The probationary period is designed to give the employee time to learn the position and to allow the Supervisor sufficient opportunity to evaluate the employee’s performance. The probationary period may be extended, upon approval by the City Manager, a maximum of one year in addition to the original twelve months.

Probationers may be removed, demoted or disciplined at any time during the probationary period by written notice to the employee by the Appointing Authority or Department Head indicating that his or her services are unsatisfactory or on the basis of other reasons deemed sufficient by the City. Such removal or demotion shall not be subject to appeal. Copies of all such notices involving removal or demotion shall be filed with the Personnel Officer and Finance Director.

Section 4.16 – Performance Evaluations: In cooperation with the Appointing Authority and Department Heads, the Personnel Officer may establish a system of service ratings based upon standards of performance. Such standards shall measure the quantity and quality of the work performed, the manner in which such service is rendered, the faithfulness of the employee to his or her duties, initiative, reliability, attendance, judgment, conduct, and other such characteristics or results as may measure the value of the employee to the municipal service. Service ratings shall be considered in determining salary increases and decreases within the fixed limits of the compensation plan, as a factor in determining order of layoff, and as a factor in determining the promotion, demotion or dismissal of an employee.

The Supervisor and employee shall meet and discuss the evaluation, assess the employee’s strengths and weaknesses in a constructive manner, and set objectives and goals for the rating period ahead. The employee shall be given the opportunity to examine the evaluation and make written comments within 10 days. The employee and Supervisor should then sign and date the evaluation and forward it to the Personnel Officer for placement in the employee's personnel file.

ARTICLE 5 - PAY PLAN

Section 5.1 - Classification Plan. The City of Oakwood has established and maintains a classification plan consisting of a comprehensive inventory of full-time and regular part- time positions with the City. Subject to legislative approval by Council, the City Manager shall make necessary amendments to the classification plan, including the creation of new positions or classes, revisions of existing positions or classes, and the abolishment of positions or classes that are no longer required. The existence or establishment of a position or class does not obligate the City to fill it. No City employee shall be classified or paid at a wage rate not established in either a collective bargaining agreement or the Personnel Schedule.

Section 5.2 – Job Descriptions. Each classification within the City shall have a job description which outlines the duties, responsibilities and essential functions of the position. Job descriptions are intended to be illustrative and not restrictive. Supervisors