(A) Policy. It is the policy of the city to set forth uniform guidelines to be followed with regard to the selection of new employees.
(B) Equal employment opportunity. All persons who apply for employment or promotion are given equal consideration regardless of their race, handicaps, sex, national origin, age, color, or religious affiliation.
(C) Nepotism.
(1) It shall be the policy of the city that no foreman, supervisor, or department head shall have any relatives working under his or her supervision.
(2) For the purpose of this division,
RELATIVES are defined as spouse, parents, children, brothers, sisters, father-in-law, mother-in-law, or any other relative residing in the same household with the foreman, supervisor, or department head no matter how remote the relationship.
(D) Conditions.
(1) The city will not employ or continue to employ any individual who is discovered to be a member of any organization that advocates the overthrow of the United States government or any of its political subdivisions by force or violence, or who is discovered to subscribe to the basic doctrines of such an organization.
(2) An employee of this city shall be a citizen of the United States.
(3) All employees shall secure the consent of his or her immediate supervisor before obtaining additional employment, or engaging in additional business or professional activities of any kind. Consent cannot be given if the additional employment or business or professional activity will interfere with employee’s performance on the job or constitutes conflict of interest.
(4) The city shall not employ any individual under 18 years of age, except temporary summer help, and then only with a proper work permit.
(5) All employees entering into positions requiring around-the-clock attention shall be subject to working a shift schedule on a 24-hour basis.
(E) Qualifications. The hiring supervisor will screen each applicant for a particular position using the following criteria, except when these criteria cannot be shown to be job-related.
(1) Prior job-related work experience.
(2) Education.
(3) Physical ability required for the position.
(4) Work history.
(5) Applicant’s ambition and goal.
(6) Special qualifications, licenses, or certifications required for the position.
(7) Unusual circumstances in the applicant’s personal history.
(8) Compliance with applicable law.
(F) Payroll deductions.
(1) An employee may have deducted from his or her payroll the monthly cost of comprehensive health insurance and employee contributions to the United Fund Agency, including contributions to the Public Employees’ Retirement Fund.
(2) There shall be no payroll deductions for uniforms. All uniforms shall be paid for by the city. This does not include public safety employees.
(G) Insurance. Each probationary and permanent city employee shall have the option to join the insurance and benefit plans which shall be provided through the city.
(H) Job classification system.
(1) Job classification. City position descriptions are classified using the Factor Evaluation System (FES) of job classifications. Descriptions shall be maintained in the Personnel Department as the official position descriptions of the city.
(2) Job classification maintenance procedures.
(a) The following procedures are designed to ensure that the city (FES) job classification system is kept up-to-date and useful, through time.
(b) Maintaining the job classification system involves following a series of policies and procedures. These policies shall provide for an on- going review of job classifications upon request by department heads and employees holding classified positions; and provisions for adding or deleting positions to the system.
(3) (FES) Job categories.
(a) The job categories established by the FES job classification system are as follows:
COMOT Clerical, Office Machine Operators, Technician
LTC Labor, Trades, and Crafts
PAT Professional, Administrative, Technological
EXE Executive
C-POLE Civilian-Protection Occupations and Law Enforcement
(b) A job in one category cannot be compared to jobs in another category. For example, COMOT jobs cannot be compared to PAT jobs. The Factor Evaluation System (FES) only compares a position to jobs within the same job category.
(c) All positions within a job category are classified by assigning numbers (points) to the job description. These points are called “factor evaluation points” and were assigned by a factor team of personnel specialists using factor guide charts in arriving at the total factor evaluation points. These factor points were compared to salaries and wages to determine pay classifications grades among classified positions in each job category.
(4) Position descriptions. The basis of the city job classification system is the job description. It is a written statement for each job and contains the following information:
Title of Position
Department in which the position exists
Job Category (COMOT, LTC, PAT, EXE, C-POLE)
Date written documents a record of the job and job description
Date revised documents a record of changes in job
FLSA status documents exempt/non-exempt status for overtime
Status documents full or part-time status of job
Statement of duties includes specifying key dimensions of the job
Job posting are used for recruitment and hiring purposes
(5) Fair Labor Standards Act (FLSA). The salary and hourly pay rates for all classified jobs are established pursuant to the provisions of the federal Fair Labor Standards Act (FLSA). The city has established timekeeping and payroll policies and procedures to comply with applicable provisions of the FLSA. A listing of all classified positions and their status under the FLSA is on file in the Personnel Department.
(6) Job review requests. Job review requests need to be submitted for reclassification of a position, and for new positions.
(a) When a position becomes vacant. The department head shall review the job description for significant changes before either hiring a new person, or, alternatively, eliminating the position.
