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40 of 1972 - Amending Title 25, by adding Chapter 11A, relating to the office of Personnel Director and establish HULL I.HLL Rpl� May 2 72 .000TING Aye Salt Lake City,Utah, ,19 Mr.Chairman.... 1111■ Barker I move that the Ordinance be passed. ®- I Harmsen EMI Harrison Phillips Result ■■ AN ORDINANCE AN ORDINANCE AMENDING TITLE 25 of the Revised Ordinances of Salt Lake City, Utah, 1965, relating to officers and employees, by adding thereto a new chapter 11A relating to the office of Personnel Director and establishing a comprehensive personnel management system for Salt Lake City Corporation. Be it ordained by the Board of Commissioners of Salt Lake City, Utah: SECTION 1. That Title 25 of the Revised Ordinances of Salt Lake City, Utah, 1965, relating to officers and employees, be, and the same hereby is, amended by adding thereto a new chapter 11A relating to the office of Personnel Director and establishing a comprehensive personnel management system for Salt Lake City Corporation, to read as follows: "Chapter 11A PERSONNEL DIRECTOR AND PERSONNEL MANAGEMENT Sections: 25-11A-1. Scope of chapter. 25-11A-2. Statement of policy. 25-11A-3. Career service - exceptions. 25-11A-4. Personnel Director - duties. 25-11A-5. Appointment from certified lists. 25-11A-6. Personnel advisory board. 25-11A-7. Rules and regulations. 25-11A-8. Prohibition against political activity. 25-11A-9. Acts prohibited. 25-11A-10. Penalties. 25-11A-1.1. Agreements and cooperation with other governmental agencies. 25-11A-12. Employee organizations. 25-11A-13. Status of present employees. 25-11A-14. Career servicd employees not to participate in strikes. 25-11A-15. Severability. Sec. 25-11A-1. Scope of chapter. This chapter shall create and establish the office of Personnel Director and a comprehensive personnel management system for the city. Sec. 25-11A-2. Statement of policy. The following principles and policies are hereby established: (1) Employment and promotion in the City Government shall be based on merit and fitness, free of personal and political considerations, and in no way being influenced by religion, creed, color, sex, national origin or ancestry; -2- (2) Just and equitable incentives and conditions of employment shall be established and maintained to promote efficiency and economy in the operation of the city govern- ment. (3) The system shall provide the means to recruit, select, develop, and maintain an effective and responsive work force, and shall provide plans for employee hiring and advancement, training and career development, job classifi- cation, salary administration, retirement, fringe benefits, dicipline, discharge and other related activities; (4) Tenure of employees covered by the personnel manage- ment system shall be subject to good behavior, satisfactory work performance, necessity for performance of work and the availability of funds. Sec. 25-11A-3. Career service - exceptions. All permanent positions of employment in Salt Lake City Municipal Government shall be in the career service except the following: (1) Members of the board of commissioners and other elected positions; (2) Members of boards and commissions, judges and the following heads of departments appointed by the Mayor and board of commissioners: City Recorder Chief Deputy Auditor Deputy Auditor City Planning Director City Engineer City Attorney Water General Superintendent Airport Manager Traffic Engineer Street Superintendent Parks Superintendent Chief of Police Fire Chief City Treasurer Purchasing Agent License Assessor Cemetery Superintendent Personnel Director City Prosecutor Traffic Violations Bureau Director Assistant Airport Manager (3) Persons employed to make or conduct temporary and special inquiries, investigations, or examinations on behalf of the board of commissioners; (4) Volunteer personnel who receive no regular compensa- tion from the city; (5) Seasonal and temporary positions of less than a year in duration; (6) Secretaries and administrative assistants to elected officials, including the deputy city treasurer and budget direc- tors; (7) Civil service employees; (8) Golf course professionals. Sec. 25-11A-4, Personnel director - duties. There is hereby created the office of Personnel Director who shall be the head of the personnel department and responsible for the administration and technical direction of the City's personnel management system. His duties shall consist of the following: i -3- (1) To administer, under the direction of the Mayor and board of commissioners, the personnel management system as set forth in this chapter, and the rules and regulations adopted hereunder; (2) To encourage and exercise leadership in the develop- ment of an effective personnel administration within the departments of the city government. (3) To advise the board of commissioners on the utiliza- tion of manpower resources throughout the city; (4) To foster and develop programs for the improvements of employees effectiveness, including training, safety, health, counseling, and