Employee Handbook

introductory period following initial appointment may be dismissed at any time during the introductory period.

During the introductory period, supervisors shall monitor an employee's performance and communicate with the employee concerning performance progress. Before the end of the introductory period, the supervisor shall conduct a performance evaluation conference with the employee and discuss accomplishments, strengths, and needed improvements. A summary of this discussion should be documented in the employee's personnel file. The supervisor shall recommend in writing whether the introductory period should be completed, extended, or the employee be transferred, demoted, or dismissed. Introductory periods may be extended for a maximum of three additional months.

Disciplinary action, including demotion and dismissal, may be taken at any time during the introductory period of a new hire without following the steps outlined in this Policy. A promoted employee who does not successfully complete the introductory period may be transferred or demoted to a position in which the employee shows promise of success. If no such position is available, the employee shall be dismissed.

In the event that a full-time employee, who has successfully completed the initial introductory period, rates an unsatisfactory performance evaluation, the Department Head may recommend to the City Manager that the employee be placed on a performance improvement plan for a period of three (3) months. Within this time period, the employee must demonstrate a willingness and ability to meet and maintain the conduct and/or work requirements as specified by the Department Head and the City. The Department Head shall determine whether the performance improvement plan has been completed satisfactorily or if their performance remains unsatisfactory and make a recommendation to the City Manager whether the employee meets the requirements of the position or if further disciplinary action is necessary.

PROMOTION

Promotion is the movement of an employee from one position to a vacant position in a class assigned to a higher pay range. It is the City's policy to create career opportunities for its employees whenever possible. Candidates for promotion shall be chosen on the basis of their qualifications and their work records of overall job performance. Candidates shall apply for promotions using the same application process as external candidates. No employee shall be deemed eligible for a promotion whose last performance appraisal was not satisfactory.

DEMOTION

Demotion is the movement of an employee from one position to a position in a class assigned to a lower pay range. An employee whose work or conduct in the current position is unsatisfactory may be demoted provided that the employee shows promise of becoming a satisfactory employee in the lower position. Such demotion shall follow the disciplinary procedures outlined in this Handbook.

An employee who wishes to accept a position with less complex duties and reduced responsibilities may request a voluntary demotion. A voluntary demotion is not a disciplinary action and is made without using the disciplinary demotion procedures in this Handbook. An employee may be demoted because the current position is being abolished which would result in a layoff; the position is being reclassified to a higher grade and the employee lacks the necessary skill to successfully perform the job; there is a lack of work; there is a lack of funds; or because another employee, returning from authorized leave, will occupy the position to which the employee is currently assigned. An employee may be demoted as a reasonable accommodation when an employee, due to a disability, becomes unable to perform the essential functions of the job.