[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
The Chief Administrative Officer or the Assistant Chief Administrative
Officer, with the assistance of the Department Head shall, for each
classification, prepare and maintain a job description which shall
include a job title, description of essential job duties, required
and desirable knowledge, skills and abilities, any special requirements,
examples of work, and related information. The job descriptions are
descriptive and not restrictive. They are intended to indicate generally
the kinds of activities performed by the established classification.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
The Chief Administrative Officer shall be responsible for presenting
to the City Council a uniform and equitable pay plan which shall consist
of minimum, market rate, midpoint and maximum rates of pay, referenced
herein as the Classification and Pay Plan. The salary rates recommended
shall reflect an equitable relationship, as determined by the Chief
Administrative Officer, among the job classifications and shall be
made after review of prevailing rates for comparable work in other
public and private businesses, the current cost of living, responsibilities
of the position, and the policy of the City Council.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
a.
The Classification and Pay Plan provides an inventory of all positions
in the City's service which are sufficiently alike in duties and responsibilities
to be called by the same job title, to be accorded the same pay scale,
and to require substantially the same qualifications on the part of
the incumbent.
b.
No City employee shall be classified or paid at a salary rate which
is not established and recognized in the City's Classification and
Pay Plan. All permanent classifications shall be established by the
City Council.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
a.
When significant changes are made to a particular position which
changes the complexity or level of responsibility, the Department
Head may request, in writing, a pay grade evaluation of the position
to the Human Resources Manager. The request should include the job
duty changes and other circumstances that have precipitated the evaluation.
The Human Resources Manager will meet with the applicable Department
Head, Supervisor and incumbent(s) as deemed appropriate to discuss
the changes.
b.
Utilizing a point factor system and market data, the Human Resources
Manager and Assistant Chief Administrative Officer will determine
if a change in pay grade is warranted. If, after a new Classification
and Pay Plan Ordinance is adopted, it is determined the employee's
current salary is below the minimum rate of the new pay grade, the
employee will be placed at the minimum rate of the new pay grade.
If the current salary is within the new salary range, it will be at
the discretion of the Department Head as to whether any further adjustment
is recommended to the Chief Administrative Officer. In the instance
where an employee's job is reassigned to a higher salary grade, the
employee's pay may be adjusted at least 5% for each salary grade shift,
not to exceed the greater of 20% or the minimum of the new pay grade.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
a.
When in the opinion of the Department Head there arises a need to
establish a new position classification, the Department Head shall
prepare a recommended job description and submit same to the Assistant
Chief Administrative Officer for review. The Assistant Chief Administrative
Officer shall study the duties and responsibilities of the new position
and determine a recommended allocation to the appropriate classification
and so advise the Department Head. If there is any disagreement between
the Department Head and the Assistant Chief Administrative Officer,
an appeal may be made to the Chief Administrative Officer regarding
a position assessment. The Chief Administrative Officer's decision
shall be administratively binding.
b.
The Chief Administrative Officer shall make his or her recommendation
for any new position classification to the City Council.
[Ord. No. 10516, 9-20-2018; Ord. No. 10681, 9-3-2020; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
a.
When a vacancy occurs, the Chief Administrative Officer shall review
the allocation of the position in cases where the need for changes
in the duties and responsibilities of a position appears likely.
b.
Each time a department or division is recognized initially, preliminary
position descriptions for all affected employees shall be submitted
by the Department Head to the Chief Administrative Officer for review
and recommendation.
c.
The Chief Administrative Officer may require any or all Department
Heads to submit recommended position descriptions on a periodic basis,
or any time that there is reason to believe there has been a change
in the duties and responsibilities of one or more positions.
d.
Before a new classification is established by the City Council and
before such a position is filled, a formal job description shall be
written by the Chief Administrative Officer or his or her delegate
as provided for in these Personnel Rules and Regulations and incorporated
in the existing plan. The classification title shall be added to the
schematic list of titles. Likewise, an abolished classification shall
be deleted from the position classification plan by removing the class
specification and eliminating the classification title from the schematic
list of titles.
e.
The Chief Administrative Officer shall take the necessary steps to
maintain the Classification and Pay Plan in a current state on a continuous
basis.
f.
Nothing contained herein shall be deemed to conflict with or supersede
any compensation policies of the City adopted by Ordinance.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
The Chief Administrative Officer shall be responsible for maintaining
an official copy of the Classification and Pay Plan. The official
copy shall include any regulations or guidelines for administration,
schematic list of job descriptions and any amendments thereto.
