[Ord. No. 1793, 5-12-1981]
[Ord. No. 1052, 1-19-1965; Ord. No. 1399, 10-6-1970; Ord. No. 1793, 5-12-1981]
The purpose of the personnel system of the City of Lake Oswego
is to provide for the establishment and maintenance of an equitable
and uniform system of personnel administration for the City and to
achieve the following objectives:
1.
To
establish, develop and maintain a program of personnel and administration
based on principles of merit, fitness and modern methods governing
the recruitment, appointment, tenure, promotion, transfer, termination
and discipline of its employes and officers in order to make a career
in the City service attractive and to encourage employes to give their
best service to the City;
2.
To
promote high morale among City employes by providing good working
conditions, consideration for their general welfare, encouragement
for self-development, opportunity for advancement and a basis for
understanding the terms and conditions of City employment;
3.
To
promote, increase and facilitate economy, productivity and efficiency
in the City service; and
4.
To
establish and maintain uniform plans of position classification and
pay based upon the relative duties, responsibilities and interrelationships
of positions in the City service.
5.
To
establish a merit system of personnel administration.
[Ord. No. 1052, 1-19-1965; Ord. No. 1793, 5-12-1981; Ord. No. 2890, Amended, 3-17-2022]
Administration of the personnel system shall be the responsibility
of the City Manager. The City Manager may designate another person
as the personnel officer and delegate to that person the responsibility
of personnel administration. The City Manager or designee shall:
1.
Administer
all provisions of the personnel system;
2.
Prepare
and recommend personnel rules and amendments thereto;
3.
Apply
and carry out the requirements of applicable State and Federal employment
laws and regulations;
4.
Foster
and develop programs for improvement of employee efficiency, including
training and safety;
5.
Act
as the City’s chief representative in collective negotiations
with the City’s employee bargaining units and administer those
employment agreements;
6.
Develop
and maintain a position classification plan which shall group all
positions in the City service into classes based upon duties, authority
and responsibilities, and allocate positions to the appropriate class
and recommend revisions in the classification plan; and
7.
Develop
and recommend an annual compensation plan.
[Ord. No. 1052, 1-19-1965; Ord. No. 1399, 10-6-1970; Ord. No. 1793, 5-12-1981; Ord. No. 2091, Amended, 4-19-1994]
The City Manager shall develop and adopt such rules as may be
necessary to carry out the provisions of the Personnel System.
[Ord. No. 1052, 1-19-1965; Ord. No. 1793, 5-12-1981]
The City Manager shall recommend to the City Council for adoption
an annual compensation plan. The compensation plan shall include for
each class of positions a minimum and maximum rate of pay, and such
intermediate rates as are considered necessary and equitable. The
pay range assigned to each class shall be such as to reflect the difference
in the duties and responsibilities between it and other classes; and
shall take into consideration wages paid for comparable work in both
public and private employment, the City’s financial condition,
unusual problems of recruitment and retention and other conditions
of employment. Administration of the adopted pay plan shall be the
responsibility of the City Manager.
[Ord. No. 1052, 1-19-1965; Ord. No. 1399, 10-6-1970; Ord. No. 1793, 5-12-1981]
All persons shall be entitled to equal employment opportunities
within the City service regardless of race, color, religion, sex,
marital status, political affiliation, national origin or union affiliation.
Discrimination on the basis of age or mental or physical disability
is prohibited except where a particular position requires a valid
occupational qualification.
[Ord. No. 1793, 5-12-1981]
The City Manager may obtain on behalf of the City necessary
services from persons or agencies competent in personnel management.
[Ord. No. 1052, 1-19-1965; Ord. No. 1793, 5-12-1981]
LOC §§ 12.10.500 to 12.10.555 shall not apply to elected officials and members of boards and commissions, volunteer personnel and personnel appointed to service without pay, the City Manager, the City Attorney and the Municipal Judge unless otherwise provided by personnel rules adopted by the City Council.
[Ord. No. 1219, 6-16-1968; Ord. No. 2041, Repealed, 10-15-1991]
