Agenda Packets - 2024/01/08 - Laserfiche WebLink

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Exhibit C Section 2.01 COMPENSATION AND CLASSIFICATION This section of the Personnel Manual establishes policy governing job compensation and classification. The City is required to maintain a system of assigning jobs of comparable worth and comparable salaries. The City is best able to accomplish its work by defining specific job duties, tasks, and requirements for employees hired to perform that work. Each City job shall be evaluated and placed in a specific classification and pay grade to ensure compliance with pay equity requirements. The Position Classification Plan shall assign a point value and pay grade with a pay range to each job within the City. Each Council approved position shall be defined by a job description including specific job duties, tasks, and requirements. These descriptions shall be reviewed periodically for accuracy and continued compliance with pay equity requirements. A. JOB DESCRIPTIONS The Human Resource Department shall provide a consistent format for job descriptions throughout the City, and a consistent process for evaluating jobs and assigning them to the appropriate pay level. Job descriptions shall include: • Summary of the job, including why the job exists, what it does, and how the work is performed, • Essential duties performed by employees in that job classification, • Required education, credentials, experience, knowledge, and skills necessary to perform the job successfully, • Supervisory authority of the position, if any, • Reporting relationship for the position (the role to which this job reports), and • Conditions under which the work is normally performed. Appeals Process: If an employee finds a flaw within their job description, believing their position warrants additional job duties or is inaccurate, the employee may file an appeal with their Department Head. If the Department Head agrees, the Department Head may bring the job description forward to the Human Resources Director for discussion. Appealing a job description is not based on the job grade or wage, but rather the content of the duties within the position. If the job description moves forward to the the Human Resources Committee and City Administrator, it will then be directed to Council for approval. It is an inherent management right and duty to design, redesign, restructure and create new jobs to meet the objectives and changing needs of the City.