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HomeMy Public PortalAbout00038 Rules and Regulations, Classified EmployeesAMENDED BY ORD. NO. 59, 85, 158 (Ord. 85 repealed Ords. 41, 57, 84) See Ordinance No. 209 amending Rule 10 O R D I N A N C E NO. 38 AN ORDINANCE to adopt rules and regulations governing all classified employees of The Metropolitan St. Louis Sewer District. WHEREAS, the Civil Service Commission has prepared civil service rules and regulations and has, as provided by Section 8.050 of the Plan, on the 16th day of September, 1955, held a public hearing upon the proposed civil service rules, and has submitted to this Board the rules as approved by the Civil Service Commission, NOW THEREFORE, BE IT ORDAINED BY THE BOARD OF TRUSTEES OF THE METRO- POLITAN ST. LOUIS SEWER DISTRICT: Section One. The rules and regulations of the Civil Service Commission are hereby adopted, as follows: Civil Service Rules & Regulations Metropolitan St. Louis Sewer Distirct December 7, 1955 METROPOLITAN ST. LOUIS SEWER DISTRICT CIVIL SERVICE RULES TABLE OF CONTENTS Page RULE 1 GENERAL PROVISIONS . . . . . . . . . . . . . . . 1 1.1 Purpose of Rules 1 1.2 Positions Covered by Rules 1 1.3 Adoption of Rules 1 1.4 Amendment of rules 1 1.5 Administrative Regulations 1 1.6 Violation of Rules 1 1.7 General Prohibition 2 RULE 2 DEFINITIONS . . . . . . . . . . . . . . . . . . . . 3 RULE 3 ORGANIZATION FOR PERSONNEL ADMINISTRATION . . . . . 7 3.1 General Provisions 7 3.2 Personnel Director 7 3.3 Civil Service Commission 7 (a) Appointment and Term 7 (b) Duties 8 (c) Officers 8 (d) Meetings 8 RULE 4 CLASSIFICATION PLAN . . . . . . . . . . . . . . . . 9 4.1 Preparation of Plan 9 4.2 Adoption of Plan 9 4.3 Administration of Plan 9 (a) Original Allocation of Positions 9 (b) Allocation of New Positions 9 (c) Reallocation 9 TABLE OF CONTENTS (d) Status of Incumbent of Position When Reallocated 10 (e) Appeal of Allocations 10 4.4 Amendment of Plan 10 4.5 Class Specifications 10 (a) Contents of Class Specifications 10 (b) Interpretation of Class Specifications 10 (c) Use of Class Specifications in Allocations 11 4.6 Use of Class Titles 11 RULE 5 COMPENSATION PLAN . . . . . . . . . . . . . . . 12 5.1 Preparation of Plan 12 5.2 Content of Plan 12 5.3 Adoption of Plan 12 5.4 Administration of Plan 12 (a) Appointment Rate 12 (b) Pay Increases 13 (c) Conflicting Employment 13 (d) Pay for Part-Time Work 13 (e) Hourly and Daily Rates 13 (f) Overtime Payment 13 (g) Pay Rates in Transfer, Promotion, or Demotion 14 5.5 Amendment of Plan 14 RULE 6 EXAMINATIONS, APPLICATIONS AND APPLICANTS . . . . 15 6.1 Applications and Applicants 15 (a) Applications 15 (b) Applicants 15 (c) Right of Appeal 16 (d) Right of Investigation 16 6.2 Announcements 17 (a) Form and Content 17 (b) Public Notice of Examinations 17 6.3 Character of Examinations 17 (a) General Provisions Concerning Examinations 17 (b) Open Competitive Examinations 18 (c) Open Continuous Examinations 18 (d) Qualifying Examinations 18 (e) Promotional Examinations 18 6.4 Administration of Examinations 19 (a) Contracting for Examinations 19 (b) Establishment of Procedures 19 (c) Use of District Employees 19 (d) Re-Examinations 19 6.5 Rating of Examinations 19 (a) Method of Rating & Minimum Grades 19 (b) Levels of Qualification 19 (c) Rating of Competitors for Lower Classes 20 (d) Rating of Training and Experience 20 (e) Oral Board Examinations 20 6.6 Notice and Review of Examinations Results 20 6.7 Appeals from Rating 20 RULE 7 ELIGIBLE LISTS . . . . . . . . . . . . . . . . 21 7.1 Establishment of Lists 21 RULE 1 GENERAL PROVISIONS 1.1 PURPOSE OF RULES It is the purpose of these rules to give effect to the intent and requirements of Article 8 of The Metropolitan St. Louis Sewer District Plan. These rules shall be applied in accordance with the intent of the Plan which is interpreted and declared to be as follows: (a)to establish for employees in the classified service a system of personnel administration based on merit principles and designed to secure efficient administration; and (b)to govern the appointment, promotion, transfer, lay-off, removal and discipline of employees in the classified service and other incidents of District employment on the basis of merit and fitness. 1.2 POSITIONS COVERED BY RULES These rules shall apply to all positions in the classified service as defined in Section 8.040 of the Plan. 1.3ADOPTION OF RULES "The Civil Service Commission shall hold a public hearing upon proposed civil service rules recommended by the Personnel Director or by the Civil Service Commission. After such hearing, the Commission shall approve or reject the rules wholly or in part, or may modify and approve them as so modified. The rules approved by the Commission shall then be submitted to the Board and shall become effective when adopted by Ordinance." (Ref. Section 8.050 Plan) 1.4 AMENDMENT OF RULES These rules may be amended by following the same procedure as outlined for the adoption of the Civil Service Rules in Section 8.050 of the Plan and outlined in Rule 1.3 of these rules. 1.5 ADMINISTRATIVE REGULATIONS Administrative regulations prescribing the detailed procedure for the administration of these rules may be established, rescinded or amended by the Personnel Director with the approval of the Commission. 