Book 1

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153 D - Compensation
City of Greensboro Personnel Policy Manuał
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or quality of services. Such reorganizations shall be cost neutral, at minimum, and serve as a
useful tool for internal management control when these changes are necessary.
5.0 ORGANIZATIONAL RULES
5.1 The City expects all supervisors and managers to adhere to the merit and equal opportunity
principle in all matters of personnel administration. Failure to do so will result in corrective action
up to and including dismissal.
6.0 PROCEDURES
6.1 A City operating or staff department undertakes a review of programs or services and
recommends a restructuring of their work units, programs, or services to the Budget & Evaluation
Department and Human Resources.
6.2 Budget & Evaluation reviews the department’s request for reorganization against criteria set
forth in the policy and against established City goals and objectives, current or future initiatives,
and fiscal policy. If approved, Budget and Evaluation communicates their recommendations and
concerns to Human Resources.
6.3 Once the review by Budget & Evaluation has been completed, Human Resources will
review the reorganization request against City policy and goals for Equal Employment, Staffing,
Compensation, and Employee Relations.
6.4 All departmental reorganizations are reviewed by the Job Evaluation Committee to determine
the potential impact on position classifications.
6.5 Budget & Evaluation and Human Resources will submit approved requests to the City Manager
for final approval.
A. If the potential exists for staff reassignments due to the reorganization and sufficient
vacancies exist within the department, then Budget & Evaluation and Human Resources shall
recommend to the City Manager’s Office that a competitive, inter-departmental (i.e., City-
wide) posting process should be utilized to fill the positions.
B. If the potential exists for staff reassignments due to the reorganization and no, or very
limited, vacancies exist within the department, then Budget & Evaluation and Human
Resources shall recommend to the City Manager’s Office that a competitive intra-departmental
(i.e., department-wide only) posting process should be utilized to fill the position(s). Such
a recommendation shall only be made within the parameters of this policy and only in
exceptional situations after other avenues for competitive recruitment (i.e., City-wide or
internal/external recruitment) are determined by Human Resources and Budget & Evaluation
to be grossly inefficient, have a negative budgetary impact, and/or otherwise adversely impact
critical deadlines and organizational objectives. City Manager approval shall be required for any
intra-departmental posting process.