Adopted by Mayer & Board 10/7/98

Section 1      Probationary Period of Employment

An employee appointed to a regular position shall serve a probationary period of six (6) months.  The probationary period may be extended up to an additional six months if performance is deemed unsatisfactory after the initial probationary period.  Disciplinary action, including demotion or dismissal, may be taken at any time during the probationary period of a new hire without following the steps outlined in this policy for disciplinary action.  Promoted employees retain all other rights and benefits such as the right of use of the grievance procedures.

An employee appointed to a regular apprenticeship position in Wastewater or Water Operations ultimately requiring State certification of a minimum grade C license or a class I certification will serve an extended probationary period to allow time for testing and written notification from the State that, the employee has successfully passed the certification process.  This extended probationary period may last up to one (1) year, but may not exceed one (1) year.  Failure to pass the certification process within one (1) year will result in the apprentice being dismissed.  Initial testing will occur approximately 6 months following training.  Upon receiving written certification from the State, a five (5 %) pay increase will be granted. Apprenticeship trainees will be hired at 10% below the regular starting rate.  Following state certification, the apprentice will be promoted to an Operator I and advanced to the minimum grade and step in accordance with the pay plan. Upon satisfactory completion of a 6-month period following promotion to an operator, the employee will be advanced to step 3 of the current grade.

Sworn law enforcement personnel are required to serve a 12-month probationary period
(1 2 NCAC 9C.0302).

An employee serving a probationary period shall receive all benefits provided in accordance with these policies except employees serving a probationary period following initial appointment shall not be permitted to take vacation leave during the probationary period.

If a probationary employee is terminated during the probationary period, the employee will not be paid for accumulated vacation leave.

During a performance evaluation prior to completion of the probationary period, the employee's immediate supervisor shall indicate in writing the following:

1) that the employees progress (accomplishments, strengths, and weaknesses) have been discussed with the new employee;

2) whether the new employee is performing satisfactory work; 

3) whether the employee should be retained in the present position or should be         released, whether the probationary period should be extended for an additional six  6) months.

 
Following successful completion of the probationary period, an employee shall be given a five percent (5%) probationary pay increase in accordance with the pay plan.  Likewise, the employee becomes eligible to take accumulated vacation leave.  Police recruits may be granted a five percent probationary pay increase after six months of employment, assuming the employee shows promise of satisfactorily completing the required 12-month probationary period.

Section 2       Periodic Performance Evaluation

Performance evaluations will be conducted for all employees who have probationary or regular employment status.  Annual performance evaluations will be completed on each employee?s anniversary date.  It is recommended that employees with questionable performance be evaluated every six months or as frequently as deemed necessary by the department head.

Evaluations should be performed by the employee?s immediate supervisor who is most familiar with his work.  The evaluation session is intended to provide an opportunity for the employee to receive the supervisor?s assessment of the employee?s work performance and to allow the employee to evaluate his relationship with the Town and fellow employees.  The evaluation determines if performance is satisfactory and is not necessarily related to salary increases. Satisfactory performance, which is documented in the evaluation process could be considered for a merit increase provided merit pay is available.

After an evaluation session has been conducted, the supervisor should complete and sign the evaluation form and have the employee review and indicate in writing any comments about the evaluation and sign it.  Then the supervisor should forward the form to the Human Resource Manager for filing in the employees permanent record.

Refusal of the employee to sign the evaluation form will be noted but will not be interpreted as an indication of the employees disagreement with the evaluation, nor will it affect the validity of that evaluation.

All probationary employees must have a satisfactory performance evaluation to be given regular employment status.

The Town Manager must review all performance evaluations involving a salary increase prior to forwarding to the Human Resource Manager.

Section 3       Promotions

Adopted by the Mayor & Board of Aldermen, 10/7/98
It is the policy of the Town to encourage qualified Town employees to apply for any position they believe they are qualified in filling.  Candidates for promotion shall be chosen on the basis of their qualifications and work history.  Any employee promoted to a higher position will be given a pay increase in accordance with the pay plan.

Transfers
 
Employees serving a probationary period are not eligible to apply for transfer to another department or position until the probationary period is satisfactorily completed.

Employees may transfer to another department or position only once each calender year provided an open position exists and the employee meets the qualifications for the position.

Section 4       Demotion

An employee whose work in his present position is unsatisfactory or whose personal conduct is detrimental to service with the Town may be demoted or dismissed at the Town Manager?s discretion.  Both demotion and dismissal shall be preceded by the warning procedures outlined in Article VII, Section 8.

Section 5       Permanent Part-time Positions

Position must be approved by the Board as a permanent position and budgeted  for a minimum of 20 or more hours each week for 52 weeks a year. Positions classified as permanent part-time are eligible for one-half (?) pro-rata fringe benefits afforded to full-time positions.

Section 6       Auxiliary, Seasonal, Temporary Part-time Positions

The Town employs many temporary seasonal and auxiliary employees during any given period, these employees are not eligible for any of the Town?s paid fringe benefit programs; the Town will however allow such employees to purchase(at their own expense) medical, life and dental coverage through the Town?s insurance providers for themselves and their eligible dependents. Participation in the Town?s insurance programs for this group of  temporary, seasonal or auxiliary employees would require that they pay the cost of selected coverage, one month in advance.