[Ord. No. 1425 § 1, 3-21-1988]
The number, classification, and status of employees employed
by the City of Centralia shall be as determined by the annual operating
budget approved by the Mayor and Board of Aldermen. Prior to the beginning
of each fiscal year, the City Administrator shall review the number,
classification and status of personnel employed by the City and recommend
changes in the same based on the availability of funds and the nature
and level of activity of all City operations.
[Ord. No. 1425 § 1, 3-21-1988]
Department heads shall be responsible for notifying the City
Administrator whenever a vacancy occurs and for posting an announcement
of the vacancy on official bulletin boards and in other such places
and through such media as the City Administrator shall determine.
Whenever possible the Union shall be notified of the vacancy. The
announcement of the vacancy shall specify the job title, pay range,
duties of the position, minimum qualifications, time, place and manner
of making application, closing date for receiving applications and
other pertinent information.
[Ord. No. 1425 § 1, 3-21-1988]
Vacant positions shall be filled by means of original appointments,
promotion, demotion or transfer.
[Ord. No. 1425 § 1, 3-21-1988]
There shall be open recruitment of applicants for vacant positions.
The City may use a variety of recruitment sources to obtain qualified
applicants to fill vacant positions. Recruitment sources and methods
may include, but are not limited to: publication in community newspaper
and professional journal; posted announcements on community bulletin
boards and City department bulletin boards; area employment offices;
listing with community organizations and civic leaders; and applications
on file.
[Ord. No. 1425 § 1, 3-21-1988]
The City Administrator may determine that a vacancy provides
a logical promotion opportunity and may direct recruitment initially
from individuals employed by the City. It shall be the general policy
of the City to fill promotions above the entrance level by promoting
from within the City's structure. The City shall, however, recruit
from outside the City when necessary for the purpose of selecting
the best available candidate for the position. When a vacancy is to
be filled by promotions, the vacancy shall be advertised in such a
manner that all eligible City employees shall have an opportunity
to request consideration.
[Ord. No. 1425 § 1, 3-21-1988; Ord. No. 2113 § 5, 5-15-2000; Ord.
No. 2170 § 1, 10-15-2001; Ord. No. 2355 § 1, 6-20-2005; Ord.
No. 3104, 9-20-2021]
Appointive City Officers and employees shall not be required to be residents of the City but are encouraged to do so. One (1) major consideration for encouraging residency within the City for those employees and appointive officers not required to be residents shall be the need for personnel to respond quickly for emergency work after normal working hours. Slow response time may be considered in employee performance evaluations. At the time of appointment, promotion, demotion, etc., if all other factors are equal, City residents shall be given favorable preference. The standards for the maximum acceptable time of response for employees of their respective departments, including all Fire Department personnel and all full-time Police Officers, shall be that they each reside within twenty (20) minutes travel time from the City limits if they are not City residents. Also see Section 22-110 and Section 2-28 of this Code
[Ord. No. 1425 § 1, 3-21-1988; Ord. No. 1729 § 6, 3-15-1993]
The minimum age for employment as a probationary employee shall be eighteen (18) years of age. The minimum age for employment for temporary or seasonal employees shall be sixteen (16) year of age. General employees shall have no fixed retirement date. See also Section 22-65 of this Chapter.
[Ord. No. 1425 § 1, 3-21-1988]
Application for employment shall be on the prescribed City application
form, by resume, or by letter. Applicants may be required to present
proof of education, experience, or other claims. The City Administrator
may require each applicant for employment to complete and submit any
additional forms as the City Administrator may deem applicable. The
City Administrator shall be satisfied that the applicant is a citizen
of the United States within the age of employment and is willing to
undergo a physical examination. Employees shall furnish the City with
notification of any change of residency.
[Ord. No. 1425 § 1, 3-21-1988]
Applications normally shall be kept in an active file for a
minimum of forty-five (45) days. Applications may be removed and placed
in an inactive file before the end of the forty-five (45) days if
the individuals withdraw themselves from further consideration, if
they were rejected for a position or if they no longer meet the qualifications
for the position. Applications shall be retained in an inactive file
for the period of time prescribed by applicable legislation pertaining
to equal employment opportunity or records retention.
[Ord. No. 1425 § 1, 3-21-1988]
No individual may be placed on the payroll, promoted, demoted,
or transferred until all finance and personnel forms have been completed
and signed. When a physical or psychological examination is required,
the individual shall pass such examination(s) prior to placement on
the payroll.
