A. 
Vacancies in the Classified City Service shall be filled by reemployment, promotional appointment, original appointment, transfer, demotion, or reinstatement. Whenever an appointing authority wishes to fill a vacancy, a requisition for an employee shall be submitted to the Human Resources Director, or authorized representative, on the prescribed form. Insofar as practicable, each vacancy shall be anticipated sufficiently in advance to permit the Human Resources Director to determine who may be available for appointment or, if necessary, to establish a class or list of eligibles.
B. 
When vacancies are to be filled by appointments from eligible lists, the lists shall be used in the following order:
1. 
By appointment of reemployment eligibles.
2. 
By appointment of eligibles from the departmental promotional list. Departmental promotional lists shall be used in accordance with the date established.
3. 
By appointment of eligibles from the promotional list. Promotional lists shall be used in accordance with the date established.
4. 
By appointment of eligibles from the open list or lateral-entry list.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1971-10-18; amended pursuant to Charter § 6.14, 1980-01-29; Ord. 24164 § 3, 1988-08-16; Ord. 26886 § 10, 2001-12-04; Ord. 28283 Ex. A, 2015-02-24)
Upon receipt of a request from the City Manager or Director of Utilities, or their authorized representative, for eligibles to consider to fill a vacant position, the Human Resources Director or authorized representative shall certify the proper number of names from the appropriate employment list or authorize some other kind of appointment as provided in these Rules. No appointment, except an emergency appointment, shall be made without such certification or prior authorization. Employment actions shall be made in the following priority:
Reemployment Eligibles: If the position to be filled is a permanent one, the Human Resources Director shall certify the one name highest of the reemployment eligibles.
Departmental Promotional List: If no reemployment eligibles exist, and in the absence of a request to fill the position by other authorized action, the Human Resources Director shall certify one name highest on the departmental promotional list.
Promotional List: If no reemployment eligibles exist, and in the absence of a request to fill the position by other authorized action, the Human Resources Director shall certify three names highest on the promotional list.
Open List: If no reemployment eligibles exist, and in the absence of a request to fill the position by other authorized action, the Human Resources Director shall certify to the department requesting certification, names from the appropriate open list of eligibles scoring in the top ten ranks. For each additional vacancy, the Human Resources Director shall certify names of eligibles in the next consecutive rank. (Section 1.24.640, subject to Section 1.24.665[1]
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1971-10-18; amended pursuant to Charter § 6.14, 1980-01-29; Ord. 25941 § 2, 1996-08-27; Ord. 26886 § 11, 2001-12-04; Ord. 28283 Ex. A, 2015-02-24)
[1]
Note: Repealed by Ord. 28082 § 3, 2012-07-31.
When an eligible list does not exist for a classification, eligibles may be certified, upon recommendation of the Human Resources Director and approval by the Civil Service Board, from a layoff or open eligible list for a classification which requires comparable knowledge, skills, and abilities as are required for the vacant position. Acceptance or refusal by an eligible for a position in a classification other than the classification the list was originally established for shall not affect the eligible person’s right to be certified for the classification for which they were originally eligible.
(Ord. 24378 § 1, 1989-07-05; Ord. 26886 § 12, 2001-12-04; Ord. 28283 Ex. A, 2015-02-24)
On promotional lists, eligibles shall be certified in order of receipt of requisitions and in order of standing on the appropriate eligible list as provided in Sections 1.24.650 and 1.24.665[1] Promotional eligibles certified in accordance with Section 1.24.665[2] shall be available for consideration without regard to status as a City employee or prior affirmative action appointment(s).
On open lists, eligibles shall be certified in order of receipt of requisitions and in accordance with Sections 1.24.650 and 1.24.667. A hiring authority may request an updated certification no earlier than two weeks following the date of the original certification.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1971-10-18; Ord. 23040 § 2, 1983-11-22; Ord. 24204 § 1, 1988-09-27; Ord. 24857 § 1, 1991-03-05; Ord. 25941 § 3, 1996-08-27; Ord. 26886 § 13, 2001-12-04)
[1]
Note: Repealed by Ord. 28082 § 3, 2012-07-31.
