[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
When a vacancy occurs in a position which is necessary to carry out City business without interruption, the Department Head may appoint an employee in an acting capacity. The duration of the appointment shall not exceed six months unless an appointment has not yet been made through normal established procedures. An employee's compensation may be increased during part or all of the period while serving in an acting capacity.
[Ord. No. 10516, 9-20-2018; Ord. No. 10681, 9-3-2020; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
The recruitment and selection process for all classified positions in the City's service shall be coordinated by the Personnel Department. Applicants will be given equal consideration based on their total qualifications and background, regardless of political affiliation, age, race, color, genetic information, pregnancy, national origin, ancestry, religion, sex, sexual orientation, gender identity or expression or transgender status or disability unrelated to the ability to perform the job or any other classification protected under applicable State or Federal law. Department Heads will notify the Personnel Department as far in advance as reasonably possible of any requirements for new personnel, setting forth such information as requested by the Personnel Department.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
The Chief Administrative Officer shall determine the nature and extent of publicity required to obtain a reasonable number of qualified applicants for each vacancy. All positions open to general competition shall be announced to the public through standard announcement form, and/or other mass media at least seven calendar days in advance of the last date for filing applications. Vacancies which can be filled through promotion, when requested by a Department Head, shall be announced to eligible current City employees on City bulletin boards for at least seven calendar days prior to the application closing date. Job announcements with open, application submission dates must remain open at least seven calendar days, and may be closed by the Chief Administrative Officer when sufficient applicant response has been achieved. Provided, however, any position may be filled without strict compliance with this publicity provision.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
a. 
The screening process of applicants shall include but not be limited to one or any combination of the following as determined by the Chief Administrative Officer in consultation with the Department Head:
Oral interviews
Evaluation of experience
Education and training
Reference checks
Written examinations
Performance evaluations
Psychological evaluations
Background investigations
Physical agility/dexterity tests or other measures as need arises
Computer voice stress analyzer
Substance abuse tests
b. 
Reasonable measures shall be taken by the Chief Administrative Officer to establish the reliability and validity of the various screening processes. The City's policies and procedures with respect to the screening of applicants shall be conducted in accordance with all applicable Federal and State employment discrimination statutes and regulations.
[Ord. No. 10516, 9-20-2018; Ord. No. 10733, 11-4-2021; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
a. 
For each vacancy, a Department Head may have his or her choice of any present City employee who meets the following considerations:
1. 
Meets at least the minimum qualifications for the classification of the vacancy; and
2. 
The employee's present Department Head has agreed to the arrangements for the transfer.
b. 
An employee may be required to transfer to another position by the Department Head or the Chief Administrative Officer if such a move is in the best interest of departmental operations or the City generally, and is otherwise carried out in a manner compliant with applicable law.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
Former employees of the City of Kirkwood, regardless of time since separation, shall be required to compete for a position with any other qualified individuals. No retroactive reinstatement of former benefits shall be given in the event a former employee is re-hired; and eligibility for advanced accruals of leave, based on longevity, shall begin with the last date of hire and not total time with the City. Any former employee may be considered ineligible for rehire based upon the circumstances of the prior employment separation.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
Present full-time permanent employees laid off or reduced to a lower classification solely due to a reduction in force or reassignment of priorities, duties and/or projects, without regard to performance, shall be placed ahead of non-City employed individuals competing for the same position.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
a. 
If a position in the classified service is to be filled for a limited time only, appointments may be made from the list of eligibles interested in full-time work except that their temporary or seasonal appointment shall not affect their eligibility for full-time positions.
b. 
Former part-time employees may be re-hired without prior approval by the Personnel Office provided the Personnel Office is notified accordingly. All part-time, temporary, and/or seasonal appointments shall be coordinated through the Personnel Office.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
1. 
The Chief Administrative Officer may refuse to examine an applicant or, after examination, may disqualify such applicant and remove the name from employment eligibility if:
a. 
The applicant is found to be lacking in any of the preliminary requirements established for the position.
b. 
The applicant has been found to have conflicting interests or any background information reveals a likelihood of compromising total effectiveness in a given classification.
c. 
The applicant has made a false statement of any material fact on the application.
d. 
The applicant has used or attempted to use political pressure or bribery to secure an advantage in the screening or appointment procedure.
e. 
The applicant has previously been discharged or has had an unsatisfactory service record with the City.
f. 
The applicant has presented an application beyond the formal deadline or has failed to sign the application form.
g. 
The applicant requests such an action.
h. 
An ample number of better qualified candidates are available for the immediate or similar position.
2. 
An individual's application and examination records shall not be open to public inspection.
3. 
The examination records of all persons who are appointed to positions in a classified service shall be retained throughout their employment and for at least five years subsequent to their separation.
4. 
All new appointees may be required to pass a physical examination after an employment offer and must be certified by the City's physician as physically qualified to perform the essential duties of the position they seek before their appointment may be finalized. A substance abuse test may also be required.
5. 
The Chief Administrative Officer may, as applicable and needed, utilize an applicant's merit examination results established and administered by other merit system agencies through cooperative, reciprocal arrangements for expediting recruitment and screening of applicants.
[Ord. No. 10516, 9-20-2018; Ord. No. 10733, 11-4-2021; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
a. 
Objective. 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, demoted or promoted employee to the position, and for replacing any employee whose performance does not meet the required work standards.
b. 
Duration. Every person transferred, promoted, demoted, appointed or reappointed to a permanent position with the City shall be subject to the following requirements:
1. 
All employees must complete at least 12 continuous months of a probationary period.
2. 
The probationary or qualifying period shall begin immediately upon appointment to a permanent position. The probationary or qualifying time period may be extended or reinstated if deemed necessary by the Department Head. Any period of absence during the probationary period may cause the probationary period to be extended.
3. 
Time spent in an "acting" capacity prior to receiving a permanent appointment to the same classification and department shall be considered as time spent as a probationary or qualifying employee in this position.
4. 
An employee who is promoted, transferred or demoted prior to completing a probationary period shall begin a new 12 month probationary period in the new position and, except law enforcement officers as defined in § 590.502, RSMo., who may be entitled to a due process hearing as set forth in article XIII, § E-1320 hereof, no other probationary employee shall have grievance/appeal privileges until a probationary period is successfully completed in one classification. The employee shall, however, be eligible for benefits specified in these policies following the completion of 12 months continuous service, except that sick leave benefits may be used as earned during the probationary period.
[Ord. No. 10516, 9-20-2018; Ord. No. 10516, 9-20-2018; Ord. No. 10733, 11-4-2021; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
a. 
At any time during any probationary period (whether due to initial employment, position change, performance or disciplinary reasons), the Department Head may remove an employee for any lawful reason. A law enforcement officer who is removed from employment shall be entitled to a full due process hearing before the Chief Administrative Officer as set out in article XIII, § E-1320. In all other circumstances and for all other employees, an employee removed during any probationary period cannot appeal such removal through the grievance procedure.
b. 
Employees promoted into a position who do not successfully complete a qualifying period may be demoted into their previous or similar classification, provided such position is vacant and is authorized in the budget. If such a position is not available, the employee may be considered for any vacant position for which the employee is qualified.