6.03 TYPES OF EXAMINATIONS AND INTERNAL/LIST PROMOTIONAL OPPORTUNITIES AND CREDITS FOR CURRENT EMPLOYEES Promotional and/or internal examinations may be conducted when, in the opinion of the Human Resources Director (or designee), the Department Director (or designee), and the City Manager (or designee), the needs of the City require such an internal process. Such an examination may include any of the selection techniques mentioned in Section 6.01 and 6.02 of this chapter, and further set out below. Only permanent employees who meet the requirements set forth in the examination announcements may compete in promotional examinations. In addition, should an internal recruitment for a position not yield a minimum of two (2) internal candidates who clearly meet the minimum qualifications, the department must open the recruitment to an external recruitment process that shall run a minimum of five (5) business days. If an internal candidate previously applied and met the minimum qualifications, that internal candidate will be considered a candidate for the external recruitment without having to re-apply.
To the extent any of these policies conflict with recruitments and/or personnel procedures strictly controlled by state and/or federal law, state and/or federal law shall control.
PROMOTIONAL EXAMINATIONS
All promotional examinations shall be competitive and shall be conducted in the same manner as open examinations except that admission to a promotional examination shall be restricted to persons in the employ of the City of Manteca who have served at least six (6) continuous months of regular appointment following the end of their probationary term (if their probationary term is six months, for a total of twelve (12) months) or who have served twelve (12) continuous months and completed probation (if their probationary term is twelve (12) months), and who meet the published requirements for the examination. The City Manager (or designee), the Department Director (or designee), and Human Resources Director (or designee) shall determine whether an examination shall be held on a promotional (internal) or open (external) basis. For promotion within their department of employment, an employee who attains a passing grade in a promotional examination shall be given a preferential credit as set out below. Such credit shall be added to their total score, to constitute their final rating at the time of certification to the position, provided that at that time they have at least twelve (12) months’ service in their current department of employment and that such fact is made known to the Human Resources Department by the employee.
PREFERENTIAL PROMOTION CREDITS FOR CURRENT CITY EMPLOYEES In order to encourage promotion in a particular classification and in accordance with the principles set forth in the City of Manteca Rules and Regulations, each employee of the City who attains a passing score in an open competitive examination (including an internal or external examination) shall be given a preferential promotion credit of three (3) percent (%) of the maximum rating for such examination, which credit shall be added to their total score to constitute their final rating; provided, however, that such employee shall have at least six months of continuous service (after probation) following regular appointment to a position (and that the employee meets the minimum qualifications for the position as reviewed and determined by the Human Resources Department).
In addition, for promotion within their department of employment, an employee who qualifies for preferential promotion credits as set forth immediately above shall be given an additional preferential credit of two percent (2%) of the maximum rating for such examination (again, internal or external examination), at the time of certification to the promotional position, and provided that at that time they shall have at least six months service in their current department of employment, thus an overall total of five percent (5%) credit (3% + 2%) from the maximum rating.
CLASSIFICATION LIST PROMOTIONS
The City Manager (or designee), the Department Director (or designee), and the Human Resources Director (or designee), may appoint a qualified and ranked candidate from an active, higher classification list to a lower classification opening upon which the candidate meets the minimum qualification criteria and job requirements, provided, however that the lower classification opening was budgeted for and approved by the City Council during the same fiscal year prior to the examination of the higher classification position.
6.05 SCORING OF EXAMINATIONS
The Human Resources Director (or designee), with written approval by the City Manager (or designee), shall establish the scoring of any test and the minimum rating for qualifying on an examination, or any part of it, and consistent with Section 6.03, above. Such scoring criteria shall be used on all examinations, including those conducted by an outside consultant. The failure of a candidate on an examination, or any part of it, is grounds for the candidate's failure and/or disqualification from further parts of that examination.
6.07 ESTABLISHMENT OF ELIGIBILITY LISTS
After completion of an examination, the Human Resources Director, or their designee, shall prepare and keep available an eligibility list consisting of the names of candidates who qualified in the examination. The department must interview (and shall only be able to interview) the top three (3) candidates. Following the interviews, the department may select from one (1) of the top three (3) candidates on the eligibility list. Tie scores shall be given equal ranking, provided, however, that if there is a tie among the first or second place candidates, the department will still be limited to the top three (3) candidates; should a tie occur only for the third-place candidate, the department can (only in that instance) interview a fourth candidate. In the event the department has multiple positions open, they shall receive one (1) additional candidate for each additional vacancy from the eligibility list in rating order to interview for that specific classification (i.e., if the department has two vacancies for the same classification, the department will interview the top four rated candidates; if there are three vacancies, the department will interview the top five rated candidates, etc.). Eligibility lists shall be valid for one (1) year.
14.08 JOB DESCRIPTION/CLASSIFICATION REVISIONS
No City employee shall revise and/or edit a job description and/or classification with the intent to limit and/or preclude an individual and/or groups of employees from qualifying for the position.
Effective Date: March 31, 2022
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