[Ord. No. 1425 § 1, 3-21-1988]
The City shall examine all applications submitted for a vacant
position. The examination shall consist of an initial screening and
review of the submitted applications and a formal examination procedure.
During the initial screening, applications shall be reviewed to determine
the applicant's qualifications and to compare them to the position's
requirements and the City's needs. The formal examination procedure
may include an oral interview, written or physical abilities test(s)
and/or any other bona fide selection device. It shall
take into consideration such factors as education, aptitude, knowledge,
attitude, or any other qualifications or attributes which enter into
the determination of the relative fitness of the applicant.
[Ord. No. 1425 § 1, 3-21-1988]
Applicants may be disqualified from consideration for appointment
to a position if:
A.
They do not meet the requirements established for the position.
B.
They have a bona fide, job-related physical or mental
disability or limitation, including active addiction to drugs or alcohol.
C.
They have a job-related criminal conviction record.
D.
They have a poor work record or have had unsatisfactory previous
employment.
E.
They have an unfavorable interview or receive an unfavorable reference
check.
F.
They have falsified information on their application form, have failed
to submit an application correctly or have failed to submit it within
the prescribed time limit.
G.
They have used or attempted to use political pressure, bribery, or
other unethical means to obtain an advantage in the selection process.
H.
They have inadequate training, education, work experience or skill
levels as compared to the other applicants for the position.
I.
They are unable to successfully carry out the duties and responsibilities
of the position.
J.
They fail to pass required tests or examinations.
[Ord. No. 1425 § 1, 3-21-1988]
A conviction record is not an automatic bar to employment with
the City. In cases where a conviction in a court of law is related
to the position for which the individual is applying, careful consideration
shall be given to the effect an appointment would have on the effective
operation of the City's business.
[Ord. No. 1425 § 1, 3-21-1988]
Except for short-term temporary appointments, an appropriate
physical examination and/or psychological examination shall be required
of all persons entering employment. A position shall not be offered
to an applicant who does not meet the physical and/or psychological
requirements of the position. The physician performing the examination
shall be designated by the City Administrator. A medical examination
shall be to determine whether applicants for a position or employees
possess the prescribed standards of health and well-being needed to
fulfill the position's requirements.
Employees may be required by the City Administrator to have
a physical and/or psychological examination when there is reason to
believe that the employee has a physical or psychological dysfunction
which hinders his/her ability to perform the duties of his/her position.
A physical may be required for employees transferring to a different
job within the City. The City shall pay the expense of City-required
medical examinations.
[Ord. No. 1425 § 1, 3-21-1988]
In the event a sufficient number of applicants have not made
application for the vacant position, the City Administrator, after
consultation with the appropriate department head, may postpone the
closing date and the examination procedure. In such cases, all applicants
shall be notified by the City Administrator.
[Ord. No. 1425 § 1, 3-21-1988]
The City Administrator may maintain an eligibility file of applicants
who may be considered for subsequent positions. These applicants,
along with those who have successfully passed the initial and formal
examination but were not appointed to a vacant position shall have
their names placed in the eligibility file and may be considered for
all subsequent positions that open in the same class or similar classes.
Names shall be kept in the eligibility file for a minimum of forty-five
(45) days.
The name of an individual may be removed or withheld from the
eligibility file for any of the following reasons:
A.
Person states that he/she does not wish to be considered for other
positions or is unwilling to accept appointment to other positions.
B.
Declination of an offer of appointment to the City.
C.
Failure to respond either in writing or orally to notification of
re-examination or failure to appear at an interview.
D.
Inability of the City Administrator, after making reasonable efforts,
to contact the individual as a result of the failure by the applicant
to maintain a current record of address and/or telephone number with
the City.
E.
Change of required qualifications for the class.
[Ord. No. 1425 § 1, 3-21-1988]
Appointments and promotions to all classified positions shall
be made on the basis of merit and seniority which shall be determined
by evaluation of the applicants':
1.
training, education, experience, and physical fitness,
2.
oral interviews,
3.
wherever practicable, an examination or demonstration test,
4.
length of service.
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Appointments shall be made from the group of applicants who
meet the position requirements and who have passed all established
examination activities. Appointment of individuals already employed
by the City shall follow the policies governing promotion, demotion,
or transfer as established in this Chapter.
