[Ord. No. 7328 §1, 8-28-2006]
The Personnel Officer shall maintain the classification of all
positions in the classified service on the basis of duties and responsibilities.
[Ord. No. 7328 §1, 8-28-2006]
The classification plan for City employees shall allocate each
classified position to its appropriate class, placing in each class
those positions which are substantially so similar with respect to
duties, responsibility and character of work as to require generally
the same kind and amount of training and experience for proper performance
and to merit approximately equal pay. It shall provide, insofar as
practicable, uniform application of the classification plan to positions
in the several departments of the classified service.
[Ord. No. 7328 §1, 8-28-2006]
A. Generally. Each position in the classified service of the
City shall be assigned a title, but the use of such titles shall not
be construed as declaring to any event, or in any way, what the duties
or responsibilities of any position shall be, or as limiting or in
any way modifying the power of any department head to assign duties
to or direct and control the work of employees under his/her supervision.
The job content of any position covered by a title consists of those
functions as directed by the department head or any subordinate to
whom his/her authority has been delegated.
B. Use. The title (or appropriate abbreviation or code number
or symbol) of each position allocated to the particular classification
pursuant to this Section shall be used on all payrolls, personnel
forms and official records.
C. Effect On Wage Rates, Etc. Upon the approval of the classification
plan, no regular employee of the City shall be appointed, employed
or paid under any title other than that of the class to which the
position occupied by him/her is allocated; and no person shall be
employed as a regular employee or paid in any position until the class
of such position has been determined.
[Ord. No. 7328 §1, 8-28-2006]
A. The
administration of the classification plan, use of proper titles and
allocation of such titles to the proper wage classification shall
be the continuing responsibility of the department heads and the Personnel
Officer.
B. Jointly,
they shall study the duties and responsibilities of each new position
as it is created and, on the basis of this study, recommend to the
Mayor, his/her designee or the Council the position for inclusion
in the appropriate class for the duties performed.
C. When
a change is made in the duties and responsibilities of a position
involving either the addition of new assignments or the taking away
or modifications of existing ones, such changes shall be reported
by the department heads to the Personnel Officer who shall investigate
such changes; and if they are to be permanent and significant enough
to warrant reclassification, he/she shall recommend to the Mayor,
his/her designee or the Council the appropriate class for the position.
D. The
Personnel Officer shall periodically check the classification of positions
and, upon the basis of his/her investigations, recommend to the Mayor,
his/her designee or the Council that existing classes be combined,
abolished or, if necessary, new classifications established. All such
recommendations made by the Personnel Officer shall be submitted to
the Mayor, his/her designee or the Council for review and approval.
[Ord. No. 7328 §1, 8-28-2006]
A regular employee of the City who is occupying a position reallocated
to a different class shall continue in the class only if he/she is
eligible for, and is actually appointed to, the position of the new
class in accordance with the regulations governing promotion, transfer
or demotion. Any regular employee whose position is reallocated shall
have an orientation period of sixty (60) calendar days to prepare
and qualify for the new class by attaining a passing grade in a test
of fitness or other evaluation for the class to which the position
has been reallocated.
[Ord. No. 7328 §1, 8-28-2006]
If any employee of the City believes that his/her position has
been improperly allocated, he/she may submit a written request to
the Personnel Officer for a review. Such a request shall set forth
the employee's reasons justifying a review. The Personnel Officer
shall make an investigation of the position with a view of determining
its correct allocation and shall report his/her findings to the Mayor
or his/her designee. At the discretion of the Mayor or his/her designee,
any recommended change may be submitted to the Council for approval.
[Ord. No. 7328 §1, 8-28-2006; Ord. No. 7754 §1, 11-30-2010; Ord. No. 7781 §1, 4-13-2011; Ord. No. 7957 §1, 3-12-2013; Ord.
No. 8013 §§1––2, 11-25-2013; Ord. No. 8047 §§1—2, 7-14-2014; Ord. No. 8059 §§1—2, 7-14-2014, Ord.
No. 8103 §§1—2, 12-8-2014; Ord. No. 8190 §§1 –
2, 11-23-2015; Ord. No.
8280 §§1 – 2, 11-28-2016; Ord. No. 8287 §1, 12-12-2016; Ord. No. 8292 §1, 1-9-2017; Ord.
No. 8318 §§ 1 — 8, 5-9-2017; Ord. No. 8367, 11-27-2017; Ord. No. 8477, 11-26-2018; Ord. No. 8493, 2-11-2019; Ord. No. 8500, 4-8-2019; Ord. No. 8509, 5-13-2019; Ord. No. 8528, 7-8-2019; Ord. No. 8572, 11-11-2019; Ord. No. 8599, 2-10-2020; Ord. No. 8654, 11-23-2020; Ord.
