Every position in the county classified service shall be allocated to the appropriate class in the classification plan. The allocation of a position to a class shall be determined by the duties and responsibilities of the position and shall be based on the principle that all positions shall be included in the same class if:
A. 
Sufficiently similar in duties and responsibilities that the same descriptive title may be used.
B. 
Substantially the same requirements as to education, experience, knowledge and ability are demanded of incumbents.
C. 
Substantially the same test of fitness maybe used in choosing qualified appointees.
D. 
The same schedule of compensation can be made to apply with equity.
(Prior code § 14.1600; Ord. 5478-B (Attach. A), 2007)
For each class a written specification shall be prepared by the director of human resources which shall include the official title of the class, description of duties, responsibilities characteristic of positions in the class and the minimum qualifications required for admission into competition. Class specifications shall be interpreted in their entirety in relation to others in the classification plan. They are descriptive and explanatory of characteristic duties and responsibilities of positions in a class and are not restrictive. They shall not be construed as limiting the duties and responsibilities of any position nor shall they limit or modify the authority of any department head or of the board to assign duties and to direct and control the work of employees in the county service.
(Prior code § 14.1605; Ord. 5478-B (Attach. A), 2007; Ord. 5991-B § 1, 2019; Ord. 6025-B § 3, 2020)
The director of human resources shall be responsible for the preparation and maintenance of the classification plan and from time to time as he or she deems necessary, may recommend that the board of supervisors establish additional classes and divide, combine, alter or abolish existing classes. When such actions are taken, the director of human resources shall determine in each instance whether positions affected are to be reallocated to another class or classes after taking into account the criteria set forth in Section 3.08.450 of this rule and shall determine the status of the probationary or permanent employees affected.
(Prior code § 14.1610; Ord. 5478-B (Attach. A), 2007; Ord. 6025-B § 3, 2020)
A. 
Upon the reallocation of a position because of a change in duties, the incumbent holder of the superseded classification shall not thereby gain status in the new classification; the incumbent may only attain status in the new classification in accordance with the appropriate section of the rules relating to promotion, demotion, transfer, layoff, or other appropriate sections, except that, when a position is reclassified to a higher level, the director of human resources may provide that the incumbent of a reclassified position may noncompetitively promote to the position when the director finds that the incumbent has satisfactorily performed the duties of that position for a continuous period of not less than one year prior to the date the position is reclassified.
B. 
The incumbent holder of the superseded classification shall be entitled to the rights provided by Sections 3.08.740, 3.08.750 and 3.08.1120. If such employee elects demotion under Section 3.08.1120, and the top step of the salary grade for the position to which they elect demotion is less than that earned at the date of such demotion, such employee's salary shall remain unchanged until the grade of the position to which they sought demotion exceeds such employee's salary; at such time as the grade exceeds their salary, the incumbent shall be entitled to annual step increases in the manner provided for all employees. If such employee elects demotion to a lower position than that to which they could elect demotion, or if such employee thereafter declines promotion to a higher classification still under their superseded classification, such employee shall only be entitled to receive the difference between their original salary and such salary which they could have elected to receive; at such time as the salary grade of such superseded classification exceeds their salary, the incumbent shall be entitled to annual step increases in the manner provided for all employees.
C. 
If such incumbent holder of the superseded classification does qualify for such new classification and the top step of the salary grade for the new classification is less than that earned by such incumbent holder at the date of such reallocation, such incumbent employee's salary shall remain unchanged until the grade of the new position exceeds such employee's salary; at such time as the grade exceeds their salary, the incumbent shall be entitled to annual step increases in the manner provided for all employees.
(Prior code § 14.1615; Ord. 5058-B (Attach. 20), 2000; Ord. 5478-B (Attach. A), 2007; Ord. 6025-B § 3, 2020; Ord. 6068-B § 1, 2021)
Class title shall be used when referring to position in all official records and communications and all reports and payrolls providing for the payment of personnel services. Any other title desired by the appointing authority may be used to designate any position for purposes of internal administration.
(Prior code § 14.1620; Ord. 5478-B (Attach. A), 2007)
A. 
