Common use of APPOINTMENTS AND PROMOTIONS Clause in Contracts

APPOINTMENTS AND PROMOTIONS. 15.1 Appointments and promotions shall be based on merit and fitness to be ascertained so far as practicable by competitive examinations. Examinations shall be used and conducted to aid in the selection of qualified employees and shall consist of recognized selection techniques, which will, in the opinion of the Human Resources Director, test fairly the qualifications of candidates. 15.2 Minimum standards of employment for each job classification shall be recommended by the Human Resources Director and approved by the City Manager. 15.3 At such time as the Chief of Police, with concurrence of the Human Resources Director, determines that it is in the best interests of the City to promote from within, promotions shall be on a competitive basis except when the Human Resources Director finds that the number of employees qualified for promotion is insufficient to justify competition. Appropriate consideration shall be given to promotional candidates’ qualifications, record of performance, and seniority, in that order. When a qualified, work-disabled employee is available, consideration will be provided according to the Vocational Rehabilitation Administrative Regulation. 15.3.1 It shall be the sole discretion of the Chief of Police, with concurrence of the Human Resources Director, to determine whether to recruit for a vacancy from both the inside and outside the organization. City employee candidates who choose to compete shall be evaluated on the same basis as non-employee candidates. 15.3.2 Advancement to a higher paid job classification shall constitute a promotion. 15.4 Examinations for appointments and promotions shall be in such form as will fairly test the abilities and aptitudes of candidates for the duties to be performed, so that such appointments and promotions will be solely based on qualifications without regard to race, color, creed, national origin, religious or political affiliation or belief, membership in or attitude toward an employee organization, gender, age, or physical disability, except where gender, age, or lack of physical disability is a bona fide occupation qualification.

APPOINTMENTS AND PROMOTIONS. 15.1 ‌ 23.1 Appointments and promotions shall be based on merit and fitness to be ascertained so far as practicable by competitive examinations. Examinations shall be used and conducted to aid in the selection of qualified employees employees, and shall consist of recognized selection techniques, which will, in the opinion of the Human Resources Director, fairly test fairly the qualifications of candidates. 15.2 23.2 Minimum standards of employment for each job classification class shall be recommended by the Human Resources Director and approved by the City Manager. 15.3 At 23.3 Vacancies in positions above the entry level shall be filled by promotion whenever one (1) or more qualified candidates are available, except when a qualified, work-disabled employee is placed in such time as position according to the Chief of Police, with concurrence of the Human Resources Director, determines that it is in the best interests of the City to promote from within, promotions Vocational Rehabilitation Administration Regulation. Promotions shall be on a competitive basis except when the Human Resources Director finds that the number of employees qualified for promotion is insufficient to justify competition. Appropriate consideration shall be given to promotional candidates’ qualificationsqualification, record of performance, and seniority, in that order. When a qualified, work-disabled employee is available, consideration will be provided according to the Vocational Rehabilitation Administrative Regulation. 15.3.1 It shall be the sole discretion of the Chief of Police, with concurrence of the Human Resources Director, to determine whether to recruit for a vacancy from both the inside and outside the organization. City employee candidates who choose to compete shall be evaluated on the same basis as non-employee candidates. 15.3.2 23.3.1 Advancement to a higher paid job class shall constitute a promotion. 23.3.2 For the purposes of this ARTICLE, appointment to an apprenticeship classification shall constitute a promotion. 15.4 23.3.3 Employees will be notified at the time promotional examinations for classifications listed in Appendix “A” are announced. The weights to be assigned to qualification, record of performance, and seniority whenever a management evaluation is to be part of the selection process will be part of the notification. 23.4 Examinations for appointments and promotions shall be in such form as will fairly test the abilities and aptitudes of candidates for the duties to be performed, so that such appointments and promotions will be solely based on qualifications without regard to race, color, creed, national origin, religious or political affiliation or belief, membership in or attitude toward an any employee organization, gendersex, age, or physical disability, except where gendersex, age, or lack of physical disability is a bona fide occupation occupational qualification. 23.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job class. At such times as a department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointment from that list shall follow rank order. 23.6 When an appointment is to be made to a vacancy, the Human Resources Director shall submit to the appropriate Department Head the names on the appropriate employment list. Appointments to vacant positions shall be made by the appropriate Department Head, with the concurrence of the Human Resources Director. 23.6.1 The appropriate Department Head, with the concurrence of the Human Resources Director, may order names removed from an eligibility list for good and sufficient reasons. 23.7 In the absence of appropriate employment lists, a provisional appointment may be made by ANAHEIM of a person meeting the minimum qualifications for the position. An eligibility list shall be established within six (6) months for any regular, full-time position filled by provisional appointment. In the event that any provisional appointee fails to qualify on the eligibility list as established within six

