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9.4 Regular Appointment At the end of the probationary period, if the department head desires to make a regular appointment of the probationary employee, he shall file with the Human Resources Director a written statement to the effect that the employee's services are satisfactory. If the employee's services are not satisfactory, the department head shall file a written statement rejecting the probationer, or requesting an extension as defined in Section 9.3. 9.5 Rejection of Probationer During the probationary period an employee may be rejected by his department head and terminated by the appointing authority without the right of review of any kind. Any employee rejected during the probationary period following promotion shall be reinstated to the position from which he was promoted. unless charges are filed and he is duly discharged. ARTICLE 10 TRANSFER An employee may be transferred from a class in one department or organization unit to a position in the same class in another organization unit, or to a comparable class. Such transfer shall not result in a loss to the employee of any vacation leave, sick leave, disability leave or any benefits. ARTICLE 11 PROMOTION 11.1 Examination In the event the City desires to fill a vacancy by promotion, the Human Resources Director shall prepare and administer an examination for those employees holding similar positions in lower classes. Promotional examinations scheduled by the City during an employee's regular working hours may be taken without any loss in compensation. 11.2 Eligibility List After each examination has been scored and rated, the names of successful candidates shall be recorded on an eligibility list in the order of their standing on the examination. Eligibility lists shall continue in effect one (1) year after establishment. They may be extended for a period of not to exceed one (1) year or abolished before the expiration of the yearly period by the Human Resources Director upon recommendation of the department head of the department to which the classification or position relating to the eligibility list is allocated. The name of any employee on an eligibility list may be removed by the Human Resources Director: if the eligible employee requests in writing that his/her name be removed; if he/she fails to respond to a written offer of employment within five (5) business days after the mailing of notice; if a subsequent report of a character investigation is unsatisfactory; or if he/she has been rejected for appointment three (3) times. by a department head. 7