4.1 The Plan.
The Board shall adopt and maintain a position classification plan. A position
classification plan consists of an orderly grouping of positions, a position
being a group of current duties and responsibilities assigned to one person.
Classification specifications, which comprise the classification plan, are
written documentation of kind of work, level of responsibility, degree of
supervision, and experience, education, and training required of each position.
Among the main uses of a class plan are:
-serve in recruitment and selection of
-identification of proper classification of
-develop training programs
-basis for an equitable compensation plan
providing equal pay for equal work
-management tool in organization of employees
to meet department goals and objectives.
The Human Resources Director, or his designee,
will be responsible for keeping the classification plan current by conducting
periodic studies and making appropriate recommendations to the Board.
4.2 Allocation of
Positions. Classification review requests for existing positions and newly
requested positions will be handled in conjunction with the annual budget
process. Departments contemplating new positions or classification changes need
to submit them to the Human Resources Department early in the budget process to
assure adequate time for review. Classification requests will be conducted
outside the budget process if circumstances warrant.
When a Department Head wishes to establish a
new position, or make any permanent and substantive change to duties and
responsibilities of an existing position which the Department Head feels may
result in classification changes, a written notification shall be made via
completion of appropriate forms to the Human Resources Director. The Human
Resources Director may schedule a meeting with the Board of Commissioners and
the affected Department Head prior to initiating any classification review.
Upon determining a need for classification
review, the Department Head will complete a position classification review
request form. This form can be secured from the Human Resources Department.
Where other positions are affected by this classification, a position
description will also be completed for them. The request, along with completed
position description questionnaire, will be reviewed by a Human Resources
Department classifier. Review time period will be up to one month.
Occasionally, the incumbent will not have enough time or experience in the
position to enable them to accurately complete a position description
questionnaire. In such cases, it is suggested the employee work a minimum of
six months in the position to allow an opportunity to accurately complete the
When additional duties and responsibilities, or
programs are reassigned from existing departmental positions, and a
classification review has been requested by the Department Head, all positions
affected by the movement may be reviewed.
After the Human Resources Department has
reviewed the position description questionnaire, other related material, and met
with affected employees, a recommendation will be made to the Department Head as
to appropriate classification allocation and salary range placement. If the
Department Head and employees agree with the proposal, it will be presented to
the Board. If the Department Head agrees with the proposal and the employee has
a disagreement, the Human Resources Department will meet with employee, through
the Department Head, and attempt to resolve disagreement. If resolution is
impossible, the employee may appeal to the Board of Commissioners. If the
Department disagrees with the proposal, the Human Resources Department will
attempt to resolve areas of concern. If the Human Resources Department is
unable to resolve all differences, the Department Head can submit the proposal
to the Board for their consideration and final determination.
The base for equitable salary determination
will be a mechanism of surveys of market, labor conditions, and comparative
4.3.1 Content of
Specifications. Each class specification shall include the class title, a
description of the type of duties, level of responsibility and a statement of
the minimum qualifications a person must possess to successfully perform the
4.3.2 Interpretation of
Specification. The definitions in class specifications are descriptive and
not restrictive. They are intended to indicate the kinds of positions that are
allocated to the class, as determined by duties and responsibilities, and are
not to be construed as declaring what the duties or responsibilities of any
position may be, or as limiting or modifying work of employees. The use of a
particular expression or illustration as to the duties shall not be held to
exclude others not mentioned that are of similar kind or quality, nor shall any
specific omission necessarily mean that such factor is not included.
Qualifications Statements. Personal qualifications commonly required of all
County employees, such as good citizenship, honesty, loyalty, sobriety,
industry, amenability to supervision and suggestions of superiors for
improvement of service and willingness to cooperate with coworkers, shall be
implied as qualifications required for entrance to every class, even though such
traits may not be specifically mentioned in the specifications. The desirable
minimum qualifications outlined in a class specification are reasonable
standards of experience and training required at the time of original
appointment of a new employee and shall not be relative to employees already
working in such a class. These minimum qualifications shall be used as the
standard for accepting or rejecting applications for employment.
4.3.4 Use of Class Titles.
The class title shall be the official title of every position allocated to the
class for the purpose of personnel actions and are used on all payrolls, budget
estimation and official records and reports relating to the position. Any other
working title which more explicitly describes a position may be used for
purposes of internal administration or in contacts with the public.