1.6 VIOLATION OF RULES (a)Any person who shall wilfully or through culpable negligence violate or conspire to violate any provisions of Article 8 of the Plan or of these rules shall be subject to the penalties provided in these rules, or in the case of violations for which no specific disciplinary action is provided by these rules, shall be subject to the disciplinary action to be determined by the Executive Director or Secretary-Treasurer, as the case may be; the action to be commensurate with the offense. Such action shall be reviewable, upon written appeal, by the Commission. (b)Nothing in this section shall be construed to supplant or in any way affect any prosecution that may be initiated under any other provision of public law relating to the nonfeasance, malfeasance, or misfeasance of public officers. 1.7 GENERAL PROHIBITION No appointment, promotion, reduction, suspension, or removal of any officer or employee in the classified service or seeking admission thereto, shall be made without just cause or because of race, creed, or color, or because of political, religious, or union opinions, or affiliations, except for affiliations with any group or organization which seeks or advocates the overthrow of the government of the United States by force or violence. RULE 2 DEFINITIONS 2.1 PLAN The basic charter of The Metropolitan St. Louis Sewer District as adopted February 9, 1954, by vote of the people under the provisions of Article VI, Sections 30(a) and 30(b) of the Constitution of Missouri. 2.2ALLOCATION The assignment of an individual position to an appropriate class on the basis of kind of work, duties and responsibilities of the position. 2.3APPOINTING AUTHORITY An officer or group of persons having authority under the Plan to make appointments to positions. Except for employees of the Office of Secretary-Treasurer, the Executive Director is the appointing authority for all classified positions, unless he delegates such authority to the head of a department or office. 2.4APPOINTMENT The appointment of a person to a position in the classified service of the District. Appointments shall be of the following types: Reemployment, Promotion, Original Appointment, Emergency Appointment, Temporary Appointment, Provisional Appointment, Transfer or Demotion. 2.5ARTICLE 8 The article of The Metropolitan St. Louis Sewer District Plan governing the personnel program of the District. 2.6CERTIFICATION The act, by the Personnel Director, of supplying an appointing authority with the names of applicants deemed eligible for appointment to a vacant position. 2.7CLASS or CLASS POSITIONS A group of positions established under these rules sufficiently similar with respect to the duties, authority and responsibilities to justify the same title, qualifications, and schedule of pay for all positions in the group. 2.8CLASSIFICATION PLAN The arrangement of all positions in the classified service into a system of classes and class specifications established under these rules. 2.9CLASSIFIED EMPLOYEE An employee occupying a position in the classified service of the District. 2.10CLASSIFIED SERVICE All positions in the District service except those of Executive Director, Director of Finance, Secretary-Treasurer, heads of departments, members of any board or commission, Secretary to the Executive Director, technical personnel employed on special occasions and those who may be employed in an advisory capacity. 9 2.11CLASS SPECIFICATION The written description of the duties and responsibilities of a class and its title and qualification standards. 2.12COMMISSION The Metropolitan St. Louis Sewer District Civil Service Commission. 2.13COMPENSATION The salary, wages, fees and all other forms of valuable consideration, earned or paid to any employee of the classified service by reason of service in the position, but does not include allowances for expenses authorized and incurred as incidents to employment. 2.14COMPENSATION PLAN A schedule of salaries established by ordinance for the several classes of positions recognized in the classification plan, so that all positions of a given class will be paid according to the same salary range established for the class. 2.15DEMOTION The change of an employee from a position in one class to a position in a class for which a lower maximum rate of pay is prescribed. 2.16DEPARTMENT A major unit of administrative organization of the District as established and designated by the Plan or ordinance. 2.17DISMISSAL Discharge from the classified service for cause either during or after the probationary period. 2.18ELIGIBLE A person who has met the minimum requirements established for a position, and whose name has been placed on an eligible list. 2.19ELIGIBLE LIST Any of the lists of names of persons eligible for appointment to positions in the classified service of the District including employment lists, reemployment lists, and promotional lists. 2.20EMERGENCY EMPLOYEE An individual appointed by an appointing authority without recourse to an eligible list because of an emergency. Such appointments have limits prescribed by the rules. 2.21EXAMINATION All of the tests of fitness taken together that are applied to determine the fitness of applicants for positions of any class. 2.22EXECUTIVE DIRECTOR -- The chief executive and administrative officer of the District. 