§ 37.30  JOB ANALYSIS.
   (A)   The Affirmative Action Officer shall list each job classification in rank from the lowest paid to the highest paid classification within each department, including pay ranges, and all supervisors for each job, listed in order of supervising authority.
   (B)   The Affirmative Action Officer, in conjunction with the Director and the City Attorney’s office, shall develop job descriptions for each job classification listed under division (A) of this section. These descriptions shall reflect the actual duties of incumbents and shall be based primarily on the descriptions of actual duties.
   (C)   The Affirmative Action Officer and the Director shall, based on the analysis described in division (B) of this section, determine whether the following conditions exist regarding any or all job classifications:
      (1)   Persons performing substantially the same type of work, whether in the same department or in different departments, are paid according to the same wage or salary range scale;
      (2)   The job classifications are sufficiently broad or discrete so that persons working within a single job classification, whether in the same department or in different departments, are performing substantially the same type or level of duties.
   (D)   If the Affirmative Action Officer and the Director determine that the city personnel system is characterized by any of the traits listed in division (C) of this section, the Affirmative Action Officer and the Director shall work with the Mayor to rectify those conditions, subject to the limitations of state law.
(1985 Code, § 22-9-3-1(f))  (Ord. 16-1980, passed 9-2-1980)