(A) Personnel rules shall be established by the City Manager in conformity with and subject to this chapter and this code. The rules may be in the form of various policies and may be revised and amended by the City Manager from time to time. The rules need not address management rights retained by the City Council, City Manager or City Attorney, including the right to consolidate or combine offices, positions, departments, divisions or units.
(B) The rules may establish regulations governing the personnel system, including, but not limited to:
(1) Preparation, installation, revision and maintenance of a position classification plan covering all positions in the competitive service, part time, seasonal and temporary employees, and all employees included within the executive group employee resolution. The position classification plan shall include class specifications for each position, which specifications shall include the position title and the compensation range (see subsections (B)(2) and (B)(3) below) for each position, and may include other items, such as examples of duties for the position, the minimum educational, certification and/or training requirements for the position, the minimum physical requirements for the position and the minimum experience requirements for the position;
(2) Preparation, revision and administration of a plan of compensation to be included in the position classification plan, providing a compensation range for each position, which range may be based upon the minimum and maximum compensation steps provided for in sub-section (B)(3) below. The plan of compensation shall be consistent with the position library and compensation plan (see § 2.04.060(F) of this code), and shall provide lower compensation for temporary employees than that provided for full time employees;
(3) The authority to require the finance department to prepare and maintain a compensation chart which delineates an hourly, monthly and annual compensation amount for each compensation step on the chart, with each compensation step being set at no more than one-half of one percent (0.5%) apart from the next compensation step;
(4) Appropriate announcement of the selection process and acceptance of applications for employment;
(5) Preparation and conduct of tests and the establishment and use of resulting employment lists containing names of persons eligible for appointment;
(6) Certification and appointment of persons from employment lists, and the making of provisional appointments;
(7) Establishment of probationary periods;
(8) Evaluation of employees during their probationary periods and thereafter;
(9) Transfer, promotion, demotion and reinstatement, disciplinary action and layoff of employees;
(10) Separation of employees from city service;
(11) Standardization of hours of work, attendance and leave regulations, working conditions and the development of employee training;
(12) The establishment of grievance and appeal procedures;
(13) Content, maintenance and use of personnel records and forms.
(Ord. 3189 § 9, 2015; Ord. 2573 § 1, 2002.)