2.23GRADE A ranking established for regular salary purposes wherein all positions or classes of positions in the 10 classified service that are determined to be of the same level with respect to the difficulty and responsibility of their duties are equal salary-wise. 2.24HEARING A meeting of the Commission for purposes of hearing appeals of classified employees from disciplinary action as provided for in Section 8.060 of the Plan. 2.25LAYOFF The removal of an employee because of lack of work, failure of financial appropriation, or other causes which do not reflect on the employee. Layoffs shall not be considered as dismissals and as such, are not subject to the provisions of Section 8.060 of the Plan. 2.26OPEN COMPETITIVE EXAMINATION A test for positions in a particular class, admission to which is not limited to persons in the District service. 2.27OPEN CONTINUOUS EXAMINATION An examination having no fixed date of termination. 2.28ORIGINAL APPOINTMENT An original appointment of a person to a specific position. 2.29POSITION A regularly established job in the classified service of the District. 2.30PROBATIONARY EMPLOYEE A person certified from an eligible list who has not yet completed his probationary period of service. 2.31PROBATIONARY PERIOD A working test period, following an original appointment, during which an employee is required to demonstrate by actual performance of the duties his fitness for the position to which he is appointed. The probationary period shall be considered a part of the examination for any position. Unsatisfactory service during the probationary period shall constitute grounds for dismissal from which there shall be no appeal to the Civil Service Commission allowable. 2.32PROMOTION A change in the position of an employee from one class to a position in another class having a higher maximum salary rate. 2.33PROMOTIONAL EXAMINATION An examination to determine the fitness of applicants for positions in a particular class, admission to the test being limited to regular employees in the classified service of the District. 2.34PROMOTIONAL LIST A list of classified employees, arranged in order of merit as determined by a promotional examination, who have been found qualified for promotion to positions in higher classes than the classes of position they are 11 currently occupying. 2.35PROVISIONAL APPOINTMENT A non-competitive appointment mae temporarily to fill a classified position, pending establishment of an eligible list for such position. 2.36PUBLIC HEARING A hearing held by the Commission after public notice at which any person may have a reasonable opportunity to be heard. 2.37QUALIFYING EXAMINATION A non-competitive examination given to determine if an individual meets the qualifications for a specific class. 2.38RANGE The minimum and maximum of any pay grade. 2.39REALLOCATION A change in allocation of an individual position by raising it to a higher class, reducing it to a lower class or moving it to another class at the same level on the basis of duties, authority and responsibility of the position. 2.40REEMPLOYMENT LIST A list of persons who have been regular employees in a particular class and who have been laid off in good standing, and who are entitled to have their names certified for appointment to a position in a class in which they were previously employed. 2.41REGULAR APPOINTMENT An appointment given to an employee after successful completion of a probationary period following an original appointment, provided, however, that persons entering the classified service of the District under the provisions of Section 8.080 of the Plan shall be given regular appointments immediately upon their acceptance into the service and shall not serve any probationary period and persons currently employed by the District at the time these rules take effect shall receive regular appointments at that time and shall not serve any probationary period. 2.42REGULAR EMPLOYEE An employee who has been appointed to a position in the classified service in accordance with Civil Service Rules and has successfully completed his probationary period, provided however, that persons entering the classified service of the District under the provisions of Section 8.080 of the Plan shall attain the status of regular employee immediately upon their acceptance into the service and shall not serve any probationary period, and persons currently employed by the District at the time these rules take effect shall attain the status of regular employees at that time and shall not serve any probationary period. 2.43SERIES OF CLASSES Two or more classes involving similar duties and skills, but varying in responsibility and 12 difficulty. 2.44SUSPENSION An enforced leave of absence without pay for disciplinary purposes or pending an investigation of charges made against an employee. 2.45TEMPORARY APPOINTMENT An appointment from an eligible list to an approved position for a period not to exceed six months. 2.46TITLE, CLASS TITLE OR CLASSIFICATION The designation given under the classification plan to a class, to each position allocated to the class, and to the duties of the incumbent of each position allocated to the class. 