Sierra County Municipal Code Ch. 3.07 Position Classifications

A. A list of all classified county positions shall be established and maintained on a current basis by the Personnel Director. The Board, upon the recommendation of the Personnel Director, by resolution adopted by a majority vote, may create new classes or divide, combine, or abolish existing classes.

B. The position classification list shall show all positions and classes currently in use by the county and the class specifications.

1. A class specification is a reference standard that serves to illustrate, define, and characterize a group of positions comprising a classification. Class specifications are designed to depict the kinds of positions that may be properly allocated to a classification. The task content of a class specification is not intended to be, nor shall it be construed as being, all inclusive, restrictive, or precisely descriptive of the duties and responsibilities of any particular position within the classification.

2. The Personnel Director shall prepare and maintain class specifications for each classification which shall contain the following information:

a. Classification title;

b. Definition and general description of the class;

c. Examples of typical tasks performed;

d. Minimum qualification standards;

e. Knowledge, skills, and abilities required for satisfactory performance in the classification; and

f. Any other information considered by the Personnel Director to be necessary.

A. The Personnel Director shall have the responsibility and authority to obtain any information necessary for use in the position allocation process. In obtaining position information, the Personnel Director shall utilize such data collection methods as determined appropriate. As necessary, the data collection of position information may include the study of relationships with other positions, tasks performed in other positions, organizational structures, program goals, and other factors that relate to the allocation of the position involved.

B. Department management and employees shall cooperate with the Personnel Director in the collection of position data by providing access to work areas, making employees available, and otherwise facilitating the data collection process by responding to specific requests and volunteering other information which may have a bearing on the position allocation.

C. Only official class titles shall be used to designate a classification or the classification of positions in all personnel, payroll, and budget correspondence, forms, reports, records, and other documents involving personnel administration matters.

A. Upon the recommendation of the Personnel Director and the department head, the Board shall have the sole authority to allocate and reallocate positions as they are found to exist in the work unit.

B. Prior to an allocation or reallocation of a position to a classification by the Board, the Personnel Director shall:

1. Review existing classes to identify the class that most adequately embraces the major characteristics of the position to be allocated or reallocated, if such a class exists, and discuss the position with the appropriate supervisor and/or department head;

2. Consider relevant position characteristics in respect to the position such as:

a. Tasks assigned to the position;

b. Work objectives and purposes of the position;

c. Levels of authority and responsibility involved in the position;

d. Exercise of discretion and judgment required by the position;

e. Supervision of the position;

f. Management of work processes and programs;

g. Types and levels of knowledge and skills required for satisfactory performance; and

h. Typical types and minimum levels of training and/or experience required for acceptable performance upon appointment to the position; and

3. Discuss the matter with the appropriate department head and the Personnel Committee of the appointed bargaining unit when a position is being considered for downgrading.

C. The information set forth in subsection (B) of this section shall be presented to the Board by the Personnel Director for consideration and approval by a majority vote.

D. Upon the completion of the position allocation or reallocation process, the Personnel Director shall provide written notification to the appropriate department of any change in classifications.

E. Upon the reallocation of a filled position, the incumbent shall submit evidence of qualifying experience and/or education to the Personnel Director within three working days in order to remain in the new class.

F. The effective date of an allocation or reallocation shall correspond with the first pay period following its approval or on the date specified by the Board.

A. The Personnel Director shall conduct position audits as necessary to ensure that the position classification plan is maintained on a current basis.

B. Department heads may request a review of a current allocation whenever permanent and substantial changes to a position have occurred to the extent that the position has become significantly different in nature than it was when last allocated. Such requests shall include the position classification, the current incumbent, and the nature of the changes in the responsibilities and duties of the position.

C. Upon the receipt of a request for a review of a position allocation, the Personnel Director shall evaluate the request and determine if a review of the position is justified. If an evaluation of the position is conducted, the procedures set forth in SCC 3.07.030 shall be followed.

A. When a department head feels that additional permanent full-time and/or permanent part-time positions are needed to fulfill program objectives, a written request shall be submitted to the Personnel Committee stating the needs and reasons for the position or positions.

B. The Personnel Committee shall evaluate the proposal and make a recommendation to the Board of Supervisors.

C. Based on the information provided, the Board, by a majority vote, shall determine whether the request for additional positions shall be approved or denied. This should first go through the appropriate committees of the Board of Supervisors.

A. Assignment. A base station shall be assigned to each classified position in county employment and shall not be subject to change once assigned, except with mutual agreement of the affected employee. The base station assignment shall be placed on all personnel action forms. An originally assigned base station can be reassigned by the department head due to legitimate work requirements of the subject department, which change shall not become effective until six months after the date of written notice of the change to the affected employee. During the six-month window, any such employee may be required to work away from his or her base station; provided, that during said six-month window the time and expense incurred by employee in traveling beyond the employee’s customary commute to the base station will be compensated by county. After the change in the base station the employee is solely responsible for the time and costs associated with traveling to work at the designated base station. To the extent that any employee is otherwise required to live within a specified distance or within a specified response time to his or her base station, then any such residency requirement shall be deemed inoperable with regard to any employee that has his or her base station involuntarily changed as per the provisions of this section.

B. No bargaining unit employee shall be temporarily transferred without notice at least three days prior to said transfer, except in case of emergency.

C. Temporary work site and/or shift transfers shall be for a period not to exceed 30 working days unless mutually agreed between department manager and employee.

D. Transfer shall not include temporary assignment for a portion of a work day or work days to a different work location. This section shall have no effect on the county’s obligation to reimburse employees for travel on county business.

E. Notwithstanding the foregoing the county reserves the right to transfer employees in accordance with the needs of the county, if the work demands otherwise would require a reduction in force (layoff) for employees at a particular base station. No employee shall be transferred as a punitive measure. (Ord. 1046, eff. 8/3/13)

Repealed by Ord. 1142. (Ord. 1020, eff. 5/20/10)