A. 
The Position Classification Plan shall consist of a complete inventory of all County career service positions, an accurate description of each position, and a grouping of all similar positions into appropriate classes with standardized titles which are to be paid in accordance with the Employee Pay Plan.
B. 
The Position Classification Plan shall be designed to provide for an objective system of classifying jobs on the basis of difficulty of duties, level of responsibility, needed skills, education, and other qualifications and characteristics which distinguish one job from another.
C. 
The Position Classification Plan shall be used as a guide in recruiting and examining candidates for employment and in determining appropriate salaries to be paid for various types of work.
D. 
Position descriptions shall be interpreted as descriptive and explanatory, not necessarily inclusive of all duties performed. They shall not be held to exclude other duties or responsibilities of a similar nature. They shall not be deemed to limit or modify the authority of a Director or Supervisor to expand, eliminate or otherwise change the duties and responsibilities of a particular position; to assign additional duties; or otherwise direct and control the work to be performed.
The Position Classification Plan shall consist of the following:
A. 
Position descriptions. A complete and accurate description of each job as currently performed and a preliminary description of all newly created positions.
B. 
Position standards and requirements. The duties and responsibilities of each position shall be set forth along with a determination of the specific qualifications which must be possessed by the employee holding that position. In accordance with Article IX, § 1.9-905, of the Charter, every employee holding a position with Allegheny County on January 1, 2000 shall be deemed to possess the necessary qualifications for the particular job he or she is holding. All new employees must possess the necessary requirements for the position filled.
C. 
Position categories. All similar positions shall be grouped by title. This grouping of jobs shall be based on similarities in duties, responsibilities and qualification requirements. All positions determined to be similar shall be designed as a class under one descriptive title.
The Human Resources Director, at the direction of the County Manager, shall be responsible for the development and implementation of the Position Classification Plan. This responsibility shall include the following:
A. 
Preparation of accurate and complete position descriptions for all current positions;
B. 
Examination of all duties and responsibilities of each existing position and assignment of all positions to the appropriate job classification;
C. 
Preparation of preliminary position descriptions for new positions and assignment of each new position to the appropriate classification;
D. 
Periodic revision of existing position descriptions and classifications.
A. 
The Position Classification Plan may be amended by the Human Resources Director whenever there is a substantial change in a position and/or a class.
B. 
When a Department or Division is reorganized, the Human Resources Director in conjunction with the Department Director shall amend the Position Classification Plan as required by the reorganization plan.
C. 
Any employee who considers his position to be improperly classified may submit a written request for reclassification to the Department Director. The Department Director shall forward the reclassification request, along with his recommendation to the Human Resources Director. A written reply shall be provided to the employee by the Human Resources Director indicating what if any action is to be taken. As to all reclassification requests, the decision of the Human Resources Director shall be final.
The Pay Plan shall be sequentially related to the Classification Plan, and shall provide, to the extent possible under budgetary constraints, for equal pay for equal work. Where possible, the Pay Plan shall also recognize external equity through periodic surveys of wage and salary scales in other comparable jurisdictions. The Pay Plan shall be consistent with provisions of labor contracts. The Director of the Department of Budget and Finance, with the approval of the Chief Executive, may make necessary modifications to the Pay Plan during the fiscal year.