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[Ord. No. 1425 § 1, 3-21-1988]
In those instances where residents and nonresidents are equally
qualified for a vacant position, the resident shall receive primary
consideration.
In those instances when a City employee and a non-City employee
are equally qualified, the City employee shall receive primary consideration.
In those instances when a veteran of the United States Armed
Forces and a non-veteran are competing for the same position and are
equally qualified, the veteran shall receive primary consideration.
[Ord. No. 1425 § 1, 3-21-1988; Ord. No. 2217 § 1, 12-16-2002; Ord. No. 2579 § 1, 8-17-2009]
The following conditions shall apply to all appointments to
the City:
A.
Except as provided in Subsection (B), Subsection (C) and Subsection (D), all individuals shall first receive a probationary appointment for a period of six (6) months. The probationary period is a specified length of time for the supervisor to examine the employee's work habits, skills, attitude, promptness and competence for successful job performance. The probationary period shall be considered an integral part of the recruitment and hiring process.
B.
All members of the Police Department (except the Chief of Police who shall have no probationary period) when first (1st) appointed shall receive a probationary appointment for a period of one (1) year. The probationary period is a specified length of time for the Chief of Police to examine the work habits, skills, attitude, promptness and competence for successful job performance of the member of the Police Department. The probationary period shall be considered an integral part of the recruitment and hiring process. During the probationary period, the job performance of a member of the Police Department shall be reviewed and evaluated after six (6) months by the Chief of Police. The member of the Police Department shall be informed of any changes in performance that must be made and instructed on how to make the changes before his/her one (1) year evaluation as described in Subsection (F) of this Section. The probationary period of a member of the Police Department may be extended a maximum of ninety (90) days beyond the standard one (1) year if the Chief of Police believes the work performance of the member of the Police Department has not been satisfactory. In such cases, the Chief of Police shall inform the member of the Police Department of the action and state the reason(s) for the delay in the process for granting the member of the Police Department regular status. The member of the Police Department shall be told when his/her work performance will be evaluated again subject to the maximum extension period of ninety (90) days and a final decision made regarding the notice given by the Chief of Police concerning the process for granting of regular status. Subsection (C) and Subsection (D) of this Section shall not apply to a member of the Police Department during the member's probationary period.
C.
The City Administrator or department heads may establish a probationary
period longer than six (6) months for positions requiring special
skills. The City Administrator may waive in writing a portion of the
probationary period if he has had sufficient time to examine the employee's
performance and deems it is in the City's best interest.
D.
During the probationary period, the employee's job performance shall
be reviewed and evaluated after four (4) months by the employee's
supervisor. The employee shall be informed of any changes in performance
that must be made and instructed on how to make the changes before
his/her six (6) month evaluation. An employee's probationary period
may be extended beyond the standard six (6) months if the department
head believes the employee's work performance has not been satisfactory.
In such cases, the department head shall inform the employee of the
action and state the reason(s) for the delay in granting regular status.
The employee shall be told when his/her work performance will be evaluated
again and a final decision made regarding the granting of regular
status.
E.
During the probationary period the employee may be dismissed if:
F.
The employee's performance shall again be evaluated by the appropriate
supervisor at least ten (10) working days prior to the expiration
of the employee's probationary period. After the review, the department
head shall notify the City Administrator (or the Mayor for members
of the Police Department) whether the services of the employee have
been satisfactory and whether the department head desires to continue
the employee in the position. A copy of such notice shall be given
to the employee. The City Administrator (or Mayor for members of the
Police Department) based on the notice shall take the appropriate
steps necessary to terminate the employee or retain the employee in
regular status. However, no appointed officer of the Police Department
on probationary status shall be granted regular status except in the
same manner as the officer was originally appointed to probationary
status.
G.
An employee who is transferred or promoted before completion of the probationary period shall be evaluated on the basis of overall job performance in all positions worked during the probationary period and shall receive a review as set forth in Subsection (F) above. The decision to grant regular status to the employee shall be independent of any review required under Section 22-31.1.
H.
Employees (including members of the Police Department) serving a
probationary period greater than six (6) months shall be eligible
for full benefit privileges, including possible salary adjustment,
six (6) months through their probationary period.
[Ord. No. 2217 § 2, 12-16-2002]
Each employee demoted, transferred or promoted from one classification
to another within the City service shall serve a qualifying period
separate and independent of the probationary period; and the following
conditions for such qualifying period shall apply:
A.
