(a) Every new regular full-time and regular part-time employee will be required to successfully complete a probationary period. The probationary period for new employees shall begin on the first day for which the employee receives compensation from the employer, and continues for a period of 365 calendar days. A newly hired, probationary employee may be terminated during his probationary period and shall have no appeal over such removal.
(b) A newly promoted employee will be required to successfully complete a probationary period in his newly appointed position. The probationary period for a newly promoted employee shall begin on the effective date of the promotion and shall continue for a period of 180 calendar days. A newly promoted employee who evidences unsatisfactory performance shall be returned to his former position any time during his probationary period. However, in the event the employer feels that the employee's performance warrants further review, the employer shall notify the employee, in writing, specifying the area of his performance that needs improvement, and the employer and employee may mutually agree to an extension of the initial promotional probationary period, not to exceed an additional 180 calendar days.
(c) Supervisors shall use the probationary period to closely observe and evaluate the work and fitness of employees and to encourage adjustment to jobs and City service. Supervisors shall recommend retention of only those employees who meet acceptable standards during the probationary period.
(d) A probationary employee may be separated at any time during the probationary period when, in the judgment of the employer, the employee's fitness and/or quality of work is not such as to merit continuation in the job.
(e) A newly promoted employee will be required to successfully complete a probationary period in his newly appointed position. The probationary period for a newly promoted employee shall begin on the effective date of the promotion and shall continue for a period of 180 calendar days. A newly promoted employee who evidences unsatisfactory performance shall be returned to his former position any time during his probationary period. However, in the event the employer feels that the employee's performance warrants further review, the employer shall notify the employee, in writing, specifying the area of his performance that needs improvement, and the employer and employee may mutually agree to an extension of the initial promotional probationary period, not to exceed an additional 180 calendar days.
(f) A newly hired, probationary full-time employee may be terminated during his/her probationary period and shall have no appeal over such removal. Any employee failing a promotional probation shall have the right of appeal through the grievance procedure within five days following notice of failure of probation.
(g) Based on performance/behavior, a department head and/or employee may be placed on administrative probation, if the City Manager and/or the responsible department head deems it appropriate, for a period of six months.
(h) Upon establishing an administrative probation period, the department head and/or the City Manager will inform the employee, in writing, with a justification for such action.
(i) There shall be a conference between both parties as well as a completion of a personnel evaluation form by the supervisor and a self-evaluation by the employee using the same form. During this time, remedial steps for correcting the deficient performance/behavior shall be noted and advised. There shall be subsequent evaluations at three months and a final evaluation at six months.
(j) Depending on the outcome of the administrative probationary period (six months), the supervisor may recommend the following:
(1) Keeping the employee at present status;
(2) Demoting the employee and/or reducing the employee's compensation; or
(3) Terminating the employee.
(k) During the probationary period, the employee's status shall remain at status quo. It is the intent to correct and improve the performance of the employee, not to terminate him or her.
(Ord. 2453. Passed 4-10-95; Ord. 3263. Passed 11-25-19.)