Each employee, upon completion of their orientation period,
will have their performance reviewed, and thereafter their performance
shall be reviewed on an annual basis. This review will be completed
in writing by the employee's department head in writing. It will be
discussed with the employee and signed by the department head and
the employee. A copy of all reviews will be maintained in the employee's
personnel file.
An employee, upon written request, may examine his or her own
personnel file during normal working hours twice in a calendar year.
[Amended at time of adoption of Code (see Ch. 1, General
Provisions, Art. I)]
A. When additional employees are to be hired, the selection process
shall include publication of the open position(s) in newspapers and
on the City's website.
B. An application for employment must be filled out by all persons seeking
employment. Applications may be obtained at the City Clerk's office.
Interviews may be conducted by a department head, the Mayor, and/or
the Personnel Committee.
C. An applicant for the position of law enforcement officer shall meet
the requirements of and shall be selected by the Board of Police Commissioners.
[Amended at time of adoption of Code (see Ch. 1, General
Provisions, Art. I)]
The Mayor, with the approval of the City Council, shall appoint
a Director of Public Works, Police Chief, Deputy Police Chief, Executive
Secretary to the Mayor, City Attorney, City Auditor, City Collector,
and any other appointed City officers for whom a City office is created
by ordinance enacted by two-thirds vote of the City Council (in accordance
with 65 ILCS 5/3.1-30-5, as amended). The City Clerk shall appoint
a Deputy City Clerk (in accordance with 65 ILCS 5/3.1-30-10, as amended).
Appointment shall be for a one-year term, unless terminated sooner
by the Mayor as provided by state law, or until their successor is
appointed and has qualified.
[Amended 6-1-2015 by Ord.
No. 3187]
The City permits the employment of qualified family members
of an employee as long as such employment does not, in the opinion
of the City, create actual or perceived conflicts of interest. For
purposes of this policy, "family member" is defined as a spouse, child,
parent, sibling, grandparent, grandchild, aunt, uncle, first cousin
or corresponding in-law or "step" relation. The City will exercise
sound business judgment in the placement of family members of employees
in accordance with the following guidelines:
A. Individuals who are family members of employees are permitted to
work for the City, provided no direct reporting or supervisory/management
relationship exists. That is, no employee is permitted to work within
the chain of command of a family member such that one family member's
work responsibilities, salary or career progress could be influenced
by the other family member.
B. No family members are permitted to work in the same department or
in any other positions in which the City believes an inherent conflict
of interest may exist.