APPOINTMENTS AND PROMOTIONS. 15.1 23.1 Appointments and promotions shall be based on merit and fitness to be ascertained so far as practicable by competitive examinations. Examinations shall be used and conducted to aid in the selection of qualified employees employees, and shall consist of recognized selection techniques, which will, in the opinion of the Human Resources Director, fairly test fairly the qualifications of candidates. 15.2 23.2 Minimum standards of employment for each job classification class shall be recommended by the Human Resources Director and approved by the City Manager. 15.3 At 23.3 Vacancies in positions above the entry level shall be filled by promotion whenever one or more qualified candidates are available, except when a qualified, work-disabled employee is placed in such time as position according to the Chief of Police, with concurrence of the Human Resources Director, determines that it is in the best interests of the City to promote from within, promotions Vocational Rehabilitation Administration Regulation. Promotions shall be on a competitive basis except when the Human Resources Director finds that the number of employees qualified for promotion is insufficient to justify competition. Appropriate consideration shall be given to promotional candidates’ qualifications' qualification, record of performance, and seniority, in that order. When a qualified, work-disabled employee is available, consideration will be provided according to the Vocational Rehabilitation Administrative Regulation. 15.3.1 It shall be the sole discretion of the Chief of Police, with concurrence of the Human Resources Director, to determine whether to recruit for a vacancy from both the inside and outside the organization. City employee candidates who choose to compete shall be evaluated on the same basis as non-employee candidates. 15.3.2 23.3.1 Advancement to a higher paid job class shall constitute a promotion. 23.3.2 For the purposes of this ARTICLE, appointment to an apprenticeship classification shall constitute a promotion. 15.4 23.3.3 Employees will be notified at the time promotional examinations for classifications listed in Appendix "A" are announced. The weights to be assigned to qualification, record of performance and seniority whenever a management evaluation is to be part of the selection process will be part of the notification. 23.4 Examinations for appointments and promotions shall be in such form as will fairly test the abilities and aptitudes of candidates for the duties to be performed, so that such appointments and promotions will be solely based on qualifications without regard to race, color, creed, national origin, religious or political affiliation or belief, membership in or attitude toward an any employee organization, gendersex, age, or physical disability, except where gendersex, age, or lack of physical disability is a bona fide occupation occupational qualification. 23.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job class. At such times as a department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointment from that list shall follow rank order. 23.6 When an appointment is to be made to a vacancy, the Human Resources Director shall submit to the appropriate department head the names on the appropriate employment list. Appointments to vacant positions shall be made by the appropriate department head, with the concurrence of the Human Resources Director. 23.6.1 The appropriate department head, with the concurrence of the Human Resources Director, may order names removed from an eligibility list for good and sufficient reasons. 23.7 In the absence of appropriate employment lists, a provisional appointment may be made by ANAHEIM of a person meeting the minimum qualifications for the position. An eligibility list shall be established within six (6) months for any regular, full-time position filled by provisional appointment. In the event that any provisional appointee fails to qualify on the eligibility list as established within six (6) months of his/her provisional appointment, said provisional appointee shall have his/her employment terminated at the close of the first complete biweekly pay period following the establishment of the eligibility list. 23.8 Appointments to certain grant funded positions as designated by the City Manager may be made without competitive examinations and/or evaluations. Such appointments may be made by the appropriate department head (with the approval of the Human Resources Director and the City Manager). In the event that a grant funded appointee fails to complete competitive examinations and/or evaluations and is not appointed to a ANAHEIM funded position during his/her period of employment under the grant, said grant funded appointee shall be terminated from City employment. 23.9 ANAHEIM agrees to utilize part time meter readers only when all regular meter reader positions are filled, except during periods of recruitment (up to six (6) months after a vacancy occurs).