13 RULE 3 ORGANIZATION FOR PERSONNEL ADMINISTRATION 3.1GENERAL PROVISIONS Final authority for all personnel administration shall rest with the Executive Director of the District except as otherwise provided by the Plan. He shall "Appoint and, when necessary for the good of the service, remove all officers and employees of the District, and all subdistricts, except as otherwise provided in this Plan, and exept as he may authorize the head of a department or office to appoint subordinates in such department or office, subject to the personnel provisions of this Plan." (Ref. Section 6.010 (1) Plan) 3.2 PERSONNEL DIRECTOR "Personnel Director - Duties - There shall be a Personnel Director. Unless otherwise provided by ordinance, the Director of Finance shall serve as Personnel Director. He shall: "(1) Hold competitive examinations for all appointments in the classified service, establish eligible lists, and certify names of eligibles to appointing authorities for filling vacancies in said service. "(2) Report annually to the Civil Service Commission of the District regarding the operation of the personnel provisions of this Plan. "(3) Prepare and recommend to the Civil Service Commission such rules as he may consider appropriate to carry out the personnel provisions of this Plan. "(4) To advise, assist, and cooperate in fostering the interest of institutions of learning and civic, professional, and employee organizations in the improvement of personnel standards nad conditions in the District. "(5) Perform such other duties with reference to personnel administration as may be required by ordinance or the Executive Director." (Ref. Section 8.010 Plan) The authority and responsibility vested in the Personnel Director by these rules, other than as specified in the Plan, are in accordance with Section 8.010 (5) of the Plan as quoted above. 3.3CIVIL SERVICE COMMISSION 14 (a) APPOINTMENT AND TERM "Civil Service Commission - Appointment - Term. There shall be a Civil Service Commission of three members, who shall be appointed by the Board. Members shall have the same qualifications as required for Trustees in Section 5.020 of this Plan, except that no member shall be a trustee under this Plan. "Members shall be persons who are known to be in sympathy with the application of merit principles to public employment. Members shall be appointed for a term of three years, except that of the members first appointed, one shall be appointed for a term of one year and one for two years. Vacancies shall be filled by the Board for the unexpired term." (Ref. Section 8.020 Plan) (b)DUTIES "Civil Service Commission - duties - The Civil Service Commission shall: "(1) Advise the Board, Executive Director, and Personnel Director on problems concerning personnel administration. "(2) Make any investigation which it may consider desirable concerning personnel administration in the District service and report to the Board at least once a year its findings, conclusions, and recommendations. "(3) Recommend civil service rules to the Board. "(4) Hear appeals from disciplinary action. "(5) To advise, assist, and cooperate in fostering the interest of institutions of learning and civic, professional, and employee organizations in the improvement of personnel standards and conditions in the District." (Ref. Section 8.030 Plan) (c)OFFICERS The Commission, at its regular meeting in September of each year, shall select from its members a chairman and a vice chairman whose terms of office shall be for one year. The Personnel Director shall serve as secretary of the Commission. (d)MEETINGS A regular monthly meeting shall be held on such date as shall be determined by the Commission. 15 Special meetings shall be held on call of the chairman or any two members of the Commission. RULE 4 CLASSIFICATION PLAN 4.1 PREPARATION OF PLAN It shall be the responsibility of the Personnel Director to ascertain the duties, authority and responsibilities of all positions in the classified service. After consultation with the appropriate appointing authorities, he shall prepare and recommend to the Civil Service Commission a position classification plan including a written definition for each class of position to be included in the classified service, describing the duties, authority and responsibilities characteristic of positions properly pertaining to the class, and setting forth requirements necessary for the successful performance of the tasks involved in the class. 4.2 ADOPTION OF PLAN The classification plan shall be adopted by the Commission after a public hearing and following such changes as the Commission deems desirable. 4.3 ADMINISTRATION OF PLAN (a)ORIGINAL ALLOCATION OF POSITIONS The Personnel Director, as soon as practicable after the adoption of the classification plan, and after consultation with appropriate appointing authorities, shall allocate each position to be included in the classified service to its appropriate class, placing in each such class those positions which are substantially so similar with respect to difficulty, responsibility, and character of work as to require generally the same kind and amount of training and experience for proper performance and to merit equal pay within the established range for the class. In making such allocations he shall provide for the uniform application of the classification plan to positions under different appointing authorities. (b)ALLOCATION OF NEW POSITIONS In order to create any new position which would be within the purview of the classified service, an appointing authority shall secure written certification from the Director of Finance that adequate funds are available to support the position for the remainder of the 16 current fiscal year. He shall then notify the Personnel Director, in writing, of his intention to create the new position, together with a statement of the duties, authority and rsponsibilities to be assigned. It shall be the responsibility of the Personnel Director thereafter to study the position and allocate it to the proper class. (c)REALLOCATION Whenever the