[HISTORY: Adopted by the Village Council of the Village of
Vicksburg 7-31-1986 by Ord. No.
155 (Ch. 2, Art. III, Div. 4, of the 1995 Village
Code). Amendments noted where applicable.]
It is the purpose of this article to make uniform the employment
of Village personnel, to the end that the handling of Village personnel
activities will be done in a manner which is equitable to the employees
of the Village, and also at the same time will be economical to the
residents and taxpayers of the Village through increased efficiency
and improved administration. The personnel management plan shall be
based on the best generally accepted provisions of similar programs
in business, industry and government, and shall include the following:
The Village Manager shall be the coordinator of all departments
and may effect any organization or reorganization of a department
that he or she may deem necessary for its proper and efficient administration.
The Village Manager may cause one department to perform work
for another or require an employee to perform several duties in one
or any department, and he or she may add to the duties of an employee.
In hiring Village employees, the Village Manager shall consider
only the good of the public service; the fitness of the applicant,
including education, training, and experience; and his or her ability
to discharge the duties of the position to which he or she is appointed.
The Village Manager may hire employees only to fill positions for
which funds have been provided in the annual budget approved by the
Village Council.
The Village Manager shall be responsible for preparation of
the classification plan, which is composed of job classifications
and job descriptions. Each employee shall be classified according
to his or her duties and responsibilities. The classification plan
provides the basic structure for dealing with personnel matters, permits
the consideration of a pay policy based on duties, responsibilities
and work requirements, and serves as a basis for recruiting and selecting
employees, providing training, and establishing uniform fiscal and
personnel records. The classification plan enables the Village Manager
to more equitably administer personnel matters, and it helps to systematize
and facilitate the preparation and administration of personnel policies.
The Village Manager shall prepare annually a proposed compensation
plan for nonrepresented employees. Employees who are members of an
employee organization shall be compensated according to the contract
agreement in effect. The compensation plan shall be designed to provide
equitable and appropriate compensation according to classification,
equal pay for equal work, provide for adjusting pay to meet changes
in conditions which require adjustments in pay levels, and establish
salary and wage rates which compare satisfactorily with other employers,
thus enabling the Village to attract, employ, and retain well-qualified
employees. Comparative salary surveys shall be conducted by the Village
Manager prior to submitting the recommended compensation plan to the
Village Council. Such studies shall consider duties, responsibilities,
and other factors affecting the level of salaries of employees, including
cost-of-living increases, changes in the rates paid for comparable
types of work by competing employers, labor market conditions, and
past recruitment experience. Recommended salary and wage schedules
shall reflect these studies and also give consideration for length
of service, responsibilities assumed, performance evaluation, merit,
and other similar criteria. The proposed compensation plan containing
the recommendations of the Village Manager shall be presented to the
Village Council along with the annual budget prior to the beginning
of the fiscal year. The Village Council will then determine and establish
salary and wage schedules for all employees.
A performance evaluation shall be conducted of each employee
by his or her supervisor prior to completion of the employee's
probationary period, normally six months, and annually before the
employee's anniversary date of employment. Such performance evaluations
will be in writing, using forms provided for the purpose by the Village
Manager. Pay increases and progression through the pay range shall
be in accordance with the compensation schedule and subject to satisfactory
performance. Each employee shall have the opportunity to discuss the
performance report with his or her department head.
The Village Manager shall recommend and the Village Council
may establish, by resolution, from time to time, the personnel rules
of the Village. Such rules may include, but not be limited to: procedures
governing applications for employment, probationary work period, hours
of work, vacation leave, sick leave, employee performance reports,
fringe benefits, termination of employees or layoffs due to lack of
work or lack of funds, suspension of employees for disciplinary purposes,
dismissal for just cause, etc.
