Chapter 2.92
RECRUITMENT AND SELECTION OF CITY EMPLOYEES
Sections:
2.92.020 Authority and responsibility of mayor.
2.92.030 Recruitment announcements.
2.92.040 Application for employment.
2.92.060 Examination results and scores.
2.92.080 Promotional appointments.
2.92.090 Expenditures allowed.
2.92.100 Veteran’s preference.
2.92.110 Employment of immediate family members.
2.92.010 Policy.
Recruitment and selection of city employees shall be based on the relative ability, knowledge and skills required to perform a given position, and shall be free of personal and political considerations. (Ord. 1155 § 1, 1991).
2.92.020 Authority and responsibility of mayor.
The mayor shall have the power of appointment and removal of all appointive city officers and employees subject to confirmation of appointments by a majority of all the members of the city council and subject to any applicable civil service or general statute, rule, or regulation; provided, that the city council’s power of confirmation shall not apply to civil service employees or employees subject to the city’s collective bargaining agreements. The mayor may delegate the mayor’s power of appointment and removal to the head of a department or office of the city government to appoint and remove subordinates in such department or office, subject to any applicable civil service provisions and other laws, and may delegate specific responsibilities to city staff. (Ord. 1282 § 3, 1995; Ord. 1155 § 1, 1991).
2.92.030 Recruitment announcements.
Recruitment announcements for available positions in the city service shall at a minimum be posted within the city hall for at least five consecutive working days prior the last date for filing applications for the position, and be published at least once in the city’s official newspaper five or more working days prior to the last date for filing applications for the position, and by such other means as the mayor may deem necessary. The announcement shall contain the position title, a brief description of the position’s duties, the specific minimum qualifications or requirements necessary for the position, the place and manner in which to apply, the closing date for applications, and a statement that the city is an equal opportunity employer. All announcements must be submitted to the mayor or the mayor’s designee for review and approval prior to any posting or advertising of the position. (Ord. 1198 § 1, 1993; Ord. 1155 § 1, 1991).
2.92.040 Application for employment.
A. Applications for employment shall not be accepted unless a vacancy exists or the city is aware that a vacancy will exist, and notice of the vacant position has been advertised. All applications must be fully completed, signed and dated by the applicant to be valid. Resumes may be accepted in lieu of the city application form. However, a completed application must be on file prior to final selection of an applicant.
B. All statements submitted on employment applications or attached resumes shall be subject to investigation and verification prior to appointment. Falsification of material information may be grounds for rejection of an applicant or dismissal of an employee. (Ord. 1155 § 1, 1991).
2.92.050 Selection process.
A. Selection criteria for appointments, promotions and other personnel actions shall be based on systematic evaluations, including analysis of qualifications, performance, experience and training. Selection criteria will be designed to measure each applicant’s qualification, experience and ability to perform the duties and responsibilities of the position.
B. Selection procedures may include written, oral and/or performance examinations which measure the applicant’s job-related ability, knowledge and skills. The format and content of these examinations, and the minimum qualifying score standards, shall be determined by the mayor after consultation with appropriate department heads and experienced individuals in an associated field. Evaluation of the results of the examinations shall be based on the actual requirements of the work to be performed.
C. The city may establish minimum medical and physical standards for a position which reasonably relate to the duties and responsibilities of that position. The standards may differ based on the duties and responsibilities of each position. Any physical examination utilized as a selection procedure shall be limited to considerations relevant to the applicant’s fitness for the particular position. The examining physician shall be provided with a complete job description, including a statement of bona fide physical requirements. The city will bear the cost of the physical examination and designate the physician, after consultation with the applicant. The physician’s report shall be limited to an opinion regarding the applicant’s ability to perform the requirements of the job in a proficient manner and with due regard to the safety of the applicant, coworkers and general public. If a physical examination is utilized as part of the selection procedure, the examination must be completed before an applicant is appointed.
