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Management Practices Self-Assessment <br /> 2,25 Promotion and Demotion <br /> A procedure details employment promotions and demotions. <br /> A policy on employee promotions and demotions is defined. The policy includes both a technique <br /> to fill all positions with qualified applicants and a commitment to promote from within when <br /> possible. As part of the agency's career development program, .supervisors can provide guidance <br /> to potentially qualified employees to assist them in enhancing their skills and abilities so as to <br /> improve their ability to compete for future promotional opportunities. <br /> Assigned to: Tammy Donahue Initial Review Date: 12/11/2002 <br /> Completed by: Tammy Donahue Compliance Date: <br /> Amount Complete: Full Compliance <br /> Documentation/Directives: <br /> APPM Policy Manual <br /> Recruitment and Appointment: Chapter 3 <br /> Promotions: Chapter 8.1 <br /> Demotions: Chapter 8.3 <br /> Career Development: Chapter 7.4 <br /> AFSCME Contract <br /> Article 12 -Posting of Jobs <br /> Article 35 -Career Development Assistance Program <br /> Supervisor's Guide <br /> Agency Compliance: <br /> The City follows certain defined steps when addressing promotion and demotion situations. APPM <br /> Chapter 8.1 Promotions, defines the term and outlines the posting and selection process to be followed, as <br /> well as the impact on salary for a promoted employee. <br /> The City does not give preference to internal candidates. Unless an exception is made for valid business <br /> reasons, all vacancies are posted externally and are open for any qualified candidate to apply. Results have <br /> shown that internal candidates tend to compete very well and fill a significant number of vacancies. <br /> Occasionally, vacancies are first posted as Career Development opportunities, giving current employees an <br /> opportunity to learn about another position prior to applying and competing for the regular position. The <br /> decision to post a position as a Career Development opportunity is made in concert with the supervisor, <br /> division manager and recruitment and selection staff. Policy allows for a supervisor to fill a vacant position <br /> as an internal transfer or voluntary demotion opportunity. Limited duration and temporary employees are <br /> not eligible to apply for Career Development, transfers, or voluntary demotion opportunities. <br /> The AFSCME contract allows represented employees the right to inquire about the criteria to be used for <br /> the selection process. This includes the areas of knowledge and the skills that will be tested. AFSCME <br /> employees who are unsuccessful have the option, upon request, to feedback on their performance in the <br /> selection process. <br /> In the case of demotions, APPM Chapter 8.3 defines the various types of demotions and the required steps <br /> to take in each circumstance. Prior to any type of demotion, supervisors consult with department and <br /> <br /> ©2004 American Public Works Association - Version 5.0 <br /> 53 <br /> <br />