Pursuant to §§ 6B-4(c)(1)(v) and 6B-4(d)(2) of the Charter of the city, the Commission is authorized to approve or disapprove a Classification Plan.
(A) Allocations of positions; creation of classes. Following the completion of a position description the Director of Human Resources shall allocate the position to one of the classes in the classification plan.
(1) Allocation of positions. If a suitable class does not exist, the Director shall recommend the establishment of a new class. After the adoption of the new class by the Civil Service Commission, as provided herein, the position shall be allocated to the classification plan.
(2) Allocation appeals. If an employee has facts which indicate to him that his position is improperly allocated, he may request the Director of Human Resources to review the classification allocation of his position with the knowledge of his department head. The request shall be submitted in writing and shall contain a statement of justification.
(B) Maintenance of the plan. The Director shall maintain the classification plan with the assistance of the department heads of the city.
(1) Actions pertaining to vacancies. Each time a vacancy occurs, a position description shall be completed by the department head and submitted to the Director of Human Resources for a review of the allocation of the position. The Director of Human Resources may waive this requirement in cases where it has been ascertained by the Director of Human Resources that no material changes have occurred.
(2) Actions pertaining to department reorganizations. It shall be the duty of each department head to submit to the Director of Human Resources new position descriptions for all affected positions each time a department (or subdivision thereof) under his jurisdiction is permanently or substantially reorganized.
(3) Actions pertaining to the establishment of new classes of employees. Each time a new class is established, a class specification shall be written and incorporated in the existing plan. The class title shall be added to the schematic list of titles. Likewise an abolished class shall be deleted from the classification plan by removing the class title from the schematic list of titles.
(4) Periodic review of position descriptions. The Director of Human Resources may require department heads to submit position description on a periodic basis, or any time he has reason to believe that there has been a change in the duties and responsibilities of one or more positions in the department or departments under his jurisdiction.
(5) Periodic review of classification plan. Periodically, after the adoption of these regulations, the Director of Human Resources shall conduct a general review of the classification plan.
(C) Amendment to the classification plan. Each time a new class of positions should be established or a current class of positions abolished, the Director of Human Resources shall submit his findings and recommendations to the Civil Service Commission. It shall determine whether the establishment and/or the abolition of a class is in order. The changes shall take the form of amendments as specified herein. The Director of Human Resources shall not be required to submit revisions to established job specifications to the Commission, unless:
(1) Otherwise required by Charter or ordinance;
(2) The revisions change the minimum qualifications; or
(3) The revisions constitute a newly created position.
(D) Classification plan in force. The classification plan shall be considered a part of this section and have the same force and effect as these personnel regulations. The plan may be amended by a majority vote of the Civil Service Commission in accordance with the regulations adopted hereunder.
(Ord. passed 12-22-2003)