Sec. 10-5. City manager appointment of nonimmigrant workers.

The city manager is authorized to appoint and remove nonimmigrant workers who have an employment-based visa status in the manner provided in chapter V, section 13(a), and chapter X, section 1 of the Charter and consistent with federal law. The city manager may assign the employees appointed pursuant to this section to departments with a documented inability to fill vacant positions.

(Ord. No. 11995, § 2, 3-21-23)

   Editors Note: Former Section 10-5, dealing with the duties of the civil service commission, derived from the 1953 Code, ch. 10, § 5, was repealed by § 1 of Ord. No. 7369, adopted Mar. 12, 1990.

Sec. 10-6. Adoption, construction of classification plan.

Subject to the prior approval of the city manager, the human resources director shall adopt a classification plan. Such plan shall group all positions in the classified service into classes based on their duties, authority and responsibilities. An appropriate job title, a brief description of the job and essential functions to be performed by persons holding positions therein and the minimum qualifications necessary for appointment thereto shall be set forth for each class of positions. The plan shall be so constructed that all positions substantially similar as to duties performed, degree of authority exercised, responsibility assumed, minimum acceptable qualifications, and other characteristics shall be included in the same class.

(1953 Code, ch. 10, § 6; Ord. No. 7369, § 6, 3-12-90; Ord. No. 9675, § 1, 2-25-02)

   Editors Note: It should be noted that the provisions of Ord. No. 9675 become effective June 30, 2002.

Sec. 10-7. Job evaluation grades.

Subject to the prior approval of the city manager, the human resources director shall appoint a job evaluation team, which shall include representatives of the city's recognized labor organizations. Excepting the mayor and council, charter officers appointed directly by the mayor and council (city manager, city attorney, city clerk and city magistrates), police and fire commissioned classifications, golf professional classifications and hourly classifications, the job evaluation team will evaluate on a periodic basis all existing or new classifications and will make job evaluation grade recommendations to the human resources director and the city manager. The job evaluation shall be based on factors and levels that are consistent with professionally established criteria. Subject to prior approval of the city manager, the human resources director shall record the final job evaluation grades as part of the adopted classification plan.

(Ord. No. 9675, § 1, 2-25-02)

   Editors Note: It should be noted that the provisions of Ord. No. 9675 become effective June 30, 2002.

Sec. 10-8. Procedures for classification review.

Subject to the prior approval of the city manager, the human resources director shall establish administrative policies and procedures for review of classifications. For classifications subject to Tucson Code section 10-7, the job evaluation team will forward a recommendation to either retain or change the current job evaluation grade. Subject to prior approval of the city manager, the human resources director shall record the final job evaluation grades as part of the adopted classification plan.

(Ord. No. 9675, § 1, 2-25-02)

   Editors Note: It should be noted that the provisions of Ord. No. 9675 become effective June 30, 2002.

Sec. 10-9. Allocation of positions to appropriate classes.

Subject to the prior approval of the city manager, and as promptly as practicable after the adoption of the classification plan, the human resources director shall allocate, or cause to be allocated, each position in the classified service to the appropriate class therein on the basis of its duties, authority and responsibilities.

(1953 Code, ch. 10, § 7; Ord. No. 7369, § 7, 3-12-90; Ord. No. 9675, § 1, 2-25-02)

   Editors Note: It should be noted that the provisions of Ord. No. 9675 become effective June 30, 2002.

Sec. 10-10. Changes in classification.

Subject to the prior approval of the city manager, existing classes may be divided, consolidated, altered or abolished, new classes established and positions allocated or reallocated thereto by the human resources director. All such changes and reallocations, however, shall be made solely for the purpose of meeting the needs of the service and not for the purpose of effecting the separation of an employee from the service or a demotion or promotion contrary to the provisions of this chapter and the rules and regulations of the commission governing such actions.

(1953 Code, ch. 10, § 8; Ord. No. 7369, § 8, 3-12-90; Ord. No. 9675, § 1, 2-25-02)

   Editors Note: It should be noted that the provisions of Ord. No. 9675 become effective June 30, 2002.

Sec. 10-11. Use of class titles.

Following the adoption of the classification plan and the allocation of positions in the classified service to classes therein, the class titles so set forth shall be used to designate all positions included in the respective classes in all official records and payrolls. No person shall be appointed or employed in the classified service under a class title which has not been approved by the human resources director, subject to the prior approval of the city manager, as appropriate to the duties to be performed.

(1953 Code, ch. 10, § 9; Ord. No. 7369, § 9, 3-12-90; Ord. No. 9675, § 1, 2-25-02)

   Editors Note: It should be noted that the provisions of Ord. No. 9675 become effective June 30, 2002.