The purpose of the Oneida County Classification Plan is to provide
a system of standardized job titles, standardized job descriptions,
and equitable position evaluation for the effective administration
of essential personnel activities. Oneida County will utilize the
Classification Plan for the following management functions: strategic
planning, budget planning, measurement of job performance, establishment
of fair and equitable pay standards, employee selection and recruitment,
employee training and development, and career development. The Human
Resources Director is responsible for the overall development and
administration of the Classification Plan, in coordination and cooperation
with the Labor Relations and Employee Services Committee, department
heads, and other appropriate resources.
The primary purpose of classification review and reclassification
is to establish the appropriate compensation of a particular position/employee.
It is the intent of Oneida County to balance accurate classification
of employees with responsible budgeting of the tax dollars levied
by the County. For that reason, the classification review and reclassification
process will be conducted as part of the annual budget process. A
request for reclassification of an existing position or classification
of a new position shall be initiated in accordance with the budget
timelines established by the Administration Committee.
In situations where one or more of the following circumstances
exist, the procedures set forth in Subsection (6) shall be observed:
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(1) One or more new positions are under consideration for possible establishment.
(2) Significant change of duties or responsibilities of any existing
position, which may require the reallocation of such position to a
different classification. Reclassification consideration for existing
positions requires that the employee and the department head document
that there have been substantial changes in the character of existing
duties since the most recent review of the position. Changes in duties
may result from one of the following:
(a) Changes resulting from a substantial, immediate reassignment of duties
due to reorganization shall be clearly documented in writing and verified
by the department head and the Human Resources Director.
(b) Changes resulting from a logical and gradual change of responsibilities
must have been in effect since at least January 1 preceding the reclassification
request so that it is clear that the changes that exist are likely
to remain as part of the essential duties of position.
(c) Reclassification consideration shall not be given for temporary changes
in job duties.
(3) A new classification is created to which any position more may appropriately
be allocated.
(4) In the event of an abolition or combination of any existing positions
or classifications, an amendment to the Classification Plan is required.
(5) A position is vacant for more than one year.
(6) Reclassification procedures are as follows:
(a) Department heads shall report the significant facts relating to such
possible changes in the Classification Plan to the oversight committee.
The employee and the department head shall complete a revised position
questionnaire, which shall include a statement identifying those duties
that have changed, and which shall be reviewed by the Human Resources
Director. The Human Resources Director shall review and analyze the
questionnaire. The County may, in its discretion, submit the position
questionnaire to a third-party consultant for review and analysis.
Upon completion of the review, the position questionnaire and any
recommendation regarding the position shall be forwarded to the Labor
Relations and Employee Services Committee for further consideration.
(b) The Labor Relations and Employee Services Committee shall initiate
an inquiry into the classification of any position upon its own initiative
or at the request of a department head, the Human Resources Director,
or upon written request of any employee, not more than once every
two years. Under no circumstance shall a position be re-evaluated
more than once in any twelve-month period without authorization of
the Human Resources Director and the committee of jurisdiction.
(c) After the inquiry has been completed, the Labor Relations and Employee
Services Committee shall adopt, modify or reject the proposed change.
In the event the Labor Relations and Employee Services Committee approve
changes in the Classification Plan, it shall prepare a resolution
outlining such changes and forward it on to the County Board for review
and action. The Human Resources Director shall notify the Finance
Department of any changes in compensation.
(d) Successful requests for the reclassification of an existing position
or classification of a new position shall be placed in the department's
budget request and shall be effective on the first day of the next
fiscal year. In certain circumstances, such as an ongoing appeal,
a retroactive adjustment may be warranted. In these instances, such
retroactive adjustment shall be by recommendation of the Human Resources
Director to the Labor Relations and Employee Services Committee and
shall be at the discretion of the Labor Relations and Employee Services
Committee.