A. 
At the completion of the examination requirements set forth in Article II, written examination, oral examination, drug-screening test, physical fitness test, background investigation and polygraph examination, the Municipal Manager shall rank all passing applicants on a list with the applicant receiving the highest score at the top of the list and the applicant receiving the lowest passing score at the bottom of the list. Applicants who qualify for veterans' preference points and/or residency preference points shall have those points added to their passing score prior to being ranked on the eligibility list. In case of tied scores, the tie will be broken by giving preference to the applicant who submitted a final completed application first. If both tied applicants submitted their complete application on the same day, then the applicants shall be ranked in order by surname.
B. 
The eligibility list should be valid for one year from the date the Municipal Manager ranks all passing applicants, assigns veteran's preference points and/or residency preference points and formally adopts the eligibility list. The Municipal Manager may, at his/her sole discretion, by a vote of the majority of Council at a duly authorized Council meeting, extend the list for an additional year. The Municipal Manager may, at his/her sole discretion, void an eligibility list at any time for any reason.
A. 
The Municipal Manager may fill any vacancy in the Police Department, which occurs as a result of expansion of the police force, retirement, resignation, disability or death by the reappointment or reinstatement of a former employee of the Police Department who had been furloughed. Except for medical/physical and psychological examinations, no other testing shall be required for a furloughed employee or a rehired or reappointed employee.
B. 
If no furlough list exists or if positions remain to be filled after all of the officers on the furlough list were offered reemployment, every vacant position shall be filled only in the following manner:
(1) 
The Municipal Manager will determine if a vacancy exists that should be filled. Three names will be certified from the list of eligibles.
(2) 
If three names are not available, then the Municipal Manager shall certify the name(s) remaining on the list.
(3) 
The Municipal Manager shall make an appointment from one of the three names certified, with reference to the merits and fitness of the candidates. However (for initial appointment to the position of police officer), when one of the three applicants on the certified list is a veteran, that applicant shall be selected.
C. 
The Municipal Manager may object to one or more of the persons certified for reasons set forth in § 105-6 of these rules and regulations. If the candidate to whom the Municipal Manager objects fails to timely exercise the rights of appeal under § 105-8 or if the Municipal Manager declines to uphold the appeal, the Municipal Manager shall strike the name of that candidate from the eligibility list and certify the next highest name for inclusion on the list of three candidates for each name stricken off.
After the appointing authority selects a candidate from the certified list of three for appointment to the vacant position, that candidate shall submit to a medical/physical examination and a psychological examination by the appropriate experts of the Municipality's choice. If the candidate successfully passes the medical/physical and psychological examinations, then that candidate shall be appointed to the vacant position in the Police Department. The appointment shall be contingent upon successfully passing the medical/physical and psychological examinations. The examiners shall certify that the candidate is medically/physically and psychologically fit for police work. Failure to pass any of the examinations shall result in the candidate being rejected from consideration. The rejected candidate may appeal the decision under § 105-8.
Every successful applicant to the position of police officer with the Police Department must serve a probationary period of at least six months, but not more than 12 months. During the probationary period, a newly hired officer may only be dismissed for cause for the reasons set forth in § 105-6. However, at the end of the probationary period, if the conduct of the probationer has not been satisfactory to the Municipal Manager, the probationer shall be notified, in writing, that the appointment will not be permanent. At that time, a newly hired officer's employment shall end. Any officer who is not informed in writing that his or her performance has been unsatisfactory shall receive a permanent appointment to the new position. Any probationer who is notified in writing that appointment will not be made permanent has no rights of appeal under these rules and regulations.