Common use of Seniority Points [Personnel Manual Section 4 Clause in Contracts

Seniority Points [Personnel Manual Section 4. 15] A represented employee with ten (10) or more years of active City service and who successfully completes an open, restricted or promotional examination shall have five (5) points added to the represented employee’s final score. A represented employee with fewer than ten (10) years of active City service and who successfully completes an open, restricted or promotional examination shall have up to a maximum of five (5) points prorated based on the number of years of active City service, added to the represented employee’s final score. Seniority points shall be calculated as of the date of the job examination. To receive this credit, a permanent represented employee must have an overall rating that is at least “fully effective” in the most recent performance appraisal and have a record free of discipline (excluding reprimands) from one year prior to the examination. In the event a represented employee has not received his/her most recently due performance appraisal within forty- five (45) calendar days of the date the appraisal was due, he/she shall be treated as if the overall performance appraisal rating was “Fully Effective.”

Seniority Points [Personnel Manual Section 4. 15] A represented employee with ten (10) or more years of active City service and who successfully completes an open, restricted or promotional examination for a position in the competitive civil service shall have five (5) points added to the represented employee’s final score. A represented employee with fewer than ten (10) years of active City service and who successfully completes an open, restricted or promotional examination shall have up to a maximum of five (5) points prorated based on the number of years of active City service, added to the represented employee’s final score. Seniority points shall be calculated as of the date of the job examination. To receive this credit, a permanent represented employee must have an overall rating that is at least “fully effective” in the most recent performance appraisal and have a record free of discipline (excluding reprimands) from one year prior to the examination. In the event a represented employee has not received his/her most recently due performance appraisal within forty- forty-five (45) calendar days of the date the appraisal was due, he/she shall be treated as if the overall performance appraisal rating was “Fully Effective.”