(a) 
Objective of Probationary Period. The probationary period shall be regarded as an intrinsic part of the examination process and shall be utilized for closely observing the employee's work, for securing the most effective adjustment of a new employee to the position, and for eliminating any probationary employee whose performance does not meet the required standards of work.
(b) 
Length of Probation. All original, transitional and promotional appointments shall be tentative and subject to a probationary period of not less than six months. The probationary period may be extended only in those cases where the appointing authority and the Personnel Officer agree that due to specific and documented performance problems an additional period would be beneficial to the employee and the City.
(1) 
Limitation on Extension. Any extension of the probationary period shall not exceed six months.
(2) 
Continuance of Probation. In the event of injury, illness, or other authorized leaves of absence in excess of 30 days or 216 hours, excluding absences for regularly scheduled vacations, the probationary period for entrylevel positions shall be continued for the same number of days or hours the employee is excessively absent from his or her regularly assigned duties. "Excessively absent" shall be defined as an accumulated absence of 14 work days or 96 work hours in a 30-day or 216-hour work period. For example, if an employee accumulates an additional 14 days or 96 hours of absences after a continued absence of 30 days or 216 hours, then such employee shall have his or her probationary period continued for not less than 14 days or 96 hours.
(3) 
The probationary period will also be continued for the same length of time a probationary employee is assigned to modified or light duty, unless during the modified or light duty assignment, the employee performs substantially all of the regularly assigned duties of the position to which the employee was hired. ((b) amended by Resolutions CS07-126, 09/20/07; CS07-071, 05/17/07; CS06-091, 08/03/06, adding (1) and (2))
(c) 
Reinstatement of Probation. An employee who has been reinstated in accordance with rule VIII of these Rules may be reinstated to the position held prior to being certified to the sworn position and shall be subject to a new probationary period beginning on the first day of reinstatement. Such employee shall not attain regular status until successful completion of the entire probationary period for that class.
(Amended by resolution CS05-065, 05/19/05, adding (c))
The Director of Human Resources shall notify the appointing authority two weeks prior to the termination of any probationary period. At the end of the probationary period, if the service of the probationary employee has been satisfactory to the appointing authority, then the appointing authority shall file with the Director of Human Resources a statement in writing to such effect and stating that the retention of such employee in the service is desired.
(Amended by Resolution CS03-068, 10/02/03)
(a) 
Original Appointment. During the probationary period, an employee may be rejected at any time by the appointing authority without the right of review of any kind.
(b) 
Promotional Appointment. Any employee rejected during the probationary period following a promotional appointment, shall be reinstated to the position from which the employee was promoted, unless charges are filed and the employee is discharged in the manner provided in the Civil Services Ordinance and these rules.
(c) 
Effect of Rejection From Sworn Service. Any employee who successfully completed six months of probation in any class in the Miscellaneous Service and who is rejected from probation after being appointed to any entry-level position in the Police or Fire Department, may be reinstated to the Miscellaneous position previously held upon written request to and approval by the Commission. This provision shall not be effective unless there is a vacancy in the affected Miscellaneous class and the Personnel Officer approves the filling of such vacancy.
(Amended by Resolution CS03-068, 10/02/03; amended by Resolution CS05-065, 05/19/05, adding (c))
(a) 
Policy. The Director of Human Resources shall establish and administer a policy and program for evaluating the work performance of employees in the classified service. The performance evaluation shall be designed to permit the evaluation as accurately and fairly as is reasonably possible of each classified employee's performance.
(b) 
Preparation of Evaluation. Performance evaluations shall be prepared by the department head or by the employee's immediate supervisor. The method of preparing, rating, and distributing performance evaluations shall be determined by the Director of Human Resources.
(c) 
Rating Periods. Performance evaluations shall be prepared and filed within 10 days of the following due dates:
(1) 
Classified employees subject to a six-month probationary period shall receive a performance evaluation upon completion of the second and fifth months of employment.
(2) 
Classified employees subject to a 12-month probationary period shall receive a performance evaluation upon completion of the fourth, eighth, and eleventh months of employment.
(3) 
Upon completion of the probationary period, classified employees shall receive performance evaluations at least once in every calendar year within 30 days following the anniversary of employment. Upon reaching the last step of the salary range, regular employees shall receive performance evaluations at two-year intervals.
(d) 
Special Performance Evaluations. The appointing authority or an employee's immediate supervisor may conduct a special performance evaluation at any time it is deemed necessary to record a specific performance, as set forth in the policy and procedure established by the Director of Human Resources.
(CS 02-126, 12/19/02; 10/02/03; amended by Resolutions CS03-068)