Civil Service Commission Rules Section 1
INTRODUCTION TO THE RULES
AND ADMINISTRATION OF THE RULES
SECTION 1.1 - DEVELOPMENT AND REVISION OF RULES
In September and October of 1963 several personnel directors in private industry and from federal agencies, with guidance from the Mayor, met to help develop the groundwork and format for a merit human resources program for the Metropolitan Government of Nashville and Davidson County. Subsequently a series of meetings was held in which human resources policy statements were developed and presented to the Mayor and the Civil Service Commission in January, 1964. After adoption of these policies, regular weekly meetings were held and assignments were made to the personnel directors to develop specific chapters of the Civil Service Rules. The Rules were officially adopted on August 18,1964.
These rules have been revised and reprinted several times since their initial printing. These revisions were made after careful study by the Department of Human Resources the Department of Law. Input was provided by employees, employee representatives and departments of Metropolitan Government.
SECTION 1.2 USE OF MASCULINE NOUN AND PRONOUN
In order to avoid the sometimes awkward use of he/she, him/her, his/her, when referring to employees in general, the use of the masculine noun or pronoun in these rules shall be interpreted to include the feminine.
SECTION 1.3 OBJECTIVES OF RULES
The purpose of these rules is to bring into the service of Metropolitan Government of Nashville and Davidson County a high degree of understanding, cooperation, efficiency and unity. These rules provide a uniform human resources program for all employees, with all the benefits such a program ensures. The fundamental objectives to be achieved by these rules are declared to be:
- to promote and increase efficiency and economy in the Metropolitan Government.
- to provide equal employment opportunities to all applicants and employees.
- to develop a program of recruitment, advancement and tenure which will make employment with Metropolitan Government attractive as a career and encourage each employee to render his best services.
- to establish a program based on merit for the hiring and promotion of employees and to provide promotional opportunities whenever possible to qualified employees.
- to establish and promote high morale and enhance working conditions among Metropolitan Government employees by providing a uniform personnel policy, and opportunity for advancement.
SECTION 1.4 APPLICABILITY OF RULES AND POLICIES
These rules shall apply to all employees of the Metropolitan Government, except those employees who are specifically placed in the unclassified service by the Charter of the Metropolitan Government or who are employed by agencies which act as their own Civil Service Commission pursuant to the Metro Charter or as otherwise exempted by the Metro Charter. For consistency in Human Resources administration, the Civil Service Commission encourages all departments, especially those departments with both classified and non-classified employees, to follow these rules and policies to the extent possible.
SECTION 1.5 AVAILABILITY OF CIVIL SERVICE RULES
A copy of the Employee handbook will be given to all Civil Service employees and to all new hires at the beginning of their probationary period. Each employee is to sign a statement that he has received the copy. An up-to-date copy of the Civil Service rules and policies will be maintained in the department and will be made available to all employees on request. Any changes in the rules will be posted on the department bulletin board or other notification procedure.
SECTION 1.6 PERSONNEL POLICY MANUAL
A policy is a statement that clarifies a rule or defines a practice/definition. A manual will be maintained by the Human Resources Department containing all HR policies referenced by the rules and/or approved by the Civil Service Commission. A copy of this manual will be provided to all operating departments and a copy will be available for reference in the Human Resources Department.
SECTION 1.7 AMENDING OR CHANGING RULES
The Director of Human Resources will consult with employee representative groups before recommending changes of these rules to the Civil Service Commission. Anyone may recommend changes to the Director of Resources. The Commission is responsible for approving or disapproving any recommended changes. A public hearing must be conducted prior to any changes being approved.
SECTION 1.8 PERSONNEL RULE AND POLICY INTERPRETATIONS
The Director of Human Resources is responsible for interpreting the Civil Service rules and policies and shall write interpretations when clarification is needed. These interpretations are to be followed in applying the rules and policies. Appointing authorities and employees may submit written requests for interpretations to the Director of Human Resources.
SECTION 1.9 EFFECTIVE DATE AND COMPLIANCE
The Civil Service Commission shall establish the effective date of any rule they approve. On that date the previous rule is superseded. The Civil Service Rules shall apply to all employees under the jurisdiction of the Civil Service Commission. It is the responsibility of each appointing authority and each employee to carry out these rules and policies.
SECTION 1.10 DEPARTMENTAL RULES
Appointing authorities shall implement additional rules to govern their departments, specific rules which would apply to their departments only or are not covered in the Civil Service Rules. These rules must not conflict with Civil Service Rules and Policies. Departmental rules shall be approved by the Civil Service Commission. "Departments will notify the appropriate employee representative groups in the department before proposing changes to the commission." A copy of any proposed departmental rule shall be made available to employees within the department at least two weeks prior to Commission approval. Once approved, all employees of the department shall be furnished a copy of the rules, sign for the copy and have such acknowledgment placed in their HR file.
SECTION 1.11 REVIEW BY THE CIVIL SERVICE COMMISSION
In accordance with the provisions of the Metropolitan Charter, it shall be the authority of the Civil Service Commission to review or modify any action taken by the Director of Human Resources.