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f. Indicate training needs. <br /> g. Provide uniform titles to positions. <br /> Class <br /> A class shall be comprised of one or more positions that are substantially similar with respect to <br /> the type, difficulty, and responsibility of work performed. <br /> Administration of the Classification Plan/Position Descriptions <br /> The classification plan shall be established and maintained through recommendation of the <br /> Department Head and the Human Resources Manager to the City Administrator. The City <br /> Administrator may establish a new class, create a new position within a class or reclassify a <br /> position upon approval by the City Council. <br /> When a new position is proposed by a Department Head or the Human Resources Manager, a <br /> request for the position along with a description of the duties and responsibilities of the position <br /> shall be submitted to the City Administrator. The position shall be analyzed and evaluated based <br /> on the duties and responsibilities without regard to the personal characteristics, abilities or <br /> qualifications of the incumbent. The final approval of the classification shall be by the City <br /> Council. <br /> 5.3 Reclassification <br /> When the duties and responsibilities of a position change, the Department Head may initiate a <br /> request for a change in classification. This request must be submitted in writing to the Human <br /> Resources Manager accompanied by a proposed updated position description prepared by the <br /> Department Head. The Human Resources Manager shall submit the request to the City <br /> Administrator for review and approval or denial, at his or her discretion. If the City Administrator <br /> denies a request for reclassification, no similar request may be submitted for one year. The Human <br /> Resources Manager, acting under the direction of the City Administrator, may also review the <br /> classification of existing positions from time-to-time, regardless of whether a Department Head <br /> proposed reclassification within the preceding year. <br /> Factors that could lead to conducting an analysis of existing positions include, but are not limited <br /> to, the following: <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 /> 5.4 Compensation Plan <br /> 21 IPage <br />