policy manual 10 2015

City of Greensboro Personnel Policy Manuał

or quality of services. Such reorganizations shall be cost neutral, at minimum, and serve as a useful tool for internal management control when these changes are necessary. 5.0 ORGANIZATIONAL RULES 5.1 The City expects all supervisors and managers to adhere to the merit and equal opportunity principle in all matters of personnel administration. Failure to do so will result in corrective action up to and including dismissal. 6.0 PROCEDURES 6.1 A City operating or staff department undertakes a review of programs or services and recommends a restructuring of their work units, programs, or services to the Budget & Evaluation Department and Human Resources. 6.2 Budget & Evaluation reviews the department’s request for reorganization against criteria set forth in the policy and against established City goals and objectives, current or future initiatives, and fiscal policy. If approved, Budget and Evaluation communicates their recommendations and concerns to Human Resources. 6.3 Once the review by Budget & Evaluation has been completed, Human Resources will review the reorganization request against City policy and goals for Equal Employment, Staffing, Compensation, and Employee Relations. 6.4 All departmental reorganizations are reviewed by the Job Evaluation Committee to determine the potential impact on position classifications. See the Position Reclassification policy on page 120. 6.5 Budget & Evaluation and Human Resources will submit approved requests to the City Manager for final approval. A. If the potential exists for staff reassignments due to the reorganization and sufficient vacancies exist within the department, then Budget & Evaluation and Human Resources shall recommend to the City Manager’s Office that a competitive, inter-departmental (i.e., City- wide) posting process should be utilized to fill the positions. B. If the potential exists for staff reassignments due to the reorganization and no, or very limited, vacancies exist within the department, then Budget & Evaluation and Human Resources shall recommend to the City Manager’s Office that a competitive intra-departmental (i.e., department-wide only) posting process should be utilized to fill the position(s). Such a recommendation shall only be made within the parameters of this policy and only in exceptional situations after other avenues for competitive recruitment (i.e., City-wide or internal/external recruitment) are determined by Human Resources and Budget & Evaluation to be grossly inefficient, have a negative budgetary impact, and/or otherwise adversely impact critical deadlines and organizational objectives. City Manager approval shall be required for any intra-departmental posting process.

F H I J K L TableofContents G

Table of Contents A B C D E

D - Compensation i

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