Carmel-by-the-Sea Municipal Code Art. VI Promotion, Transfer, Voluntary Demotion

"Promotion"

means advancement of a City employee in a regular position to a position in another class having greater responsibility and a higher salary range.

(Ord. 87-1 § 2, 1987)

The appointing authority will give preference to promotional candidates in a selection process who are fully qualified for the higher level position and who have demonstrated by all aspects of their employment history with the City their merit for promotional appointment.

(Ord. 87-1 § 2, 1987)

"Transfer"

means assignment of an employee in a regular position to another position in:

A.

The same class in another department;

B.

A different class which has the same salary range;

C.

A different class which has a different but generally comparable salary range when, in the judgment of the appointing authority, both classes are equivalent with respect to duties and responsibilities.

(Ord. 87-1 § 2, 1987)

The purpose of a transfer is to utilize the skills of an employee in another assignment. Transfer may occur for a variety of reasons, including better career opportunities for the employee, the employee's personal reasons, training of the employee, or the convenience of the City.

(Ord. 87-1 § 2, 1987)

Transfer may be initiated either by an employee with the approval of the City Administrator or by the City Administrator. The transferred employee shall serve a training and observation period as specified by appropriate memorandum of understanding. All training and observation requirements as outlined shall apply.

(Ord. 87-1 § 2, 1987)

A department manager may reassign an employee from one position, in the same class, to another within the department at any time.

(Ord. 87-1 § 2, 1987)

"Voluntary demotion"

means reduction initiated by an employee, in writing, in a regular position to a vacant position in another class having lesser responsibilities and a lower salary range.

(Ord. 87-1 § 2, 1987)

Wherever feasible, the City Administrator will accommodate the employee's wishes in this regard. There must be satisfactory evidence of the employee's ability and fitness to perform in the lower class for voluntary demotion to occur. The demoted employee shall serve a training and observation period as outlined by the department and applicable memorandum of understanding.

(Ord. 87-1 § 2, 1987)

A. During the normal course of employment, employees may be required from time to time to perform the duties of other positions within the department in which they are regularly employed. This may be caused by an emergency need, vacations, illness, training, or other similar reasons.

B. In cases where a vacancy occurs because an existing employee leaves City service, is away from City service because of an industrial disability, nonindustrial disability, disciplinary action or other reason, the City Administrator may promote or transfer an individual to another position on an acting-status basis for a period not to exceed six months. Prior to making the appointment, the City Administrator shall meet with the department manager and proposed employee to be transferred to negotiate an equitable financial agreement. If an agreement is not reached with one employee, another employee may be proposed for acting status.

(Ord. 87-1 § 2, 1987)

If the acting status transfer lasts the maximum time allowed (six months), the employee shall return to the position held prior to the transfer and the position being held by the employee during the six months acting status will remain open until filled by a new employee, return of the regular employee, or hiring of an intermittent employee. If the position is that of a department manager, the acting status may be extended upon agreement of the City Administrator and employee.

(Ord. 87-1 § 2, 1987)