Chapter 4.10
POSITION CLASSIFICATIONS

Sections:

4.10.005    Job descriptions.

4.10.010    Classification plan for city service.

4.10.020    Pay plan.

4.10.030    Compensation.

4.10.040    Pay ranges and merit increases.

4.10.050    Employee performance appraisal (EPA).

4.10.060    Salary adjustment on transfer, promotion and demotion.

4.10.070    Temporary assignments.

4.10.005 Job descriptions.

Job descriptions shall be established and maintained by the human resources specialist for each of the job classifications.

A. Once every 12 months, department directors will review all job descriptions for their departments to assure descriptions are accurate.

B. A job description may be revised or a new description may be prepared by a department director at any time in order to document the establishment of a new job classification or changes in the nature and scope of job responsibilities of an existing job classification that are considered significant.

C. New or revised job descriptions shall be reviewed and approved by the city manager or designee.

D. Once approved, the new or revised job title must be on the current year pay plan and presented to city council if the new or revised job description has a title or level change. (Ord. 12-001 § 3, 2013)

4.10.010 Classification plan for city service.

A. The classes of positions, job titles and job descriptions shall constitute the classification plan. All positions shall be placed on the classification plan.

B. The city manager shall establish and maintain the classification plan which shall group together under the same title those positions that are sufficiently similar in knowledge, skills, and abilities of work to warrant application of the same pay rate or levels of rates and same general selection standards. Such groupings shall be based upon the current essential functions and responsibilities of positions in the municipal service.

C. The classification plan shall be amended or modified from time to time by the city manager.

D. The city manager shall have the duty of assigning positions to the appropriate classes when changes in duties and responsibilities justify such action. Departmental requests for reclassification shall be submitted to the city manager for review at such times and in the required form. Changes shall become effective upon approval of the city manager. Initial request shall be made by the employee through the appropriate departmental chain of command up to the city manager. (Ord. 12-001 § 3, 2013)

4.10.020 Pay plan.

A. The pay plan table with biweekly and hourly rates for all positions shall be established by resolution of the council. The salary rates are based on full-time employment. New or revised job descriptions that have a title or level change must be added or changed on the pay plan.

B. City employees shall be paid in accordance with the pay plan. Revised pay plans must be presented to council at the time of the revision for approval prior to the new pay plan being effective. (Ord. 12-001 § 3, 2013)

4.10.030 Compensation.

A. Salary levels and pay steps within salary levels shall be established in accordance with the classification plan.

B. The policy of the city is to provide compensation after considering that paid by other employers within the region for work comparable in duties and responsibilities to those of city employees. The city manager shall periodically review the pay plan with pay scales of other employers and recommend pay plan amendments to the council.

C. This section does not apply to a position which is created by a grant which specifies the level of compensation for the position. (Ord. 12-001 § 3, 2013)

4.10.040 Pay ranges and merit increases.

The pay ranges provided for the several classes shall be applied as follows:

A. The minimum rate for each range shall be the normal entering rate. However, the city manager may authorize initial appointment above the minimum rate:

1. In recognition of recruiting difficulties at the minimum rate; or

2. In the case of a candidate who possesses exceptional skills or superior training or whose experience or special achievements are such that his or her addition to the city staff at a higher rate is deemed warranted.

B. Regular Full-Time Employees.

1. Upon satisfactory completion of the probationary period (as established in PMC 4.15.060) after initial appointment, the salary of the employee is limited to two steps in accordance with the current city of Palmer pay plan.

2. If the probationary period has not been completed satisfactorily, the department director, with the approval of the city manager, may extend the probationary period as indicated in PMC 4.15.050, or the employee shall be terminated. The employee, if retained, following satisfactory probation, may be advanced not more than two step increments in the salary level in which the employee was hired and then shall be eligible for the next advancement within the salary range on the employee’s merit anniversary date.

3. Uncertified police officers are subject to the mandated 13 Alaska Administrative Code (AAC) requirements.

C. Regular Part-Time Employees.

1. Upon satisfactory completion of the probationary period (as established in PMC 4.15.050) after initial appointment, the salary of the employee is limited to two steps in accordance with the current city of Palmer pay plan.

2. If the probationary period has not been completed satisfactorily, the department director, with the approval of the city manager, may extend the probationary period as indicated in PMC 4.15.050, or the employee shall be terminated. The employee, if retained, following satisfactory probation, may not be advanced more than two steps in the salary level in which the employee was hired and then shall be eligible for the next advancement after an additional 2,080 hours worked.

D. Employee Performance. The performance of each employee (including temporary and continuous part-time employees) shall be reviewed as outlined in PMC 4.10.050.

1. A department director shall submit to the personnel officer a performance appraisal to determine eligibility for an increase in salary to the next higher step within the established level.

2. A step increase shall not be automatic merely upon completion of a specific period of service.

3. An increase shall be based upon performance and shall require the affirmative written recommendation of the department director supported by an attached employee performance report form and the approval of the city manager.

