(a) Appointment Categories Established. For purposes of this chapter, the appointment categories within the classification for lay-off identified pursuant to Section 157.91
for order of layoff of employees are as follows: unclassified service, classified service.
(b) Progression of Layoffs. Layoffs shall be based upon ascending retention point order beginning with the employee having the fewest retention points. In cases where two or more employees have identical retention points, the tie shall be broken in accordance with Section 157.93
.
(c) Order of Layoff Within Appointment Categories. Within each appointment category, employees shall be laid off in the following order:
(1) Employees serving provisionally who have not completed their probationary period after appointment;
(2) Employees serving provisionally who have completed their probationary period after appointment;
(3) Certified employees who have not completed their probationary period after appointment; and
(4) Certified employees who have completed their probationary period after appointment.
(d) Computation of Retention Points.
(1) Assignment of retention points for continuous service.
A. Computation of retention points for continuous service shall be made by crediting each full-time employee with one retention point for each completed thirteen weeks of continuous service with the City.
B. Overtime shall not be considered for purposes of computation of retention points for continuous service.
(2) Assignment of retention points for relative efficiency.
A. Performance Evaluations Used. Computation of retention points for efficiency in service (relative efficiency) shall be made by using the performance evaluations of employees. Only the performance evaluations on file with the Civil Service Commission at the time retention point lists are submitted for verification shall be used for the calculation of retention points for relative efficiency. Performance evaluations to be used in calculating retention points of employees who have completed the required probationary period following appointment shall be used as follows:
1. Averaging the performance evaluations completed within the last twenty-four months.
2. If the employee has less than two years of continuous service then the probationary period evaluations shall be included.
3. No retention points for relative efficiency shall be given to employees who have not completed their probationary period.
(e) Formula for Assigning Retention Points. Assignment of retention points for relative efficiency shall be made according to the following formula:
Total Score on Performance Evaluation | Point |
20 and below | 0 |
21 - 28 | 1 |
29 - 36 | 2 |
37 - 44 | 3 |
45 - 52 | 4 |
53 - 60 | 5 |
61 - 68 | 6 |
69 - 76 | 7 |
77 - 84 | 8 |
85 - 92 | 9 |
93 - 100 | 10 |
An employee who has completed a probationary period and has not been evaluated or whose performance evaluations are not on file in the personnel files of the City, shall be assigned the maximum number of retention points for efficiency.
(Ord. 92-1458. Passed 10-6-92.)