[2]
Note: Repealed by Ord. 28082 § 3, 2012-07-31.
(Affirmative measures. Added by the Civil Service Board, 1981-07-21; Ord. 23040 § 3, 1983-11-22; Ord. 24857 § 2, 1991-03-05; Ord. 25941 § 4, 1996-08-27; repealed by Ord. 28082 § 3, 2012-07-31)
Certification for open positions under the provisions of Sections 1.24.650, 1.24.660, and 1.24.665[1] for consideration by the City Manager or the Director of Utilities, or their authorized representative, for a vacancy does not entitle any certified eligible to an interview or to an appointment. The City Manager or Director of Utilities, or their authorized representative, has the discretion to determine the number of certified eligibles to be interviewed.
(Ord. 25941 § 5, 1996-08-27; Ord. 26886 § 14, 2001-12-04)
[1]
Note: Repealed by Ord. 28082 § 3, 2012-07-31.
Any person certified for consideration for a vacancy in accordance with Sections 1.24.650, 1.24.660, and 1.24.665[1] may be appointed by the City Manager or Director of Utilities, or their designees, by use of the form prescribed by the Human Resources Director.
(Ord. 25941 § 6, 1996-08-27)
[1]
Note: Repealed by Ord. 28082 § 3, 2012-07-31.
(Notice of certification. Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1971-10-18; repealed by Ord. 25941, 1996-08-27)
Emergency appointments may be made by the City Manager or Director of Utilities in case of an emergency to prevent delay or injury to the public business, but such appointments may not continue longer than 30 calendar days. Such emergency appointments shall utilize eligibles from appropriate eligible lists whenever practicable.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1971-10-18)
Temporary appointment may be made for a maximum period of six months with the approval of the Human Resources Director when services are required for a special job or project of limited duration or to fill a permanent position for which no eligible list exists. Temporary appointments may be extended by the appointing authority with the approval of the Human Resources Director to cover an additional six-month period. However, no position will be filled on a temporary basis or any individual employed on a temporary basis beyond 12 months aggregate time in any two-year period, unless approved by the Civil Service Board.
Unless a person or persons on an existing eligible list expresses an unwillingness to accept temporary employment for the class in which the appointment is desired, then appointment shall be made from the appropriate eligible list.
In the absence of eligible lists, temporary appointments of qualified persons may be made until such time as an eligible list is established. Within 45 calendar days from the establishment of an eligible list, the appointing authority shall terminate the services of any temporary employee hired and appointed pursuant to Personnel Rule 1.24.650.
Temporary appointments may also be made to fill vacancies resulting from permanent employees on authorized leave of absence. The duration of such temporary appointments shall be for the period of time such permanent employee is on such leave of absence.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1971-10-18; amended pursuant to Civil Service Board amendments, 1981-08-14; Ord. 24378 § 2, 1989-07-05; Ord. 28283 Ex. A, 2015-02-24)
For a detached or independent piece of construction work established by resolution or ordinance and passed by the City Council or the Public Utility Board of the City of Tacoma, where extra workers are needed and the positions to be filled are not regularly and permanently existing or to exist in the City Service, construction laborers or craftsworkers may be employed without the necessity of calling from existing eligible lists; provided, however, that regular or probationary employees who are on the reemployment list may be given preference in such employment. Such employees shall be regarded as limited term employees and shall be appointed in accordance with the provisions of Section 1.24.710 of these Rules.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1980-01-29)
When employing members of the immediate family, it shall be the policy to insure the appearance of fairness and conformance with City ordinances. Therefore, the employment of immediate family members will not be approved if one member would have practical authority to appoint, supervise, evaluate or discipline the other.
(Ord. 23335 § 2, 1985-02-05)
A position vacant as a result of a permanent or probationary employee being granted leave of absence without pay for a period of one year may be considered as a permanent position, if requested by the appointing authority and approved by the Human Resources Director, and be filled in the manner provided for in these Rules.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1980-01-29; Ord. 28283 Ex. A, 2015-02-24)
A. 