1. If the department head believes changes in the job description may warrant reclassification of a position, the department files a re- classification request while the position is vacant.
2. The department head must notify the Personnel Director of his/her intent to eliminate a position.
(b) Departments submitting requests for reclassification of a position and new positions, application of pay policies shall provide all necessary information on forms provided for this purpose.
(c) New position requests are subject to available funding and approval by the City Council.
(d) New position requests should follow a long-range organizational plan, and not be submitted piecemeal.
(e) Departments submitting requests for reclassification of a position and new positions are to be submitted on completed forms including supporting documentation for consideration of the position.
(f) An authorized new position, classification, and salary shall be included in office/department annual budget.
(7) Job reclassification/reorganization review procedures.
(a) A job reclassification occurs when the job duties and responsibilities are modified to the extent that additional skills and knowledge are required to perform the duties, warranting an upgrade to a higher factor evaluation level; or when duties and responsibilities are modified, lessening skills and knowledge required to perform the duties, warranting a downgrade to a lower factor evaluation level. Cases involving a job reclassification normally involve a departmental reorganization where job functions are impacted by the elimination or reassignment of duties; or when new functions and responsibilities are assigned to an existing position. A job reclassification may or may not modify the salary assigned to the job.
(b) The following reclassification/ reorganization review procedures are established to provide a systematic method to process such requests. Departments submitting a request shall use the following steps to make reclassification/office reorganization requests:
1. Step 1: Secure “Job Classification Review Form” and a copy of the official job description adopted by the city for the position(s) being reviewed from the Personnel Director.
2. Step 2: Complete and return “review form,” including supportive documentation to the Personnel Director. Proposed revisions to the job description should be indicated on the description and be included as part of supportive documentation.
3. Step 3: The "review form" and supportive documentation will be submitted for presentation before the Mayor and City Council Salary Committee.
4. Step 4: The Mayor and Salary Committee will review and evaluate the requests. If approved, the "review form" and supportive documentation will be submitted to the City Attorney for review. Depending on the complexity of the job reclassification/reorganization, the City Attorney may retain an employment professional to review such modifications and prepare a report.
5. Step 5: The City Council shall review all pertinent information and make final determination for approval/disapproval of all classifications.
(8) New position requests.
(a) A new position involves the preparation and classification of a new job description and determination of current staffing levels and workload to support the need for the position.
(b) The following new position review procedures are established to provide a systematic method to process such requests for new positions, additional employees in an already existing position, or the convert a part-time positions to full-time. Departments submitting a request shall use the following stops to make new positions/new employee requests:
1. Step 1: Secure “Job Classification Review Form” from the Personnel Director.
2. Step 2: Complete and return questionnaire including supporting documentation (new job description, if required).
3. Step 3: If a new position description and classification are needed, the established job classification review procedures are to be followed. Complete a job questionnaire for either the COMOT, PAT, EXE, LTC, C-POLE job categories, and submit to the Personnel Director. A “draft” job description will be prepared by the professional assigned the responsibility for preparation of job descriptions.
4. Step 4: New position/ employee questionnaire and related information will be submitted with presentation before the Personnel Director, Mayor, and Salary Committee.
5. Step 5: The Mayor and Salary Committee will review and evaluate the new position/new employee request and submit recommendations for approval/disapproval to the City Council.
6. Step 6: The City Council shall review all pertinent information and make final determination for approval/disapproval.
(9) Compensation policies.
(a) Pay schedules. Factor Evaluation System (FES) job category pay schedules are adopted as part of the annual Salary Ordinance and shall be maintained in the Personnel Office.
(b) New hires. New hires in the COMOT, PAT, C-POLE, LTC positions are to be compensated at the job classification “Initiation” pay rate. In the event that an applicant possess exceptional skill and knowledge attained in previous employment, a department head may request “Step 2 Placement” on the pay schedule. Such requests must document equivalent training and experience and be submitted to the Mayor for approval prior to making an offer of employment to such applicants. In the event that “Step 2 Placement” is approved, the new hire will not awarded time in service with the city; future step pay increases will be determined by performance and years of service.
(c) Step pay increases. Step pay increases shall be linked to eligible years of service and satisfactory performance evaluations conducted prior to payment of any step pay increases.
(10) The Position Classification Schedule, as amended, is hereby adopted by reference and incorporated herein as fully as if set out at length in this code of ordinances.
(`81 Code, § 35.08) (Ord. 1848, passed 3-18-86; Am. Ord. 98-2307, passed 10-5-98; Am. Ord. 99-2330, passed 7-19-99; Am. Ord. 01-2398, passed 6-4-01; Am. Ord. 03-2468, passed 8-4-03; Am. Ord. 22-2947, passed 4-4-22)