City Hiring Practices

Adopted 1991.

The League of Women Voters of Portland, Oregon supports a personnel policy for the City of Portland which includes the merit system and independent oversight.

The personnel policy for the City should include:

Personnel Rules – A set of regulations governing such personnel actions as position classification, compensation, union negotiations, examinations, certification, service ratings, discipline – e.g. demotion, suspension, termination, civil service status and appeal.

A Position Classification Plan – A schematic list of job classes, organized by occupational type, with each class comprising all positions sufficiently similar in duties and responsibilities that: a) they can be filled by qualified applicants taking the same examination; b) they require the same minimum level of knowledge and ability; and c) they fall within the same salary range.

A Compensation Plan – A plan which establishes a salary range for each class commensurate with salaries paid in comparable positions elsewhere, and which shows reasonable relationship among the ranges of all the classes in the plan.

Open and Competitive Examinations and Certification – A program which provides tests that are valid, reliable, timely, without prejudice and that measure the knowledge and ability required in each class in order to: a) establish a register of eligible applicants based on relative examination scores for each class; and b) certify eligible candidates in accordance with established rules for each vacancy to be filled. 

Promotional Examinations – A program of examinations given in a timely manner to secure the best qualified employees for higher level positions while maintaining the morale of the organization.  These examinations are open only to those currently employed in the service.

Performance Ratings – A system of regular employee evaluations by supervisors, useful in providing a basis for such personnel actions as counseling, promotions and salary adjustments. 

Central Records – A system of complete employment records for each employee in the service.

Employee Relations – A service to answer employee questions regarding civil service rules and personnel actions.

An Appeal Procedure – A means for employees to appeal disputed personnel actions.

An Affirmative Action Program – A program to ensure equal opportunity for employment of minorities and women.

Independent Oversight – There should be independent oversight of the personnel system.  Such oversight should include authority to make independent investigations, approve payroll, and hold hearings on appeals.

Temporary Employees – Regarding temporary employees, the League supports a limit on the time a person may serve: a specified time for full-time budgeted positions and part-time positions, and the length of the season for seasonal employees.  Persons on the eligible list should be given preference for part-time and seasonal appointments.  There should be a specific time limit for providing examinations to fill permanent positions held by temporary employees.