No. 8745, 11-22-2021]
A. Non-Police Department Employees.
1.
Job Classification and Grade Level — Generally.
[Ord. No. 8780, 4-25-2022; Ord.
No. 8845, 11-28-2022; Ord. No. 8899, 8-14-2023; Ord. No. 8916, 9-25-2023]
Job Classification
|
Grade Level
|
---|
Bus Driver
|
1
|
Custodian
|
1
|
Cashier
|
2
|
Mailroom/Printing Clerk
|
2
|
Receptionist
|
2
|
Technical Director
|
3
|
Assistant Court Clerk
|
4
|
Assistant to Golf Course Manager
|
4
|
Class C Laborer
|
4
|
Clerk
|
4
|
Permit Inspection Clerk
|
4
|
Prosecuting Attorney Clerk
|
4
|
Administrative Assistant
|
5
|
Assistant Golf Club House Manager
|
5
|
Golf Course Assistant Superintendent
|
5
|
Accounting Clerk
|
6
|
Assistant Theatre Manager
|
6
|
Community Development Specialist
|
6
|
Deputy City Clerk
|
6
|
Deputy Court Clerk
|
6
|
Human Resources Specialist
|
6
|
Lead Permit Inspection Clerk
|
6
|
Media Production Specialist
|
6
|
Class B Laborer
|
7
|
Code Enforcement
|
7
|
Equipment Maintenance Mechanic
|
7
|
E-Sports Manager
|
7
|
Executive Assistant
|
7
|
Property Maintenance & Housing Inspector
|
7
|
Recreation Specialist
|
7
|
Senior Coordinator
|
7
|
Senior Ranger
|
7
|
Street Sweeper
|
7
|
Engineering Technician
|
8
|
Golf Club House Manager
|
8
|
Building Maintenance
|
9
|
Class A Laborer
|
9
|
Forester 1
|
9
|
IT System Support Technician
|
9
|
Media Manager
|
10
|
Multi-Building Inspector
|
10
|
Civil Engineer 1
|
10
|
Recreation Manager
|
10
|
Class A Foreman
|
11
|
Commercial Inspector
|
12
|
Community Development Grant Manager
|
12
|
Equipment Maintenance Supervisor
|
12
|
Golf Course General Manager
|
12
|
Plan Reviewer
|
12
|
Center Director
|
14
|
Golf Course Superintendent
|
14
|
Information Technology Manager
|
14
|
Building Maintenance Supervisor
|
15
|
Gov Affairs/Senior Communications Manager
|
15
|
Theatre Manager
|
15
|
Director of Community Development/Housing
|
16
|
Health Superintendent
|
16
|
Park Superintendent
|
16
|
Recreation Superintendent
|
16
|
Street Superintendent
|
16
|
Assistant Director of Finance
|
17
|
Building Commissioner
|
17
|
City Engineer
|
17
|
2.
This Section shall not be in any way construed to authorize
a wage range above the maximum wage set forth in the grade and step
schedule for each job classification.
3.
Each person in the service of the City of Florissant shall be
eligible for an annual wage increase and lateral move to the next
higher step within his or her respective grade on June 1st conditioned
upon the completion of a successful performance review. New hires
must have completed six (6) months of service to be eligible for an
annual wage increase. No annual wage increase shall exceed the final
step established for any grade.
4.
New employees with appropriate education and prior years of
training and experience may be employed at any wage step within the
respective grade for their job classification based upon the recommendation
of the Department Head with the approval of the Mayor.
5.
Every employee transferred from one (1) job classification to
a job classification of equal wage range shall receive the same compensation
he/she received in the original job classification until his/her length
of service in the new job classification qualifies him/her for a higher
salary.
6.
Every employee promoted from one (1) job classification to a
job classification of a higher pay grade shall receive the compensation
of the grade in the new position that would increase his/her compensation
by a minimum of five percent (5%) over and above the compensation
paid for the grade from which he/she was transferred, or the starting
pay for that grade, whichever is greater.
7.
Hours worked by employees in the classified service of the City
in excess of forty (40) hours in any work week shall be compensated
at one and one-half (1 1/2) times the basic hourly pay or by
compensatory time as authorized by Federal law at the rate of time
one and one-half (1 1/2) for any overtime hours, unless such
employee is exempt from overtime under applicable law. "Hours worked"
shall include all paid leave time, such as for sick leave, vacation,
holiday or bereavement leave, for purposes of overtime calculations.
Any employee required to perform overtime work after completion
of normal work hours shall be compensated for the total time worked.
If an employee is recalled to perform work after having completed
his/her regular schedule, he/she shall be compensated for not less
than two (2) hours as a minimum, whether or not the actual amount
of time spent is less than such number of hours.
8.
