City of Breckenridge Hills, MO Article VII Appointments and Vacancies — General Provisions

Section 120.210 Filling of Positions.

[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.

Section 120.220 Emergency Appointments.

[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.

Section 120.230 Publicity.

[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.

Section 120.240 Applicant Screening Process.

[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.

Section 120.250 Rehire Former Employees.

[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.

Section 120.260 Laid Off/Recalled Employees.

[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.

Section 120.270 Part-Time/Temporary Positions.

[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.

Section 120.280 General Examination Provisions.

[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.

Section 120.290 Probationary Period.

[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]

Section 120.300 Termination During Probation.

[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.