[Ord. No. 320 §23.010, 8-9-1990]
Each employee receiving an appointment or a promotion to a position
in the service of the City must serve a probationary period of three
(3) months before his/her appointment or promotion shall be considered
permanent. During the employee's three (3) month probationary period,
the employee's work habits, abilities, attitude, promptness and other
pertinent characteristics will be observed and evaluated by his/her
supervisor, department head or other appropriate City Officials. If
the probationary employee fails to meet required standards of performance,
he/she is to be dismissed, or if he/she is a promoted regular employee,
he/she may be restored to the position from which he/she was promoted
or to a comparable position. During the probationary period, the employee
is not eligible for employee fringe benefits, such as sick leave and
vacation, but will earn credit for those to be taken at a later date.
Wages for designated holidays falling within the probationary period
will be paid to probationary employees.
[Ord. No. 320 §23.020, 8-9-1990]
If at any time during the probationary period the supervisor
(department head or other designated official) determines that the
services of a City employee have been unsatisfactory, the employee
may be separated from his/her position without the right of appeal
or a hearing. The department head may immediately suspend the employee
and shall notify the employee in writing at least seven (7) calendar
days before the effective date of separation of the reasons for the
separation.
[Ord. No. 320 §23.030, 8-9-1990]
At the end of an employee's probationary period, if there is
reason to believe that the employee may develop the ability to perform
satisfactorily by an extension of the probation period, the department
head may recommend an extension not to exceed sixty (60) days.
[Ord. No. 320 §23.040, 8-9-1990]
A.
At the end of each employee's three (3) month probationary period or extension granted under the authority of Section 117.050, the supervisor of the employee shall complete a probationary report and notify the Mayor that either:
1.
The employee has successfully completed his/her probationary period
and is capable of performing the duties of the position satisfactorily
and is henceforth to be considered a regular employee with all rights
and privileges due him/her; or
2.
The employee has not demonstrated ability to perform satisfactorily
the duties of the position and is to be separated from City Government
or, if promoted from another position, returned to the previous or
a similar position.
[Ord. No. 320 §23.050, 8-9-1990]
[Ord. No. 320 §23.060, 8-9-1990]
The minimum age for employment as a probationary employee shall
be eighteen (18) years of age.
[Ord. No. 320 §23.070, 8-9-1990; Ord.
No. 202323-002, 1-24-2023]
Employees of the City of Sparta shall not be required to live
within the City limits.
[Ord. No. 320 §23.080, 8-9-1990]
A.
All
vacancies occurring in the service of the City shall, whenever possible,
be filled by promotion of a qualified employee within the City service.
However, the department head may recruit applicants from outside the
City service whenever he/she has reason to believe that better qualified
applicants are available than within the City service. Promotion within
the City service shall be based on the qualifications and seniority
of the person being appointed. Usually, the first (1st) consideration
in filling of vacancies will be given to the most qualified senior
applicant in the department in which the vacancy exists. Next, consideration
will be given to the most qualified senior applicant from outside
the department. If no acceptable applicant is found within the City
service, the vacancy will be filled from outside the City service.
The criteria used in the selection of the most qualified senior applicant
shall be based upon experience, performance, evaluation and, where
feasible, examination.
1.
Transfer between departments will be considered when a vacancy occurs,
but first (1st) preference will be given to promotion within the department.
[Ord. No. 320 §23.090, 8-9-1990; Ord. No. 15-007 § 1, 6-9-2015]
Any public officer or employee of the City of Sparta, Missouri,
who by virtue of his/her office or employment names or appoints to
public office or employment any relative within the fourth degree,
by consanguinity or affinity, shall thereby forfeit his/her office
or employment.
[Ord. No. 320 §23.100, 8-9-1990]
City employees shall not be appointed or retained on the basis
of their political activity. City employees shall not be coerced to
take part in political campaigns, to solicit votes, to levy, contribute
or solicit funds or support for the purpose of supporting or opposing
the appointment or election of candidates for any municipal office.
[Ord. No. 320 §23.110, 8-9-1990]
No City employee shall actively advocate or oppose the candidacy
of any individual for nomination or election to any municipal office,
but an employee may participate in political affairs at other levels
of government, provided such participation does not adversely affect
his/her performance as a City employee. Employees are expected to
exercise their right to vote in municipal elections but shall not
engage in or participate in any other way in any municipal election.
[Ord. No. 320 §23.120, 8-9-1990]
Failure to comply with the requirements of Sections 117.120 and 117.130 shall be grounds for immediate dismissal. Any person who attempts to coerce or does coerce any City employee to take part in activity prohibited by Sections 117.120 and 117.130 may be punished as provided in Section 100.210 of this Code.
[Ord. No. 320 §23.130, 8-9-1990]
No full-time employee of the City shall accept outside employment,
whether part-time, temporary or permanent, without prior written approval
from the department head. Each change in outside employment shall
require separate approval. Approval shall not be granted when such
outside employment conflicts or interferes or is likely to conflict
or interfere with the employee's municipal service. Such approval,
however, shall not be arbitrarily withheld. Employees may not engage
in any private business or activity while on duty. No employee shall
engage in or accept private employment or render any service for private
interest when such employment or service is incompatible or creates
a conflict of interest with his/her official duties.
[Ord. No. 320 §23.140, 8-9-1990]
It shall be the duty of each employee to maintain high standards
of conduct, cooperation, efficiency and economy in his/her work for
the City. Whenever work habits, attitude, production or personal conduct
of any employee falls below a desirable standard, supervisors should
point out the deficiencies at the time they are observed. Corrections
and suggestions should be presented in a constructive and helpful
manner in an effort to elicit the cooperation and good will of the
employee. Whenever possible, oral and/or written warnings with sufficient
time for improvement shall precede formal discipline.