Except as provided in Subsection (B) and Subsection (C), all individuals shall serve a qualifying period of six (6) months. The qualifying period is a specific length of time for the supervisor to closely observe the employee's work and for securing the most effective adjustment of a transferred or promoted employee to the position and for replacing any employee whose performance does not meet the required work standards.
B.
The City Administrator or department heads may establish a qualifying
period longer than six (6) months for positions requiring special
skills. The City Administrator may waive in writing a portion of the
probationary period if he has had sufficient time to examine the employee's
performance and deems it is in the City's best interest.
C.
During the qualifying period, the employee's job performance shall
be reviewed and evaluated after four (4) months by the employee's
supervisor. The employee shall be informed of any changes in performance
that must be made and instructed on how to make the changes before
his/her six (6) month evaluation. An employee's qualifying period
may be extended beyond the standard six (6) months if the department
head feels the employee's work performance has not been satisfactory.
In such cases, the department head shall inform the employee of the
action and state the reason(s) for the extension of the qualifying
period. The employee shall be told when his/her work performance will
be evaluated again and a final decision made regarding the employee's
continued appointment to the position.
D.
If during the qualifying period an employee fails to perform the
duties of the position satisfactorily, the employee may be returned
to the former or similar position when one becomes available. Provided
however, in cases where the position was filled by a demotion, the
department head may transfer or recommend dismissal of the employee.
E.
At any time during the qualifying period when an employee is about
to be laid off because of a reduction in force, the department head
with the consent of the City Administrator (or the Mayor for members
of the Police Department) and the employee, may demote the employee
to a lower class in lieu of layoff if work is available. The qualifying
period for the new position shall start from the beginning of work
in the new position. However, if the demotion brings about a return
to a classification for which the employee has already served a qualifying
period, no new qualifying period shall be necessary.
F.
The employee's performance shall be evaluated by the appropriate supervisor at least ten (10) workdays prior to the expiration of the employee's qualifying period. After the review, the supervisor shall then recommend the employee not be retained in the position as set forth in Subsection (D) or shall provide a written record of the employee's satisfactory completion of the qualifying period for the employee's permanent personnel records.
G.
Time spent in an "acting" capacity prior to receiving a regular appointment
to the same classification and department shall be considered as time
spent as a qualifying employee in the position.
H.
An employee whose position is reclassified shall not be required
to complete a new qualifying period. An employee whose position is
reclassified prior to completing a qualifying period shall not complete
a new qualifying period but shall be required to successfully complete
the original qualifying period.
[Ord. No. 1425 § 1, 3-21-1988; Ord. No. 3104, 9-20-2021]
The City Administrator and department heads are authorized to
hire seasonal, temporary or part-time personnel to meet the needs
of special service programs, to assist in special work requirements,
or to participate in special training or public employment programs
when funds are available or budgeted for such employees.
Temporary appointment shall not exceed six (6) months unless
it is a result of the City's participation in special training or
public employment programs, or if unusual circumstances, as determined
by the City Administrator, prevent appointment of a regular employee.
Part-time, seasonal, and temporary personnel who return to City
employment may have previous service time considered when determining
their rate of pay.
[Ord. No. 3104, 9-20-2021]
A.
Exempt employees are assigned to job classifications, which are designated
as executive, administrative, or professional. These classifications
are paid on a salaried basis under the provisions of the Fair Labor
Standards Act (FLSA)[1] and will not receive overtime compensation.
[1]
Editor's Note: See 29 U.S.C.A. § 201 et seq.
B.
All other employees are considered non-exempt and are governed by
the provisions of the Fair Labor Standards Act (FLSA) and will be
compensated via overtime pay or compensatory time off in accordance
with FSLA guidelines.
C.
FSLA standards may vary depending on profession.
[Ord. No. 1425 § 1, 3-21-1988]
Appointment of former employees may be made. No special pay
rights accrue to these employees unless their termination was the
result of a layoff. Employees discharged for cause may only be re-employed
after the City Administrator has given approval, except for appointed
positions in the Police Department.
[Ord. No. 1425 § 1, 3-21-1988]
If an employee is incapable of performing his job to the degree
and level expected of the employee and required by the City, the employee
may be reassigned to a job classification which he is or may be capable
of performing, if an opening exists.
