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The City Manager shall:
(A) Administer the personnel program as set forth in this subchapter and the personnel rules and regulations;
(B) Perform all lawful and necessary duties essential to the effective administration of the personnel system;
(C) Recommend rules and revisions and amendments thereto for the consideration of the governing body;
(D) Recommend a position classification plan for approval by the governing body and install and maintain such a plan;
(E) Prepare and recommend a pay plan for all city employees for the governing body approval;
(F) Establish and maintain a roster of all persons in the municipal service setting forth each officer and employee, class title of his or her position, salary, any changes in class title, status and such other data as may be deemed desirable or useful;
(G) Develop and administer such recruiting and examining programs as may be necessary to obtain an adequate supply of competent applicants to meet the needs of the city;
(H) Be responsible for certification of all payrolls;
(I) Develop and coordinate training and educational programs for city employees;
(J) Investigate periodically the operation and effect of the personnel provisions of this subchapter and the rules and at least annually reveal his or her findings and recommendations; and
(K) Perform such other duties as may be assigned not inconsistent with this subchapter.
(1994 Code, § 4-206) (Ord. 407, passed 11-25-1985)
(A) The City Manager shall draft such personnel rules as may be necessary to carry out the provisions of this subchapter to be adopted by the governing body after public hearing. Such adoption shall be by resolution and the rules shall have the force and effect of law. Amendments to the personnel rules shall be made in accordance with the above procedure.
(B) The personnel rules shall cover specific procedure and policies to govern the following phases of the personnel program:
(1) Administration of a position classification plan;
(2) Administration of pay plan;
(3) The announcement of vacancies and the acceptance of applications for employment;
(4) Preparation and conduct of examinations;
(5) Establishment and use of employment lists containing name of persons eligible for employment;
(6) Establishment of promotional policies;
(7) Certification of employment of persons from employment lists to fill vacancies and the making of temporary and emergency appointments;
(8) Evaluation of the work of employees including those serving a probationary period;
(9) Transfer, promotion and reinstatement of employees in the competitive service;
(10) Separation from the service of employees by resignation, layoff, suspension, dismissal and for incapacity to perform required duties;
(11) Establishment of hours of work attendance and leave regulations and working conditions;
(12) Development of employee morale, welfare and training programs;
(13) Rules governing the outside employment of municipal employees;
(14) Maintenance and use of necessary records and forms;
(15) A uniform system of handling all grievances; and
(16) Such other matters as may be necessary and proper to carry out the intent and purpose of this subchapter.
(1994 Code, § 4-207) (Ord. 407, passed 11-25-1985)
(A) The City Manager shall make an analysis of the duties, authority and responsibility of all positions in the classified service and shall recommend to the governing body a position classification plan. Each position in the classified service shall be assigned to a job classification on the basis of its kind and level of its duties and responsibilities, to the end that all positions in the same class shall be sufficiently alike to permit use for a single descriptive class title, the same qualifications, requirements of the same test of competence and the same pay scale. A job class may contain one position or more than one position.
(B) Within 60 days after the recommendation of the initial classification plan by the City Manager, the governing body shall by resolution, after public hearing, approve a classification plan and the City Manager shall thereafter allocate each position to its appropriate class.
(C) The class to which each position is initially allocated following adoption of this subchapter shall be the class in which the employee shall have status conferred on him or her by Art. 18.
(D) The initial class plan shall be revised from time to time as changing conditions require, upon recommendation of the City Manager and with the approval of the governing body. Such revisions may consist of the adoption of new classes or the abolishment, consolidation, division or amendment of existing classes.
(1994 Code, § 4-208) (Ord. 407, passed 11-25-1985)
(A) The City Manager, in consultation with the Finance Director, shall develop a uniform and equitable pay plan consisting of minimum, intermediate and maximum rates of pay for each class of positions. Salary ranges for each class shall be coordinated with the position classification plan and shall be based on the ranges of pay for comparable work in other public and private employment in the area, cost of living data, suggestions of department heads and employees, maintenance or other benefits received by employees, the financial policy of the city and other economic considerations.
(B) The pay plan and the rules for its administration shall then be submitted to the governing body for adoption by resolution.
(C) After the pay plan and the rules for the administration have been adopted by the governing body, the City Manager shall assign each job class to one of the pay ranges provided in the pay plan.
(D) The pay plan may be amended from time to time as circumstances require, either through adjustment of rates or by reassignment of job classes to different pay ranges or both.
(E) On the effective date of a new or revised plan, the pay of employees receiving less than the minimum rate for their class shall be increased to the minimum rate of the salary range. Employees receiving more than the maximum rate of their class shall continue to receive that higher rate. Employees whose salary rates fall at any step in the range for the position shall continue at that rate. Rates at other than an established step of the salary range shall be increased to the next higher step as revenues are identified.
(1994 Code, § 4-209) (Ord. 407, passed 11-25-1985)
(A) The personnel rules and regulations shall provide procedures for the employment of persons on the basis of merit in conformity with this subchapter.
(B) Such procedures shall include, but not be limited to, the following:
(1) An orderly and systematic method of recruitment to insure that all those employed will be hired on a merit basis, and to provide for the establishment of qualified lists for employment purposes;
(2) Provisional appointments in the absence of appropriate employment lists; provided, however, that, employment lists shall be established for any such position within six months and that no person shall be employed by the city under provisional appointment for a total of more than six months, with the provision that during the period of suspension of an employee or pending final action of proceedings to review the suspension, demotion or dismissal of an employee, the vacancy created may be filled by the employing authority only by provisional appointment; and
(3) In the event of emergency, the appointing authority may appoint such persons as are required to meet the situation but such appointments shall not exceed 90 working days in any 12-month period.
(1994 Code, § 4-210) (Ord. 407, passed 11-25-1985)
Vacancies in positions above the entrance shall be filled by promotions whenever, in the judgment of the City Manager, it is in the best interest of the city to do so, and promotions shall be on a competitive basis and shall give appropriate consideration to the applicants, qualifications and seniority.
(1994 Code, § 4-211) (Ord. 407, passed 11-25-1985)
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