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RECREATION DEPARTMENT MANUALS AND REGULATIONS
EMPLOYEE ORIENTATION MANUAL
Employee Selection Process
Civil Service employees are hired and promoted on the basis of competitive examinations administered under the direction of the City's Personnel Director.
It is the policy of the City of Philadelphia to maintain and promote equal employment opportunity. Appointments are made without regard to race, color, religion, sex, age, national origin, sexual orientation and other non-merit factors. Physical ability may be a consideration in determining the minimum requirements of certain positions.
Probationary Period
New employees must successfully complete a six-month probationary period before attaining permanent status. Probationary employees receive performance ratings at the end of the second and fifth months. To obtain permanent status, the employee must earn a rating of at least "satisfactory." An unsatisfactory" performance report will result in "Rejection During Probation." A probationary employee may be rejected at anytime during the probationary period if it is determined that he is unwilling or unable to perform his duties satisfactorily.
Employees who are promoted must also serve a six-month probationary period in their new position.
If you are rejected during the probationary period, you have the right to be restored to a position in the classification in which you have permanent status.
Annual Performance Report
In addition to the probationary period, all employees receive annual ratings prepared by their immediate supervisor. The main purpose of the performance report is to provide you with periodic feedback regarding your job performance. Performance reports are intended to reinforce good performance and to help improve performance that is not up to standard. Annual ratings are also used to determine eligibility for earned pay step increases.
If an overall rating is less than "satisfactory" a pay step increment will be postponed until the effective date of the next overall rating of satisfactory or better. Disciplinary action may also result if no improvement is shown after a reasonable period of time.
DC 33 employees are evaluated in several job performance categories using a two rating scale of satisfactory or unsatisfactory performance.
DC 47 and Non-Represented employees are evaluated in several performance categories on a five (5)-scale basis: Outstanding, Superior, Satisfactory, Improvement Needed, and Unacceptable Performance.
Employees receive an additional 1.5 points on promotional exams for an overall superior rating and 3.0 points for an overall outstanding performance rating.
If an employee disagrees with the rating he receives, he may request a review of the performance ratings with the reviewing officer. The reviewing officer is the supervisor's supervisor.
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