APPOINTMENTS AND PROMOTIONS. 15.1 22.1 Appointments and promotions shall be based on merit and fitness to be ascertained so far as practicable by competitive examinations. Examinations shall be used and conducted to aid in the selection of qualified employees employees, and shall consist of recognized selection techniques, which will, in the opinion of the Human Resources Director, test fairly the qualifications of candidates. 15.2 22.2 Minimum standards of employment for each job classification shall be recommended by the Human Resources Director and approved by the Anaheim City Manager. 15.3 At 22.3 Vacancies in positions above the entry level shall be filled by promotion whenever one (1) or more qualified candidates are available, except when a qualified, work- disabled employee is placed in such time as position according to the Chief of Police, with concurrence of the Human Resources Director, determines that it is in the best interests of the City to promote from within, promotions Vocational Rehabilitation Administrative Regulation. Promotions shall be on a competitive basis except when the Human Resources Director finds that the number of employees qualified for promotion is insufficient to justify competition. Appropriate consideration shall be given to promotional candidates’ ' qualifications, record of performance, and seniority, in that order. When a qualified, work-disabled employee is available, consideration will be provided according to the Vocational Rehabilitation Administrative Regulation. 15.3.1 It shall be the sole discretion of the Chief of Police, with concurrence of the Human Resources Director, to determine whether to recruit for a vacancy from both the inside and outside the organization. City employee candidates who choose to compete shall be evaluated on the same basis as non-employee candidates. 15.3.2 22.3.1 Advancement to a higher paid job classification shall constitute a promotion. Promotions shall be limited to full-time or part-time employees of ANAHEIM. 15.4 22.4 Examinations for appointments and promotions shall be in such form as will fairly test the abilities and aptitudes of candidates for the duties to be performed, so that such appointments and promotions will be solely based on qualifications without regard to race, color, creed, national origin, religious or political affiliation or belief, membership in or attitude toward an any employee organization, gender, age, or physical disability, except where gender, age, or lack of physical disability is a bona fide occupation qualification. 22.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job classification. At such times as a department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointments from that list shall normally follow rank order. 22.6 When an appointment is to be made to a vacancy, the Human Resources Director shall submit to the Chief of Police the names on the appropriate employment list. Appointments to vacant positions shall be made by the Chief of Police, with the concurrence of the Human Resources Director. 22.6.1 The Chief of Police, with the concurrence of the Human Resources Director, may order names removed from an eligibility list for good and sufficient reasons. 22.7 In the absence of appropriate employment lists, a provisional appointment may be made by ANAHEIM of a person meeting the minimum qualifications for the position. An eligibility list shall be established within six (6) months for any regular, full-time position filled by provisional appointment. In the event that any provisional appointee fails to qualify on the eligibility list as established within six (6) months of the employee’s provisional appointment, said provisional appointee shall have his or her employment terminated at the close of the first complete biweekly pay period following the establishing of the eligibility list. 22.8 Appointments to certain grant funded positions as designated by the Anaheim City Manager may be made without competitive examinations and/or evaluations. Such appointments may be made by the Chief of Police (with the approval of the Human Resources Director and the Anaheim City Manager). In the event that a grant funded appointee fails to complete competitive examinations and/or evaluations and is not appointed to an ANAHEIM funded position during the employee’s period of employment under the grant, said grant funded appointee shall be terminated from ANAHEIM employment.

APPOINTMENTS AND PROMOTIONS. 15.1 23.1 Appointments and promotions shall be based on merit and fitness to be ascertained so far as practicable by competitive examinations. Examinations shall be used and conducted to aid in the selection of qualified employees employees, and shall consist of recognized selection techniques, which will, in the opinion of the Human Resources Director, fairly test fairly the qualifications of candidates. 15.2 23.2 Minimum standards of employment for each job classification class shall be recommended approved by the Human Resources Director and approved by the City ManagerDirector. 15.3 At 23.3 Vacancies in positions above the entry level shall be filled by promotion whenever one (1) or more qualified candidates are available, except when a qualified, work-disabled employee is placed in such time as position according to the Chief of Police, with concurrence of the Human Resources Director, determines that it is in the best interests of the City to promote from within, promotions Vocational Rehabilitation Administration Regulation. Promotions shall be on a competitive basis except when the Human Resources Director finds that the number of employees qualified for promotion is insufficient to justify competition. Appropriate consideration shall be given to promotional candidates’ qualificationsqualification, record of performance, and seniority, in that order. When a qualified, work-disabled employee is available, consideration will be provided according to the Vocational Rehabilitation Administrative Regulation. 