welfare; (5) To establish and maintain comprehensive personnel records of all employees in the municipal service; (6) To prepare, recommend, and maintain a position classification plan for all positions in the municipal service based on the level and difficulty of duties performed and responsibilities assumed; (7) To prepare and recommend to the board of commissioners an equitable pay plan for all municipal employees; (8) To develop and administer plans for the recruitment, examination, and placement of persons and to determine the relative fitness of applicants for positions in the career service; (9) To establish and maintain eligibility lists for appointment and pr&motion, upon which lists shall be placed the names of qualifying candidates; (10) To specify and certify, to the appointing authority, those persons who are categorized as "outstanding, well- qualified, or qualified" for a career service vacancy; (11) To develop and administer plans for promotions which give appropriate consideration to each applicant's qualifica- tions, records of performance, and abilities in relation to the highest level of work to be performed; (12) To develop and administer a program of employee per- formance evaluations which can serve as a basic factor in such personnel transactions as determining salary increments or increases by meritorious services, promotions, establishing order of lay-offs due to lack of funds or work, reinstatements, demotions, discharge, or transfers; (13) To establish a plan for resolving employee grievances and complaints; (14) To administer procedures for disciplinary actions such as suspensions, demotions in rank or grade, or discharge, and to provide for presentation of charges, hearings, and appeals for all employees in the career service; (15) To certify all employees for payroll purposes and other benefits; (16) To make annual reports to the Mayor and city com- missioners regarding the work of the personnel department and the condition of the overall personnel management system. Sec. 25-11A-5. Appointment from certified lists. Whenever a career service vacancy is to be filled the appointing authority shall make his selection from a list of five candidates certified by the personnel director. Such list shall include qualifying -4- candidates in the highest possible category. If, however, less than five persons are qualified in the highest category, such list may include the highest qualifying candidates in the next highest category. In the event there are less than five qualifying can- didates in the two highest categories, such list may include the highest qualifying candidates in the third category. Sec. 25-11A-6. Personnel advisory board. There is hereby established a three member personnel advisory board representing the citizens of Salt Lake City, non-career service municipal employees, and career service employees. Members of the personnel advisory board shall be initially appointed by the Mayor with the approval of the board of commissioners to serve terms of one year, two years and three years respectively. Thereafter, such members shall, be appointed by the Mayor with the approval of the board of commissioners for three year terms. The board shall elect one of its members as chairman. Each board member shall receive five dollars for each meeting of the board which he shall attend; pro- vided that he shall not receive more than forty dollars in any one month. Upon request of the Mayor, or on its own initiative, the board shall be responsible for providing advice and counsel on all aspects of the Salt Lake City personnel management system in terms of its effectiveness to the city, municipal employees, and the general public. Sec. 25-11A-7. Rules and regulations. Rules and regulations, or revisions thereof, shall be adopted by the board of commissioners and upon such adoption and approval shall be filed with the City Recorder and Personnel Director. They shall be distributed to all city employees and shall be available for public inspection during normal business hours. The rules and regulations shall cover specific procedures and policies to govern the following phases of the personnel system: (1) Administration of the classification plan; (2) Administration of the pay plan; (3) Announcement of employment vacancies and the acceptance of applicants for employment; (4) Preparation and conducting of examinations; (5) Establishment and use of eligibility lists; (6) Establishment of promotional policies; (7) Certification and employment of persons from employ- ment lists to fill vacancies; (8) Performance evaluations of employees including those on probationary status; (9) Transfer, promotion, and reinstatement of employees; (10) Separation from the career service of employees by resignation, suspension, dismissal, layoff, and for incapacity to perform required duties; (11) Establishment of hours of work, holidays, vacation, attendance and leave regulations and procedures; (12) Outside employment of municipal employees; (13) Relations with employee organizations; (14) Establishment