[CC 1996 §130.270; Ord. No. 1030 §1, 12-8-1997]
The position classification plan for the City is an inventory of all full-time, part-time and temporary/seasonal positions of employment in the City. The plan groups together those positions which require similar, but not identical, duties and responsibilities so that they will bear the same description and title and be included in the same pay range. The purposes of the plan are as follows:
Identify the duties and responsibilities of the work performed by the various positions within the City service.
Provide uniform and meaningful titles to all positions.
Establish educational and work experience qualifications and standards for recruiting, testing and selection purposes.
Provide like pay for like work.
Provide a means of analyzing work distribution, areas of responsibility, lines of authority and other relationships between individuals and groups of positions.
Create a framework for determining personnel service costs and projections for annual budget requirements.
[CC 1996 §130.280; Ord. No. 1030 §1, 12-8-1997]
The classification plan document contains a detailed description of the plan, how it was developed and the various elements that make up the plan. This Chapter includes that detailed description by reference.
[CC 1996 §130.290; Ord. No. 1030 §1, 12-8-1997]
The Board of Aldermen and Mayor shall adopt the plan.
The City Clerk shall keep on file an official and current copy of the plan in the Clerk's office.
Each time a new position is established in the City, that position shall be assigned to a current job classification. If none exists, a new classification description should be written by the department head. The department head should then bring that new description to the City Administrator for his/her approval. The new description should then be presented to the Board of Aldermen for inclusion in the position classification plan. Likewise, if a position or group of positions are abolished and are no longer being filled by employees and it is anticipated that the positions will not be filled in the future, then the department head should bring that matter to the attention of the City Administrator. The City Administrator should then recommend to the Board of Aldermen that they officially remove those class descriptions from the plan.
[CC 1996 §130.300; Ord. No. 1030 §1, 12-8-1997]
If an employee has evidence indicating that his/her position is improperly described or assigned to the wrong class, the employee may request his/her department head to review his/her position description and class assignment. Such request shall be submitted in writing to the department head and shall set forth the reason the employee thinks there is an error. The department head shall review the request with the City Administrator. The City Administrator shall give a written answer to the employee's request within fifteen (15) working days. The decision of the City Administrator is final.