161.01 Creation and composition.
161.02 Purpose and amendment of personnel regulations.
161.03 Definitions.
161.04 Position and salary schedule.
161.04.1 Full-time salaries of the Law Director, Finance Director, Service Director, Fire Chief and Police Chief.
161.05 Applications and applicants.
161.06 Examinations.
161.07 Eligible lists.
161.08 Appointment and probation.
161.09 In-service activities.
161.10 Discipline
161.11 Appeals procedure.
161.12 Layoff and reinstatement.
161.13 Political activity.
CROSS REFERENCES
Contract interest - see CHTR. §5.08
Merit system established - see CHTR. §8.01
Exempt positions - see CHTR. §8.02
Personnel officer - see CHTR. §8.03
Political activity - see CHTR. §8.06 et seq.
Promotional examinations - see CHTR. §8.09
Removal from office - see CHTR. §12.04
Division established; head - see ADM. 157.01
Employment provisions - see ADM. Ch. 163
Bonds required - see ADM. 163.01
There is hereby created a Division of Personnel which shall be composed of the Personnel Officer as established by Section 8.03 of the City Charter.
(Ord. 2023-22. Passed 8-22-23.)
(a) It is the purpose of this chapter to give effect to the provisions of the City Charter by establishing rules, standards and procedures for the operation of the merit system.
(b) The Personnel Officer shall prepare, in consultation with the City Manager, such amendments to this chapter as may, from time to time, be deemed desirable. Such amendments shall be recommended to Council for adoption. (Ord. 2023-22. Passed 8-22-23.)
(a) "Allocation" means the assignment of an individual position to an appropriate class on the basis of the kind, difficulty and responsibility of the work actually performed in the position.
(b) "Appointing authority" means the officer or agency having power under the Charter and ordinances to make appointments to positions in the classified service.
(c) "Classified service" shall consist of all full-time firefighters and police officers who are employees of the City, except those specifically exempted by the Charter.
(d) "Classes of positions" shall consist of all positions in the classified service which are sufficiently alike in duties, authority and responsibility to be treated in the same manner for personnel purposes.
(e) "Class specifications" are those duties imposed upon the personnel of each division by the Administrative Code.
(f) "Demotion" means the change of an employee from a position in one salary grade to a position in another salary grade having a lower maximum salary rate.
(g) "Eligible" means a person whose name is on a list prepared by the Personnel Officer as the result of passing an open competitive examination or on a re-employment list.
(h) "Eligible list" means a list of eligibles, in the order of their final grades in an open competitive examination, or in an order determined by this chapter, prepared by the Personnel Officer.
(i) "Position" means a group of duties and responsibilities designed to be performed by an individual. Positions shall be created and abolished by the City Manager.
(j) "Probationary period" means the working test period during which a bargaining unit employee is required to demonstrate their fitness by actual performance of the duties of the position to which they have been appointed.
(k) "Promotion" means the change of an employee from a position in one salary grade to a position in another salary grade having a higher maximum salary rate.
(1) "Regular employee" means a full-time police officer or firefighter who has passed a physical examination, has been appointed to a position in the classified service from an eligible list and who has satisfactorily completed probationary period..
(m) "Full-time, employee" means a person who regularly works a forty (40) hour work week, or a person who works a twenty-eight (28) day schedule at a yearly salary as a full-time employee of the Fire Division and in both cases are either on a probationary period or a regular employee.
(n) "Part-time employee" means a person who regularly works twenty-nine (29) hours a week or less and is paid by the hour, and does not receive any of the fringe benefits as set forth in other sections of this Code.
(o) "Administrative employee" means the City Manager, Director of Finance, Fire Chief, Police Chief and Police Captain.
(Ord. 2023-22. Passed 8-22-23.)
(a) The position and salary schedule, marked Exhibit "A", which is attached hereto and made a part of this Code shall be effective as of January 1, 2025.
(Ord. 2024-54. Passed 12-18-24.)
(b) The Personnel Officer, in conjunction with department and division heads and subject to the approval of the City Manager, shall annually review and make recommendations to Council for changes in the following schedule.
(c) The adopted position and salary schedule shall provide the basis for compensation of all municipal employees. The City Manager shall adopt an administrative policy, subject to approval of the City Council, to address those positions which are in existence and have not attained the minimum base salary range or have exceeded the maximum base salary range. A position may be assigned a salary lower than the minimum base salary range or higher than the maximum base salary range provided for that salary grade of that position, but is subject to administrative policy. Prior to appointment of a new employee, the City Manager shall consult the position and salary schedule for determination of placement within the relevant classification. Appointments shall normally be made at the minimum rate for the specified pay scale. Evaluation of an appointee's qualifications and experience shall be considered and may provide the basis for compensation in excess of the minimum base salary.
(d) Each salary range maximum shall be caused to increase yearly in line with annual salary increases awarded to all City employees, without requiring action by Council. Each salary range minimum shall not be affected.
(e) Salary increases within an established range shall not be automatic, but can be given
on the following bases:
(1) A merit increase recommended, in writing, to the City Manager by the appropriate department or division head and approved by the City Manager. Such a recommendation is to be based on standards of performance or other pertinent data.