of a probation period, not to exceed one year, for all employees prior to final appointment; (15) Establishment of grievance procedures; 4 (16) Development of employee morale, safety, and training programs; (17) Such other matters as may be necessary to carry out the intent and the purpose of this chapter. Sec. 25-11A-8. Prohibition against political activity. No employee in the career service shall be an officer of a political party or hold political office during his employment; provided that this section shall not apply to voting district officers and delegates. No city employee or official shall solicit orally, or by letter, or be in any other manner concerned in obtaining any assessments, contributions, or services for any political party from any employee in the career service. Nothing herein contained shall be construed to restrict the right of the employee to hold membership in--and support--a political party, to vote as he chooses, to express privately his opinions on all political subjects and candidates, to maintain political neutrality, and to attend political meetings after working hours. Any career service employee who wishes to seek election to a political office shall request and obtain a leave of absence from the career service appointment no later than the day following the primary election for such office. Sec. 25-11A-9. Acts prohibited. No person shall willfully make any false statement, certificate, mark, rating or report in regard to an employee's application, test, certification, evaluation, or appointment held or made under the personnel system hereby established, or in any manner commit any fraud or other act for the purpose of preventing a proper or impartial execution of said personnel system. No person seeking employment or promotion shall give or pay any money or any other thing of value, or render services to any other person for, or on account of, or in connection with his test, appointment, proposed appointment, promotion, proposed promotion, or for any other advantage in a position in the career service of the city. Sec. 25-11A-10. Penalties. Violations of the provisions of this ordinance shall be grounds for suspension or discharge from the career service. Any person who has violated any provision under this chapter shall, for a period of five years, be ineligible for employment in the career service. If he is an appointed officer or employee of the city government he shall forfeit his office or position. Sec. 25-11A-11. Agreements and cooperation with other governmental agencies. The board of commissioners may, as per- mitted by law, enter into agreements with any federal, state or local government organization(s) for receipt of grants or services, including material or equipment which is designed to strengthen personnel administration and train municipal employees, or to improve specific access of persons to the personnel system hereby established. The personnel director, acting in behalf of the city, may cooperate with other governmental agencies charged with public personnel administration in conducting personnel tests, recruiting personnel, training personnel, establishing lists from which eligibles shall be certified for appointment, and for the inter- change of personnel and employee benefits. Sec. 25-11A-12. Employee organizations. All employees in the career service shall have the right to organize, join, and participate or to refuse to organize, join, or participate in any employee organization without fear of penalty or reprisal. 0 -6- Sec. 25-11A-13. Status of present employees. Employees holding career service positions continuously for one year or more, immediately prior to the adoption of this chapter, shall, upomcertification by the appointing authority that his or her work has been satisfactory, be continued in their respective positions without further examinations until separated from their positions as provided by law. Those holding their positions less than one year immediately prior to the adoption of this chapter, shall serve a "probationary period," as prescribed by these ordinances, and may be certified in the same manner when they satisfactorily complete such probation period from the date of their original appointment. Sec. 25-11A-14. Career service employees not to participate in strikes. Every career service employee of the city, by accepting or retaining his position hereunder, agrees that he will not engage in, threaten to engage in, encourage or plan any strike, whether it be in the nature of an immediate walk-out or resignation after notice. Any general or mass resignation shall be regarded as a strike when more than one-tenth of the total career service employees in any city department having more than fifty such employees resign within any period of thirty days, and when more than one-fourth of the total career service employees in any other city department resign within any period of thirty days. Any violation of this ordinance shall be grounds for removal from career service employment, forfeiture of all