(a) The probationary period shall begin immediately upon appointment to a permanent position and shall continue for a period of six consecutive months of work, unless specifically stated otherwise in an applicable union contract. The City shall retain the right to extend the probationary period for an additional six months, unless specifically stated otherwise in an applicable union contract, provided that written notice is given to the affected employee. The probationary period shall be regarded as an integral part of the examination process and shall provide an opportunity for the City to determine whether the probationary employee has the ability, work habits and other attributes to qualify him for regular employment status. An employee shall be retained beyond the probationary period and granted nonprobationary status only if the department head affirms that the services of the employee have been found satisfactory and recommends to the Director of Employee Relations that the employee be given nonprobationary status. At any time during the probationary period, the department head may dismiss a probationary employee if, in his opinion, the working test indicates that the employee is unable or unwilling to perform the duties of the position satisfactorily or that his habits and dependability do not merit continuance in the City service.
(b) When an employee is promoted or transferred to another job classification, he shall be on probation in the new job classification for six months. During the probationary period, the employee may be removed therefrom at any time if the employee demonstrates that he is unable to satisfactorily perform the requirements of the job as determined by supervisory personnel. If the employee is not performing at an acceptable level, the department head may recommend removal to the Director of Employee Relations, with final approval resting with the City Manager. If removed from the new job classification, the employee may be returned to his former position or any open position in the job classification the employee occupied prior to his promotion or transfer. A final decision on such assignment shall be made by the City Manager.
(Ord. 14-78. Passed 11-28-78.)