(A) Eligible lists. As required by § 6B-4(c)(1)(iii) of the Charter of the city, the Commission shall establish eligible lists for appointment and promotion. The names of successful candidates shall be placed on the list in the order of the relative excellence based upon qualifications, record of performance, seniority and examination grades.
(1) Duration of lists. The lists shall continue in force for two years, unless a new examination is held and the eligible list is established prior to the expiration of the two-year period or the list is exhausted.
(2) Duration of lists of police officers and firefighters. In the case of entry-level police officers and firefighter eligibility lists, the list shall be established for a period of three years, unless, prior to the expiration period, a new examination is held and eligible list established.
(3) Lists with fewer than the required eligible names. When the Human Resources Department has posted for a position for at least 30 calendar days and has insufficient number of applicants to administer a test, it may establish a list and certify the names of those qualified to the appointing authority or department head, who may appoint from the list or request a new recruitment be commenced.
(4) Availability of eligibles and removal of names from eligible lists. The Commission shall prepare regulations setting forth the conditions for remaining on and removal from eligible lists.
(5) Public inspection. All such lists shall be available for public inspection.
(B) Re-employment lists.
(1) Employee who resigned: general re-employment list. A permanent employee separated from the service by resignation may, within a period of six months after date of separation, make a request to be placed on a general re-employment list for the class from which he was separated provided he has successfully passed his probationary position.
(a) To be eligible for re-employment and placement on the general re-employment list, the former employee may be required to:
1. Complete other pre-employment requirements to the satisfaction of the Director of Human Resources; and
2. Submit an affirmative recommendation from the employee's department head at the time of resignation.
(b) The Director of Human Resources may waive this provision whenever he deems it advisable.
(2) Laid off employee; the preferred re-employment list. The name of a permanent employee who has been laid off as a result of a reduction in force or whose position has been abolished shall be placed on the preferred re-employment list for the class of positions that he occupied at the time of separation.
(3) General.
(a) Placement on re-employment lists: seniority. Names shall be placed on re-employment lists in order of seniority, provided that the employees shall have the ability and be able to perform the duties of the position.
(b) Duration of general re-employment list. The eligibility of any person on a general re-employment list will expire six months from the date on which his name was placed on the eligible list.
(c) Duration of preferred re-employment list. The eligibility of any person on preferred re-employment lists will be governed by pertinent collective bargaining agreement. Employees not covered by collective bargaining agreement shall have their names placed on a preferred re-employment list for a period of two years.
(d) Certification from general re-employment list. Those individuals on the general re-employment list may be certified for consideration along with other eligible individuals from an open list.
(C) Promotional lists. The Director of Human Resources shall establish promotional lists from which vacancies can be filled in the competitive division.
(1) Vacancies. Vacancies shall be filled by promotion consistent with the procedures set forth herein and the promotions shall be on a competitive basis, except where the Director of Human Resources with the approval of the Civil Service Commission and the appointing authority, finds that competition is impracticable.
(2) Contents of promotional lists. Promotional lists shall consist of qualified eligibles from among the classified employees of the city. The lists may be established on a service-wide or a department-wide basis as determined by the Director of Human Resources.
(D) Employment lists. When the Director of Human Resources determines that there are insufficient numbers of internal candidates to consider for a given position or it is impractical to establish adequate promotional lists, the Director may fill positions from a higher-level list within the classifications series.
(Ord. passed 12-22-2003; Ord. passed 3-7-2005)