HomeMy WebLinkAboutNB 5 RECLASS POLICY 01-05-81DATE:
December 30, 1980
1~5-81
Inter-Corn
-- TO:
FROH:
SUBJECT:
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Mayor and City Council
Roy Gonzales, Personnel Director
Reclassification Policy
As part of the process of reviewing and updating the Personnel Rules and
Regulations it was determined that a revision in the policy regarding re-
classifications was necessary. The issue was discussed with the City Ad-
ministrator and the City Attorney and the following procedure was developed.
In the event of a request for reclassification, the Personnel Department
will review the request and make a recommendation to the City Administrator
who will recommend an action to the Council.
If the reclassification is approved by the Council, the following steps will
be taken:
If the reclassified position is in a higher salary range and the 01d
position is vacant and is being eliminated, or if the reclassified
position is in a higher salary range and the old position is being
maintained, the newly-created position will be filled through an open,
competetive examination.
If the reclassified position is in a lower salary range and there is
an incuaxbent in the old position, the incumbent shall have the oppor-
tunity of taking a voluntary demotion and moving to the newly-created
position.
If the reclassified position is in the same salary range and there is
an incumbent in the old position, the job description and title of the
incumbent shall be adjusted to fit the newly-created position.
If the reclassified position is in a higher salary range and there is
an incumbent in the old position and the old position is being eliminated,
the position will be filled by an open, competetive examination, unless
the Department Head files a request with the City. Administrator for a
closed promotional examination. If the City Administrator approves such
a request, the position will be op~ned on a closed, promotional basis.
If only one candidate applies and is qualified for the examination, one
will be given to determine if the candidate is qualified to perform success-
fully at the higher level. If more than one candidate applies and are
qualified for the examination, the normal testing procedures will be followed
to determine who is the best qualified candidate and to insure that all
candidates are qualified to perform successfully at the higher level. The
Mayor and city council
December 30, 1980
Page Two
certification process or promotional testing shall be used to fill the
newly-created position unless no candidates are found to be qualified
to perform at the higher level. In such cases, the position will be
filled through an open, competetive examination.
If an incumbent is not hired for a newly-created position and their
position is eliminated, they will have the opportunity to compete in
the open, competetive examination process for any other open positions
for which they qualify. If no position is available for which they are
hired, they will be laid off, effective the date of hire of the individual
hired for the newly-created position, and will be placed on an appropriate
rehire list.
This process was felt to be the most realistic means of allowing career advance-
ment for employees involved in a reclassification process while protecting the
interests of the City and working within Affirmative Action Guidelines.
RECOMMENDATION
That the Council approve the proposed procedure involving reclassifications and
direct the staff to prepare the appropriate resolution implementing the procedure
through a modification of the Personnel Rules and Regulations.
RPG/kaf