(A) Administrative responsibilities. The Town Manager shall be responsible to the Board for the administration and technical direction of the personnel program. The Town Manager shall appoint, suspend and remove all officers and employees, except those elected by the people or those whose appointment is otherwise provided for by law. The Town Manager shall make appointment, dismissal and suspensions in accordance with the Charter and other policies and procedures specified in the town’s personnel policies. More specifically, the Town Manager shall do all of the following:
(1) Recommend rules and revisions to the personnel system to the Board for consideration;
(2) Determine the administrative, professional and managerial positions to be excluded from entitlement to overtime compensation as provided by applicable state and federal law;
(3) Establish and maintain a roster of all persons in the town service, setting forth each officer and employee position classification, salary, any changes in position classification and status and data as may be deemed desirable or useful;
(4) Develop and administer the recruiting programs as may be necessary to obtain an adequate supply of competent applicants to meet the needs of the town;
(5) Develop and coordinate training and education programs for town employees;
(6) Investigate periodically the operation and effect of the town’s personnel policies and report his or her findings and recommendation to the Board;
(7) Develop and maintain an adequate personnel records system subject to the provisions of the town’s personnel policies; and
(8) Perform other personnel duties as may be assigned to him or her by the Board or pursuant to state statute.
(B) Position classification plan.
(1) The Town Manager shall be responsible for the administration and maintenance of the position classification plan so that it will accurately reflect the duties performed by employees in the classes to which their positions are allocated. Department heads shall be responsible for bringing to the attention of the Manager the need for new positions and material changes in the nature of duties, responsibilities, working conditions or other factors affecting the classifications of existing positions.
(2) New positions shall be established only with the approval of the Board, after which the Town Manager shall either allocate the new plan or recommend to the Board that it amend the position classification plan to establish a new class to which the new position may be allocated.
(3) When the Town Manager finds that a substantial change has occurred in the nature or level of duties and responsibilities of an existing position, he or she shall do the following:
(a) Direct that the existing class specification be revised;
(b) Reallocate the position to the appropriate class within the existing classification plan; and
(c) Recommend that the Board amend the position classification plan to establish a new class to which the position may be allocated.
(4) The Board may, upon the recommendation of the Town Manager, add classes of positions to or delete them from the position classification plan.
(C) Human Resources Coordinator. The Town Manager may appoint a Human Resources Coordinator to assist him or her in performing his or her personnel-related responsibilities and may delegate to the Personnel Director the responsibilities and duties (except the authority to hire and dismiss personnel), as the Manager deems appropriate.