A.
The Position Classification Plan shall consist of
a complete inventory of all County career service positions, an accurate
description of each position, and a grouping of all similar positions
into appropriate classes with standardized titles which are to be
paid in accordance with the Employee Pay Plan.
B.
The Position Classification Plan shall be designed
to provide for an objective system of classifying jobs on the basis
of difficulty of duties, level of responsibility, needed skills, education,
and other qualifications and characteristics which distinguish one
job from another.
C.
The Position Classification Plan shall be used as
a guide in recruiting and examining candidates for employment and
in determining appropriate salaries to be paid for various types of
work.
D.
Position descriptions shall be interpreted as descriptive
and explanatory, not necessarily inclusive of all duties performed.
They shall not be held to exclude other duties or responsibilities
of a similar nature. They shall not be deemed to limit or modify the
authority of a Director or Supervisor to expand, eliminate or otherwise
change the duties and responsibilities of a particular position; to
assign additional duties; or otherwise direct and control the work
to be performed.
The Position Classification Plan shall consist
of the following:
A.
Position descriptions. A complete and accurate description
of each job as currently performed and a preliminary description of
all newly created positions.
B.
Position standards and requirements. The duties and
responsibilities of each position shall be set forth along with a
determination of the specific qualifications which must be possessed
by the employee holding that position. In accordance with Article
IX, § 1.9-905, of the Charter, every employee holding a
position with Allegheny County on January 1, 2000 shall be deemed
to possess the necessary qualifications for the particular job he
or she is holding. All new employees must possess the necessary requirements
for the position filled.
C.
Position categories. All similar positions shall be
grouped by title. This grouping of jobs shall be based on similarities
in duties, responsibilities and qualification requirements. All positions
determined to be similar shall be designed as a class under one descriptive
title.
The Human Resources Director, at the direction
of the County Manager, shall be responsible for the development and
implementation of the Position Classification Plan. This responsibility
shall include the following:
A.
Preparation of accurate and complete position descriptions
for all current positions;
B.
Examination of all duties and responsibilities of
each existing position and assignment of all positions to the appropriate
job classification;
C.
Preparation of preliminary position descriptions for
new positions and assignment of each new position to the appropriate
classification;
D.
Periodic revision of existing position descriptions
and classifications.
A.
The Position Classification Plan may be amended by
the Human Resources Director whenever there is a substantial change
in a position and/or a class.
B.
When a Department or Division is reorganized, the
Human Resources Director in conjunction with the Department Director
shall amend the Position Classification Plan as required by the reorganization
plan.
C.
Any employee who considers his position to be improperly
classified may submit a written request for reclassification to the
Department Director. The Department Director shall forward the reclassification
request, along with his recommendation to the Human Resources Director.
A written reply shall be provided to the employee by the Human Resources
Director indicating what if any action is to be taken. As to all reclassification
requests, the decision of the Human Resources Director shall be final.
The Pay Plan shall be sequentially related to
the Classification Plan, and shall provide, to the extent possible
under budgetary constraints, for equal pay for equal work. Where possible,
the Pay Plan shall also recognize external equity through periodic
surveys of wage and salary scales in other comparable jurisdictions.
The Pay Plan shall be consistent with provisions of labor contracts.
The Director of the Department of Budget and Finance, with the approval
of the Chief Executive, may make necessary modifications to the Pay
Plan during the fiscal year.