15.3.1 It shall be the sole discretion of the Chief of Police, with concurrence of the Human Resources Director, to determine whether to recruit for a vacancy from both the inside and outside the organization. City employee candidates who choose to compete shall be evaluated on the same basis as non-employee candidates. 15.3.2 23.3.1 Advancement to a higher paid job class shall constitute a promotion. 23.3.2 For the purposes of this ARTICLE, appointment to an apprenticeship classification shall constitute a promotion. 15.4 23.3.3 Employees will be notified at the time promotional examinations for classifications listed in Appendix “A” are announced. The weights to be assigned to qualification, record of performance, and seniority whenever a management evaluation is to be part of the selection process will be part of the notification. 23.4 Examinations for appointments and promotions shall be in such form as will fairly test the abilities and aptitudes of candidates for the duties to be performed, so that such appointments and promotions will be solely based on qualifications without regard to race, color, creed, national origin, religious or political affiliation or belief, membership in or attitude toward an any employee organization, gender, age, or physical disabilityany protected category under state or federal law, except where gender, age, age or lack of physical disability ability is a bona fide occupation occupational qualification. 23.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job class. At such times as a department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointment from that list shall follow rank order. 23.6 When an appointment is to be made to a vacancy, the Human Resources Director shall submit to the appropriate Department Head the names on the appropriate employment list. Appointments to vacant positions shall be made by the appropriate Department Head, with the concurrence of the Human Resources Director. 23.6.1 The appropriate Department Head, with the concurrence of the Human Resources Director, may order names removed from an eligibility list for good and sufficient reasons. 23.7 In the absence of appropriate employment lists, a provisional appointment may be made by ANAHEIM of a person meeting the minimum qualifications for the position. An eligibility list shall be established within six (6) months for any regular, full-time position filled by provisional appointment. In the event that any provisional appointee fails to qualify on the eligibility list as established within six

APPOINTMENTS AND PROMOTIONS. 15.1 17.1 Appointments and promotions shall be based on merit and fitness to be ascertained so far as practicable by competitive examinations. Examinations shall be used and conducted to aid in the selection of qualified employees employees, and shall consist of recognized selection techniques, techniques which will, in the opinion of the Human Resources DirectorANAHEIM, test fairly the qualifications of candidates. 15.2 17.2 Minimum standards of employment for each job classification shall be recommended established by the Human Resources Director and approved by the City ManagerANAHEIM. 15.3 At 17.3 Vacancies in positions above the entry level shall be filled by promotion whenever one or more qualified candidates are available, except when a qualified, work disabled employee is placed in such time as position according to the Chief of Police, with concurrence of the Human Resources Director, determines that it is in the best interests of the City to promote from within, promotions Vocational Rehabilitation Administrative Regulation. Promotions shall be on a competitive basis except when the Human Resources Director finds that the number of employees qualified for promotion is insufficient to justify competition. Appropriate consideration shall be given to promotional candidates’ qualifications' qualification, record of performance, and seniority, in that order. When a qualified, work-disabled employee is available, consideration will be provided according to the Vocational Rehabilitation Administrative Regulation. 15.3.1 It shall be the sole discretion of the Chief of Police, with concurrence of the Human Resources Director, to determine whether to recruit for a vacancy from both the inside and outside the organization. City employee candidates who choose to compete shall be evaluated on the same basis as non-employee candidates. 15.3.2 17.3.1 Advancement to a higher paid job classification shall constitute a promotion. 15.4 17.3.2 Employees promoted to Fire Engineer or Fire Captain shall be placed in the ninth (9th) step of the salary schedule. 17.3.3 Effective December 12, 2008, employees promoted to Fire Engineer or Fire Captain shall after six (6) months of service in the ninth (9th) step. 17.4 Examinations for appointments and promotions shall be in such form as will fairly test the abilities and aptitudes of candidates for the duties to be performed, so that such appointments and promotions will be solely based on qualifications without regard to race, color, creed, national origin, religious or political affiliation or belief, membership in or attitude toward an any employee organization, gendersex, age, or physical disability, except where gendersex, age, or lack of physical disability is a bona fide occupation qualification. 17.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job classification. At such times as a Fire Department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointment from that list shall normally follow rank order.