Exempt Employees. Except as herein otherwise provided, the compensation for unclassified employees as identified in Article X, Section
10.1(1) of the Florissant City Charter, shall constitute the total annual compensation for the services provided and no additional compensation by way of overtime pay or holiday pay shall be paid any person occupying one (1) of said positions.
9.
The Mayor of the City of Florissant is hereby authorized to
establish guidelines which shall be approved by the Council to determine
if an employee of the City paid under this Section is entitled to
additional time off with pay as a result of meritorious service to
the City. The guidelines herein authorized shall contain provisions
which shall limit the number of days off so granted to any one (1)
employee to a maximum of three (3) days per fiscal year. Every employee
transferred from one (1) job classification to a job classification
of equal or higher wage range shall receive the same compensation
he/she received in the original job classification until his/her length
of service in the new job classification qualifies him/her for a higher
salary.
10.
The normal workweek for full-time classified employees shall
be forty (40) hours.
11.
Periodic Grade And Step Wage Review. The Florissant City Council
will review the grade and step wage schedule every three (3) to five
(5) years and make adjustments as necessary to keep the classified
wage plan competitive.
B. Police Department Employees.
1.
Job Classification — Police.
[Ord. No. 8801, 6-27-2022; Ord.
No. 8973, 4-8-2024]
Job Classification
|
---|
Corrections Officer
|
Corrections Transport Officer
|
Dispatcher
|
Probationary Police Officer
|
Police Officer
|
Police Sergeant
|
Police Lieutenant
|
Police Captain
|
Police Major
|
Chief of Police
|
Police Accreditation and Communications Manager
|
Police Crime Analyst
|
2.
Uniformed Personnel Grade And Step Schedule. The grade and step
schedule for each job classification for full-time uniformed personnel
positions within the service of the City of Florissant are hereby
established and a copy of same is held on file in the City offices.
3.
Uniformed Employees.
a.
Each person in the uniformed service of the City of Florissant
shall be eligible for an annual wage increase and lateral move to
the next higher step within their respective grade on June 1st upon
the completion of a successful performance review. New hires must
have completed six (6) months of service to be eligible for an annual
increase. No annual wage increase shall exceed the final step established
for any grade.
b.
Every uniformed employee promoted from one (1) job classification
to a job classification of a higher pay grade shall receive the compensation
of the first pay grade and step in the new position.
4.
Exempt Employees. Except as herein otherwise provided, the compensation for unclassified employees as identified in Article X, Section
10.1(1) of the Florissant City Charter, plus the addition of the Major, Captain and Lieutenant positions, shall constitute the total annual compensation for the services provided and no additional compensation by way of overtime pay or holiday pay shall be paid any person occupying one (1) of said positions. The normal work week for full-time unclassified employees plus the Major, Captain and Lieutenant positions shall be forty (40) hours per week.
5.
Police Department.
a.
The Police Major may be appointed by and serve at the discretion
of the Chief of Police. A Major reduced in rank by the Chief of Police
will be returned to the last commissioned rank in which he or she
had successfully completed their probationary period and shall have
no right to appeal this reduction in rank.
b.
Police Officers may be assigned to and removed from the Detective
Bureau at the discretion of the Chief of Police.
c.
A Dispatcher, assigned by the Chief of Police as a Lead Dispatcher,
shall be compensated at the rate of two hundred dollars ($200.00)
per month additional salary while performing the duties of same. A
Lead Dispatcher shall be selected and removed by the Chief of Police
at any time.
d.
New employees with prior appropriate education and full-time
Police experience may be employed as a Police Officer at any wage
step for their job classification based upon the number of years of
prior Police experience, as determined and approved by the Chief of
Police.
e.
Every employee promoted from one (1) job classification to a
job classification of a higher pay grade shall receive the compensation
of the first step in the new pay grade.
f.
Whenever a holiday, as listed in Section
125.295 of the Florissant City Code, occurs during any pay period, each employee serving in the job classification of Sergeant, Police Officer, Student Police Officer, Probationary Police Officer, Dispatcher, Corrections Transport Officer, or Corrections Officer shall receive, in addition to the regular pay for the pay period, a sum equal to eight (8) hours regular pay or holiday pay.
g.
The normal work schedule for full-time uniformed employees in
the Police Department that are covered by this pay ordinance shall
be determined by the Chief of Police and such schedule shall comply
with any and all applicable Federal and State laws and regulations.
Any time worked in excess of the normal work schedule shall entitle
the employee to compensation based upon time one and one-half (1 1/2)
of the regular rate or compensatory time as authorized by applicable
Federal and State law except for those positions identified as exempt.
6.
Periodic Grade And Step Wage Review. The Florissant City Council
will review the grade and step wage schedule every three (3) to five
(5) years and make adjustments as necessary to keep the Police wage
plan competitive.