Loading...
(a) Municipal employees shall be rated or evaluated with respect to performance twice during the employee's probationary period and no less than two times during each calendar year thereafter.
(b) The first performance evaluation shall be completed within the first half of probationary period. The second evaluation shall be completed within thirty days prior to completion of the probationary period, unless the employee is given a probationary removal or a reduction, in which case the final evaluation shall be made at the time of the removal or reduction.
(c) Each employee shall be evaluated by his immediate supervisor and where applicable by each level of supervision within the department.
(d) Forms for performance evaluation shall be prepared and made available to all municipal departments by the Civil Service Commission.
(e) Performance evaluations shall be used to determine efficiency points in the computation of retention points for layoffs.
(Ord. 92-1458. Passed 10-6-92.)
Employees in the classified civil service of the City may be laid off whenever a reduction in force is necessary due to a lack of funds, lack of work or the abolishment of positions.
(a) For layoff of positions in the unclassified service the City personnel policies shall apply.
(b) If it becomes necessary for an appointing authority to reduce his workforce, the appointing authority shall lay off employees in accordance with the rules of this chapter.
(c) If an appointing authority abolishes positions in the civil service, the abolishment of positions and any resulting displacement of employees shall be made in accordance with the rules of this chapter.
(Ord. 92-1458. Passed 10-6-92.)
(a) The determination of the existence of a lack of funds or a lack of work shall be made by the appointing authority of the City.
(b) The appointing authority shall provide the Civil Service Commission with a statement of rationale and supporting information for the determination of the lack of funds or lack of work as is available prior to the time the layoff notices are mailed or delivered to the affected employees. The statement of rationale and supporting information shall be filed with the Commission prior to sending the notices of the layoff to employees.
(Ord. 92-1458. Passed 10-6-92.)
(a) Reasons for Abolishment. An appointing authority may abolish positions in the classified civil service for any of the following reasons:
(1) As a result of a reorganization for the efficient operation of the appointing authority;
(2) For reasons of economy; or
(3) For lack of work which is expected to be permanent.
A lack of work shall be deemed permanent if it is expected to last more than one year.
(b) Determination in Filing a Statement of Rationale and Supporting Information. The determination to abolish positions shall be made by the appointing authority. The appointing authority shall file with the Civil Service Commission a statement of rationale and supporting information for the determination to abolish positions. This statement of rationale and supporting information shall contain information as is available prior to the time the layoff notices are mailed or delivered to the employees to be laid off as a result of the abolishments.
(Ord. 92-1458. Passed 10-6-92.)
Loading...