APPOINTMENTS AND PROMOTIONS. 15.1 17.1 Appointments and promotions shall be based on merit and fitness to be ascertained so far as practicable by competitive examinations. Examinations shall be used and conducted to aid in the selection of qualified employees employees, and shall consist of recognized selection techniques, techniques which will, in the opinion of the Human Resources DirectorANAHEIM, test fairly the qualifications of candidates. 15.2 17.2 Minimum standards of employment for each job classification shall be recommended established by the Human Resources Director and approved by the City ManagerANAHEIM. 15.3 At 17.3 Vacancies in positions above the entry level shall be filled by promotion whenever one or more qualified candidates are available, except when a qualified, work disabled employee is placed in such time as position according to the Chief of Police, with concurrence of the Human Resources Director, determines that it is in the best interests of the City to promote from within, promotions Vocational Rehabilitation Administrative Regulation. Promotions shall be on a competitive basis except when the Human Resources Director finds that the number of employees qualified for promotion is insufficient to justify competition. Appropriate consideration shall be given to promotional candidates’ qualificationsqualification, record of performance, and seniority, in that order. When a qualified, work-disabled employee is available, consideration will be provided according to the Vocational Rehabilitation Administrative Regulation. 15.3.1 It shall be the sole discretion of the Chief of Police, with concurrence of the Human Resources Director, to determine whether to recruit for a vacancy from both the inside and outside the organization. City employee candidates who choose to compete shall be evaluated on the same basis as non-employee candidates. 15.3.2 17.3.1 Advancement to a higher paid job classification shall constitute a promotion. 15.4 17.3.2 Employees promoted to Fire Engineer or Fire Captain shall be placed in the 9th step of the salary schedule. 17.3.3 Effective December 12, 2008 employees promoted to Fire Engineer or Fire Captain shall after successfully completing their probationary period be placed in the 10th step of the salary schedule. 17.4 Examinations for appointments and promotions shall be in such form as will fairly test the abilities and aptitudes of candidates for the duties to be performed, so that such appointments and promotions will be solely based on qualifications without regard to race, color, creed, national origin, religious or political affiliation or belief, membership in or attitude toward an any employee organization, gendersex, age, or physical disability, except where gendersex, age, or lack of physical disability is a bona fide occupation qualification. 17.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job classification. At such times as a Fire Department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointment from that list shall normally follow rank order.

APPOINTMENTS AND PROMOTIONS. 15.1 17.1 Appointments and promotions shall be based on merit and fitness to be ascertained so far as practicable by competitive examinations. Examinations shall be used and conducted to aid in the selection of qualified employees employees, and shall consist of recognized selection techniques, techniques which will, in the opinion of the Human Resources DirectorANAHEIM, test fairly the qualifications of candidates. 15.2 17.2 Minimum standards of employment for each job classification shall be recommended established by the Human Resources Director and approved by the City ManagerANAHEIM. 15.3 At 17.3 Vacancies in positions above the entry level shall be filled by promotion whenever one or more qualified candidates are available, except when a qualified, work disabled employee is placed in such time as position according to the Chief of Police, with concurrence of the Human Resources Director, determines that it is in the best interests of the City to promote from within, promotions Vocational Rehabilitation Administrative Regulation. Promotions shall be on a competitive basis except when the Human Resources Director finds that the number of employees qualified for promotion is insufficient to justify competition. Appropriate consideration shall be given to promotional candidates’ qualifications' qualification, record of performance, and seniority, in that order. When a qualified, work-disabled employee is available, consideration will be provided according to the Vocational Rehabilitation Administrative Regulation. 15.3.1 It shall be the sole discretion of the Chief of Police, with concurrence of the Human Resources Director, to determine whether to recruit for a vacancy from both the inside and outside the organization. City employee candidates who choose to compete shall be evaluated on the same basis as non-employee candidates. 15.3.2 17.3.1 Advancement to a higher paid job classification shall constitute a promotion. 15.4 17.3.2 Employees promoted to Fire Engineer or Fire Captain shall be placed in the 9th step of the salary schedule. 17.3.3 Effective December 12, 2008 employees promoted to Fire Engineer or Fire Captain shall after successfully completing their probationary period be placed in the 10th step of the salary schedule. 17.4 Examinations for appointments and promotions shall be in such form as will fairly test the abilities and aptitudes of candidates for the duties to be performed, so that such appointments and promotions will be solely based on qualifications without regard to race, color, creed, national origin, religious or political affiliation or belief, membership in or attitude toward an any employee organization, gendersex, age, or physical disability, except where gendersex, age, or lack of physical disability is a bona fide occupation qualification. 17.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job classification. At such times as a Fire Department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointment from that list shall normally follow rank order.

