Trinity County Municipal Code Art. VII Position Classification

A. A position classification plan covering all county employees shall be established and maintained on a current basis by the personnel officer. The board of supervisors may, by a majority vote, create new classes, divide, combine, or abolish existing classes.

B. The position classification plan shall consist of a list of all position classes currently in use by the county and a complete set of class specifications.

1. A class specification is a reference standard which serves to illustrate, define and characterize a group of positions comprising a classification. Class specifications are designed to depict the kinds of positions which 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 officer 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. Knowledges, skills and abilities required for satisfactory performance in the classification;

f. Any other information considered by the personnel officer to be necessary.

(Ord. 1087 §1(part), 1986)

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

B. Department management and employees shall cooperate with the personnel officer 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 that 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.

(Ord. 1087 §1(part), 1986)

A. The board of supervisors shall have sole authority to allocate and reallocate positions as they are found to exist in the work unit.

B. The personnel officer when reviewing allocation and reallocation requests shall:

1. Review existing classes to identify the class which 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 skill 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.

3. Discuss the matter with the appropriate department head and the employee's bargaining unit representative of the appointed bargaining unit when a position is being considered for downgrading.

C. The information as outlined in subsection B of this section of this chapter shall be presented to the board by the personnel officer for consideration and approval by a majority vote.

D. Upon completion of the position allocation or reallocation process, the personnel officer shall provide notification to the appropriate department of any changes in classification.

E. Upon reallocation of a filled position, the incumbent must submit evidence of qualifying experience and/or education to the personnel officer within five working days after notice of the reclassification 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 approval, or on the date specified by the board of supervisors.

G. Nothing in this section shall be construed to limit the authority of the board of supervisors to allocate and reallocate positions as they see fit and to follow such procedures as they deem appropriate.

(Ord. 1087 §1(part), 1986)

A. The personnel officer 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, current incumbent and the nature of changes in the responsibilities and duties of the position.

C. If an employee, upon review of the class specification for the position occupied has reason to believe that the position is not properly allocated, the employee may submit to the department management a written request for a review of the position's allocation. If the department head determines that a review of the allocation is warranted, such requests shall be made in accordance with the provisions of subsection B of this section of this chapter. In the event that the department head determines a review of the allocation is not warranted, the employee may then submit a request to the personnel officer for a final determination as to whether a review is appropriate.

D. Upon receipt of a request for a review of a position allocation, the personnel officer shall evaluate the request and determine if a review of the position is justified. If an evaluation of the position is conducted, the procedures as outlined in Section 2.60.360 of this chapter shall be followed.

(Ord. 1087 §1(part), 1986)

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

B. The county administrative officer shall evaluate the proposal, request a thorough analysis of the program through the personnel staff and make an appropriate recommendation to the board of supervisors with the appropriate department head present, if the department head so desires.

C. Based on the information provided, the board of supervisors shall, by majority vote, determine whether the request for additional positions will be approved or denied.

(Ord. 1087 §1(part), 1986)