[Adopted 12-29-1955 by Ord. No. 1482[1] (Art. 141 of the 1965 Codified Ordinances)]
[1]
Editor's Note: This article contains the provisions of Sections 1 and 2 of Job Classification and Pay Plan Ord. No. 1482, passed 12-29-1955, as amended. Section 3 of the ordinance adopts a Job Classification Manual, which is on file in the office of the City Clerk. Section 4, Wage and Salary Plan, of the ordinance is not codified herein due to the fact that it is subject to frequent amendment. Copies of this ordinance and its amendments, plus the annual salary-wage ordinances, are available at the office of the City Clerk.
[Amended 2-11-2009 by Ord. No. 5157]
In order to effectively carry out the provisions of this article and all additional rules and regulations necessary for the enforcement and operation of the plan, the City Administrator shall administer this article and may designate a person to act as Personnel Officer. The City Administrator shall cause to be circulated, among all City employees and interested citizens, a statement explaining the details and general characteristics of the job classification and pay plan as adopted, and any subsequent amendments or modifications of same which may be enacted from time to time. He shall prepare reports to Council on the operations of the plan annually and at such other times as Council deems necessary.
[Amended 3-5-1968 by Ord. No. 2003; 9-28-1977 by Ord. No. 2422]
The following general qualifications apply to all employees in City service and are to be considered a part of the qualifications for each individual grade and service:
A. 
(Reserved)[1]
[1]
Editor's Note: Former Subsection A, regarding high moral character, was repealed 2-27-2013 by Ord. No. 5397.
B. 
(Reserved)[2]
[2]
Editor's Note: Former Subsection B, regarding communicable disease, was repealed 2-27-2013 by Ord. No. 5397.
C. 
All employees in the City service shall serve a probationary period of six months, starting the first day of employment, except as may be otherwise provided by law.
[Amended 2-27-2013 by Ord. No. 5397]
Employees may receive prior service credit to the City for pension calculation. Employees may also receive prior service for vacation and sick leave plus longevity if the break in service is less than one year.
[Amended 2-27-2013 by Ord. No. 5397]
A salary increase for any employee will not be approved more often than once a year, and no salary shall be paid in excess of the maximum specified for the grade in which the employee is classified.
A. 
A vacancy in any position in City employment will be filled, when practical, by transfer or promotion of a worthy and competent employee from a lower grade.
B. 
An employee promoted to a position in a higher grade shall receive no more than the minimum salary of the grade to which promoted.
C. 
An employee transferred to a lower grade shall receive a salary not higher than the salary payable in accordance with the Schedule of Graduated Increases in Compensation as though the entire service had been rendered in the lower grade.
D. 
Maximum ability in a specific position should be developed within the service period specified for each kind of work, and promotion beyond the highest salary rate for any grade may be achieved only by transfer to a position of a higher grade.
A. 
Reclassification of positions may not be made for personal reasons and will be approved only upon the submission of satisfactory evidence that, through decided increase or decrease of duties or responsibilities, the relation of the position in its importance to the whole departmental organization has changed. Such reclassification can be ordered only by action of Council.
B. 
Duties of a temporary nature of a higher grade, which may be required of employees, unless known to be permanent, shall not be sufficient basis for classification to a higher grade. When the duties connected with a position have changed to a degree that the standard duties of that particular grade do not apply, it will become the duty of the City Administrator and Mayor to request reclassification to City Council.
[Amended 2-27-2013 by Ord. No. 5397]
[Amended 2-27-2013 by Ord. No. 5397]
When it becomes necessary to create a position in any department resulting from new duties, activities or functions added by law or expansion of present duties, functions or activities, the procedure shall be as follows:
A. 
The department director shall work with the Human Resources office in developing a new position showing:
(1) 
Regular, periodical and miscellaneous duties;
(2) 
Minimum qualifications for education, training and experience; and
(3) 
Personal requirements.
B. 
The department director and Human Resources Manager shall then:
(1) 
Secure approval of the City Administrator.
(2) 
(Reserved)
(3) 
The City Administrator and Mayor shall decide whether to forward the recommendation of creation of the position to the Council.
C. 
Council shall:
(1) 
Classify the position as to classification schedule of the City.
(2) 
(Reserved)
(3) 
Notify the City Administrator in writing that the position has been created and a vacancy exists to be filled in accordance with the procedure established for making appointments to positions.
A. 
When the relation of any position in its importance to the departmental organization as a whole has changed because of a decided increase or decrease of duties or responsibilities, a job analysis form shall be prepared covering such position, and the procedure set forth above for the creation of positions shall be followed.
B. 
The department shall be notified in writing that the position has been reclassified and a vacancy exists to be filled in accordance with the procedure for making appointments to positions.
[Amended 2-27-2013 by Ord. No. 5397]
Whenever a vacancy shall exist and the necessity for filling the position shall have been definitely determined, a request for appointment shall be sent from the department head to the Human Resources Manager and City Administrator for approval to fill the position.
If the duties of a position become unnecessary or can be absorbed into other positions, proper steps shall be taken for discontinuing such position by forwarding proper forms to Council.
[Amended 2-27-2013 by Ord. No. 5397]
The Human Resources Office shall maintain a complete personnel record of all employees.
[Added 1-14-2009 by Ord. No. 5147]
In order for the PMRS pension plan participant to participate in any of the City's postretirement medical benefit plans, if they are offered, the participant must have a minimum of 12 years of City service time exclusive of military buyback or of any other PMRS or other credited service time for pension purposes transferred from another employer.