duties of a position are so changed that the position in effect becomes one of a different class from that to which it is allocated, such change shall operate to abolish the position and to create a new position of such different class after proper action by the Personnel Director. Reallocation action may be initiated by either the appointing authority or the Personnel Director. (d)STATUS OF INCUMBENT OF POSITION WHEN REALLOCATED A regular employee who is occupying a position which is reallocated to a different class shall continue in this position only in accordance with the rules governing promotion, transfer, or demotion, except that in any case in which a position is reallocated to a higher class the incumbent of such position may attain regular status in the higher class if he achieves a satisfactory grade on a qualifying examination of fitness for the class to which his position was reallocated. If a reallocation results in the assignment of a position to an equal or lower class the incumbent may continue to hold the position if he meets the minimum requirements for the new class. (e) APPEAL OF ALLOCATIONS If an employee or appointing authority believes that a position has been improperly allocated or reallocated, he may ask the Personnel Director to review such action. The Personnel Director may hold a special hearing to determine the facts in each case, and shall make his decision on the basis of the written statement and forms submitted by the employee or appointing authority and on the facts brought out in the hearing. Any employee or appointing authority affected by the allocation or reallocation of a position by the Personnel Director shall have the right of appeal to the Commission. 4.4 AMENDMENT OF PLAN Whenever circumstances warrant, the Personnel Director upon his 17 own initiative, or upon recommendation of the appointing authority, or the Commission, may recommend to the Commission changes in the classification plan, such as the amendment or revision of the specifications for any class, the merger, division, alteration, or abolition of existing classes and the establishment of new classes and new class specification. Such recommendations shall become effective upon adoption by the Commission. 4.5 CLASS SPECIFICATIONS (a) CONTENTS OF CLASS SPECIFICATIONS The Personnel Director shall provide written specifications for each class in the classification plan. Each of the class specifications shall include a class title, a description of the duties, authority and responsibilities of the work, and a statement of the qualifications for the satisfactory performance of the duties of the class. (b)INTERPRETATION OF CLASS SPECIFICATIONS The statements in the class specifications shall be descriptive and not restrictive. They are intended to indicate the kinds of positions that are allocated to the several classes as determined by their duties and responsibiliies and are not to be construed as declaring what the duties or responsibilites of any position may or may not be, or as limiting or modifying the power of an appointing authority to assign, direct, and control the work of employees under his supervision. The use of a particular expression or illustration as to the duties shall not be held to exclude others not mentioned that are of a similar kind or quality, nor shall any specific omission necessarily mean that such factor is not included. (c)USE OF CLASS SPECIFICATIONS IN ALLOCATIONS In determining the class to which any position should be allocated the definition of each class shall be considered as a whole. Consideration shall be given to the general duties, and relations to other classses, as together affording a picture of the kind of employment that the class is intended to embrace. 4.6 USE OF CLASS TITLES Following the adoption of the classification plan and the allocation of classes therein to positions in the classified service, the class titles set forth therein shall be used to designate such positions in all official records, vouchers, 18 and payrolls. No person shall be appointed to, or employed, in, a position under a class title which has not been approved by the Personnel Director as appropriate to the duties performed. 19 RULE 5 COMPENSATION PLAN 5.1 PREPARATION OF PLAN The Personnel Director, after consultation with appointing authorities and after such other investigation and research as he shall deem necessary, shall cause to be prepared and submitted to the Commission for approval a compensation plan for the classified service, providing for uniform scales of pay for all positions in each of the several classes. Each scale of pay shall be determined with due regard to scales of pay for other classes, and to the relative difficulty and responsibility of the characterictic duties of positions of the class, the requirements requisite therefor, the prevailing rates of pay for similar employment outside the District service, economic considerations, and any other factors that may properly be considered to have a bearing on the fairness and adequacy of the rates of the compensation plan. 5.2 CONTENT OF PLAN The compensation plan shall include: (a)A scale of pay grades, including minimum, intermediate, and maximum rates for each grade. (b)A scale of compensation wherein each position class is assigned to a pay grade. The pay grade to which each class is assigned shall establish the minimum and maximum compensation for the class. However, the intermediate rates established for any grade shall serve only to show the established steps for salary increases and shall not be restrictive as to the time of any salary increase or the number of steps that may be granted for any one increase. 