§ 36.94 CHARACTER OF PROMOTIONAL EXAMINATIONS.
   All promotional examinations shall be practical and shall relate directly to those matters which will fairly test the capacity of the examinee to discharge the basic duties of the class or position to which promotion is sought. Each candidate for a promotional examination can expect to participate in the following procedures:
   (A)   Performance rating review.
      (1)   The last performance rating for the previous forty- eight (48) months will be reviewed (see § 36.91 for applicable standards).
      (2)   Probationary rating will not be used unless it is the only rating of the employee in the classification that deems him/her eligible to participate in the examination.
      (3)   If the last regular rating has been omitted during the year preceding the examination, a special performance rating will be obtained.
   (B)   Testing. One or more of the following tests will be required:
      (1)   Written test. When appropriate, shall be designed to examine competitor's basic understanding of the job; his/her ability in the correct usage of language; and his/her range of general information.
      (2)   Oral test. When appropriate, shall be designed to examine candidate's basic ability to respond to unpredictable situations, and problem solving skills. Oral tests shall be conducted in the following manner:
         (a)   The examiners must be competent in the kind of work represented by the job vacancy.
         (b)   The examiners shall not be employees of the city except with prior approval of the Commission.
         (c)   The same questions will be asked of each applicant, and a uniform marking system will be used for the answers.
      (3)   Practical performance test. When appropriate, a test of practical skills shall be administered. Such test will be designed to determine competitive performance capability pertinent to the designated position. Other aspects to be considered are:
         (a)   Should a position require two (2) or more distinct skills, the Commission may request a separate test for each skill. An accumulative minimum grade shall be established.
         (b)   Any candidate who fails to attain a minimum accumulative grade shall not be considered for further testing.
   (C)   Seniority. This part shall consist of a credit awarded to each competitor on the basis of his continuous service with the city.
      (1)   Any employee whose city service is interrupted only by military service shall receive credit for seniority on the basis of his combined city and military service.
      (2)   Twelve months: one point.
         Twenty-four months: three points.
         Thirty-six months: five points.
(Ord. 16-1970, passed 3-2-70; Am. Ord. 62-1981, passed 1-4-82; Am. Ord. 10-1983, passed 5-4-83; Am. Ord. 10-1985, passed 3-18-85; Am. Ord. 06-2011, passed 6-6-11; Am. Ord. 04-2012, passed 5-7-12)