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(a) The work performance of each City employee shall be reviewed at least annually by his department head. All personnel records including those relating to absenteeism and tardiness, professional growth, job performance and length of service shall be considered along with other relevant information of record. Major emphasis shall be placed on evaluation of how well the employee performed his specific job responsibilities.
(b) If the employee's performance is rated satisfactory by his department head, following such annual review, he may be recommended by his department head for a merit or annual increase, or both, subject to approval by the Mayor and Council.
(c) An employee who has been denied a regularly scheduled merit or step increase, may, upon the effective date of this section, make written application to his department head requesting placement into the step previously denied. Such written request shall cite the employee's basis for requisition re-alignment.
The department head, upon receiving such a request, shall review the work performance of the employee using the aforementioned review criteria, including personnel records, and shall make a recommendation, either in favor or opposing the request, to the Mayor. The Mayor's decision in the matter shall be final. Any decision in favor of such re-alignment shall not be retroactive, that is, no employee shall be entitled to "back pay" or benefits based upon such re- alignment.
(Ord. 1565. Passed 11-1-84.)
The City recognizes that unequivocal management support is essential to the success of an affirmative action program and shall encourage as feasible, that:
(a) The Mayor and/or City Administrator shall periodically reaffirm an explicit equal opportunity policy in order to promote acceptance and support.
(b) The Mayor shall assign the responsibility and authority for the program to an officer of the City. This person should be prepared to critically assess operations, to communicate the purposes and goals of the program, to provide EEO training for supervisors and managing personnel and have the ability to combat resistance to needed change.
(c) Each supervisor shall participate in developing the program and shall be responsible for applying it in his work unit, explaining and discussing it with subordinates.
(d) Management shall provide, as feasible, a forum for employees to raise questions concerning the program, its implications and its purposes.
(e) Copies of the program shall be issued to all current and new employees and shall be made available to applicants and other interested persons.
(f) The practices of employee organizations shall conform to the policy and any negotiated agreements shall contain a nondiscrimination clause and a statement of support of the program.
(g) The program shall be emphasized in all recruiting efforts, especially in regard to minority applicants and in dealings with minority and women's organizations.
(h) The City shall transmit its program policies to all departments under its authority.
(i) Management should obtain assistance from its own employees, other governmental agencies, schools, community businesses and minority and women's organizations to achieve a productive program.
(1970 Code Sec. 21.1-46.1)
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