4. The employee may not be advanced more than two steps.

E. By resolution the council may direct the city manager to suspend all merit increases recommended after the date of the resolution. (Ord. 12-001 § 3, 2013)

4.10.050 Employee performance appraisal (EPA).

A. The city manager shall, in cooperation with the personnel officer, department directors, and others, develop and adopt a system of evaluating the performance of employees in the classified service.

B. Employee performance appraisals are used for the following purposes, to:

1. Provide a basis for informed decisions on such matters as promotion, work assignments, training, recognition and awards, and reduction in force;

2. Keep employees advised of what is expected of them and how well they are meeting those expectations;

3. Stimulate improved work performance and commitment to city goals;

4. Provide a basis for meeting employee needs for growth and development;

5. Enable management to make better use of its personnel resources;

6. Foster an effective working partnership between supervisor and employee; and

7. Determine the effectiveness of placement and promotion actions.

C. Preparation. An employee performance appraisal shall be prepared for all full-time and regular part-time employees.

1. Each department director, with the assistance of the personnel officer, shall develop and use performance standards suited to the requirements of his or her department.

2. Standards of performance established as a basis for personnel appraisal shall have reference to the quality and quantity of work, the manner in which service is rendered, and such characteristics as will measure the value of the employee to the classified service.

3. Employees should be informed of such standards.

D. Nature, Form and Frequency of Reports.

1. The personnel officer shall prescribe the nature, form and frequency of reports, and will confer with the department director concerning the EPA prior to distribution to the employee.

2. Department directors who desire assistance in preparation of the EPA should consult with the personnel officer prior to their review of the employee.

3. Employee performance appraisals will be completed:

a. Prior to completion of probation, six months for regular full-time employees, or 1,040 hours worked for regular part-time employees, exclusive of overtime, from the date of hire;

b. For regular full-time employees one month prior to merit anniversary date for regular part-time employees when the employee has completed 2,080 work hours.

E. Review of EPA with Employee.

1. Employee’s direct supervisor shall prepare the EPA.

2. The direct supervisor shall discuss it with the employee privately.

3. An employee may comment on the content of the report and such written comments shall be attached to and become part of the appraisal.

F. Distribution of EPA. Upon completion of the review, the personnel officer shall furnish the employee with a copy of the EPA. The original shall be filed in the employee’s personnel file.

G. Appraisals Are Not Grievable. The EPA shall not be the subject of a grievance.

H. Employee’s Signature Not Concurrence. The employee’s signature on the appraisal does not constitute concurrence with the substance of the appraisal.

I. Goals and objectives for each employee for the following review period shall be discussed and listed at each performance appraisal. (Ord. 12-001 § 3, 2013)

4.10.060 Salary adjustment on transfer, promotion and demotion.

In the event of transfers, demotions and promotions, the following principles shall apply:

A. Transfer.

1. In the case of transfer, the pay rate of the employee transferred shall remain unchanged, and the employee’s merit anniversary date shall remain the same as in his or her former classification.

2. Should an employee in a probationary status be transferred, the probationary period for the new position shall start on the date of transfer.

3. After a regular full-time employee has successfully completed six months or a regular part-time employee 1,040 hours of work, exclusive of overtime, the employee may be advanced a maximum of two steps in accordance with the adopted city of Palmer pay plan to the next higher pay step in the salary level in which the employee was hired. That date becomes the employee’s merit anniversary date.

B. Promotion.

1. In the case of promotion, the pay rate of the employee promoted shall increase to the rate for the new level.

2. There shall be a minimum raise equal to a step increase in the employee’s previous level.

3. On satisfactory completion of the probationary period, the employee will be moved to the next merit step and that date becomes the employee’s merit anniversary date, except in the case of an employee who is promoted into a level on the longevity scale, in which case the longevity scale increases shall apply.

C. Voluntary Demotion.

1. In the case of voluntary demotion, the employee shall be assigned to a lower level pay classification.

2. The employee shall be classified in the lower level at the pay step that provides the hourly rate of pay consistent with the new level of work. The merit anniversary date shall be the date of the transfer.

D. Involuntary Demotion.

1. In the case of involuntary demotions, the employee shall be assigned to a lower level pay classification.

2. The employee shall be classified in the lower level at the pay step that provides the hourly rate of pay consistent with the new level of work. The merit anniversary date shall be the date of the transfer. (Ord. 12-001 § 3, 2013)

4.10.070 Temporary assignments.

A. Temporary Assignments. Employees may be assigned temporarily to perform duties of a higher classification for purposes of training and/or demonstration of skill leading to possible promotion, or to fill vacancies, for a period of up to 14 calendar days without change of classification for pay purposes. (Pay at step level 1 at the level of the temporary assignment or the next step level that is greater than the employee’s current wages.)

B. Acting City Manager or Acting City Clerk. The acting city manager or acting city clerk shall receive the following compensation:

1. Beginning on the fifteenth calendar day the employee shall receive a 10 percent increase of the acting employee’s regular rate of pay while in acting status; or

2. As directed by the council. (Ord. 15-002 § 3, 2015; Ord. 12-001 § 3, 2013)