APPOINTMENTS AND PROMOTIONS. 15.1 17.1 Appointments and promotions shall be based on merit and fitness to be ascertained so far as practicable by competitive examinations. Examinations shall be used and conducted to aid in the selection of qualified employees employees, and shall consist of recognized selection techniques, techniques which will, in the opinion of the Human Resources DirectorANAHEIM, test fairly the qualifications of candidates. 15.2 17.2 Minimum standards of employment for each job classification shall be recommended established by the Human Resources Director and approved by the City ManagerANAHEIM. 15.3 At 17.3 Vacancies in positions above the entry level shall be filled by promotion whenever one or more qualified candidates are available, except when a qualified, work disabled employee is placed in such time as position according to the Chief of Police, with concurrence of the Human Resources Director, determines that it is in the best interests of the City to promote from within, promotions Vocational Rehabilitation Administrative Regulation. Promotions shall be on a competitive basis except when the Human Resources Director finds that the number of employees qualified for promotion is insufficient to justify competition. Appropriate consideration shall be given to promotional candidates’ qualifications' qualification, record of performance, and seniority, in that order. When a qualified, work-disabled employee is available, consideration will be provided according to the Vocational Rehabilitation Administrative Regulation. 15.3.1 It shall be the sole discretion of the Chief of Police, with concurrence of the Human Resources Director, to determine whether to recruit for a vacancy from both the inside and outside the organization. City employee candidates who choose to compete shall be evaluated on the same basis as non-employee candidates. 15.3.2 17.3.1 Advancement to a higher paid job classification shall constitute a promotion. 15.4 17.3.2 Employees promoted to Fire Engineer or Fire Captain shall be placed in the ninth (9th) step of the salary schedule. 17.3.3 Effective December 12, 2008, employees promoted to Fire Engineer or Fire Captain shall after six (6) months of service in the ninth (9th) step be placed in the tenth (10th) step of the salary schedule. 17.4 Examinations for appointments and promotions shall be in such form as will fairly test the abilities and aptitudes of candidates for the duties to be performed, so that such appointments and promotions will be solely based on qualifications without regard to race, color, creed, national origin, religious or political affiliation or belief, membership in or attitude toward an any employee organization, gendersex, age, or physical disability, except where gendersex, age, or lack of physical disability is a bona fide occupation qualification. 17.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job classification. At such times as a Fire Department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointment from that list shall normally follow rank order.

APPOINTMENTS AND PROMOTIONS. 15.1 23.1 Appointments and promotions shall be based on merit and fitness to be ascertained so far as practicable by competitive examinations. Examinations shall be used and conducted to aid in the selection of qualified employees employees, and shall consist of recognized selection techniques, which will, in the opinion of the Human Resources Director, fairly test fairly the qualifications of candidates. 15.2 23.2 Minimum standards of employment for each job classification class shall be recommended by the Human Resources Director and approved by the City Manager. 15.3 At 23.3 Vacancies in positions above the entry level shall be filled by promotion whenever one (1) or more qualified candidates are available, except when a qualified, work-disabled employee is placed in such time as position according to the Chief of Police, with concurrence of the Human Resources Director, determines that it is in the best interests of the City to promote from within, promotions Vocational Rehabilitation Administration Regulation. Promotions shall be on a competitive basis except when the Human Resources Director finds that the number of employees qualified for promotion is insufficient to justify competition. Appropriate consideration shall be given to promotional candidates’ qualificationsqualification, record of performance, and seniority, in that order. When a qualified, work-disabled employee is available, consideration will be provided according to the Vocational Rehabilitation Administrative Regulation. 15.3.1 It shall be the sole discretion of the Chief of Police, with concurrence of the Human Resources Director, to determine whether to recruit for a vacancy from both the inside and outside the organization. City employee candidates who choose to compete shall be evaluated on the same basis as non-employee candidates. 15.3.2 23.3.1 Advancement to a higher paid job class shall constitute a promotion. 23.3.2 For the purposes of this ARTICLE, appointment to an apprenticeship classification shall constitute a promotion. 15.4 23.3.3 Employees will be notified at the time promotional examinations for classifications listed in Appendix “A” are announced. The weights to be assigned to qualification, record of performance, and seniority whenever a management evaluation is to be part of the selection process will be part of the notification. 23.4 Examinations for appointments and promotions shall be in such form as will fairly test the abilities and aptitudes of candidates for the duties to be performed, so that such appointments and promotions will be solely based on qualifications without regard to race, color, creed, national origin, religious or political affiliation or belief, membership in or attitude toward an any employee organization, gendersex, age, or physical disability, except where gendersex, age, or lack of physical disability is a bona fide occupation occupational qualification. 23.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job class. At such times as a department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointment from that list shall follow rank order. 23.6 When an appointment is to be made to a vacancy, the Human Resources Director shall submit to the appropriate Department Head the names on the appropriate employment list. Appointments to vacant positions shall be made by the appropriate Department Head, with the concurrence of the Human Resources Director. 23.6.1 The appropriate Department Head, with the concurrence of the Human Resources Director, may order names removed from an eligibility list for good and sufficient reasons. 23.7 In the absence of appropriate employment lists, a provisional appointment may be made by ANAHEIM of a person meeting the minimum qualifications for the position. An eligibility list shall be established within six (6) months for any regular, full-time position filled by provisional appointment. In the event that any provisional appointee fails to qualify on the eligibility list as established within six

