Anderson 

Subchapter 6 - Recruitment, Selection, and Performance Evaluation

Sections:

2.560.0            Recruitment Method.

2.560.5            Job Announcements and Publicity.

2.561.0            Application Form.

2.561.5            Physical Examinations.

2.562.0            Selection Devices.

2.562.5            Method of Rating.

2.563.0            Rejection of Applicants.

2.563.5            Confidentiality.

2.564.0            Application by City Employees.

2.564.5            Purpose of Performance Evaluations.

2.565.0            Administration of Performance Evaluations.

2.565.5            Periods of Evaluation.

2.566.0            Evaluator and Form of Evaluation.

2.566.5            Review of Performance Evaluation.

Section 2.560.0.          Recruitment Method. 

As necessary, the mayor shall conduct a recruitment program designed to meet current and projected employee manpower needs.  Recruitment will be tailored to the various classes of positions to be filled and may be directed to all sources likely to yield qualified candidates.

Section 2.560.5.          Job Announcements and Publicity. 

In order to attract an adequate number of candidates for present or anticipated vacancies and to permit successful competition with other employers, the mayor may issue job announcements and otherwise publicize vacancies to the public.  Job announcements shall be published in the local newspapers and in such other publications as the mayor deems necessary.  Job announcements shall be clear and readable, and shall include the job title, salary range, job qualifications requirements, statements of compliance with Title I of the Americans with Disabilities Act (ADA) and Equal Opportunity Employer Regulations, and application procedures.  Publicity for job vacancies shall be conducted for a sufficient period of time to ensure reasonable opportunity for persons to apply and be considered for employment.  The mayor may also initiate continuous recruitment programs, as appropriate.  All job announcements for permanent appointments shall be posted in a three prominent places including the city offices. The mayor may waive, until the next regular scheduled council meeting, the requirements of this section in order to meet a bona fide emergency situation.

Section 2.561.0.          Application Form. 

All applications for employment shall be made on forms prescribed by the mayor.  Such forms shall require background information including training, experience and other pertinent information.

Section 2.562.0.          Selection Devices. 

The mayor shall determine the selection device or devices to be used in evaluating applicants for a position, if any.  The mayor may use any selection device pertinent to the position requirements he/she deems in the best interests of the city so long as such devices are not in conflict with the regulations concerning discrimination.  Non-inclusive examples of such selection devices include work samples, performance tests, practical written tests, individual physical examinations, background and reference inquiries, evaluation of training and experience.

Section 2.562.5.          Method of Rating. 

The mayor shall determine the method to be used in rating applications, and the minimum scores which must be achieved on selection devices, if any.

Section 2.563.0.          Rejection of Applicants. 

The mayor may reject an applicant for any reason he determines to be adequate, so long as such reason is not in conflict with the regulations concerning discrimination.  The mayor shall reject an applicant for an emergency response employee or volunteer position, if the applicant tests positive on the drug test required under sections 2.590.0 through 2.596.0.

Section 2.563.5.          Confidentiality. 

Job applications are public records and shall be open to public inspection.  Upon request of an applicant, the results of a pre-employment physical examination may be kept confidential.  Whether or not the applicant so requests, the results of a pre-employment drug test shall be kept confidential as required by section 2.5855.

Section 2.564.0.          Application by City Employees.

City employees may apply for any vacancy in the city service in the same manner as non-city employees.  City employees are not entitled to priority consideration for vacancies in the city service.

Section 2.564.5.          Purpose of Performance Evaluations.

                        (a)  The purposes of the employee performance evaluation program are

            (1)  To enhance communication between supervisors and subordinates; and

            (2)  To assist employees in improving their performance.

                        (b)  The mayor may, but is not required to, consider performance evaluations as one factor in making any decision relating to termination, suspension, demotion, or other discipline of an employee.

                        (c)  Completion of performance evaluations in accordance with this article is not a prerequisite for taking any disciplinary or other personnel action affecting any employee under this article.  Such actions may be taken whether or not the performance evaluation program has been complied with in relation to a particular employee.

                        (d)  The contents of performance evaluations shall not alter or amend any of the terms or conditions of an employee's employment. 

Section 2.565.0.          Administration of Performance Evaluations. 

The mayor shall be responsible for overall administration of the employee performance evaluation program.  The mayor/department heads shall advise and assist employees, rating officers and reviewing officers in handling performance evaluation procedures in accordance with the provisions of this article.

Section 2.565.5.          Periods of Evaluation. 

Each employee shall have his performance evaluated at the following times:

                        (a)  An employee shall receive a performance evaluation at the end of his/her probationary period.

                        (b)  Each employee shall receive an annual performance evaluation on his/her anniversary date of hire.                       

                        (c)  A special performance evaluation shall be completed whenever:

(1)  There is a significant change either upward or downward in the employee's performance; or

(2)  A supervisor permanently leaves his position.  The supervisor shall complete a performance evaluation on each employee under his supervision who has not been evaluated within six months prior to the date on which the supervisor will leave his position.

Section 2.566.0.          Evaluator and Form of Evaluation.

                        (a)  The rating officer shall be the employee's immediate supervisor.  The rating officer for the city administrator and city clerk is the mayor. The rating officer shall be responsible for completing a performance evaluation at the time prescribed for each employee under his supervision.

                        (b)  The reviewing officer shall be the rating officer's immediate supervisor.  The reviewing officer shall review the performance evaluation report completed by each rating officer under his supervision before the report is discussed with the employee.  The reviewing officer may consider the performance evaluations completed by the rating officer when evaluating the rating officer's performance.  If the mayor designee/city clerk is the rating officer, the mayor shall be the reviewing officer.  There shall be no reviewing officer for the city administrator and city clerk.

                        (c)  The mayor, mayor designee/city clerk shall develop a form to be used for performance evaluations.  If the employee's performance is satisfactory, the form may be a simple statement to that effect.  The form shall provide a method for explaining superior and unsatisfactory performance.  The form shall also permit the rating officer to comment on steps which the employee must take to remedy unsatisfactory performance.  There shall also be a space for the employee's comments.

                        (d)  In cases where the department head is the employee’s immediate supervisor, the mayor will be the reviewing officer.

Section 2.566.5.          Review of Performance Evaluation.

The rating officer shall discuss the performance evaluation with the employee prior to filing the evaluation in the employee's personnel file.  After the discussion, the employee shall sign the performance evaluation.  The employee's signature certifies only that the employee has received a copy of the evaluation and has had an opportunity to discuss it with the rating officer.  If the employee refuses to sign the evaluation, the rating officer shall note that fact on the evaluation form.