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21.4 Rejection of Probationary Employee - Original Appointment <br /> The City Manager may terminate a probationary employee during the <br /> probationary period upon fifteen (15) days written notice without right of appeal <br /> in any manner by the probationary employee. <br /> 21.5 Rejection of Probationary Employee - Promotional Appointment <br /> Any employee rejected during the probationary period following a promotional <br /> appointment or at the conclusion of the probationary period shall be reinstated to <br /> a position in the class from which he /she was promoted and at the rate of pay the <br /> employee would have received had he /she remained in the former class. <br /> Section 22. Promotion <br /> Promotional or open - promotional examinations may be conducted whenever in <br /> the opinion of the Personnel Officer the needs of the service require. Only <br /> employees who meet the requirements set forth in the examination <br /> announcements may compete in promotional examinations. <br /> Insofar as consistent with the best interests of the service all vacancies in the <br /> competitive service shall be filled by promotion from within the competitive <br /> service after a promotional examination has been given and a promotional list <br /> established. <br /> Upon the establishment of a ranked eligibility list, the names of the persons <br /> having the highest five (5) scores on the list shall be submitted to the department <br /> head for his/her consideration. Should an eligibility list be established based upon <br /> the banding of test scores, the names of the persons by band shall be submitted to <br /> the department head for his/her consideration. <br /> When the needs of the service so require, an employee meeting the minimum <br /> qualifications may be temporarily promoted to an authorized position on an <br /> "acting" basis. While serving in the position the employee temporarily promoted <br /> shall be paid the minimum rate of pay for the classification except that said rate of <br /> pay shall be no less than five percent (5 %) above the employee's normal rate of <br /> pay. <br /> If, in the opinion of the Deputy City Manager/Director of Human Resources, a <br /> vacancy in the position could be filled better by an open - competitive examination <br /> instead of promotional examination, he /she shall arrange an open - competitive <br /> employee list consistent with the Personnel Rules. <br /> -28 - <br />