Marysville Municipal Code Art. 2 Classification Of Positions

The Personnel Director shall prepare a classification plan for all positions in the Career service.

(a) The classification plan shall consist of a list of titles of the classes to which all positions in the Career service are to be allocated, and a written specification defining each class in the plan.

(b) The class specification shall include the class title, a summary statement of duties and responsibilities of the class, minimum or desired qualifications and employment standards for appointment, and may include such other pertinent material as the Personnel Director may deem necessary or desirable.

(c) The classification plan shall be developed and maintained so that all positions which are substantially similar in duties, responsibilities, and authority are included within the same class and that the same salary range or pay grade may be applied with reasonable equity, under similar working conditions, to all positions in the same class.

(d) Trainee level classifications may be designated by the Personnel Director when it is deemed to be in the best interest of the city to do so, in order to broaden points of entry into city service; provided, however, that trainee classifications are not part of the formal classification plan which is adopted by the Council.

Upon its preparation or revision by the Personnel Director, the classification plan shall be submitted to the Council for adoption.

Upon adoption of the classification plan by the Council, its provisions shall be observed in the handling of all personnel actions and activities, and shall be considered to be an administrative tool and not deemed to be part of these Rules.

Whenever the Personnel Director finds that a significant change has occurred in the duties and responsibilities of an existing position in the Career service, he shall review the duties and responsibilities of such position, the qualifications and employment standards required for filling it, and the relationship of such position to other classes of positions in the classification plan.

(a) The Personnel Director may, and when requested by the City Manager shall, review the classification of an existing position because of significant changes in the duties and responsibilities, or because of the creation of a new class in which such position may be more appropriately classified, or because of the abolishment or combining of any existing position or classes.

(b) Where the Personnel Director finds that there are significant factors which justify a change in the classification of a position, and where the characteristics and duties of a position have evolved over a period of time, he may recommend to the Council that the position be reallocated to the appropriate classification; provided, however, that if no appropriate classification exists, a new classification may be established.

(c) Where the Personnel Director finds that there are significant factors which justify a change in position title, but which do not warrant reclassification, he may recommend to the City Manager that the position be appropriately re-titled.

(d) Reclassifications shall not be approved when:

(1) The assignment of new duties and responsibilities results in the creation of new positions;

(2) The added duties and responsibilities of the class are minor in nature and would be a logical function or reasonable extension of the class, such as, for example, the incorporation of new technology into the position duties, knowledge, skills or abilities;

(3) The added duties and responsibilities are to be performed for a temporary period only;

(4) The only material change in an incumbent's position is an increase in workload;

(5) The primary purpose of the proposed reclassification is to raise the incumbent's salary.

The purpose of this section is to specify broad guidelines relating to the exercise of the City Manager's discretionary authority to grant status to the incumbent of a permanent position which is reallocated to a new class.

(a) As used in this section, the term "new class" means any position classification other than the one occupied immediately before the reallocation.

(b) Except as provided in subsection (c), this Rule is not intended to require the City Manager to grant status in the new class or to confer any right to status in the new class.

(c) Status shall be granted to an incumbent in the new class if the City Manager finds that the incumbent has a right to status in the new class because it is entirely, or in substantial part, a continuation of a former class in which the incumbent held permanent status.

(d) The City Manager may grant the same status to the incumbent in the new class if the incumbent meets the minimum qualifications for the new class and the Personnel Director finds that the duties of the position have continually evolved over a long period of time while occupied by the incumbent, and have become significantly broader in scope or more difficult and complex, thereby providing the basis for reallocation to the new class.

(e) Where the reallocated position has been changed materially over a relatively short period of time by the addition of duties not appropriate for the class in which the incumbent was appointed, and the knowledge, skills, and abilities required for the new class are substantially different from those of the formerly applicable class for which the incumbent was examined, status shall not be granted.

(f) The salary and anniversary date of an employee who is granted status under this section shall be subject to the provisions of Article 3 of this Chapter.

(g) If the incumbent is not granted status pursuant to this section he may be transferred or demoted, or his name may be placed on a reemployment list in accordance with Chapter 3 of this Part.

The Personnel Director shall maintain the official copy of the classification plan, which shall be open to public inspection at any time during business hours.