(2) A merit increase recommended and approved by the City Manager. Such a recommendation is to be based on standards of performance or other pertinent data.
(3) An across-the-board increase granted to all salaried employees and recommended by the City Manager.
(4) A change in the employee's classification.
(f) Salary increases granted on the basis of subsection (e)(1), (2) and (3) hereof are dependent on the provisions of moneys appropriated in the annual appropriation ordinance. Salary increases granted on the basis of subsection (e)(l) and (2) hereof shall not be granted to an employee more frequently than once in each six (6) months. No salary advancement shall be given before the employee completes the first six (6) months of their probationary period. However, when the minimum salary for the particular position is increased during such employee's probationary period, such employee shall be compensated at such higher salary from the date of the passage of the salary ordinance.
(g) The salary rate established for an employee shall represent their total remuneration, not including reimbursement for official travel and except as otherwise provided, in this chapter
(overtime pay, cost-of-living allowance, premium pay and/or on-call status). No reward, gift or other thing of value received from any source for the performance of their duties shall be retained
by an employee. Notwithstanding the foregoing, employees of the Police Division, during off-
duty time, may accept special duty assignments for police work only when authorized by the Police Chief.
(h) Whenever an employee works for a period less than the regularly established number of hours per day, days per week or weeks per month, the amount paid shall be proportionate to the time actually employed.
(i) All full-time non-exempt employees, except Fire Division employees, shall be compensated for each hour worked in excess of forty hours per week at a rate equal to one and one-half times their straight rate.
All full-time employees of the Fire Division shall be compensated for each hour worked in excess of 212 hours during any twenty-eight-day work period at a rate equal to one and one-half times their straight rate.
Authorization of all overtime shall be under the control of the City Manager. If any fulltime salaried employee, other than department and division heads, requests the City Manager to grant compensatory time off in lieu of compensation for such employee's authorized overtime, the City Manager shall be authorized but not required to allow such request.
The City Manager shall be authorized, but not required, to grant compensatory time off to those administrative employees not entitled to overtime compensation at such times and to such extent that the City Manager, in his sole discretion deems justifiable under the circumstances relating to each such administrative employee.
(j) (EDITOR'S NOTE: This subsection was repealed by Ordinance 1988-2, passed January 25, 1988.
(k) Except as otherwise provided in any one or more controlling collective bargaining agreements, each employee of the Division of Utilities and of the Division of Streets and Parks, when placed on an "on call" basis by the department or division head, shall receive compensation in addition to their regular salary in an amount equal to two (2) hours of such employee's regular rate for each such twenty-four (24) hour period that the employee is on call. Such "on call" pay shall be in addition to pay for actual hours worked on call.
CITY OF HURON
FULL TIME POSITION AND SALARY SCHEDULE
BASE SALARY
RANGE | |||
POSITION TITLE
| Pay Scale
| Min. | Max. |
Planning Director
| 5 | $65,000 | $90,000 |
Planning and Zoning Manager | |||
Personnel Officer | |||
Parks and Recreation Director | |||
Parks and Recreation Operations Manager
| 4 | $55,000 | $80,000 |
Technology Manager | |||
Assistant Finance Director | |||
Clerk of Court | |||
Parks and Recreation Program Manager | |||
Parks and Municipal Ground Coordinator
| 3
| $45,000 | $67,000 |
Boat Basin Facility Manager | |||
Executive Administrative Assistant/Clerk of Council | |||
Permit Technician/Administrative Assistant | |||
Finance Specialist | |||
Probation Officer | |||
Zoning Inspector - FT
| 2 | $35,000 | $55,000 |
Deputy Clerk of Court | |||
Administrative Assistant - Communications | |||
Parks Maintenance Worker I | |||
Municipal Judge
| 1 | $35,500 | $35,500 |
Administrative Assistant
| 1 | $25,000 | $40,000 |
Supplemental Salary Schedule | |||
BASE SALARY RANGE | |||
POSITION TITLE | Pay Scale | Min. | Max. |
Water Superintendent | $65,000 | $98.000 | |
Information Technology Manager | VIII | $57,000 | $95,000 |
Part Time and Seasonal Position Salary Schedule | ||
BASE SALARY RANGE | ||
POSITION TITLE | Min. | Max. |
Prosecutor | $20,000 | $50,000 |
Personnel Officer | ||
Deputy Court Clerk | $10.70/hr. | $20.00/hr. |
Police/Dispatch Secretary | ||
Police Officer | ||
Court Bailiff/Court Security Officer | ||
Finance Clerk | ||
Customer Service Clerk | ||
General Maintenance Worker | $10.70/hr. | $24.00/hr. |
Zoning Inspector - PT | ||
Administrative Assistant | ||
Street Maintenance | ||
Parks Maintenance | $10.70/hr. | $16.00/hr. |
Recreation | ||
Dockhand | ||
Basic EMT/FF | $12.00/hr. | $15.00/hr. |
Basic Paramedic/FF | $15.00/hr. | $18.00/hr. |
(Ord. 2024-54. Passed 12-18-24.)
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