Santa Ana Municipal Code § 9-91 Duration of probationary work test period

The probationary period preceding regular appointment to a position in the civil service is an intrinsic part of the examination process and shall be utilized for closely observing the employee's work, for securing the effective adjustment of a new employee to a position, and for eliminating any probationary employee whose performance or personal qualifications do not meet the required standards of work. When an employee has been retained continuously in probationary status for the required period, the employee shall achieve permanent status.

(Code 1952, § 2233; Ord. No. NS-277, § 2, 9-3-57; Ord. No. NS-1659, § 7, 11-15-82; Ord. No. NS-2232, § 1, 9-19-94)

The probationary work test period shall be twelve (12) consecutive months from the date of appointment from a reappointment, promotional, or open eligible list. Absences and/or other periods of time when an employee is unable to perform the full range of duties of his or her position totaling fifteen (15) days or more during a probationary period may extend the probationary period the total length of time of such absences, at the discretion of the appointing authority. During such probationary period, the employee may be rejected at any time without right of a hearing before the personnel board. An employee rejected during the probationary period from a position to which the employee has been promoted shall be reinstated to the position from which the employee was promoted, unless the employee is dismissed from the service of the city in addition to rejection, in which event the employee shall have the right of a hearing before the personnel board as to such order of dismissal in the manner prescribed in this chapter. The appointing authority at his or her discretion may extend the duration of the probationary work test period for up to six (6) months with the specific reasons stated in writing to the employee.

(Code 1952, § 2234; Ord. No. NS-277, § 2, 9-3-57; Ord. No. NS-1516, § 1, 12-3-79; Ord. No. NS-1659, § 8, 11-15-82; Ord. No. NS-2034, § 26, 1-2-90; Ord. No. NS-2232, § 1, 9-19-94)

Performance appraisals will be prepared by the appointing authority every four (4) months during the probationary period and filed with the executive director of human resources. These reports will bear the statement that the employee is to be retained or rejected. The final report will be filed five (5) working days prior to the end of the probationary period.

(Code 1952, § 2235; Ord. No. NS-277, § 2, 9-3-57; Ord. No. NS-2232, § 1, 9-19-94; Ord. No. NS-2946, § 3, 6-5-18)

A rejection during the probationary period will be effective as of the date of rejection by the appointing authority. Within ten (10) days of the rejection, the appointing authority will file a statement with the executive director of human resources, stating the reason for rejection and giving the effective date, which shall not be later than the last day of the probationary period. In case of separation because of rejection during the probationary period, the probationer concerned will be notified immediately in writing, and a copy of such notice will be filed with the statement furnished the executive director of human resources.

(Code 1952, § 2236; Ord. No. NS-277, § 2, 9-3-57; Ord. No. NS-2232, § 1, 9-19-94; Ord. No. NS-2946, § 3, 6-5-18)

Employees serving under probation as a result of promotion will be the subject of the same appointment, performance, rejection and other reports as required in the case of other probationary appointees during their probationary period.

(Code 1952, § 2237; Ord. No. NS-277, § 2, 9-3-57; Ord. No. NS-2232, § 1, 9-19-94)

Whenever reference is made to a required number of days, months, or years for full-time civil service employees in this article, an equivalent number of hours will be substituted to satisfy an equivalent requirement for part-time civil service employees as defined in section 9-2.

(Ord. No. NS-2285, § 7, 5-6-96)