rights of seniority and shall also be grounds for refusal of reinstatement or employment in any other city department. Sec. 25-11A-15. Severability. If any section, subsection, sentence, clause, or phrase of this chapter be held invalid for any reason such holding shall not affect the validity of the remaining portions of this ordinance. SECTION 2. In the opinion of the Board of Commissioners of Salt Lake City, it is necessary to the peace, health, and welfare of the inhabitants of Salt Lake City that this ordinance become effective immediately. SECTION 3. This ordinance shall take effect upon its first publication. Passed by the Board of Commissioners of Salt Lake City, Utah, this 2nd day of May, 1972. qiiIR 4.2cY REe0 R (SE.AL) BILL NO. 40 of 1972 Published May 10, 1 97 2 0 Affidavit of Publication STATE OF UTAH, 1 Jj ss. County of Salt Lake Betty-Phelps Being first duly sworn,deposes and says that he is legal adver- ANDRD1xANCE Salt using clerk of the DESERET NEWS, a daily (except Sunday) AN ORDINANCE AMENDING TITLE 25 of the Revised Ordinances f Salt Lake City,te 111A relatiYgI to the r NCI.�I of Pers< el DIe Ctor adding' 4mbll thereto h new prehensl e personnel manaferne t ever f Salt LakeClOnt porn-Newspaper printed in the English language with general cif- ti 9ae It ordalne4 by theBooed of C mml 1 n Of Salt Lake city,Uth: F elation in Utah, and published in Salt Lake City, Salt Lake SECTION:I That Title25 orbit Revised Ordinances of Salt Lake City Utah. , �r 196,relatlb410 NIc and�r1ww I V be,d a th p eh<r by Is 47nenaed s.h unty,Ln the State of Utah. ta,addln4tobli hIn nec hrnsiv re ersonfe theoffseofPY r<fDiralt tot egCit Corp/51 ft PrOodcomprehensivepersonnel management vsfem for SOIL' L k GIN Co po!tla to Wacofollows:lA y�te3ERSCNNELDIRECTORAa That the legal notice, of which a copy is attached hereto Se fie(; PERSONN EL MAN AGEMENT Scope f egir,211AS Sr t m t An Ordinance_nelating- _ to9!!ioe2a 8ncd.employees, by 2s•11A.3.Card YI a Ptl 2511A S.Personnel DI�i'(datq duties. 25I1A-5 Appointment'from e Yt11i d 11915: 2S11A,P le E'adylbarlV hoard. adding -thereto_a-pen�hapter_1lAr�lating.ta the�ffiee 26 11A•&Prohibition gain t political activity.. 25 IIA 9,Acts prohibited. oo 1 - .P 4Nfl t t i shi n comnreht=nalVe 25 1 11 A4Ya tuna cooperation with other governmental agencies. of Personnel Di3rlst9.r_and..e ah $..>� 2511A 1't'EtoR1aY organizations. k 2511A-11v Stat I.P n PI Y s 25 11A Id"Co ee service a PI yeeI net to DarticIPate in St Ik s,• 2 nA1s^sey<amN1Y. peroo_nnel_man genent__system for sal+ Zalce�itg�orporation. 5 224$.1A`i 5pW f dhaut Thl chopi h II to tl t bllshthe t NlptitpHBYs14nehD114c10r tl prene I e0 el 4 isYs- Bill �i 1, s� 1 ran 5e<,�i511A-5tOtelr I Of p IICY.The roIloslyin4 Principles d policies are Br11_No., 4O of ..-i 2 h<II ees,p meeflLt o r litt n dl tlpt and t er 1n I political City ani n II nit b Q i{�ntl11 by r.; tl ,s considerations,and l 0 aV 1972 belag lRYlupn ab IIOoR treed,color, %national 0191 ancestry. {st.redord'gfbtgf Odtod ri io tl Eltl ode PI Y t n Ier - 1as published in said newspaper on __Max_1 ,__ toNI nalt hd <d�o;:P m( efN A<Y tl VI th P tl a nheaes t ' 101 aine ne lNb t dl Se vide the means a 1 to It let develop, d maintainan el ao 00 el<we k0ce nail provide plans f br e fA1a0 Y d0hi0 tli t ti tl1 be y e 1I ' dl aT tl heeP a fi rl bl f t Ye h Itlrisf h pY e t VY ---- --'---- r eae ma el k and the availability of funds. Sk 9SIIA3.Career i exceptions.All permanent proltions of' P i halt Lak<City Municipal G t h II b l ,h career service except (2)Mar sot the boars board fcommissionersd flat a rapositions; (P)M<!Pp re rS nteds the I d a m following heads Of Legal A(l'U,rtl.SLlLg tle0ity t't aePOlnted bV the Mayor and board of commissioners: Chi RDeeto Deputy Audit Auditor DeylPlannin gr City Planning DlfebtOr City Engineer y City Afro er ApParGht pI Superintendent Traffic Engineer r le this er llth _._ day of Street arks Sup erintendent P erintendent Chief of Police Fire Thief urer 19--72- • Piurchaty sing Agent Cemetery SP if dnt e P l Director Traffi Violations Bureau Director Assistant Alf0 t Manager \y (SI Persons employedt ke or conduct t ry and ill Lis. investigations, examinations on behalf of the board of commissioners; (41 Volunteer personnel who receive no regular compensation from the Notary Public coy; Seasonal and temporary positions of less than a year in duration; (61 Secretaries and administrative assistants to elected officials,Inclutling the deputy city treasurer and budget directors; 01 Civil service employees: le)Golf course Professionals. My Commission Expires February 12, 1974 Sec.25-1IA.4.eersonnel oireci0r—dunes.There Is hereby created the of-I Sec.25-11A-11.,Agreements and cooperation With other goveminentalagen- fled of Personnel Director who shall be the head of the personnel department os.The board of commissioners may,as permitted by law, enter into agree- •and responsible for the administration and technical direction of the City's I ments with any federal,state or local government organization(s)far receipt personnel