[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:
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Oral interviews
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Evaluation of experience
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Education and training
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Reference checks
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Written examinations
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Performance evaluations
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Psychological evaluations
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Background investigations
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Physical agility/dexterity tests or other measures as need arises
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Computer voice stress analyzer
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Substance abuse tests
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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:
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.
