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A. Preparation or Revision of Plan. The Director shall ascertain and record the duties and responsibilities of all positions in the service of the City, and after consultation with the appointing authorities, other affected officials, and affected employee organizations, shall recommend a classification plan for such positions or matters relating to the classification plan. The classification plan shall consist of the job titles and job descriptions for all City positions. The classification plan shall be so developed and maintained that all positions substantially similar with respect to duties, responsibilities and other like characteristics of work are included within the same job title. When the duties of a position have changed materially so as to necessitate reclassification, the position shall be allocated to a more appropriate job title, whether new or already created, in the same manner as originally classified and allocated. The duties of the job title shall also be redescribed should the duties of the position change materially. Reclassification shall not be used for the purpose of avoiding restrictions regarding demotions and promotions. No person shall be appointed to any position unless the position has been incorporated in the classification plan as provided by these rules.
B. Adoption or amendment of plan - Effect. The classification plan or any part thereof shall be established by the City Manager; provided, however, that prior to the City Manager’s consideration, the classification plan or any amendment thereto shall be approved and recommended by the Director to the City Manager. The Director’s recommendations shall contain a definition of each position, a list of the duties, responsibilities and working conditions of each position and the desired qualifications for each position. Prior to the City Manager’s approval of the classification plan or any amendment thereto, a copy of the proposed amendment shall be distributed to the affected employee organizations.
(Res. No. 143 95-96, Res. No. 113-07)
The manner and method of pay for employees is prescribed in the annual budget of the City and/or duly adopted memoranda of understanding or pay and benefit resolutions.
If an employee's probationary period is extended as provided by this chapter, an employee shall nonetheless be eligible for pay advancement at the expiration of the initial probationary period, if such advancement is provided for in the annual budget of the City, memorandum of understanding and/or pay and benefit resolution affecting the employee's job title. Such advancement shall be effective only after the department head has certified that the employee has fulfilled the job requirements during the initial probationary period.
In the event that an employee is reduced in job class in lieu of layoff for reasons of economy or efficiency, or is reclassified to a lower level position, the employee may be ‘Y-Rated’ at the level attained by the employee prior to such reduction in job class, upon approval of the City Manager.
(Res. No. 143 95-96)
A. General Prohibition. No officer or employee of the City shall engage in any employment, activity, or enterprise for compensation of any kind or character which is inconsistent, incompatible or in conflict with his or her duties as an officer or employee of the City or the duties, functions or responsibilities of his or her appointing power or the City itself.
B. Definition of Employment Activities. For the purpose of this section, an employment activity or enterprise is inconsistent, incompatible or in conflict with those various duties, functions or responsibilities set forth above if it:
1. Involves the use for private gain or advantage of the City's time, facilities, equipment, or supplies; or the badge, uniform, prestige or influence of the City; or
2. Involves receipt or acceptance by an officer or employee of the City of any money or other consideration from anyone other than the City for the performance of an act which the officer or employee, if not performing such act, would be required or expected to render in the regular course or hours of his or her duties as a City officer or employee; or
3. Involves the performance of an act in other than his or her capacity as an officer or employee of the City which act may later be subject directly or indirectly to the control, inspection, review, audit or enforcement of any other officer, employee or elected official of the City; or
4. Involves such time demands as would interfere with the performance of duties as a City officer or employee.
C. Director’s Approval. No officer or employee of the City shall be gainfully employed at any employment activity or enterprise outside of City service without prior approval from the Director. If the Director seeks such approval, the outside employment activity shall be reviewed by the City Manager. The provisions of this paragraph shall not apply to the Council-appointed positions of City Manager and City Attorney.
D. Council Authority. The City Council, by resolution, may define those occupations, activities or enterprises for which such outside employment approval shall not be given. In defining those occupations, activities or enterprises which shall be so prohibited, the Council shall consider, but shall not be limited to consideration of, whether the occupation, activity or enterprise is inconsistent, incompatible or in conflict with the duties, functions or responsibilities of City employment. This section shall not be interpreted to limit disapproval of outside employment to those occupations, activities or enterprises prohibited hereby.
E. Administrative Procedure. Procedures and guidelines for application for approval as well as a listing of those occupations, activities and enterprises prohibited pursuant to subsection B above, shall be set out in the Administrative Procedure and Policy Manual available to any and all officers and employees.
(Res. No. 143 95-96, Res. No. 113-07)
As used in this chapter, the following terms shall be defined as set forth below:
A. “Classified Service.” A grouping of job titles occupied by non-management probationary and permanent employees, as designated by the City Manager in the Classification Plan.
B. “Classified Service Employee.” A non-management probationary or permanent employee occupying a classified service job title to which this Article applies.
C. “Confidential Employee.” A non-management, classified service employee who assists and acts in a confidential capacity to persons who formulate, determine and implement management policies in the field of labor relations, as designated by the City Manager in the Classification Plan.
D. “Permanent Employee.” A classified service employee who has successfully completed a probationary period and has been retained as hereafter provided in this chapter.
2. “Permanent full-time employee.” An employee who provides full-time services to the City and who is compensated at full pay for the employee's position.
2. “Permanent part-time employee.” An employee who provides less than full time service to the City and who is compensated proportional to the amount of service provided to the City as provided by the individual's appointment document.
E. “Probationary employee.” A classified service employee who has not completed the probationary period for a particular position pursuant to this chapter.
F. “Professional Employee.” A non-management, classified service employee engaged in work requiring specialized knowledge and skills attained through completion of a recognized course of instruction, usually leading to the attainment of an academic degree, as designated by the City Manager in the Classification Plan, subject to the provisions of California Government Code Section 3500 et seq., as applicable to the City.
G. “Supervisory Employee.” A non-management, classified service employee occupying a position whose principal job duties include supervising the work of other employees, as designated by the City Manager in the Classification Plan, subject to the provisions of California Government Code Section 3500 et seq., as applicable to the City.
H. “Veteran.” An individual who is considered to be a veteran of military service by the government of the United States, and who has been discharged or released upon conditions other than dishonorable.
(Res. No. 143 95-96, Res. No. 74 01-02)
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