[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
The Chief Administrative Officer or the Assistant Chief Administrative Officer, with the assistance of the Department Head shall, for each classification, prepare and maintain a job description which shall include a job title, description of essential job duties, required and desirable knowledge, skills and abilities, any special requirements, examples of work, and related information. The job descriptions are descriptive and not restrictive. They are intended to indicate generally the kinds of activities performed by the established classification.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
The Chief Administrative Officer shall be responsible for presenting to the City Council a uniform and equitable pay plan which shall consist of minimum, market rate, midpoint and maximum rates of pay, referenced herein as the Classification and Pay Plan. The salary rates recommended shall reflect an equitable relationship, as determined by the Chief Administrative Officer, among the job classifications and shall be made after review of prevailing rates for comparable work in other public and private businesses, the current cost of living, responsibilities of the position, and the policy of the City Council.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
a. 
The Classification and Pay Plan provides an inventory of all positions in the City's service which are sufficiently alike in duties and responsibilities to be called by the same job title, to be accorded the same pay scale, and to require substantially the same qualifications on the part of the incumbent.
b. 
No City employee shall be classified or paid at a salary rate which is not established and recognized in the City's Classification and Pay Plan. All permanent classifications shall be established by the City Council.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
a. 
When significant changes are made to a particular position which changes the complexity or level of responsibility, the Department Head may request, in writing, a pay grade evaluation of the position to the Human Resources Manager. The request should include the job duty changes and other circumstances that have precipitated the evaluation. The Human Resources Manager will meet with the applicable Department Head, Supervisor and incumbent(s) as deemed appropriate to discuss the changes.
b. 
Utilizing a point factor system and market data, the Human Resources Manager and Assistant Chief Administrative Officer will determine if a change in pay grade is warranted. If, after a new Classification and Pay Plan Ordinance is adopted, it is determined the employee's current salary is below the minimum rate of the new pay grade, the employee will be placed at the minimum rate of the new pay grade. If the current salary is within the new salary range, it will be at the discretion of the Department Head as to whether any further adjustment is recommended to the Chief Administrative Officer. In the instance where an employee's job is reassigned to a higher salary grade, the employee's pay may be adjusted at least 5% for each salary grade shift, not to exceed the greater of 20% or the minimum of the new pay grade.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
a. 
When in the opinion of the Department Head there arises a need to establish a new position classification, the Department Head shall prepare a recommended job description and submit same to the Assistant Chief Administrative Officer for review. The Assistant Chief Administrative Officer shall study the duties and responsibilities of the new position and determine a recommended allocation to the appropriate classification and so advise the Department Head. If there is any disagreement between the Department Head and the Assistant Chief Administrative Officer, an appeal may be made to the Chief Administrative Officer regarding a position assessment. The Chief Administrative Officer's decision shall be administratively binding.
b. 
The Chief Administrative Officer shall make his or her recommendation for any new position classification to the City Council.
[Ord. No. 10516, 9-20-2018; Ord. No. 10681, 9-3-2020; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
a. 
When a vacancy occurs, the Chief Administrative Officer shall review the allocation of the position in cases where the need for changes in the duties and responsibilities of a position appears likely.
b. 
Each time a department or division is recognized initially, preliminary position descriptions for all affected employees shall be submitted by the Department Head to the Chief Administrative Officer for review and recommendation.
c. 
The Chief Administrative Officer may require any or all Department Heads to submit recommended position descriptions on a periodic basis, or any time that there is reason to believe there has been a change in the duties and responsibilities of one or more positions.
d. 
Before a new classification is established by the City Council and before such a position is filled, a formal job description shall be written by the Chief Administrative Officer or his or her delegate as provided for in these Personnel Rules and Regulations and incorporated in the existing plan. The classification title shall be added to the schematic list of titles. Likewise, an abolished classification shall be deleted from the position classification plan by removing the class specification and eliminating the classification title from the schematic list of titles.
e. 
The Chief Administrative Officer shall take the necessary steps to maintain the Classification and Pay Plan in a current state on a continuous basis.
f. 
Nothing contained herein shall be deemed to conflict with or supersede any compensation policies of the City adopted by Ordinance.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
The Chief Administrative Officer shall be responsible for maintaining an official copy of the Classification and Pay Plan. The official copy shall include any regulations or guidelines for administration, schematic list of job descriptions and any amendments thereto.