management system.His duties shall consist of the following: of grants or services,including material or equipment which is designed to , (11 To administer,under the direction of the Mayor and board of s- Strengthen personneladminIstration,and train -I t. to Im- e the personnel management system as set forth in this chapter,andspecific access Of tothesystemhereby thehe rules and regulations adopted hereunder, The ers nnel director, t r In behalf f the IN may cooperate with I (2)To encourage and exercise leadership In the development of On effective'', other governmental agencies h g d with public p administration t personnel administration within the departments of the city government, conducting personnel tests, es ng personnel,training personnel,estob (8)To advise the board of commissioners on the ulliisatlon of manpower re-I isting lists from which eligibles shall e certified for appointment,and for sourcesthroughout the city; Me f personnel and pl benefits. is (4)To foster and develop programs tor the Improvements of employees et- Se,251,612 Employee organiz t Ai rem ployees in the ry ce fectiveness,Including training,safety,health, nseling,and welfare; shut hove Me right top ra loin,and participate t refuse toorganize, (5)T establish and maintain comprehensive personnel records of all participate l V employee organizationwithout fear of penalty or' employees T the municipal service; reprisal. i ' (6)TO PrePare,recommend,and maintain a position classification plan for Sec.251IA 13 Status f f employees.Employees holding sent-allpositionsthe municipal service based on the level and difficulty of 1 positions'continuously for one year or mare,immediately tothe duties performed and responsibilities assumed, adoption of this chapter,shall,upon certificationby theappointing authority (71 To prepare and recommend to the board ofih commissioners n equitable t his or her k has been satisfactory,be continued in their respective pe. pa18 plan for all municipal employees;' tinswithout further examinations untilseparatedfrom their posit ons as (8).To develop and administer plans for the recruitment,examination,andr provided b Thoseholding theirpositions thann year Immetll,''05 placemnt of persons and to determine the relative fitness et applicants for prior to the adoption of thischapter,shop serve a ied In.'probationary perlotl, positions In the career service; prescribed they tl by these ordinances,and may be certified in the same manner (V)To establish and maintain eligibility lists for appointment and promo- when they satisfactorily complete such probation period from the date of their' non,upon which lists h 11 be placed the es of Qualifying candidates; original appointment. (10)TO specify and certify,to the th ity,those persons .who S 2511A 4 C f employees t f participate in strikes.Eery e categorized 1 f dl gwell-Quaidled, qualified"/ r I employee f theley,by g -retaining his position service ce vacancy, Ti undo agreesthat h will engage threaten ort engage in,encourage .1111 To develop tladminister f promotions which give pP p 1 to plan strike,whether it-be the f f- immediate walk-out or •consideration toe happlicant's qualifications,records ords of performance,andresignation otter notice.Any 9 r moss resignation shall,be regarded as abilities In relation to the highest'level of work to be performed, a strike whenthan one-tenth of total sera ce employe in (12)Ta develop and administer program of employee performance evale- any city department h ebbfifty M1 employees resign within anY t tons which can serve as a basic factor In such r personnel transactions as de- period ofih 1 days,and when more thant f ih f the total career serv- of thirty dons, g salary 1 order of laynts roftsc dueses to lack.at funds or work,reinstate-' clays.romo- ice employes violation of this or other dinancement shall bee pro grounds farn within "removal from ce- ments,demotions,discharge,or transfers; employment,reer forfeiture of all rights of seniority and shall also be (18)To establish a plan for resolving employee grievances and complaints; grounds for refusal of reinstatement or employment in any other city deport-. 11411administerprocedures i disciplinary act l has suspensions, mere. • - demotions in rank or grade, discharge,on0 to provide for presentationof, Sec 2511A IS Severability.If a.section,subsection,sentence,clause charges,hearings, d appeals 1 all employees in,thcareerphrase f thischapter b held lid f h holding shall not fr (15)T all employees f II and otherbenefits; feet the 11d1 of the remainingportionsf thi ordinance. 