APPOINTMENTS AND PROMOTIONS. 15.1 23.1 Appointments and promotions shall be based on merit and fitness to be ascertained so far as practicable by competitive examinations. Examinations shall be used and conducted to aid in the selection of qualified employees employees, and shall consist of recognized selection techniques, which will, in the opinion of the Human Resources Director, fairly test fairly the qualifications of candidates. 15.2 23.2 Minimum standards of employment for each job classification class shall be recommended approved by the Human Resources Director and approved by the City Manager. 15.3 At 23.3 Vacancies in positions above the entry level shall be filled by promotion whenever one (1) or more qualified candidates are available, except when a qualified, work-disabled employee is placed in such time as position according to the Chief of Police, with concurrence of the Human Resources Director, determines that it is in the best interests of the City to promote from within, promotions Vocational Rehabilitation Administration Regulation. Promotions shall be on a competitive basis except when the Human Resources Director finds that the number of employees qualified for promotion is insufficient to justify competition. Appropriate consideration shall be given to promotional candidates’ qualificationsqualification, record of performance, and seniority, in that order. When a qualified, work-disabled employee is available, consideration will be provided according to the Vocational Rehabilitation Administrative Regulation. 15.3.1 It shall be the sole discretion of the Chief of Police, with concurrence of the Human Resources Director, to determine whether to recruit for a vacancy from both the inside and outside the organization. City employee candidates who choose to compete shall be evaluated on the same basis as non-employee candidates. 15.3.2 23.3.1 Advancement to a higher paid job class shall constitute a promotion. 23.3.2 For the purposes of this ARTICLE, appointment to an apprenticeship classification shall constitute a promotion. 15.4 23.3.3 Employees will be notified at the time promotional examinations for classifications listed in Appendix “A” are announced. The weights to be assigned to qualification, record of performance, and seniority whenever a management evaluation is to be part of the selection process will be part of the notification. 23.4 Examinations for appointments and promotions shall be in such form as will fairly test the abilities and aptitudes of candidates for the duties to be performed, so that such appointments and promotions will be solely based on qualifications without regard to race, color, creed, national origin, religious or political affiliation or belief, membership in or attitude toward an any employee organization, gendersex, age, or physical disability, except where gendersex, age, or lack of physical disability is a bona fide occupation occupational qualification political affiliation or belief, membership in or attitude toward any employee organization, or any protected category under state or federal law, except where age or lack of physical ability is a bona fide occupational qualification. 23.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job class. At such times as a department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointment from that list shall follow rank order. 23.6 When an appointment is to be made to a vacancy, the Human Resources Director shall submit to the appropriate Department Head the names on the appropriate employment list. Appointments to vacant positions shall be made by the appropriate Department Head, with the concurrence of the Human Resources Director. 23.6.1 The appropriate Department Head, with the concurrence of the Human Resources Director, may order names removed from an eligibility list for good and sufficient reasons. 23.7 In the absence of appropriate employment lists, a provisional appointment may be made by ANAHEIM of a person meeting the minimum qualifications for the position. An eligibility list shall be established within six (6) months for any regular, full-time position filled by provisional appointment. In the event that any provisional appointee fails to qualify on the eligibility list as established within six

APPOINTMENTS AND PROMOTIONS. 15.1 22.1 Appointments and promotions shall be based on merit and fitness to be ascertained so far as practicable by competitive examinations. Examinations shall be used and conducted to aid in the selection of qualified employees employees, and shall consist of recognized selection techniques, which will, in the opinion of the Human Resources Director, test fairly the qualifications qualification of candidates. 15.2 22.2 Minimum standards of employment for each job classification shall be recommended by the Human Resources Director and approved by the Anaheim City Manager. 15.3 At 22.3 Vacancies in positions above the entry level shall be filled by promotion whenever one (1) or more qualified candidates are available, except when a qualified, work-disabled employee is placed in such time as position according to the Chief of Police, with concurrence of the Human Resources Director, determines that it is in the best interests of the City to promote from within, promotions Vocational Rehabilitation Administrative Regulation. Promotions shall be on a competitive basis except when the Human Resources Director finds that the number of employees qualified for promotion is insufficient to justify competition. Appropriate consideration shall be given to promotional candidates’ qualifications, record of performance, and seniority, in that order. When a qualifiedThis provision solely applies to classifications represented by APA and does not prohibit the City from filling classifications (i.e. Police Lieutenants, work-disabled employee is availableDetention Facility Manager, consideration will be provided according to etc.) outside the Vocational Rehabilitation Administrative RegulationAPA bargaining unit, by recruitment or promotional opportunities. 