Classified Management and Confidential Employees. Work-out-of-class pay is distinguished from temporary upgrade pay in that the latter is for assignments in which the employee is performing the full scope of an upgraded classification, whereas work-out-of-class pay is in recognition of duties performed in addition to their regularly assigned duties. Work-out-of-class pay is not in recognition of workload volume but to the additional higher-level duties assigned that fall outside the employee's classification.
1. 
Work-Out-of-Class Pay.
a. 
In line with the principle that an employee assigned higher level job duties outside the scope of the current classification should receive additional compensation in recognition of these additional duties, an employee may be eligible for work-out-of-class pay as set forth below.
b. 
Work-out-of-class requests shall be approved by the appointing authority and submitted to the human resources department for verification of eligibility and/or approval.
c. 
A work-out-of-class assignment for training purposes may be excluded from work-out-of- class compensation provided such training purposes can be adequately demonstrated.
d. 
No work-out-of-class compensation will be considered or paid for assignments of two workdays or less.
e. 
Additional compensation for working out-of-class shall be five percent of the employee's base hourly rate, plus longevity if applicable, and start at the beginning of the pay period, unless approved by the human resources director or designee.
f. 
Work-out-of-class pay may be approved by the appointing authority for up to 14 calendar days; from 15 calendar days up to and including 180 calendar days requires approval of the human resources director. Any extension beyond 180 calendar days shall require the concurrence of the county executive officer.
g. 
The human resources department shall hear any contention that an employee is working out-of-class. In the event of an adverse decision by the human resources department, the employee concerned and/or their employee representative shall have the right to appeal such decision to the civil service commission.
2. 
Temporary Upgrade Pay.
a. 
Employees that are required by their appointing authority to work in an upgraded classification for a limited duration shall be eligible for temporary upgrade pay.
b. 
The human resources department must certify prior to the assignment that the duties the individual employee will be working for a limited duration will be the full scope of the duties of the upgraded classification and that the employee meets the minimum qualifications of the upgraded classification.
c. 
Employees will be eligible for temporary upgrade pay when work conditions warrant.
d. 
A request for a temporary upgrade assignment shall be made by the appointing authority to the human resources department:
i. 
When the position is vacant due to an absence of the incumbent; or
ii. 
When workloads necessitate the assignment of employees to supplement a specific position or perform new assignments.
e. 
A temporary upgrade assignment for training purposes may be excluded from temporary upgrade pay, provided such training purposes can be adequately demonstrated.
f. 
Temporary upgrade pay up to and including 180 calendar days requires approval by the director of human resources or designee, and durations in excess of 180 calendar days shall require the concurrence of the county executive officer.
g. 
No temporary upgrade pay will be considered or paid for assignments of 14 calendar days or less.
h. 
Temporary upgrade pay shall be no less than a minimum of five percent. The pay shall fall on the closest step in the upgraded classification that results in at least a five percent increase and shall start at the beginning of a pay period, unless approved by the human resources director or designee.
i. 
The human resources department shall hear any contention that an employee is working in a temporary upgraded assignment. In the event of an adverse decision by the human resources department, the employee concerned and/or their employee representative shall have the right to appeal such decision to the civil service commission.
B. 
DSA, PPEO, PCLEMA, and DDAA Represented Employees. Work-out-of-class pay and temporary upgrade pay shall be administered pursuant to the terms of the Memorandum of Understanding between Placer County and the applicable labor unit.
(Prior code § 14.1625; Ord. 5478-B, 2007; Ord. 5683-B § 36, 2012; Ord. 5740-B § 12, 2014; Ord. 5991-B § 1, 2019; Ord. 6025-B § 3, 2020; Ord. 6161-B § 1, 2022; Ord. 6213-B § 1, 2023; Ord. 6223-B, 10/17/2023; Ord. 6246-B, 1/23/2024; Ord. 6303-B, 3/18/2025; Ord. 6306-B, 4/15/2025; Ord. 6334-B, 8/5/2025)
Any employee affected by any change in the classification plan or in the allocation of his or her position shall be notified of the intent to take such action and shall have the opportunity to be heard by the director of human resources, or an appeal, by the commission before the action becomes final.
(Prior code § 14.1630; Ord. 5478-B (Attach. A), 2007; Ord. 5991-B § 1, 2019)