5.3ADOPTION OF PLAN The Commission shall, upon receipt of the recommended compensation plan or proposed amendments thereto, after such investigation, hearings, and conferences as the Commission deems expedient, and after such revision as is considered necessary by the Commission, present the compensation plan in the form of a recommended ordinance to the Board of Trustees for its action. 5.4 ADMINISTRATION OF PLAN (a)APPOINTMENT RATE 20 The minimum rate of the assigned pay grade shall normally be paid upon appointment to the class. Appointment rates above the minimum rate may be paid upon written approval of the Executive Director. Justification for approval will be limited to recognition of exceptional qualifications of an eligible or lack of available eligibles at the minimum rate. Lack of available eligibles must be certified in writing by the Personnel Director before it constitutes justification for exception. If a former employee is reemployed in a class in which he was previously employed, the appointing authority may appoint him at the same grade of pay, and at the same step, which the employee had been receiving at the termination of his service. (b)PAY INCREASES Salary advancements within an established range shall not be automatic, but shall be dependent upon specific written recommendations by the appointing authority. Normal increment increases shall be guided by the assumption that one step per year, not to exceed the maximum of the range, will represent recognition of length of service and normal development in the class. However, increases in excess of one step and more often than once per year shall be allowed with written approval of the Executive Director. (c)CONFLICTING EMPLOYMENT No employee shall accept, or hold, outside employment without prior approval, in writing, of the Executive Director. Such approval shall be given only if the Executive Director finds that such outside employment will not interfere with the proper performance of the employee's service to the District and that there is no conflict between the interests of the District and those of the outside employer, and if the Executive Director shall at any time find that there is such interference or conflict of interests he shall withdraw said approval. (d) PAY FOR PART-TIME WORK Employees who are paid at a bi-weekly rate and who work less than a full payroll period shall be paid on the basis of an hourly rate according to the District scale of pay grades. (e) HOURLY AND DAILY RATES On certification by an appointing authority that the payment of bi-weekly rates for certain employees under his jurisdiction is not feasible because of the temporary 21 or intermittent nature of the work, or because of sthe nature of the duites of the positon, the Executive Director may authorize the payment of hourly, daily or per performance rates for the positions occupied by the employees concerned. Such hourly, daily or per performance rates shall be computed from the bi-weekly ranges established in the compensation plan, taking into consideration the leave and other benefits granted bi-weekly rate employees. (f)OVERTIME PAYMENT Overtime, authorized by the appointing authority, shall normally be compensated for by allowing an equal amount of time off. Monetary compensation for authorized overtime shall be paid only if written approval is received from the Executive Director prior to actual accrual of such overtime. The granting of such approval shall be conditoned upon uniformity and equality of treatment as among all employees of a department. No allowance of any kind shall be provided for overtime work not authorized by the appointing authority. (g)PAY RATES IN TRANSFER, PROMOTION, OR DEMOTION (1)If the rate of pay in the former position is less than the minimum rate established for the class of the new position, the rate of pay shall be advanced to the minimum for the class. (2)If the rate of pay in the former position is more than the maximum rate established for the new class, the pay shall be reduced to the maximum rate or an intermediate step of sthe new range as determined by the appointing authority. (3)If the rate of pay of the former position falls within the new range of pay and at an established step in the range of the new class, the salary rate shall remain the same in the case of transfer, shall be increased one step in the case of promotion, and, at the discretion of the appointing authority, shall remain the same or be adjusted to a lower step in case of demotion. (4)If the previous rate does not correspond to a step in the new salary range, it shall be adjusted to the next higher step if the action is a promotion or transfer, or adjusted to at least the next lower step if the action is a demotion. 22 (5)Discretionary authority given the appointing authority in this section shall be subject to the approval of the Executive Director. 