[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]