At the request of the appointing authority and upon approval by the Human Resources Director, any person who has resigned from the City Service in good standing or has taken a voluntary demotion, and who had attained permanent status prior to separation or demotion may, within two years from the effective date of separation or demotion, be reinstated to a position in the same department and in the same class as the position held at the time of separation or demotion, provided there are no employees of the department who have been laid off and whose names appear on the reemployment list for the class.
B. 
An employee separated due to physical or mental incapacity may be reinstated to the former position if able to perform the duties as required, or to any classification for which the employee is qualified in the department in which the employee was formerly employed, subject to the approval of the appointing authority and the Human Resources Director. If unable to perform the above duties, such reinstatement then may be to any position in any department within City Service for which said employee would be qualified.
C. 
Such a reinstatement must be within two years of being certified as medically fit for employment and the employee shall serve a nine-month probation period. Reinstatement from separation does not restore continuous City Service except when reinstatement is from separation due to physical or mental incapacity.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1971-10-18; Ord. 21065 § 1, 1977-05-17; amended pursuant to Charter § 6.14, 1980-01-29; Ord. 23231 § 2, 1984-08-14; Ord. 28283 Ex. A, 2015-02-24)
A permanent employee may upon written request and approval by the appointing authorities concerned, and the Human Resources Director, be demoted and granted status to a position in a classification having a lower maximum rate of compensation, provided a vacancy exists and no reemployment list exists in that class. Seniority, if not otherwise established in the lower class, shall commence on the effective date of such demotion.
(Added pursuant to Charter § 6.14, 1971-10-18; Ord. 28283 Ex. A, 2015-02-24)
A position may be filled by transferring an employee. Transfers must be approved by the affected appointing authorities and the Human Resources Director, after taking into consideration the affected employee’s preference, as far as is practicable. Requests for transfer must be submitted in writing to the Human Resources Director prior to the effective date of the transfer. Prior to certifying eligibles from the appropriate lists, the Human Resources Director shall advise the appointing authorities concerned of the names of those employees who have requested transfer.
(Ord. 23422 § 2, 1985-06-25; Ord. 28283 Ex. A, 2015-02-24)
When an employee becomes physically incapacitated for the performance of the duties of the employee’s position, the employee may, upon request of the appointing authority or upon the employee’s own initiative and with the approval of the Human Resources Director, be given status and appointed to a position, the duties of which the employee is able to perform, in a class carrying a lower compensation, without regard to previous status in the lower class. Seniority, if not otherwise established in the lower class, shall commence on the effective date of the demotion.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1971-10-18; amended pursuant to Charter § 6.14, 1980-01-29; Ord. 28283 Ex. A, 2015-02-24)
A. 
The probationary period shall be regarded as an integral part of the examination process and shall be utilized for closely observing the employee’s work, for securing the most effective adjustment of the new employee to their position, and for rejecting any employee whose performance or adjustment is not satisfactory.
B. 
All original appointments, except those made from reemployment eligibles, shall be probationary for a period of nine months after appointment. However,
1. 
Permanent and probationary employees transferred to another department shall serve a probationary period of six months.
2. 
Appointments of reemployment eligibles shall be probationary for six months if hired into a department other than the department from which the layoff was initiated.
3. 
Appointments made of reemployment eligibles shall be probationary for the period of probation remaining unserved at the time of layoff if hired into the department from which the layoff was initiated.
4. 
All appointments made to entering positions in the Police Department, the class of Fire Fighter, and all appointments made pursuant to the provisions of Section 1.24.585 of these Rules shall be probationary for a one-year period.
5. 
All other appointments shall be probationary for a period of six months.
6. 
Employees enrolled in an approved Washington State apprentice program as approved by the Washington State Apprenticeship and Training Council and State Department of Labor and Industries, who are granted status in accordance with Section 1.24.570, shall serve their probation for the journey-level class during the last six months of the apprentice program.
7. 
A Department Director may request that up to six months of the nine month probationary period be counted for a project employee appointed to a permanent classified position, provided there is no break in service. Such request is subject to the approval of the Human Resources Director and the Civil Service Board.
C. 
Upon the request of the Department concerned and approval of the Human Resources Director, periods of leaves of absence without pay or sick leave with pay shall be included in computing the probationary period.
D. 
