Common use of APPOINTMENTS AND PROMOTIONS Clause in Contracts

APPOINTMENTS AND PROMOTIONS. 22.1 Appointments and promotions shall be based on merit and fitness to be ascertained so far as practicable by competitive examinations. Examinations shall be used and conducted to aid in the selection of qualified employees and shall consist of recognized selection techniques which will, in the opinion of the Human Resources Director, test fairly the qualifications of candidates. 22.1.1 Notwithstanding any other provision of this ARTICLE, vacant positions in the classified service which would otherwise be filled by open recruitment may be filled by appointing part-time employees currently employed in a part-time classification with full-time equivalent classifications. 22.2 Minimum standards of employment for each job class shall be recommended by the Human Resources Director and approved by the City Manager. 22.3 At such times as the appointing authority with concurrence of the Human Resources Director determines that it is in the best interests of the City to promote from within, promotions shall be on a competitive basis except when the Human Resources Director finds that the number of employees qualified for promotion is insufficient to justify competition. Appropriate consideration shall be given to promotional candidates’ qualifications, record of performance, and seniority, in that order. When a qualified, work-disabled employee is available, consideration will be provided according to the Vocational Rehabilitation Administrative Regulation. 22.3.1 At such times as the appointing authority with concurrence of the Human Resources Director determines that it is in the best interests of the City to recruit from both inside and outside the organization, City employee candidates who choose to compete shall be evaluated on the same basis as non-employee candidates. 22.3.2 Advancement to a higher paid job class shall constitute a promotion.

APPOINTMENTS AND PROMOTIONS. 22.1 ‌ 21.1 Appointments and promotions shall be based on merit and fitness to be ascertained so far as practicable by competitive examinations. Examinations shall be used and conducted to aid in the selection of qualified employees and shall consist of recognized selection techniques which will, in the opinion of the Human Resources Director, test fairly the qualifications of candidates. 22.1.1 21.1.1 Notwithstanding any other provision of this ARTICLE, vacant full- time positions in the classified service which would otherwise be filled by open recruitment may be filled by appointing partnon-time probationary employees currently employed in a the equivalent part-time classification with full-time equivalent classificationsclassification. 22.2 21.2 Minimum standards of employment for each job class shall be recommended approved by the Human Resources Director and approved by the City ManagerDirector. 22.3 21.3 At such times as the appointing authority with concurrence of the Human Resources Director determines that it is in the best interests of the City to promote from within, promotions shall be on a competitive basis except when the Human Resources Director finds that the number of employees qualified for promotion is insufficient to justify competition. Appropriate consideration shall be given to promotional candidates’ qualifications, record of performance, and seniority, in that order. When a qualified, work-disabled employee is available, consideration will be provided according to the Vocational Rehabilitation Administrative Regulation. 22.3.1 21.3.1 At such times as the appointing authority with concurrence of the Human Resources Director determines that it is in the best interests interest of the City to recruit from both inside and outside the organization, City employee candidates who choose to compete shall be evaluated on the same basis as non-employee candidates. 22.3.2 21.3.2 Advancement to a higher paid job class shall constitute a promotion.

APPOINTMENTS AND PROMOTIONS. 22.1 ‌ 21.1 Appointments and promotions shall be based on merit and fitness to be ascertained so far as practicable by competitive examinations. Examinations shall be used and conducted to aid in the selection of qualified employees and shall consist of recognized selection techniques which will, in the opinion of the Human Resources Director, test fairly the qualifications of candidates. 22.1.1 21.1.1 Notwithstanding any other provision of this ARTICLE, vacant full-time positions in the classified service which would otherwise be filled by open recruitment may be filled by appointing partnon-time probationary employees currently employed in a the equivalent part-time classification with full-time equivalent classificationsclassification. 22.2 21.2 Minimum standards of employment for each job class shall be recommended approved by the Human Resources Director and approved by the City ManagerDirector. 22.3 21.3 At such times as the appointing authority with concurrence of the Human Resources Director determines that it is in the best interests of the City to promote from within, promotions shall be on a competitive basis except when the Human Resources Director finds that the number of employees qualified for promotion is insufficient to justify competition. Appropriate consideration shall be given to promotional candidates’ qualifications, record of performance, and seniority, in that order. When a qualified, work-disabled employee is available, consideration will be provided according to the Vocational Rehabilitation Administrative Regulation. 22.3.1 21.3.1 At such times as the appointing authority with concurrence of the Human Resources Director determines that it is in the best interests interest of the City to recruit from both inside and outside the organization, City employee candidates who choose to compete shall be evaluated on the same basis as non-employee candidates. 22.3.2 21.3.2 Advancement to a higher paid job class shall constitute a promotion.

APPOINTMENTS AND PROMOTIONS. ‌ 22.1 Appointments and promotions shall be based on merit and fitness to be ascertained so far as practicable by competitive examinations. Examinations shall be used and conducted to aid in the selection of qualified employees and shall consist of recognized selection techniques which will, in the opinion of the Human Resources Director, test fairly the qualifications of candidates. 22.1.1 Notwithstanding any other provision of this ARTICLE, vacant positions in the classified service which would otherwise be filled by open recruitment may be filled by appointing part-time employees currently employed in a part-time classification with full-time equivalent classifications. 22.2 Minimum standards of employment for each job class shall be recommended by the Human Resources Director and approved by the City Manager. 22.3 At such times as the appointing authority with concurrence of the Human Resources Director determines that it is in the best interests of the City to promote from within, promotions shall be on a competitive basis except when the Human Resources Director finds that the number of employees qualified for promotion is insufficient to justify competition. Appropriate consideration shall be given to promotional candidates’ qualifications, record of performance, and seniority, in that order. When a qualified, work-disabled employee is available, consideration will be provided according to the Vocational Rehabilitation Administrative Regulation. 22.3.1 At such times as the appointing authority with concurrence of the Human Resources Director determines that it is in the best interests of the City to recruit from both inside and outside the organization, City employee candidates who choose to compete shall be evaluated on the same basis as non-employee candidates. 22.3.2 Advancement to a higher paid job class shall constitute a promotion.