A. 
Candidates for promotion shall be chosen on the basis of existing or anticipated job openings, their qualifications, and their work records, without regard to age, sex, race, color, creed, religion, national origin or physical handicap. Performance appraisals and work records for all personnel shall be carefully examined when there are position openings. Employees who are currently serving a probationary period of employment shall be eligible for promotions.
B. 
When a vacancy occurs, the department head or designated supervisor in whose department the vacancy occurs shall review all applications, including those from current Town employees.
C. 
Terms of employee labor agreements apply when applicable.
A. 
Any employee whose work in his/her present position is unsatisfactory or whose personal conduct is unsatisfactory may be demoted, provided the employee shows promise of becoming a satisfactory employee in another position. Such a demotion shall be preceded by warning procedures. Any employee who wishes to accept a position with less complex duties and responsibilities may be demoted for reasons other than unsatisfactory performance of duties or failure in personal conduct.
B. 
If the demotion is for failure in performance of duties or failure in personal conduct, the employee shall be provided with a written notice citing the recommended effective date and reasons for demotion.
C. 
Representative causes for demotion because of failure in work performance and failure in personal conduct are listed in §§ 29-81 and 29-82.
A. 
Any employee who has successfully completed a probationary period may be transferred to the same or similar grade in a different department, in which case, the employee would be required to complete another probationary period [§ 29-33b(2) applies]. Any employee desiring to be transferred should make the request to the receiving department, as well as inform the Town Manager.
B. 
As vacancies occur in other departments and if an employee wishes to be considered for transfer, the employee must complete the same paperwork as required by all interested applicants.
A. 
To assure the orderly performance and continuity of municipal service, the Town may find it necessary to temporarily upgrade employees on an acting basis to a position of a higher rank. Temporary upgrading may be required in order to fill or compensate for temporary vacancies which may exist for any of the following reasons:
(1) 
A position is vacant and is scheduled to be filled by a regular full-time employee and a period of time is required so as to proceed with and complete the normal appointment procedure.
(2) 
A position is temporarily vacant, although regularly filled, because the regular employee is on vacation, sick leave, light duty, Workers Compensation, or some other approved leave of absence.
B. 
Compensation will be in accordance with § 29-15E.
A new hire — probationary is any employee entering the Town work force for the first time.
A. 
It shall be the policy of the Town of Georgetown to evaluate all employees prior to their review dates and to recommend increases based on a satisfactory evaluation, to be effective on the review date. An employee shall not receive an increase if this evaluation proves to be unsatisfactory. The following guidelines shall be followed in this review:
(1) 
Every regular employee shall be reviewed for a full year of service.
(2) 
No later than two weeks following the employee's scheduled review date, the supervisor shall arrange to sit with the employee to discuss the evaluation.
(3) 
The supervisor shall review the employee's overall status, areas needing improvements, as well as major strong points to the employee. The appropriate Town of Georgetown employee evaluation form must be used.
(4) 
The employee shall be given a copy of the performance evaluation at least two days prior to discussing the evaluation with the supervisor.
(5) 
The supervisor shall request the employee's signature on the overall evaluation and, if the employee meets the criteria of the Merit Pay Plan, a merit pay increase shall be recommended to the appropriate department head. If such merit increase is granted, the increase shall be submitted on a Personnel Status Form, prior to the due date, to the Town Manager.
B. 
These provisions are subject to employee labor agreements, when applicable.