5.5 AMENDMENT OF PLANT Amendments to the compensation plan shall be prepared and adopted according to the procedure set out in this rule for "Preparation of the Plan" and "Adoption of the Plan." 23 RULE 6 EXAMINATION, APPLICATIONS AND APPLICANTS 6.1 APPLICATIONS AND APPLICANTS (a)APPLICATIONS Applications shall not be accepted on other than official forms prescribed by the Personnel Director and approved by the Commission. Each application shall be signed by the applicant and the truth of all statements contained therein shall be certified by his signature. The application form shall not require any information intended to disclose the race, color, creed or political affiliations of an applicant otsher thanto require the applicant to certify he has no affiliations with any group or organization which seeks or advocates sthe overthrow of the government of the United States by force or violence, said certification being in accord with the provisions of Section 8.050 of the Plan. To be accepted for review, applications must be filed with the District Personnel Office prior to the closing date or postmarked before midnight of the closing date specified in the examination announcement, if a closing date is specified. (b)APPLICANTS (1) QUALIFACTIONS AGE:Reasonable age requirements for applicants for specific classes are permissible and where prescribed, shall be stated in the examination announcements. SEX:Applications for examinations may be limited to either sex if the needs of the service can best be served by the employment of applicants of a specified sex. Such specification shall be stated in the examination announcements. PHYSICAL Reasonable requirements as to FITNESS:physical fitness are permissible and where prescribed, shall be stated in the examination announcements. TRAINING Minimum qualifications as to 24 training AND and experience for a class shall be EXPERIENCE:stated in the examination announcements. (2) DISQUALIFICATIONS REASONS FOR:The Personnel Director shall reject the application of any person for admission to examination or shall strike the name of any person from an eligible list or shall refuse to certify the name of any person on an eligible list for a position or withdraw the certification of such person if he finds that such person lacks any of the required qualifications; or is physically unfit to perform effectively the duties of the position in which he seeks employment; or is addicted to excessive use of drugs; or has made a deliberate false statement of a material fact; or practices or attempted to practice any fraud or deception in his applciation or examination or in attempting to secure appointment. The Personel Director may reject the application of any person for admission to examination or may strike the name of any person from an eligible list or may refuse to certify the name of any person on an eligible list for a position orm ay withdraw the certification of such a person if he finds that such person habitually uses intoxicating liquor in excess; or has been convicted of afelong; or has been proved guilty of any notoriously disgraceful conduct; or has been fismissed from public service for delinquency. GENERAL:Admission to examination shall be withheld from any person proved to be affiliated with any group or organization which seeks or advocates the overthrow of the government of the United States by force or violence. 25 CONDITIONALWhen doubt exists as to whether an ADMISSION:applicant meets the requirements for admission to an examination, the Personnel Director may authorize conditional admission to an examination, but such action shall not be construed as entitling the applicant to become eligible for certification or appointment until the circumstances leading to the conditional acceptance are clarified. The Personnel Director shall be responsible for notifying an applicant when his admission to an examination is conditional. (c) RIGHT OF APPEAL Any person who is denied permission to compete in an examination or whose eligibility is cancelled under the provisions of this rule may make a written appeal, within ten days after notice of action, to the Commission for a final decision. (d)RIGHT OF INVESTIGATION The District shall hold the right to investigate the background of any applicant as concerns moral character, criminal record, training and work experience. 6.2 ANNOUNCEMENTS (a)FORM AND CONTENT Each official announcement of an examination shall specify the title and salary range of the class for which the examination is announced; the nature of the work to be performed; the necessary and desirable qualifications therefore the time, place, and manner of making application, special requirements or qualifications and such other information which the Personnel Director considers pertinent and useful. (b)PUBLIC NOTICE OF EXAMINATIONS The official announcement of an examination shall consist of the posting of a notice thereof on a public bulletin board maintained in the general administrative office of the District. The Personnel Director shall also make use of such other means for publicizing the announcement of each examination as, in his best judgment, are best suited for informing qualified persons that the 26 examination is to be given. These may include paid advertisements in newspapers and periodicals, annuncements to the press and to educational institututions, posters and circulars for general distribution, and similar means. 