The appointing authority shall make such periodic reports during the probationary period as the Human Resources Director requires and shall certify to the Human Resources Director on the prescribed form the name of each employee who satisfactorily completes the probationary period.
E. 
At any time during the probationary period, the appointing authority may remove or demote an employee whose performance or adjustment is not satisfactory; provided, that the appointing authority shall notify the employee and the Human Resources Director of the reasons for such action. The Human Resources Director, on the basis of this report, may reinstate the employee to the eligible list should such action appear to be in the best interests of the City. If an employee who is promoted to a higher class as a result of certification from an appropriate eligible list or who is transferred, voluntarily terminates the probation, or is found unsuited for work of the class during the probationary period, the employee shall be restored to a position in the department and class from which the employee was promoted or transferred. An employee promoted or transferred to a position may, at any time during the employee’s probationary period, voluntarily terminate the probation.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1971-10-18; amended pursuant to Civil Service Board amendments, 1981-08-14; Ord. 20031 § 1, 1974-01-22; Ord. 20242 § 1, 1974-10-29; Ord. 20833 § 2, 1976-08-03; Ord. 26886 § 15, 2001-12-04; amended pursuant to Charter § 6.14, 2004-08-30; Ord. 28283 Ex. A, 2015-02-24)
The acceptance by an eligible of an emergency or temporary appointment shall not affect their standing on the eligible list for permanent appointment. Such service shall not be counted as part of the probationary period unless such an appointment immediately precedes permanent appointment, in which case it may, at the discretion of the appointing authority, be counted towards the probationary period if such employment is in the same class in the same department and the employee is on an eligible list for such position.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1971-10-18; amended pursuant to Charter § 6.14, 1980-01-29; Ord. 28283 Ex. A, 2015-02-24)
Appointees to permanent positions in the City Service shall be required to satisfactorily complete a medical examination either prior to actual employment or during the probationary period, as determined by the appointing authority, to determine physical and mental fitness to perform work in the position to which they are appointed. Such medical examination shall be at the expense of the City; provided, that, in the event that there shall exist a contract under which the applicant or employee to be examined is entitled to such examination without the payment therefor of any fee, and any portion of the cost agreed to be paid under said contract shall be payable from funds received by the City from taxation or out of City revenues, then the City shall not be chargeable with the expense of such examination.
All employees of the City during their period of employment may be required by the appointing authority with the approval of the Human Resources Director, to undergo periodic medical examinations to determine their physical and mental fitness to perform the work of the position in which they are employed. Such periodic medical examination shall be at no expense to the employee.
Determination of physical or mental fitness will be by a physician designated by the Human Resources Director. The physician will be provided a description of the work to be performed and its physical parameters.
Where an applicant or employee of the City shall be reported by the examining physician to be physically or mentally unfit to perform work in the position to which appointment is to be made or in which the employee is employed, such applicant or employee shall have a period of three working days from the date of notification of such determination by the examining physician to indicate in writing to the Human Resources Director, the intention to submit the question of the physical or mental unfitness to a physician of their own choice at their own expense. In the event there is a difference of opinion relative to the diagnosis between the examining physician and the physician chosen by the applicant or employee, then a physician shall be mutually designated by the examining physician and the physician chosen by the applicant or employee, whose decision relative to the diagnosis shall be final and binding as to the physical or mental fitness of the applicant or employee to perform the work of the position to which appointment is to be made or in which the employee is employed. The costs incurred for such medical examinations shall be borne by the City, except as otherwise provided herein.
An applicant finally determined to be physically or mentally unfit shall not be considered for appointment. When an employee is finally determined to be physically or mentally unfit for service, such employee shall be demoted in accordance with these Rules or separated from the City Service. Such demotion or separation shall be within five days from the date of final determination of the physical or mental unfitness of the employee, subject, however, to provisions of Section 1.24.950 of these Rules. For the purposes of this section, the term physician shall also include licensed clinical psychologists in the determination of mental fitness for employment.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1971-10-18; amended pursuant to Charter § 6.14, 1980-01-29; Ord. 24542 § 1, 1990-01-09; Ord. 28283 Ex. A, 2015-02-24)