RULE 3
RULE
3 CLASSIFICATION
3.1 Policy: The purpose of C l a s s i f i c a t i o n S p e c i f i c a t i o n s classification is to establish and maintain a system of written job anal yses by job titles and duties ., They shall which accurately describerepresents the assignment of duties and responsibilities by organization and function to individuals as well as and which describe the qualifications necessary to perform such duties and responsibilities satisfactorily. There shall be a Classification Specification class specification for each job cClassification in the Classified Service. The Classification Specification class specifications shall contain the duties, assignments, title, and requirements as to education, experience, licenses and other special characteristics and/or skills required to satisfactorily perform t he Position .
The Appointing Authority appointing authority may establish as many Classifications classes as the Appointing Authority determines are necessary appoi nting authority wishes pursuant to this Rule, whether or not the Appointing Authority appointing authority fills such Classifications.classes; and The Appointing Authority may fill as many Positions within the Classifications classes as the Appointing Authority’s appointing authority’s budget allows . subject to budgetary constraints as may be impose d by the City Council.
3.2 Existing Classifications: All Classification Specifications classifications presently existing as of the date of adoption of these revised Rules, as evi denced by the records of the Human Resources Department, shall continue in full force and effect unless subsequently changed pursuant to the procedures contained in this Rule.
3.3 Procedure:
a. Processing: A r e q u e s t t o The establishment of a new Classification classification or to amend an existing Classification a reclassification may be initiated requested by the Appointing Authority as well as any member of the City Council , Commission, appointing authority or any Eemployee of the City. The request shall be prepared and submitted to the Human Resources Director and the affected Department head for consideration.department head, and attached thereto This request shall include be a description of the duties to be performed, and such information or attachments a s may be necessary to consider the requestcase. The Human Resources Director shall review the reque sted action with the requesting party and make such recommendations to t he Commission as the Human Resources Director deems appropriate.
The Human Resources Director ’s shall review the request with recommendations shall be communicated to the originator, the affected Appointing Authority appointing authority and Recognized Employee Organizationemployee organizati on. If any Employee or party subject to these Rules disagrees with the Human Resources Director’s decisionrecommendations , such objection shall may be presented in writing to the City Manager or verbally to the Commission at the time for consideration within 10 Working Days of the Human Resources Director’s decision. of the recommendation. The City Manager Commission shall make the final decision on the establishment of a new C l a s s i f i c a t i o n classification or revisions to an existing Classificationclassification. This shall be the sole Appeal process for Classification s, except as provided in the grievance procedures in these Rules.
b. Reclassification: When the duties and responsibilities of a Position position are modified to add or delete significant functions, skills, or authority, educational requirements or RULE 3
other factors which may affect compensation decisio ns, the Classification Specification classification may be redefined to reflect the new level. This co nstitutes a Reclassification reclassification of the Positionposition . In the event the Reclassification results in the establishment of a new Classification, the proc ess specified in these Rules for establishing a new Classification Specification or amending an existing Classification Specification shall be followed. The process specified in these Rules for establishing a new classification or changing a n existing classification is to be followed for processing a reclassification, which may result in establishment of a new classification or promoting the position to an existing classification.
(1) Basis for Reclassification: Reclassification of an Em p loy ee employee shall be based upon specific and significant changes in duti es and responsibilities, and shall not be used as a reward or punitive action, or to circumvent these R ules regarding Promotionpromotion, Demotion demotion or layoff. No Employee employee shall be reclassified to a Classification class for which they do not possess the Minimum Requirements.
(2) Reclassification to Higher Level Position: Should an Employee’semployee’s permanent Positionposition be reclassified to a higher level Positionposition , based upon the duties and skills currently being performe d, the Employeeemployee shall be entitled to that Classificationclassification upon recommendation by the Appointing Authority and verification by the Human Resources D irector that the Employeeemployee meets the Minimum Requirementsminimum requirements of the new Classificationclassification.
(3) Layoff Rights for Reclassified Employees:
i. Should an Employee’s permanent Position be reclassified to a lower level Position, the EmployeeAn employee whose position is reclassif ied to a lower level classification shall have the right to be placed in the lower level Position or be entitled to lay off rights , in accordance with Rule 14. as it pertains to the higher classification.
ii. An Employeeemployee whose Positionposition is reclassified to a higher Classificationclassification and is deemed not qualified for the higher Classificationclassification shall be entitled to lay off rights, as it pertain s to the lower Classificationclassification.
c. Appeal: Any employee subject to these Rules, except as othe rwise provided herein, may appeal by filing written objections to the Commissi on regarding the proposed classification action. Such objections shall be considered at the same time as the Commission considers the recommendations of the Human Resources Director. This shall constitute the appeal process for classification actions except as provided in th e grievance procedures in these Rules.
cd. Duty Assignments: An Employeeemployee may be assigned related or collateral duties, not specifically named in a Classification Specificationclass specification , and which do not alter the primary responsibilities of the C lassifica tio nclassification , as deemed necessary by the Em p loy e e ’s Ap p oin t in g Aut h or ity employee’s appointin g authority , without requiring a modification of the Classification Specificationclass specification or a Reclassificationreclassification.
e. Prohibitions: No appointment shall be made to a classification wh ich is not authorized under this Rule.