6.3 CHARACTER OF EXAMINATIONS (a) GENERAL PROVISIONS CONCERNING EXAMINATIONS All appointments and promotions in the classified service of the District shall be made according to merit and fitness to be ascertained so far as practicable by competitive examinations. Any practical means or measures may be used in examinations which are reasonably well calculated to test the fitness of candidates to become employees in positions of the class for which the examination is held. Examinations may be assembled or unassembled, and tests may be written, oral, physical, a demonstration of skill or performance, a rating of training and experience, or a combination of such types. They may include any investigation of training and experience, or record of accomplishment; any test of knowledge, skill, capacity, inteligence, or aptitude; and any inquiry into the moral character, or any other quality or attribute which seems desirable. No test or question in any examination shall intentionally call for or lead to disclosre of any information concerning any political or religious affiliations, preferences, or opinions, or racial background. Any such disclosures shall be discountenanced, and any such information which may nevertheless be revealed shall be disregarded. (b)OPEN COMPETITIVE EXAMINATIONS All original entrance tests for positions in the classified service shall be open competitive in charater except as specified unde the section fo this rule concerned wtih qualifying examinations. (c)OPEN CONTINUOUS EXAMINATIONS In circumstances where there is a continuous need for substantial numbers of eligibles for a certain class of position or hwen insufficient applicants are available to maintain an adequate regiser, the Personnel Director may, after first establishing such a register, replenish the register from time to time by inserting the names of additional eligbles who are found to be qualified on 27 the basis of a test of fitness substantially similar to the test used as the basis for establishing the original register. The closing date for any such test may be indefinite and applicants may be tested continuously in such manner and at such times and places as the Personnel Director may provide. (d)QUALIFYING EXAMINATIONS At the direction of the Executive Director, upon approval of the Commission, non-competitive qualifying examinations may be established for any class of position requiring professional or technical skill and training of a nature which renders competitive examination extremely difficult. Qualifying examinations may be written and/or oral and may include or consist of an evaluation of experience and training. (e)PROMOTIONAL EXAMINATIONS (1)ELIGIBILITY An employee to be eligible to compete for promotion must be serving in an appropriate class as determined by the Personnel Director, and must meet any other requriements for admission for the examination. (2) COMPETITIVE Promotional examinations shall not be limited to employees of a single department or subdivision of the District. Promotional examinations shall include an evaluation of employee performance and seniority in service, in addition to any of the tests enumerated for open competitive examinations. Such examinations shall be adminstered only to employees who meet all other requirements for admission to an open competitive examination for the class of position. 6.4 ADMINISTRATION OF EXAMINATIONS (a) CONTRACTING FOR EXAMINATIONS The Personnel Director, with approval of the Commission, shall be authorized to contract with any agency, public or private, for the conduct of any examinations which he deems impracticable to be administered by the District. (b)ESTABLISHMENT OF PROCEDURES The Personnel Director shall establish procedures to be used in conducting the examination of candidates and shall 28 devise safeguards to insure the maximum impartiality in the conduct of the examination and rating of candidates. The Personnel Director may disqualify any competitor for failure to comply with the procedures and regulations estabilshed for conducting the examination. (c)USE OF DISTRICT EMPLOYEES The Personnel Director may select suitable persons in the classified service of the District, with the consent of the appointing authorities under whom such persons serve, to act as examiners under his direction. (d)RE-EXAMINATIONS No person who has failed to pass an examination shall be re-examined for the same class within ninety (90) days of the effective date of such examination, unless otherwise authorized by special action of the Commission. 6.5 RATING OF EXAMINATIONS (a)METHOD OF RATING AND MINIMUM GRADES Sound measurement techniques and procedures shall be used in rating the reslts of test and determining the relative ranking of the candidates. In all examinations the minimum rating by which eligiblility may be achieved shall be established by the Personnel Director. A minimum rating may also apply to the rating of any part of the test. Candidates may be required to attain at least a minimum rating on each part of the test in order to receive a passing grade or to be rated on the remaining parts of the test. The final rating of the competitor shall be determined by averaging the rating on each part of the examination in accordance with the weights established for each part of the examination. (b)LEVELS OF QUALIFICATION In addition to minimum passing grades the Personnel Director shall establish a grade for each examination which shall classify those attaining eligible status as being "Well-Qualified" or "Qualified". This delineation may be based on the total weighted grade or upon any individual part of the examination. (c)RATING OF COMPETITORS FOR LOWER CLASSES A competitor 29 30 The foregoing Ordinance was adopted November 22, 1955 by the following vote: Ayes:Becker - Bogdanor - Doran and Martin. (Mr. Williams absent) Effective - December 7, 1955