D. An applicant may be rejected for one or more of the following reasons:
1. The applicant lacks any of the minimum qualifications necessary for the position;
2. Applicant does not meet physical requirements of the position, or has previously been removed from the city service for delinquency or misconduct;
3. The applicant has falsified all or any part of the application;
4. The applicant fails to keep the city informed of the applicant’s correct address;
5. The applicant, after notification, does not promptly appear at the time and place designated for an interview or examination. (Ord. 1155 § 1, 1991).
2.92.060 Examination results and scores.
The city shall document examination results and scores using appropriate statistical and testing techniques and shall determine the relative rating of the applicants. Each applicant in any examination shall be given written notice of the results of the examination. (Ord. 1155 § 1, 1991).
2.92.070 Trial period.
A. All original and promotional appointments shall be tentative and require a trial period of at least six months. During the trial period the employee’s performance shall be closely observed in order to determine the employee’s ability to fulfill the duties and responsibilities of the position. The trial period is an extension of the testing and selection process.
B. Each employee will be evaluated by the employee’s supervisor during the trial period. An appointment shall be made permanent at the end of six months unless the employee’s performance evaluation is unsatisfactory or further observance of the employee is required. In such cases, the appointment shall either be rescinded or the probationary period may be extended another six months; provided, that in special circumstances the trial period may be extended for more than six months. There shall be no right to an appeal based upon failure to pass the trial period.
C. During the trial period, the employee may be removed at any time with or without cause. Employees who have been transferred or promoted from another position in the city service shall be reinstated in their former position if that position is vacant; trial employees shall be removed from the city service if not a transferred or promoted employee. (Ord. 1155 § 1, 1991).
2.92.080 Promotional appointments.
In order to promote a desirable level of city employee morale and career development, vacancies shall be filled, to the extent consistent with the best interest of the city, from qualified employees holding regular positions within the city. Promotions shall be based on competitive selection processes, except in those cases where the mayor determines that a particular employee, who by virtue of length and quality of work experienced for the city, is exceptionally qualified for the promotion. Employees who are promoted shall hold trial status as provided in PMC 2.92.070. Those who fail the trial period may resume any regular employment held prior to the promotion if the position is vacant. (Ord. 1155 § 1, 1991).
2.92.090 Expenditures allowed.
When expenditures requiring the professional expertise of a person outside the city service are necessary, the mayor is authorized to pay necessary travel and subsistence expenses to bring a limited number of such persons to the city for participation in such examinations, providing funds for payment of the expenses are available. (Ord. 1155 § 1, 1991).
2.92.100 Veteran’s preference.
Applicants for employment with the city who are veterans as defined in RCW 41.04.005 shall be given a preference in accordance with RCW 41.04.010 and 73.16.010. (Ord. 1155 § 1, 1991).
2.92.110 Employment of immediate family members.
A. Hiring or maintaining employment status of immediate family members of present city employees is prohibited if:
1. One member would have the authority or practical power to supervise, hire, remove or discipline the other;
2. One member would be responsible for financially auditing the work of the other;
3. One member would handle confidential material which may create the appearance of improper or inappropriate access to that material by the other; or
4. Other circumstances would place one member in a situation of actual or reasonably foreseeable conflict between the employees and the city’s interests.
B. If two employees in such positions become so related to one another, one must be transferred to another position for which the employee is qualified. If a transfer cannot be accomplished due to the unavailability of an open position, one of the employees must resign. The decision as to which employee will resign or transfer will be made in the first instance by the employees involved. If the employees do not decide which employee will transfer or resign within 30 days after becoming related to one another, the mayor shall determine which employee will transfer or resign based on the best interests of the city. (Ord. 1155 § 1, 1991).
2.92.120 Prohibition.
No person shall wilfully or knowingly make any false statement, certificate, mark, rating, or report in regard to any test, examination or appointment held or made under the city’s personnel system, or in any manner commit or attempt to commit any fraud preventing the impartial execution of the personnel rules. (Ord. 1155 § 1, 1991).