The regulation, rule-making and examinations conducted hereunder, shall be in accordance with the best practices in merit selection of public employees in the United States. Pursuant to § 6B-4(d) of the Charter of the city, the Commission is authorized to propose rules and regulations pertaining to the following.
(A) Hiring and promotion of public employees.
(1) Generally. In accordance with § 6B-4(d)(1) of the Charter of the city, the Commission is authorized to propose rules and prescribe regulations hereunder in order to ascertain the competency of applicants for positions or promotions for all positions in the city, except as otherwise set forth by law or the Charter.
(2) Vacancies and promotions: competitive examinations. Accordingly, vacancies shall be filled by promotion whenever the Director of Human Resources deems it in the bests interests of the city, and promotions shall be on a competitive basis whenever possible, except where the Director of Human Resources, with the approval of the Civil Service Commission and the Appointing Authority, finds the competition impracticable.
(a) Considerations. Promotions shall give appropriate consideration to the applicants' records of performance, provided the applicant meets the minimum qualifications as established.
(b) Notice of competitive examinations. Competitive examinations will be posted, at the Department, for ten days or until the announced number of qualified applicants are received. The Director of Human Resources may extend the posting beyond the announced number of qualified applicants if he determines, in writing, that the applicant pool is lacking in overall quality, setting forth the reasons for the determination.
(B) The development and review of job descriptions, qualifications and classification plan.
(1) In accordance with §§ 6B-4(c)(1)(v) and 6B-4(d)(2) of the Charter of the city, the Commission is authorized to approve or disapprove the following, as proposed by the Director of Human Resources:
(a) Job descriptions;
(b) Job qualifications; and
(c) Revisions to the position classification plan.
(2) The Commission shall conduct an annual review and modify the plan accordingly. The preparation, maintenance and revision of a position classification plan for all positions in the classified service shall be based upon similarity of duties performed and responsibilities assumed, so that the same qualifications may reasonably be required for and the same schedule of pay may be equitably applied to all positions in the same class.
(C) The development and review of a compensation plan.
(1) In accordance with §§ 6B-4(c)(1)(v), (xi) and 6B-4(d)(2) of the Charter of the city, the Commission is authorized to approve or disapprove a Compensation Plan for all employees not covered by a collective bargaining agreement, as proposed by the Director of Human Resources.
(2) The plan shall constitute the city's compensation schedule for classes of positions not covered by a collective bargaining agreement for the ensuing fiscal year and thereafter until a new compensation plan shall be adopted by the Board of Aldermen. The Commission shall conduct an annual review and propose a modification of the plan to the Board of Aldermen, if necessary.
(3) The rates of compensation set forth in the compensation plan shall be approved by the Board of Aldermen as set forth in § 3A-2(f)(5) of the Charter of the city.
(D) Approval of administrative procedures and regulations by the Board of Aldermen. As set forth in §§ 6B-4(c)(3) and 12A-1 of the Charter of the city, all procedures and administrative regulations adopted by the Commission, including additions, modifications or changes, shall take effect unless disapproved by the Board of Aldermen with at least ten Aldermen voting for the disapproval within 60 days from the date received by the Board of Aldermen.
(E) Penalty for violations. All penalties for the violation of the ordinances or rules of the Commission shall be enforced as set forth in § 6B-4(f) of the Charter of the city.
(Ord. passed 12-22-2003)