Res. #24-006 - Adopting a Revised Personnel Policy

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Completion of Probation Period: A performance evaluation will be completed and reviewed with the Employee before the end of the probationary period. The City Administrator will notify the Council as to whether the Employee's performance has been satisfactory or not, and whether the employment relationship should be continued. City Administrator: The City Council Personnel Committee or City Council will evaluate the City Administrator and recommend any changes to the employment contract. The evaluation of the City Administrator shall be in writing on a Performance Report. Notification: If the notification indicates the Employee has successfully completed the probationary period and employment will be continued, the Employee will become a regular Employee within the meaning of this policy. The Employee's length of service will be computed from the date of hire for the purpose of calculating the term of probationary period. 4.10 Background Investigation Upon the request of the City Administrator, the police department shall provide certain criminal history data contained in the Minnesota Criminal Justice Information System. The data to be provided must only be about finalists for City positions of employment. The City Administrator must obtain the consent of the finalists before requesting the data, but an applicant's failure to provide consent may disqualify the applicant from the prospective position. 5. EMPLOYMENT STATUS CHANGES 5.1 Reclassification A recommendation for an Employee to receive a reclassification will be made on the basis of the job's content, resulting from significant changes in the kind, difficulty, and/or responsibility of the work performed in the position. A reclassification may warrant an increase or decrease in salary range. The City Council must review all reclassification recommendations made by the City Administrator. Reclassification will be approved only by the City Council. 5.2 Promotion Vacancies may be filled by promotion of present Employees who meet the requirements established for the classification, made by the City Administrator, and approved by City Council. Demotion An Employee may be demoted if found unsuited for the present position but may be expected to perform satisfactorily in a position of having a lower pay range, rank, or grade, and/or lesser responsibility than previously held. An Employee may also be demoted if his/her position has been abolished or reclassified and he/she cannot be transferred to a position of equal pay for which they are qualified and suited. Page 9 of 60