
shall be kept in the employee's personnel file and shall be retained
throughout their employment and for at least five (5) years subsequent
to their separation.
D.
All
new appointees as a condition of their employment may be required
to pass a physical examination and be certified by the appointee's
physician as physically qualified to perform the duties of the position
they seek before their appointment may be finalized. The appointee
will bear the cost of the physical exam. The results of the examination
will be sent to the City Council for final approval and appointment.
[CC 1996 §105.290]
A.
The
probationary period shall be regarded as an integral part of the screening
process and shall be utilized for closely observing the employee's
work for securing the most effective adjustment of a new, transferred
or promoted employee to the position and for replacing any employee
whose performance does not meet the required work standards.
B.
No
employee shall be promoted or request to transfer prior to completing
a probationary period.
C.
Every
person transferred, promoted, appointed or reappointed to a position
with the City shall be required to complete successfully a probationary
or qualifying period of at least one (1) year continuous service.
1.
The probationary or qualifying period shall begin immediately upon
appointment to a position. The probationary period may be extended
by the department head with approval by the City Council for a period
of time not to exceed ninety (90) days to compensate for time missed
as a result of injury, illness, military leave or other approved extended
leave.
2.
Time spent in an acting capacity prior to receiving an appointment
to the same classification and department shall be considered as time
spent as a probationary employee in that position.
3.
The one-year probationary period, as referenced above, may be
shortened or lengthened, for good cause, upon a majority vote of the
City Council, at which time the City Council shall set the appropriate
probationary period.
[Ord. No. 1210 §§2 — 4, 4-21-2014]
[CC 1996 §105.300]
A.
At
any time during the probationary period, the Mayor, with the approval
of the City Council, may terminate an employee with or without cause
and with or without notice. An employee terminated during the probationary
period cannot appeal such action.
B.
Employees
promoted into a position who do not successfully complete a probationary
period may be returned to their previous or similar classification,
provided such position is vacant and is authorized by the City Council.
If such a position is not available, the employee may be placed on
priority rehire or transfer lists for a position for which the employee
is qualified at the written request of the employee.
