Vacancies in the competitive service may be filled by promotion. All promotions shall be conducted in accordance with the district's handbook and equal employment opportunity policy.
Certain promotions may require candidates to successfully complete a promotional exam, field test, and/or interview and to possess required certifications. Promotions will be effective on the first day of the pay period, encompassed by the date the district received the employee's certification.
(Res. 10-13 Art. 11 § A; Res. 12-18 Att. A; Res. 21-18)
The general manager may demote an employee. The reasons or conditions for demoting an employee may include, but are not limited to, any of the following:
A. 
An employee's work performance falls below acceptable standards.
B. 
Disciplinary reasons in accordance with Chapter 3.65 HDWDC.
C. 
The need no longer exists for a position that an employee fills.
D. 
An employee requests such position and has the consent of both the current and prospective supervisors.
E. 
If, in the sole discretion of the general manager, an employee who is promoted is not performing satisfactorily in the new position, the employee will be demoted back to his/her previous position. If the employee's former position is no longer vacant, the employee will be reinstated into a substantially similar position. If no such position exists, the employee may be terminated, without right of appeal or hearing.
Under extenuating circumstances and upon approval of the general manager, an employee may be demoted to a new position and still retain his/her current salary level.
(Res. 10-13 Art. 11 § B; Res. 21-18)
Due to a change in job duties and/or responsibilities, the general manager may determine that in the best interest of the district, it is necessary to abolish or create a new job grade and reclassify employees.
(Res. 10-13 Art. 11 § C; Res. 21-18)