15.3.1 It shall be the sole discretion of the Chief of Police, with concurrence of the Human Resources Director, to determine whether to recruit for a vacancy from both the inside and outside the organization. City employee candidates who choose to compete shall be evaluated on the same basis as non-employee candidates. 15.3.2 22.3.1 Advancement to a higher paid job classification shall constitute a promotion. Promotions shall be limited to full-time or part-time employees of ANAHEIM. 15.4 22.4 Examinations for appointments and promotions shall be in such form as will fairly test the abilities and aptitudes of candidates for the duties to be performed, so that such appointments and promotions will be solely based on qualifications without regard to race, color, creed, national origin, religious or political affiliation or belief, membership in or attitude toward an any employee organization, gender, age, or physical disability, except where gender, age, or lack of physical disability is a bona fide occupation occupational qualification. 22.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job classification. At such times as a department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointments from that list shall normally follow rank order. 22.6 When an appointment is to be made to a vacancy, the Human Resources Director shall submit to the Chief of Police the names on the appropriate employment list. Appointments to vacant positions shall be made by the Chief of Police, with the concurrence of the Human Resources Director. 22.6.1 The Chief of Police, with the concurrence of the Human Resources Director, may order names removed from an eligibility list for good and sufficient reasons. 22.7 In the absence of appropriate employment lists, a provisional appointment may be made by ANAHEIM of a person meeting the minimum qualifications for the position. An eligibility list shall be established within six (6) months for any regular, full-time position filled by provisional appointment. In the event that any provisional appointee fails to qualify on the eligibility list as established within six (6) months of the employee’s provisional appointment, said provisional appointee shall have his or her employment terminated at the close of the first complete biweekly pay period following the establishing of the eligibility list. 22.8 Appointments to certain grant funded positions as designated by the Anaheim City Manager may be made without competitive examinations and/or evaluations. Such appointments may be made by the Chief of Police (with the approval of the Human Resources Director and the Anaheim City Manager). In the event that a grant funded appointee fails to complete competitive examinations and/or evaluations and is not appointed to an ANAHEIM funded position during the employee’s period of employment under the grant, said grant funded appointee shall be terminated from ANAHEIM employment.

APPOINTMENTS AND PROMOTIONS. 15.1 ‌ 17.1 Appointments and promotions shall be based on merit and fitness to be ascertained so far as practicable by competitive examinations. Examinations shall be used and conducted to aid in the selection of qualified employees employees, and shall consist of recognized selection techniques, techniques which will, in the opinion of the Human Resources DirectorANAHEIM, test fairly the qualifications of candidates. 15.2 17.2 Minimum standards of employment for each job classification shall be recommended established by the Human Resources Director and approved by the City ManagerANAHEIM. 15.3 At 17.3 Vacancies in positions above the entry level shall be filled by promotion whenever one or more qualified candidates are available, except when a qualified, work disabled employee is placed in such time as position according to the Chief of Police, with concurrence of the Human Resources Director, determines that it is in the best interests of the City to promote from within, promotions Vocational Rehabilitation Administrative Regulation. Promotions shall be on a competitive basis except when the Human Resources Director finds that the number of employees qualified for promotion is insufficient to justify competition. Appropriate consideration shall be given to promotional candidates’ qualifications' qualification, record of performance, and seniority, in that order. When a qualified, work-disabled employee is available, consideration will be provided according to the Vocational Rehabilitation Administrative Regulation. 15.3.1 It shall be the sole discretion of the Chief of Police, with concurrence of the Human Resources Director, to determine whether to recruit for a vacancy from both the inside and outside the organization. City employee candidates who choose to compete shall be evaluated on the same basis as non-employee candidates. 15.3.2 17.3.1 Advancement to a higher paid job classification shall constitute a promotion. 15.4 17.3.2 Employees promoted to Fire Engineer or Fire Captain shall be placed in the ninth (9th) step of the salary schedule. 17.3.3 Employees promoted to Fire Engineer or Fire Captain shall after six (6) months of service in the ninth (9th) step be placed in the tenth (10th) step of the salary schedule. 17.4 Examinations for appointments and promotions shall be in such form as will fairly test the abilities and aptitudes of candidates for the duties to be performed, so that such appointments and promotions will be solely based on qualifications without regard to race, color, creed, national origin, religious or political affiliation or belief, membership in or attitude toward an any employee organization, gendersex, age, or physical disability, except where gendersex, age, or lack of physical disability is a bona fide occupation qualification. 17.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job classification. At such times as a Fire Department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointment from that list shall normally follow rank order.