City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

the hiring official has the option to consider additional candidates from that application process without additional advertising. This will be an option if there is a sufficient pool of qualified and diverse applicants remaining from the previous recruitment. 5.9 In some circumstances, and as determined by the City Manager, the rules regarding the Recruitment and Selection process may be suspended to accomplish a more important City objective. For example, to avoid a layoff when a position needs to be eliminated, the incumbent may be moved into another position without advertisement or a competitive process. Reduction In Force (page 63) 5.10 The City recognizes that occasionally when an employee will vacate a position in the future or is out for an extended period of time that a position may need to be filled immediately to ensure transfer of knowledge, training of successors or to ensure service is not interrupted. To provide for effective management of City services, a Department Director may decide to employ additional staff beyond the level authorized by City Council referred to as an “Over Hire.” A. The use of Over Hires is discouraged except under exceptional circumstances. Under these circumstances, it may be desirable to employ additional staff beyond the level authorized by City Council. These conditions may include: 1) Knowledge of pending retirement/separation and a business necessity to hire and cross train a replacement employee prior to the departure of the existing employee. 2) Backfilling an employee on a long term leave of absence, generally greater than 180 days. B. Over Hires are generally for a maximum ninety (90) day period in advance of the vacancy date of the separating or absent employee. C. A Department Director or designee is authorized to approve an Over Hire not to exceed 90 days. 5.11 Former employees may not be considered for rehire due to the following circumstances: The former employee is ineligible due to the employee’s agreement in a settlement not to reapply for positions with the City of Greensboro. The former employee’s resignation or dismissal should not have been due to discreditable circumstances that resulted in violations of City Policies or the City’s Core Values. Although not an exhaustive list, examples include:

• Theft from the City of Greensboro • Failure to return City issued property

• Violations of expected behavior and/or conduct • Violations of the H-7 Employee Security Policy

Table of Contents A B C D E F H I J K L List of Appendices G

B - General Employment Policies

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