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(1) All newly hired employees or former employees who have been rehired enter a probation period which is considered an integral part of the selection and evaluation process. During the probation period an employee is required to demonstrate suitability for the position through actual work performance.

(2) The normal probation period is six months from the employee’s date of hire, rehire or promotion; however, longer periods may be established for positions requiring technical, professional, specialized, unusual or unique skills or qualifications.

(3) An employee’s probation period may be extended for up to an additional six months when needed due to circumstances such as extended illness or a need to continue to evaluate marginal performance, to properly evaluate the employee’s performance. The probation period will not be shortened for any reason.

(4) Probation employees accrue vacation and sick leave, but are not eligible to use vacation until after their probation period is completed.

(5) During the probation period, the employee may be terminated at any time.

(6) When a supervisor determines an employee has satisfactorily completed the probation period, the supervisor shall prepare a written performance evaluation, which will be reviewed by the mayor. If the probation period is satisfactorily completed, the employee may be certified to regular employment status. (Ord. 518 § 2, 2009)