Appointments to vacant positions in the competitive service shall be made in accordance with the personnel rules. Appointments and promotions shall be based on merit and fitness to be ascertained so far as practicable by competitive examination. Examinations shall be used and conducted to aid in the selection of qualified employees and shall consist of selection techniques which will test fairly the qualifications of candidates such as achievement and aptitude tests, written tests, personal interview, performance tests, physical agility tests, evaluation of daily work performance, work samples or any combinations of these or other tests. Physical and medical tests may be given as a part of any examination.

In any examination, the personnel officer may include, in addition to competitive tests, a qualifying test or tests and set minimum standards therefor.

Appointments shall be made by the city manager in accordance with the powers and limitations of Section 24 of the Charter, or by the officer to whom the power to make appointments is delegated.

When appointment is to be made to a vacancy in the competitive service, the personnel officer shall transmit to the appointing power the names of all persons on the appropriate certified employment list, in the order in which they appear on the list.

In the absence of appropriate employment lists, a provisional appointment may be made by the city manager of a person meeting the minimum training and experience qualifications for the position. A provisional employee may be removed at any time without the right of appeal or hearing. During the period of suspension of an employee or pending final action on proceedings to review suspension, demotion or discharge of an employee, such vacancy may be filled by the city manager by a provisional appointment subject to the provisions of this chapter and the personnel rules. (Ord. 837 NCS § 1; prior code §2.94.)