The probationary period shall be regarded as
an integral part of the examination process and shall be utilized
for closely observing the employee's work, for securing the most effective
adjustment of a new employee to his position and for rejecting any
employee whose performance is not satisfactory.
[Amended 10-11-2005 by Ord. No. 05-19]
The probationary period shall be six months
for regular employees; however, for police officers and firefighters,
the probationary period shall be 12 months.
The probationary period shall be used in connection
with promotional appointments for the purpose of job performance only.
A.
Before the end of the probationary period, the department
head shall indicate in writing to the City Manager:
(1)
That he has discussed with the employee the employee's
accomplishments, failures, strengths and weaknesses;
(2)
Whether the employee is performing satisfactory work;
(3)
Whether the employee should be retained in the position;
(4)
Whether the employee, if a new appointee, should be
dismissed;
(5)
Whether the employee, if on probation following a
promotion, should be reinstated in his former class; or
(6)
Whether the employee should have his probationary
period extended a given number of months (not to exceed six).
B.
The City Manager may elect to cause a review to be
made within the first 30 days of employment in order to determine
whether said employee shows ability to perform required duties. If
determined appropriate, termination may occur at that time.
