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.
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.
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.
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.
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.
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.
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:
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.
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.
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:
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.
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.
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.