Table of Contents: Chapter 2

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202 CLASSIFICATION SYSTEM (Effective 03/07/2022)

202.1 Applicability

The City’s job classification system provides a structured, consistent method and quantitative techniques for arriving at objective compensation and classification decision. Some of the criteria used for determining job classifications include job duties, required education and training, decision-making authority, supervisory responsibility, contacts with others as required by the job, working conditions, and other qualifications.

A position classification plan based upon and graded according to assigned work duties and responsibilities will be developed and maintained by the Human Resources Department. Before the implementation of and any amendments to said plan it will be approved by the City Manager. With the approval of the City Manager, new classifications may be established, combined, or abolished.

All City position shall be included in the classification plan except for the City Manager, City Attorney, Parks Administrator, Chief Prosecuting Attorney, Employees hired to perform part-time or full-time work for six months or less (temporary workers), and Employees of the Parks and Recreation Department.

202.2 Composition of the Classification Plan

The classification plan shall consist of evaluation system, job descriptions, and pay ranges. Every Employee shall have access to the job description for the employee’s position and be notified when the job description is amended.

202.3 Creating New Positions and Amending Existing Positions

Whenever a new position is established or duties of an existing position change, Department Directors shall submit an updated job description to the Human Resources Department. The position will be assigned to the appropriate classification, subject to the approval of the City Manager, and for new positions, approval of the City Council.