Article 4 — Personnel System

* Sections 2-5.401 through 2-5.423, codified from Ordinance Nos. 414 and 473, repealed by Ordinance No. 338-C.S., effective June 23, 1982.

This article may be referred to as the Merit Personnel System of the City.

(§ 3, Ord. 338-C.S., eff. June 23, 1982)

The provisions of this article and the personnel rules adopted pursuant to the provisions of Section 2-5.406 of this article shall apply to all positions of employment in the City service, unless such provisions clearly do not apply.

(§ 3, Ord. 338-C.S., eff. June 23, 1982)

A personnel system is hereby adopted for the following purposes:

(a)

To establish an equitable and uniform procedure for dealing with personnel matters;

(b)

To attract to municipal service the best and most competent persons available;

(c)

To assure that appointments and promotions of employees will be based on merit and fitness which shall be determined, insofar as practicable, by competitive tests for all positions in the competitive service; and

(d)

To provide a reasonable degree of security for qualified employees.

(§ 3, Ord. 338-C.S., eff. June 23, 1982)

The Director of Human Resources shall serve as the Director of Personnel. The City Manager may delegate the powers and duties of this position to any other employee of the City if the Director of Human Resources is unavailable. Personnel functions, activities, and studies may be contracted out upon approval of the Council.

(§ 3, Ord. 338-C.S., eff. June 23, 1982, as amended by § 2, Ord. 690-C.S., eff. August 8, 2001 and § 2 (part), Ord. 721-C.S., eff. January 13, 2005)

The administrative services of the City shall be divided into the general service and the competitive service.

(a)

The general service shall include:

(1)

All elective officials;

(2)

All members of boards and commissions;

(3)

The City Manager and Clerk;

(4)

The City Attorney;

(5)

The head of each department, Director of Human Resources, assistants or aides in the City Manager's office;

(6)

Persons engaged under contract to supply expert, professional, technical, or other services;

(7)

Volunteer personnel;

(8)

Temporary employees who are hired to meet immediate or unusual conditions;

(9)

Part-time employees who are employed less than half time. "Half time" is hereby defined as work regularly assigned which requires one-half (½) or less of the regular workweek, month, or year; and

(10)

Provisional employees.

(b)

All other positions in the City service shall be in the competitive service.

(§ 3, Ord. 338-C.S., eff. June 23, 1982, as amended by § 2, Ord. 690-C.S., eff. August 8, 2001 and § 2 (part), Ord. 721-C.S., eff. January 13, 2005)

The Council shall adopt, by resolution, personnel rules governing the following phrases of the personnel system:

(a)

The preparation, installation, revision, and maintenance of a position classification plan covering all appointive positions in the City service;

(b)

The preparation, revision, and administration of a plan of compensation which is directly correlated with the position classification plan and provides a rate or range of pay for each class;

(c)

The public announcement of all competitive tests and the acceptance of applications for employment;

(d)

The preparation and conduct of competitive tests and the establishment and use of resulting employment lists containing names of persons eligible for appointment;

(e)

The certification and appointment of persons from employment lists and the making of provisional, temporary, part-time, and emergency appointments;

(f)

The evaluation of employees during the probationary period and during regular employment;

(g)

The transfer, promotion, demotion, layoff, and reinstatement of employees in the competitive service;

(h)

The separation of employees from City service through layoff, suspension, and dismissal;

(i)

The standardization of hours of work, attendance, leave regulations, and working conditions and the development of employee training, morale, and welfare;

(j)

Suitable provisions for the orderly and equitable presentation to the City Manager and the Council by employees of matters relating to general conditions of employment and grievances; and

(k)

The establishment of adequate personnel records.

(§ 3, Ord. 338-C.S., eff. June 23, 1982)

(a)

Authority of the City Manager. Whenever, in the City's interest, it becomes necessary for reasons of economy or because the need for a position no longer exists, the City Manager, in the classes for which he is the appointing authority, may lay off, demote, or transfer an employee holding such position without filing written charges, and the employee affected shall not have the right of appeal.

(b)

Effect of seniority. Seniority shall be observed in effecting such reduction in personnel, and the order of layoff shall be in the reverse order of total cumulative time served in permanent and probationary status in competitive service upon the effective date of the layoff. Layoffs shall be made within classes of positions in accordance with the personnel rules.

(§ 3, Ord. 338-C.S., eff. June 23, 1982)

No officer or employee of the City, and no candidate for any City office, directly or indirectly shall solicit any assessment, subscription, or contribution, whether voluntary or involuntary, for any municipal political purpose whatever from any person on an eligible list, holding any position in the competitive service, or appointed by the City Manager.

(§ 3, Ord. 338-C.S., eff. June 23, 1982)