(a) Purpose. The purpose of this section is to provide a systematic basis for salary or wage determination, and application of personnel management and administration processes. Equal pay for equal work is the fundamental premise of the policy.
(b) Responsibilities.
(1) The Manager and Council shall:
A. Classify all positions.
B. Participate in periodic locality wage reviews to insure that wage board pay scales are consistent with the “going rates” in this locality.
C. Review all positions annually.
D. Maintain this section in current status.
(2) The immediate supervisor shall:
A. Determine the current duties for each position.
B. Inform employees of their duties and responsibilities.
C. Prepare and certify all position descriptions.
D. Discuss results of position reclassifications with the position incumbents.
E. Submit a properly certified position description and a “Request for Personnel Action”, whenever a position requirement substantially changes.
F. Assure that all personnel are properly assigned at all times.
(c) Procedures.
(1) Position descriptions. Position descriptions are the basis for employees salary, determining qualification and training needs, examining, selecting, placing and acquainting employees with their work. Clarity, accuracy and integrity are required in its preparation. Certifying the duties of a position indicates that an employee is, or in the case of a vacancy, will be assigned to perform those duties. Therefore, the position description is an official document supporting a payroll item.
A. The immediate supervisor shall:
1. Write an accurate, concise statement of the duties and responsibilities as currently assigned, being performed, or expected to be performed.
2. Conduct position reviews at least once each fiscal year and corrective classification action taken when necessary. Reviews shall not be conducted during reorganizations.
3. Review and certify position descriptions as to accuracy. Where substantial changes have occurred, new position descriptions, properly certified, will be submitted.
B. Supervisors will furnish the Manager with information concerning the organization, structure, functional statements, and staffing patterns. During the review, any deviations will be brought to the attention of management. If the change cannot be reconciled immediately, review action in the affected area will be suspended until such deviations are resolved.
(2) Position action between review. Procedures for the audit of positions based on individual requests for classification action initiated by the supervisor shall be as follows:
A. When substantial changes are made in an existing position, a new description will be written and submitted to the Manager and Council.
B. In order to cover the full range of functions assigned to an organization and/or duties and responsibilities that have not been performed previously, the position may be established on a projected basis. Final classification action will be taken on a projected position within ninety days after being filled, if appropriate. If reclassified downward, the salary will be adjusted to the rate of pay the incumbent would have received if the position had been classified correctly, initially.
(d) Grievances.
(1) An employee who is dissatisfied with his position description may request a review by his immediate supervisor. If after this review, the employee feels that a grievance still exists, he may request a review by the Manager.
(2) The supervisor may ask the Manager to reaudit a position which is the subject of a grievance. He will discuss the findings on a grievance reaudit with the position occupant.
(Ord. 436. Passed 9-12-77.)