Final Rules (Amended 2022 09 19)_Rule 1 Corrected (1) - Flipbook - Page 19
RULE 3
RULE 3
CLASSIFICATION
3.1
Policy: The purpose of Classification Specifications is to establish and maintain a system of written
job analyses by job titles and duties. They shall accurately describe the assignment of duties and
responsibilities by organization and function to individuals as well as the qualifications necessary to perform
such duties and responsibilities satisfactorily. There shall be a Classification Specification for each
Classification in the Classified Service. The Classification Specification shall contain the duties,
assignments, title, requirements as to education, experience, licenses and other special characteristics
and/or skills required to satisfactorily perform the Position.
The Appointing Authority may establish as many Classifications as the Appointing Authority determines are
necessary pursuant to this Rule, whether or not the Appointing Authority fills such Classifications. The
Appointing Authority may fill as many Positions within the Classifications as the Appointing Authority’s
budget allows.
3.2
Existing Classifications: All Classification Specifications presently existing as of the date of
adoption of these revised Rules, as evidenced 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 request to establish a new Classification or to amend an existing Classification
may be initiated by the Appointing Authority as well as any member of the City Council or any
Employee of the City. The request shall be prepared and submitted to the Human Resources
Director and the affected Department head for consideration. This request shall include a
description of the duties to be performed, and such information or attachments as may be
necessary to consider the request.
The Human Resources Director shall review the request with the originator, the affected
Appointing Authority and Recognized Employee Organization. If any Employee or party subject
to these Rules disagrees with the Human Resources Director’s decision, such objection shall
be presented in writing to the City Manager for consideration within 10 Working Days of the
Human Resources Director’s decision. The City Manager shall make the final decision on the
establishment of a new Classification or revisions to an existing Classification. This shall be the
sole Appeal process for Classifications, except as provided in the grievance procedures in these
Rules.
b. Reclassification: When the duties and responsibilities of a Position are modified to add or
delete significant functions, skills, authority, educational requirements or other factors which
may affect compensation decisions, the Classification Specification may be redefined to reflect
the new level. This constitutes a Reclassification of the Position. In the event the
Reclassification results in the establishment of a new Classification, the process specified in
these Rules for establishing a new Classification Specification or amending an existing
Classification Specification shall be followed.
(1) Basis for Reclassification: Reclassification of an Employee shall be based upon specific
and significant changes in duties and responsibilities, and shall not be used as a reward or
punitive action, or to circumvent these Rules regarding Promotion, Demotion or layoff. No
Employee shall be reclassified to a Classification for which they do not possess the
Minimum Requirements.
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