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<br />construed to imply that after completion of the probationary period, an employee <br />has any vested interest or property right of City employment. <br /> <br />Subd. 4 Demotion Employees terminated during a probationary period from a <br />position to which they were transferred or promoted may be reinstated to a <br />position in the class from which they were transferred or promoted, upon <br />approval and at the discretion of the Appointing Authority. If a position in that <br />class is not open, the employee may be placed on leave of absence without pay <br />at the discretion of the Appointing Authority until such time as an appropriate <br />position is available. <br /> <br />Subd. 5. Completion of Probation Period <br />A performance evaluation will be completed and reviewed with the employee <br />before the end of the probationary period. The City Administrator will notify the <br />Council as to whether the employee's performance has been satisfactory or not, <br />and whether the employment relationship should be continued. <br /> <br />In the case of the City Administrator, the Council will evaluate the employee and <br />determine in its sole discretion whether or not to continue the employment <br />relationship. The evaluation of the City Administrator shall be in writing on a <br />performance review form. <br /> <br />If the notification indicates the employee has successfully completed the <br />probationary period and will be continued, the employee will become a regular <br />employee within the meaning of this policy. The employee's length of service will <br />be computed from the date of hire. <br /> <br />4-10 Background Investigation <br /> <br />Upon the request of the City Administrator, the police department shall provide <br />certain criminal history data contained in the Minnesota Criminal Justice <br />Information System. The data to be provided must only be about finalists for City <br />positions of employment. The City Administrator must obtain the consent of the <br />finalists before requesting the data, but an applicant's failure to provide consent <br />may disqualify the applicant from the prospective position. <br /> <br />5. EMPLOYMENT STATUS CHANGES <br /> <br />5.1 Reclassification <br /> <br />A recommendation for an employee to receive a reclassification will be made on <br />the basis of the job's content, resulting from significant changes in the kind, <br />difficulty, and/or responsibility of the work performed in the position. A <br />reclassification may warrant an increase or decrease in salary range. The City <br /> <br />9 <br />