[CC 1996 §130.270; Ord. No. 1030 §1, 12-8-1997]
A.
The
position classification plan for the City is an inventory of all full-time,
part-time and temporary/seasonal positions of employment in the City.
The plan groups together those positions which require similar, but
not identical, duties and responsibilities so that they will bear
the same description and title and be included in the same pay range.
The purposes of the plan are as follows:
1.
Identify the duties and responsibilities of the work performed by
the various positions within the City service.
2.
Provide uniform and meaningful titles to all positions.
3.
Establish educational and work experience qualifications and standards
for recruiting, testing and selection purposes.
4.
Provide like pay for like work.
5.
Provide a means of analyzing work distribution, areas of responsibility,
lines of authority and other relationships between individuals and
groups of positions.
6.
Create a framework for determining personnel service costs and projections
for annual budget requirements.
[CC 1996 §130.280; Ord. No. 1030 §1, 12-8-1997]
The classification plan document contains a detailed description
of the plan, how it was developed and the various elements that make
up the plan. This Chapter includes that detailed description by reference.
[CC 1996 §130.290; Ord. No. 1030 §1, 12-8-1997]
A.
The
Board of Aldermen and Mayor shall adopt the plan.
B.
The
City Clerk shall keep on file an official and current copy of the
plan in the Clerk's office.
C.
Each
time a new position is established in the City, that position shall
be assigned to a current job classification. If none exists, a new
classification description should be written by the department head.
The department head should then bring that new description to the
City Administrator for his/her approval. The new description should
then be presented to the Board of Aldermen for inclusion in the position
classification plan. Likewise, if a position or group of positions
are abolished and are no longer being filled by employees and it is
anticipated that the positions will not be filled in the future, then
the department head should bring that matter to the attention of the
City Administrator. The City Administrator should then recommend to
the Board of Aldermen that they officially remove those class descriptions
from the plan.
[CC 1996 §130.300; Ord. No. 1030 §1, 12-8-1997]
If an employee has evidence indicating that his/her position
is improperly described or assigned to the wrong class, the employee
may request his/her department head to review his/her position description
and class assignment. Such request shall be submitted in writing to
the department head and shall set forth the reason the employee thinks
there is an error. The department head shall review the request with
the City Administrator. The City Administrator shall give a written
answer to the employee's request within fifteen (15) working days.
The decision of the City Administrator is final.
