Consent Agenda - Cassandra Tabor, Director of Administrative Services
Title
Title
Second Reading
Probationary Period Ordinance
end
Executive Summary
The existing probationary period ordinance is in need of updating and integration into the personnel handbook. For integration, the ordinance needs to be converted to a policy. The terms of the converted policy will reflect a one year probationary period for all employees in alignment with the employee evaluation program.
Schedule of Actions
|
City Council (1st Reading) |
07/19/2021 |
|
City Council (2nd Reading) |
08/02/2021 |
Background
The City currently has a variety of personnel related policies and ordinances, which staff is in the process of reviewing and updating in 2021. Currently, the probationary period is an ordinance and the period timeline differs for staff depending on work unit:
|
Position |
Length of Probationary Period |
|
Police officer |
One year |
|
All other full-time positions |
Six months |
|
All other positions |
To be determined by the department head & approved by the city manager |
In 2020, to improve employee development in alignment with the strategic plan, a new annual performance evaluation process was implemented. To allow for equitability and consistency across all work units, the review process was designed around an update to the probationary period to reflect a one year probationary period for all employees. A one year unified probationary period policy will allow for a 6 month review, a one year probationary evaluation, and an annual evaluation thereafter.
The probationary length is currently an ordinance which requires a council vote for any changes as staff monitors and adjust the new evaluation process. Staff recommends Council to convert this ordinance to allow for best practice as recommended by the League of Minnesota Cities.
As staff continues to review all personnel policies in 2021, and adopts the League of Minnesota Cities policy manual template, additional ordinances that are personnel related will be brought to the Council for request for conversion to a policy for oversight by the City Manager. This the first request; the remainder of conversion requests will be brought as one unit as we near the end of 2021.
Strategic Plan Relationship
Employee Engagement and Development
Board/Commission Review
N/A
Financial Impact
No financial impact
Public Outreach/Input
N/A
Staff Recommendation
Hold second reading and approve Ordinance No. 21-2477.
Attachment List
Existing Ordinance
Draft Proposed Policy Language
Body
THE CITY OF BLAINE DOES ORDAIN: (Added portions are underscored and deleted portions are shown with overstrike.)
Section 58-10 repealed in its entirety. Probationary periods will be determined by city policy.
Sec. 58-10. - Probationary period.
(a) The probationary period shall be regarded as an integral part of the terms and conditions of employment.
(b) Any original appointment as a regular employee shall be subject to an initial probationary period. During the probationary period, an employee may be transferred or dismissed at the employer's sole discretion for any reason or for no reason. A probationary employee shall have no rights to appeal such a decision. Prior to the expiration of the initial probationary period, the employee's performance shall be evaluated in writing by such employee's supervisor and given to the city manager with a written recommendation that the employee be dismissed or a statement that the employee has successfully completed the probationary period and can be considered as a regular employee.
(c) All promotions shall be subject to a probationary period. If the employee who has been promoted is found unsuited for the work of the position to which promoted, such employee may be reinstated to the position and rate of pay previously held or to some other position in the class from which such employee was promoted.
Position Length of Probationary Period
Police officer One year
All other full-time positions Six months
All other positions To be determined by the department head and approved by the city manager
(d) Probationary periods shall be as follows:
The city manager may extend the probationary period for specific individuals for an additional six-month period, not to exceed one year, upon the recommendation of an employee's department head or a designated supervisory employee.
(e) During the first three months of the initial probationary period, but not during a promotional probationary period, a probationary employee shall not be entitled to vacation leave. After completion of the first three months of the initial probationary period, a probationary employee will be entitled to such leave, and it shall accrue from the start of the probationary period.
(Code 1963, § 112.07; Code 1980, § 16-9; Ord. No. 427, 2-6-1975; Ord. No. 83-808, 10-20-
d. No. 88-1064, 2-4-1988)
INTRODUCED AND READ in full the 19th day of July 2021.
PASSED by the City Council of the City of Blaine this 2nd day of August 2021.