To document the employment practices and salary program for employees in the classified service and maintain civil service safeguards.

To ensure equal employment opportunity in all personnel actions based on the ability to perform the duties and responsibilities assigned to the particular position without regard to age, race, creed, religion, color, handicap, disability, sex, national origin and national ancestry, political affiliation, sexual orientation or genetic information.

To provide an appeal and grievance process for civil service employees with regard to provisions set forth in this chapter.

To protect civil service employees from pressure or obligation to render any political service or favor or to contribute to any political fund as a condition of employment.

Appointment.

Organization and officers.

The Commission shall be guided by ordinances established by the Council.

The Commission may recommend personnel policies for the classified service, subject to approval by the Common Council.

Definitions. As used in this chapter, the following terms shall have the meanings indicated:

Classified service.

Mayor.

Chief of Police.

City Assessor.

City Clerk/Director of Administrative Services.

Director of IT.

Building and Grounds Manager.

Director of Community Development.

Library Director.

Director of Finance.

Fire Chief.

Streets Manager.

Utility Manager.

Recreation Supervisor

Notice.

[1]Original entrance examinations.

Original entrance eligible list. Original entrance eligible lists shall expire six months after the date the list was established.

Merit and qualifications. The appointing authority, in consultation with the City Clerk/Director of Administrative Services, department head and supervisor, shall fill the vacancy on the basis of merit and qualifications from the names presented by the Human Resources Department.

Salaries.

Temporary appointments. Pending the holding of examinations or interviews and the creation of an eligible list, an office or position may be temporarily filled by the appointing authority with an emergency appointment. Such emergency appointment may be made from existing personnel, subject to the prior approval of the Mayor, and shall be made at a suitable pay level within the appropriate salary grade range. The Common Council shall be notified of each emergency appointment. At the completion of such assignment, the employee shall return to his or her former position and salary.

The following are examples, but not necessarily all-inclusive, of kinds of actions that may initiate disciplinary procedures against an employee from the classified service of the City of New Berlin:

Discipline.

Whenever an appointing authority concludes, following an appropriate investigation, that an employee in the classified service has acted in such a manner as to demonstrate cause for suspension or dismissal, the appointing authority shall report, in writing, to the Mayor or his/her designee regarding the pertinent facts and circumstances. If the Mayor also concludes, upon review, that the action or inaction of the employee demonstrates cause for suspension or dismissal, the appointing authority and Mayor may jointly suspend or dismiss the employee. The City shall forthwith notify the employee of the suspension or dismissal in writing. The written notification shall include an explanation that the employee has the right to appeal such action to the Civil Service Commission within 10 workdays after the issuance of the notice. In the event that the Mayor does not believe that the appointing authority has demonstrated cause for the suspension or dismissal of the employee, the appointing authority may appeal that decision to the Commission.

Upon receipt of the appeal, the Commission shall appoint a time and place for the hearing of the charges within 10 workdays after receipt of the appeal and notify the appointing authority and the accused of the time and place of such hearing. The hearing may be held at a later time upon agreement of all parties. The hearing shall be closed. After the hearing, the Commission shall determine whether the charge is well-founded and will direct the appointing authority to take such action by way of suspension, discharge or reinstatement as it may deem requisite and proper under this chapter. The Commission shall permit the accused to be represented by counsel at no expense to the City. The Commission may request the presence of the City Attorney or Special Counsel at the hearing in order to advise the Commission on legal questions arising from the hearing. The Chair and Secretary of the Commission may issue subpoenas and administer oaths in connection with this hearing. The decision of the Commission shall be final and conclusive upon both the City and the accused.

Should the Commission find that suspension or dismissal is not warranted, or the penalty too severe, then the Commission may modify the terms of the suspension or reinstate the dismissed employee. The Commission shall have full authority to restore any lost salary or wages in part or in full. The Commission's decision on such an appeal should be considered final and binding and subject to appeal only under the terms of the Wisconsin statutes governing the enforcement of arbitration or disputes.

Civil service employees hired under civil service procedures shall be removed or suspended under civil service procedures.

Section 17.12(4) of the Wisconsin Statutes governs this procedure. It is stated as follows:

General Exception. But no officer of any city appointed according to merit and fitness under and subject to a civil service or to a Police and Fire Commission law, or whose removal is governed by such a law, shall be removed otherwise than as therein provided.

Time loss. The Director of Finance shall check and keep a record of the time allowed to employees for vacations and leave on account of sickness or other causes and shall verify that the total time allowed to any one employee is consistent with the information received from the supervisor/department head and in accordance with the allowance initially provided by the Common Council and otherwise permitted under applicable law.

Preparation of payrolls and salary accounts. The supervisor/department head shall review and confirm the accuracy of employees' time cards and transfer them to the Director of Finance for preparation of payroll. The supervisor or department head shall immediately report all changes affecting employment in the classified service to the Mayor.

Overtime. Eligibility for overtime shall be consistent with the City's Fair Labor Standards Act Policy.

Purpose:

Wages and salary definitions. The following definitions shall be used in connection with job evaluation and pay plan policies:

Pay plan.

All job classifications, except as specifically stated hereunder, shall be reviewed under this procedure. Requests for the establishment of new job classifications and review of existing ones shall be submitted to the Mayor and Civil Service Commission on forms provided for that purpose. A request for reclassification must be supported with documentation of substantial change in job duties/responsibilities since the last review. Changes in duties/responsibilities may result from departmental reorganization or from a gradual change occurring over an extended period of time. Requests may also be submitted if the department head believes the position classification warrants an equity adjustment due to changes in the labor market. Reclassifications shall not be considered for temporary changes.

The City will review the job analysis questionnaire with the employee and department head or, if the position is vacant or new, with the department head to ensure the complete documentation of position responsibilities. The City shall then collect such other information as may be necessary to properly evaluate the job classification of the request for review.

Not more than 30 days after the submission of the request for classification and establishment of salary range, the Human Resources Department will utilize the evaluative process based upon the job analysis questionnaire and scoring method as prepared by GovHR, previously utilized by the City in the study of new and former position description questionnaires, job descriptions, etc. Interviews may also be conducted with the employee, department head and other appropriate persons. An outside consultant may be used to assist in market analysis.

Upon the completion of the job analysis questionnaire scoring, the City shall prepare a preliminary report. The report shall be reviewed with the department head and employee. If the department head and/or employee does not agree with the recommendation, the department head or employee may request a meeting with the Mayor.

The final position classification report shall include the title of the position, the salary range, the duties and the analysis of the proper classification of the position based on the job analysis questionnaire. Said report shall be presented to the Mayor or his or her designee.

As an alternative to the review classification procedure outlined above, an independent qualified compensation consultant's report may be obtained. The review, establishment, classification and/or reclassification of department head positions and their salary ranges shall be considered solely through the use of a classification report prepared by a qualified independent consultant's report as reviewed by the Civil Service Commission and ultimately the Common Council.

Upon receipt of the report, the Civil Service Commission shall review the report and hear any objections thereto by interested persons.

Upon receipt of the appropriate report, the Civil Service Commission shall make a recommendation to the Common Council regarding the appropriate classification and salary range for the position.

All parties participating in the job classification and salary range establishment process shall make reasonable efforts to ensure that the entire review and classification process is completed within 60 days of the original application.

A job classification and salary range review of all civil service employees shall occur from time to time as determined by the Council upon the recommendation of the Civil Service Commission. A review of the necessity of a comprehensive job classification and salary review for all civil service employees shall occur not less than every 10 years.