The purpose of these rules is to ensure a fair and effective system of human resource administration, which is based upon the following merit principles: (CSC 2/24/09)
A. Providing fair treatment of applicants and employees in all aspects of human resource administration without regard to race, color, creed, religion, ancestry, national origin, sex, affectional preference, disability, age, marital status, status with regard to public assistance or any other non-merit factor; (CSC 2/24/09)
B. Providing for the objective, non-biased evaluation and classification of jobs;
C. Training employees to enhance existing and develop new job skills to facilitate increased performance and productivity;
D. Retaining employees on the basis of the adequacy of their performance, correcting inadequate performance, and separating employees whose inadequate performance cannot be corrected;
E. Recruiting, selecting, and advancing employees on the basis of their relative abilities, knowledge, and skills, including fair consideration of qualified applicants for initial appointment; and
F. Ensuring that employees are protected against coercion for partisan political purposes and are prohibited from using their official authority for the purposes of interfering with or affecting the result of an election or a nomination for office.
The City of Minneapolis Charter, Chapter 19, establishes and authorizes the Civil Service Commission to make, amend, or repeal rules in order to promote sound human resource administrative practices, to promote efficiency in the City service, and to carry out its charter responsibilities. The Rules will, among other things, provide for: classification of all covered positions; fair and objective examinations; public advertisement of examinations; lists of eligible candidates that rank persons in order of their relative abilities; certification procedures that correspond to current law and statute requirements; rejection of candidates or eligible candidates; temporary employment or re-assignment without examination; transfer, promotion, demotion, suspension and discharge of current employees; and other rules, consistent with the Charter, as become necessary. (CSC 3/14/02) (CSC 2/24/09)
1.03 Coexistence with the Minnesota Public Employees Labor Relations Act (PELRA)
Agreements reached under PELRA between the City of Minneapolis and exclusive employee representatives will supersede Civil Service Commission Rules whenever overlap exists. Employees in the classified service and not covered by labor agreements are subject to these rules.
Amendments will be prepared, recommended, and made effective as provided by Charter. Prior to the adoption of new rules or changes to existing rules, the Commission will take action at a regular meeting to consider and have published a notice of intent stating the rule(s) to be acted on and the proposed change(s). The following procedure will be observed when a rule is being considered for adoption, amendment or repeal:
A. Proposed rule changes will be considered for publication by the Commission at least one meeting prior to the meeting at which they are scheduled for official adoption.
B. The Human Resources Department will promptly notify the Mayor, the City Council, the several Boards and Commissions, each department head and labor organization representing City employees, and will post proposed rule changes on the official City bulletin boards seeking comment prior to consideration by the Commission of such rule changes.
C. Amendments will be recorded in the minutes of the meeting at which they were adopted.
An official listing of job titles in the classified service will be maintained by the Human Resources Department. Employees holding these titles will be subject to the provisions of Civil Service Commission Rules. In general, positions in the classified service include all but those policy-making positions, assistants to policy makers, and certain excluded positions such as librarians and teachers.
Last updated Sep. 27, 2011