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HomeMy Public PortalAboutORD16275BILL NO. 2022-057 SPONSORED BY Councilmember Wiseman ORDINANCE NO. /61215 AN ORDINANCE OF THE CITY OF JEFFERSON, MISSOURI AMENDING ARTICLE 4, APPLICATIONS AND APPLICANTS, AND ARTICLE 5, APPOINTMENTS, OF THE PERSONNEL POLICY MANUAL. BE IT ENACTED BY THE COUNCIL OF THE CITY OF JEFFERSON, MISSOURI, AS FOLLOWS: Section 1. The Personnel Policy Manual is amended as attached. Section 2. This Ordinance shall be in full force and effect from and after the date of its passage and approval. Passed: Situ. Cep 202,2. _aa/ut„ Presiding Officer ATTEST: Approved: Mayor Carrie Tergin APPROVED AS TO FORM: ARTICLE 4. APPLICATIONS AND APPLICANTS Section 4-1. Recruitment. Notice of employment opportunities in the municipal service shall be published by posting announcements on official bulletin boardson the City’s website and in such other places as the director of human resources deems. advisable including, as appropriate, a newspaper in general circulation in Jefferson City, Missouri. Notice of all examinations for promotion shall be published by posting and other methods, but need not be published in any newspaper. The announcements shall specify the class title and salary range of the class for which the examination is announced; the nature of the work to be performed; the minimum qualifications required for the performance of the work of the class; the time, place, and manner of making application; the closing date for receiving applications; and other pertinent information. Section 4-2. Application form. All applications shall be made on forms prescribed by the City Administrator and shall be filed on or prior to the closing date specified in the announcement. Applications may require information concerning personal characteristics, education, experience, references, and other pertinent information. All applications shall be signed and the truth of the statements contained therein certified by such signature. The City Administrator shall require such proof of education, experience, and other claims as may be appropriate. Section 4-3. Disqualification. The City Administrator may refuse to examine an applicant, or, after examination, may disqualify such applicant, remove a name from an eligible list, refuse to interview an applicant, take steps to remove such person already appointed if the applicant or employee: (a) Does not meet the minimum qualifications established for the pertinent class. (b) Has a physical or mental disability such that the person is unable to perform the essential functions of the job. (c) Tests "positive" to pre-employment drug tests, is a user of narcotics or the habitual use of intoxicating liquors to excess. (d) Has made a false statement in his their application. (e) Has used or attempted to use political pressure or bribery to secure an advantage in the examinationprocess. (f) Has directly or indirectly obtained information regarding the examination process to which, as an applicant, he wasthey were not entitled. (g) Has failed to submit the application correctly or within the prescribed time limits. (h) Has taken part in the compilation, administration, or correction of the examination for which application was made. (i) Has previously been dismissed from a position in the municipal service or has resigned while (j) Has established an unsatisfactory employment or personnel record as evidenced by reference check of such a nature as to demonstrate unsuitability for employment. (k) Has taken for another or allowed another to take all or part of the an examination, or has been found cheating in any other way on an examination. (l) Has otherwise willfully violated the provisions of these rules. Applications, whether accepted or rejected, shall not be returned and shall remain on file for three years unless hired. Section 4-4. Disqualification by reason of police record. Employees and applicants may have their applications rejected or be subject to dismissal if a background check reveals conviction of a felony or misdemeanor related to the job. Section 4-5. Examinations. (a) Competitive examinations. Examinations shall relate to those matters which fairly test the aptitude, capacity, and fitness of the persons examined to perform the duties of the position sought after by them. Examinations may include written, oral, physical, or performance tests, or any combination of these. They may take into consideration such factors as education, experience, aptitude, knowledge, physical fitness, or any other qualifications or attributes which enter into the determination of the relative fitness of applicants. Promotional examinations shall be of kind and character similar to those for original appointment to the service. In addition to other factors, promotional examinations may take into consideration the quality and length of service where records are available to provide the basis for such rating. Section 4-6. Examination administration. Examinations shall be announced and held at times and places meeting the needs of the hiring department. The tests shall be conducted by persons designated by the City Administrator except that entry level and promotional examinations for sworn police positions shall be administered by the Police Personnel Board. Section 4-7. Rating of examinations. (a) Sound measurement techniques and procedures shall be used in rating the results of examinations and determining the relative standings of the competitors. In all examinations the minimum ratings by which eligibility may be achieved shall be set by the City Administrator. (b) When a rating of training and experience form a part of the examination, the City Administrator shall develop such procedures for the evaluation of these factors as will serve to assist in the selection of the best qualified candidates. These procedures shall take into consideration the quality, recency, and amount of experience, and the pertinence, quality, and amount of education. Section 4-8. Medical examinations. Employees must possess the prescribed standard of health and physical fitness necessary to perform the essential functions of their job. Medical examinations when required by the City shall be conducted at the City's expense by a physician designated by the City. The City will pay for the cost of the examination only. Any referral or additional charge outside the examination is the employee's responsibility. Section 4-9. Residence requirements. (a) Employee's residency. Residency may be considered when hiring or retaining employees if such residency affects the employee’s ability to perform all the responsibilities of the position, including but not limited to status as an on-call employee or required to respond to an emergency. The Department Director may adopt policies for residency to maximize the value of the individual positions. (b) All Department Directors shall be required to reside within the corporate boundaries within six (6) months of employment. Any employee who is promoted from within the organization who, prior to employment as a Department Director, had established residency outside the City limits, shall be exempted from this requirement contingent upon their moving within the city limits should that employee move from their established residence thereafter. Such exemption may also be granted to candidates for employment who are not hired from within if the Council believes it to be in the best interest to the City. (c) An extension of the six (6) month time limit established herein may be granted in unusual cases by the City Administrator, or Parks and Recreation Commission, as applicable. (d) Direct moving expenses of those persons appointed to be a Department Director shall be paid if they reside outside the City Limits at the time of appointment and move within the City Limits within six (6) months of appointment. Such payments must be approved by the city council. (e) Direct moving expenses may be paid for positions other than those listed above in paragraph (b) if a specific reason would justify such a payment. Such a payment must be approved by the city council and requires that the recipient move within the corporate limits of the City. ARTICLE 5. APPOINTMENTS Section 5-1. Appointments. Appointments to fill vacancies shall be made from a pool of qualified applicants who have appropriately applied from the notice of employment opportunities listed on the City’s website. Vacancies in positions which require the successful completion of examination(s) are filled from a pool of qualified applicants who have appropriately applied from the notice of employment opportunities listed on the City’s website and have successfully completed the examination(s.). Section 5-2. Appointment authority. The City Administrator shall be the appointing authority in all departments, except parks & recreation and the police department. The Parks and Recreation Commission is the appointing authority for the parks and recreation department and may delegate that authority to the Director of Parks and Recreation through formally adopted by-laws. Appointments to the police department are made by the Mayor and approved by the city council. Section 5-3. Appointment forms. No duly appointed employee may be placed on the payroll until all appointment forms have been properly signed by the City Administrator and pre-employment forms completed and signed by the employee. Section 5-4. Transfer. A position may be filled by transferring an employee from a position having the same maximum salary rate. Inter-departmental transfers must be approved by the requisitioning department and employee concerned. The relinquishing department may delay the transfer until the beginning of a pay period, but not for a period in excess of three (3) weeks. Section 5-5. Promotion/Demotion. A position may be filled by selection from qualified employees in another class having a lower/higher maximum salary range. Upon notification of a promotion/demotion, the relinquishing department may delay the promotion/demotion until the beginning of a pay period but not to exceed three (3) weeks.