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characteristics, abilities or qualifications of the incumbent. The final approval of the classification <br />shall be by the City Council. <br />5.3 Reclassification <br />When the duties and responsibilities of a position change logically, grapy aignifieantly, the <br />Department Headdcpartmcnt head may initiate a request for a change in classification. This <br />request must be submitted in writing to the Human Resources Manager accompanied by a <br />proposedffli updated position description prepared by the Department Headdapwrtrstartt hm. The <br />Human Resources Manager shall submit the request to the City Administrator for review and <br />approval or denial. If the City Administrator denies a request for reclassification, no similar <br />request may be submitted for one year. The Human Resources Manager. acting under the direction <br />of the City Administrator. may also review the classification of existing positions from time -to - <br />time, regardless of whether a Department Head proposed reclassification within the preceding year. <br />Factors that should be considered that could lead to conducting an analysis of existing positions <br />include, but are not limited to, the followinaaro as followa: <br />a. Change in the existing organizational or reporting relationship. <br />b. Significant additions, reductions or changes in the essential functions for which the position <br />is accountable which affect the level of skill, knowledge, responsibility or working <br />conditions of the position. <br />c. Change in the supervisory functions assigned to the position. <br />d. Change in the qualifications required of the position. <br />5_4Compensation Plan <br />The compensating plan shall be reviewed annually by the City Administrator and presented to the <br />City Council as part of the annual budget process. The City Administrator may modify any or all <br />of the pay ranges or grades as set forth in the plan at any time, at his or her discretion, subiect to <br />approval by the City Council. The City Administrator may also set effective dates for the pay plan. <br />All pay ranges shall be construed as policy declarations and not binding. permanent contractual <br />obligations between the City and its employees. The City Administrator shall pn siblc for <br />presenting to tho City Council w p ay plan for all classes of positions included in tho classification <br />I! Ian. FrtnmAnv amendment to the pap plan shall be based on changes in the responsibility or the <br />duties of the position. recruiting experience. rates of nap and benefits in the public and private <br />sector_ the Citv's financial status_ general economic conditions_ federal or state law_ including the <br />Minnesota Pay Faulty law_ or other nertinent factors warranting such action_ <br />In addition, from time to time the position and pay classification plan may be amended by City <br />Council resolution upon receipt of a recommendation from the City Administrator. In making such <br />recommendations, the City Administrator shall give appropriate consideration to the following <br />factors: <br />a. Maintenance of equitable relationship between classes, based on their relative duties and <br />responsibilities. <br />221Pago <br />- - Formatted: Heading 2 <br />Formatted: Normal <br />Formatted: Font: Arial, 14 pt <br />Formatted: Font: 12 pt <br />Formatted: Footer, Line spacing: single <br />