The Village has a position classification plan for regular full and part-time positions covered by the provisions of this policy manual. All positions shall be grouped in classes having a definite range of difficulty and responsibility. Each class may specify examples of work which are illustrative of duties for those positions allocated to the class, requirements as to knowledge, abilities, and skills necessary for performance of the work and a statement of experience and training desirable for recruitment into the classification. Minimum requirements may be added for any position.
The class specifications shall be considered as descriptive rather than restrictive. They shall be used to indicate the types of positions that should be allocated to the respective classes and not as prescribing what the duties or responsibilities of any specific position shall be, or as modifying the power of a Department Manager or supervisor to assign duties, direct, control or evaluate the work of any employee.
As often as necessary to assure continued correct classification, the position classification plan shall be reviewed by the Village Manager and necessary adjustments shall be made. Any additions, deletions, or other changes in the position classification plan shall be submitted to the Village Manager for approval. Board approval shall be required for changes in the position of the Village Manager and Department Managers.
The position classification plan shall be filed with the Village Manager. The plan so filed, and subsequently adjusted, shall have the same effect as though it were a part of this personnel manual.
Employee Advanced through the Ranges
The starting salary of the range (Minimum) is the normal hiring/promoting rate. Exceptions to this starting point should be limited to hiring situations involving applicants with exceptional background and qualifications, a promotion in which the employee's current compensation is higher than the minimum of the new range, or in the case of a labor market situation where it is impossible to recruit qualified candidates at the minimum. In these cases, employees may be appointed to their positions anywhere within the defined range, depending on their experiences and qualifications, and based on the provisions of the Village's Personnel Manual Employees should not be hired below the minimum of their compensation range.
Salary advancement between the hiring rate and the top of the range (Maximum) is done throughout the employee's tenure with the Village. Advancement through the range may be done on an annual basis and be dependent on a satisfactory performance evaluation. Incumbents progressing through the range should understand that standards of performance would become more exacting or controlling as compensation levels advance.
Future Administration of the Non-Union Compensation Plan
The administration of a classification plan is an ongoing process. It must be recognized that it is not static and is not intended to affix positions permanently to job classes. Instead, the plan must be administered continually to adapt it to changing conditions.
(Ord. 23-1853, passed 5-3-23)