Sanger Municipal Code Art. I In General

In order to establish an equitable and uniform procedure for dealing with personnel matters, to attract to municipal service the best and most competent persons available, to assure that appointments and promotions will be based on merit and fitness as determined by the competitive tests, and to provide a reasonable degree of security for qualified employees, a personnel system is adopted by provisions of this article.

(Ord. No. 1152, § 1, 4-2-15)

The city manager shall administer the personnel system and shall hold the position of personnel officer. He may delegate the appointing authority and the duties granted in this chapter to any other officer or employee of the city. The city manager shall have the following duties and responsibilities:

(1) Act as the appointing authority for the city.

(2) Administer the provisions of the personnel ordinance not specifically reserved to the city council or the personnel commission.

(3) Prepare or cause to be prepared a position classification plan, including class specifications, and revisions of the plan, subject to approval by the council.

(4) Prepare or cause to be prepared a plan for compensation of all classifications in the competitive service, subject to approval by the council.

(5) Administer the provisions of this chapter and of the personnel policies not specifically reserved to the council or to the personnel commission; and

(6) Prepare and recommend to the council revisions and amendments to the personnel policies. The city attorney shall approve the legality of such revisions and amendments prior to their submission to the council.

(Ord. No. 1152, § 1, 4-2-15)

Personnel policies, prepared by the personnel officer, or his/her designee, subject to the provisions of this chapter and to revision by the council, may be adopted by resolution of the council and shall establish specific procedures and regulations governing, but not limited to, the following subjects of the personnel system:

(1) The preparation, installation, revision, and maintenance of a position classification plan covering all positions in the competitive service, including minimum standards and qualifications for each class;

(2) The preparation, revision, and administration of a plan of compensation, directly correlated with the position classification plan, providing a rate or range of pay for each class;

(3) The public announcement of tests or openings and the acceptance of applications for employment;

(4) The preparation and conduct of tests or interviews and the establishment and use of resulting employment lists containing the names of persons eligible for appointment;

(5) The certification and appointment of persons from employment lists and the making of temporary and emergency appointments;

(6) The establishment of a probationary period, where not otherwise set in bylaws, and the evaluation of employees during the probationary period;

(7) The transfer, promotion, demotion, and reinstatement of employees in the competitive service;

(8) The separation of employees from city service through layoff, suspension, and dismissal;

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

(10) Suitable provisions for orderly and equitable presentations to the council by employees relating to general conditions of employment;

(11) The content, maintenance, and use of personnel records and forms.

(Ord. No. 1152, § 1, 4-2-15)

The city manager shall consider and make recommendations to the city council regarding the extent to which the city should contract for the performance of technical, expert or professional services which city employees are not qualified to perform. The city council may contract with any qualified person or public or private agency for the performance of such expert, technical or professional services, including, but not limited to, the following:

(1) The preparation of personnel rules and subsequent revisions and amendments thereof.

(2) The preparation of a position classification plan and subsequent revisions and amendments thereof.

(3) The preparation, conduct and grading of competitive tests.

(4) The conduct of employee training programs.

(5) Special and technical services of advisory or informational character on matters relating to personnel administration.

(Ord. No. 1152, § 1, 4-2-15)