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Chapter 3.12
ADMINISTRATION AND MAINTENANCEOF THE CLASSIFICATION PLANS
Sections:
3.12.010 Purpose.
3.12.020 Establish, change or abolish job classification.
3.12.030 Class specifications.
3.12.040 Job titles.
3.12.050 Allocation and reallocation of positions.
3.12.060 Review of allocations.
3.12.070 Classification plan.
3.12.010 Purpose.
The city shall establish classification plans for its employees who are not within the collective bargaining unit. The purpose of these classification plans is two-fold: to assist in determining position placement within the organization and to relate the position to the pay plan to ensure internal equity in pay administration. [Ord. 05-15 § 2; Ord. 202 § 3.021, 1992.]
3.12.020 Establish, change or abolish job classification.
The city manager with the approval of the city council shall have authority to establish, decide, determine and designate all occupational classifications the city has to offer employees who are not within the collective bargaining unit, including the right to establish new classifications, reclassify, change, consolidate or abolish existing classifications at any time, and to determine job content, duties and responsibilities.
The city manager with approval of the city council may establish new classifications and rates for classifications. The rate shall be effective as of the first (1st) date employees were assigned to the classification. [Ord. 05-15 § 2; Ord. 202 § 3.023, 1992.]
3.12.030 Class specifications.
A. Job Descriptions. Job descriptions are only descriptive guidelines and not inclusive of each and every duty of a position. The city manager shall provide and maintain a written job description for each class of positions which shall include:
1. An appropriate title;
2. A general statement of duties and responsibilities;
3. Distinguishing features of work;
4. Examples of duties;
5. A listing of minimum qualifications that conforms with subsection C of this section.
Subsection C of this section is incorporated into all job descriptions, regardless of whether or not the job description explicitly incorporates subsection C of this section.
B. Duties of Employees. An employee may be required to perform the duties described in the job description for the employee’s class as well as any other duties which the employee has the skills and qualifications to perform. Nothing in this section prohibits the city manager or city council, as appropriate, from requiring the employee to perform duties which are not detailed in the employee’s job description. However, the city manager or city council, as appropriate, shall not act unreasonably in requiring an employee to perform duties other than those described in the employee’s job description.
C. Qualifications Statements. The qualifications statements in each job description establish requirements that must be met by an individual before consideration for appointment or promotion to a position. Common alternative combinations of education, training or experience are specified in the job description. Even if such combinations are listed in a job description, however, the city manager or city council, as appropriate, may determine that other combinations qualify the person for the job, regardless of whether or not the job description explicitly states that other combinations may qualify the person for the job. Personal traits including, but not necessarily limited to, loyalty, honesty, industry, and willingness to cooperate with others shall be qualifications required for each position, even though such traits may not be explicitly stated in a job description. [Ord. 05-15 § 2; Ord. 202 § 3.024, 1992. Formerly 3.15.040.]
3.12.040 Job titles.
A. Official Job Titles. Each position shall have an official job title which is specified in the classification plan and is used to identify each individual position. The official job title shall be used to designate positions in all budget estimates, payroll documents, and personnel records and reports.
B. Working Job Titles. For all purposes other than those described in subsection A of this section, any suitable working job title may be used to describe an official job title.
C. Position Levels. The job titles are generally indicative of the work of the position and of the level of its importance and responsibility. Where Roman numerals are affixed at the end of a title to indicate level within an occupation subseries, the higher numbers represent the higher levels. [Ord. 05-15 § 2; Ord. 202 § 3.025, 1992. Formerly 3.15.050.]
3.12.050 Allocation and reallocation of positions.
The city manager shall have authority to allocate and reallocate positions with the approval of the city council. [Ord. 05-15 § 2; Ord. 202 § 3.026, 1992. Formerly 3.12.060.]
3.12.060 Review of allocations.
A. Periodic Review. The city manager shall provide for a systematic and periodic review of classes of positions if the city manager determines, in his/her sole discretion, that duties, responsibilities, and authority have changed substantially, or other conditions, including but not limited to an employee request for review, warrant such a review. The city manager shall allow the employee to provide input into such a review. [Ord. 05-15 § 2; Ord. 202 § 3.027, 1992. Formerly 3.64.070.]
3.12.070 Classification plan.
Management Employees
Range
Position
Contract
City manager
City clerk
Parks and recreation director (per agreement with UAF)
Staff attorney
IV
None
III
Finance director
Fire chief
Police chief
Port director
Public works director
City planner
Human resources manager
II
Assistant finance director
I
Executive assistant to city manager
[Ord. 06-29 § 2; Ord. 05-15 § 2; Ord. 00-09 § 2; Ord. 00-01 § 2; Ord. 99-21 § 2; Ord. 98-28 § 2; Ord. 98-23 § 2; Ord. 97-30 § 3; Ord. 97-26 § 3; Ord. 97-07 § 1. Formerly 3.12.080.]
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