1161 T make reports to the Mayor and city commissioners regard- SECTION 2 Inthef theBoard f C ifs It Lake City, theing work f the1 deportment and the condition of the overall 0 . It 1 theo e,health,and welfare f thef Solt Lake s I management system e City that thisordinance arct shall effective Sec.25-Ile 5.APpe ntment Irom certified lists.Whenever a se SECTION 8 Thisordinance shall take effect its t t publication. vacancy Is to be filled the appointing authority shall.make his selection from Passed Dy the Beard of Commissioners of Salt Lake City,Ui h,Thi5 2nd day a list of live candidates codified by the personnel director.Such list shall In of May,1972. - • 'I tud¢qualifying candidates in the highest possiblet g ry'If,however,less - E.J.EARN han Ilve persons arere qualified in the highest'category, hlist may Include the highest qualifying candidates in the next highest category.In the event HERMAN J.HOGENSEN there ore less than five qualifying candidates in the two highest otegeries, City Recorder sj such list may Include the highest qualifying candidates in the third category- (SEAL) 'ember-IIA-6.Personnel advisory board.There is hereby established a three BILL NO an of 1972 ember personnel advisory board representing the--cltNens of Salt Lake City,' Published May 10,1972 (A.45)' service municipal employees,and c mpl0yees. Members of thePersonnel advisory board shall be Inlflallyrapt terms a by the Mayor with the approval of the board of commissioners to serve ter or one year,two yearsthree years respectively; such shalt be appointed by the Mayowithth approval the bobrdofcommissionersrs Eoch boar three rd member shall receive a shall elect dollars¢of for,efs ach meeting ofrs as Me board wh he il ch provided that'he ll receiveot s an et tors i any one month. enrequet o the Mayor or on It ownwnnitiativ he board shall be responsible for providing advice and counsel on all aspects of I the to the)t Lake city,municipal employees,ersonnel aand the gement eneral m)Pul terms of its effectiveness rear,shall bVadoplted hodthe hoard or'cornlmissi nets nd'upon'snug actin. elan and approval shall be tiled with the City Recorder and Personnel Direc- tor.They shall be distributed to all city employees and shall be available for' 'public Inspection during normal business hours.The rules and regul0lins shall cover specific procedures and policies to govern the following phases of the personnel-system:. Ill Administration of the classification plan;. (e)Announcement of temployment veco0cies and the acceptance of appli- cants for employment; •(4)Preparation and conducting of examinations; (5)Establishment and use of eligibility lists; (7)CertificationEstablishment and employ promotional mentpof'persons from employment lists to fill V0(8)OPerformonce evaluations of employees including those on erobationary status;• (9)Transfer,promotion,antl reinstatement of employees; (10)Separation from the career service of employees by re'nation,sus- Pensien,dismissal,layoff, for incapacity to perform required duties; (I1)Establishment of hours of work,holidays,v cation,attendance and I leave regulations and procedures; 1121 Outside employment of municipal employees; 1101Esalstofo1pobatonnods Relations probation not to exceed one year,for all employees prior to final appointment; (15)Establishment of grievance procedures; • (16)Development of employee morale,safety,and training programs: (17)Such other matters as may be necessary to carry out the intent and the purpose of this chapter. Sec.2S-11A-8.Prohibition aaq lost political'activity.No employee in the ca- r service shall be an officer of a political party Or hold political office dur- ing his employment;provided that this section shall not apply to voting dis- trict Officers and tl in otes.No clty'emtlh000 or official shalt solicit.orally, or l contributions,o or ns,ornse seher manner rvices for any 00001eal party from anrned In y employee any assess- ments, in the career service. Nothing herein contained shall be construed to restrict the right of the employee to hold membership In—and support—apolitical party,to vote as he chooses,to express privately his opinions on ate political subjects and can- didates,to maintain POI ifical neutrality,and to attend political meetings after wo rking hours. Any career service employee who wishes to seek election to a political of- Hoe shall request and obtain a leave of absence from the c service appointment no later than the day following the primary electiontar such office. Sec.25-11A J.Acts prohibited.No person shall willfully make any false statement, te rtlflca ,mark,rating r report In regard to one pl0yee's application,test,certification,evaluation,or.appointment held or made under Me personnel system hereby established,or in any manner commit any fraud or other act for the purpose of preventing a proper or impartial execution of said personnel system. No person seeking employment or promotion shall glve or Pay any moped or any other thing of value,or render services to any other person tor,or on account af,or In''connection with his test,appointment,proposes appoint- ment,promotion,proposed promotion,or for any other advantage in apasi- tOn In theh careaer Parana Of theCity. shall be grounds for suspension or discharge from the theIcareeroservicis e�einance Any person who has violated any provision under this chapter shall,fora period of five years,be Ineligible for employment in the career service.If he Is an appointed officer or employee of the city government he shall forfeit his office or position. yO