(A) Where current employees demonstrate the performance and expertise required for a vacant position, the city’s policy is to promote current employees whenever possible.
(B) Where an employee is interested in a vacant position, and such employee believes that he or she is qualified to fill such vacancy, such employee should contact his or her supervisor. Where a current employee demonstrates the performance and expertise for a vacancy in another department, interdepartmental transfer is permissible.
(1) City hiring decisions will be made based upon evaluation of the qualifications, work experience, and job performance of all eligible applicants.
(2) Interviews will be conducted for selection in supervisory positions.
(C) All employees transferred or promoted to a different position classification must complete an additional training period.
(D) Normally, the training period will be 180 calendar days in the position to which appointed, and may be used to evaluate an employee’s fitness for the position classification in question.
(E) During the training period, the city employee’s performance will be reviewed with respect to quality and quantity of work, ability, skills, attitude, attendance, and such other factors as may be deemed appropriate.
(F) Subject to staffing needs and budgetary requirements, employees who satisfactorily complete the training period may be offered either full-time or regular part-time positions.
(Ord. 2013-7, passed 8-28-2013)