HomeMy Public PortalAboutResolution 45-92 Classification plan RESOLUTION NO. 45-92
CLASSIFICATION PLAN
PURPOSE:
A position classification plan is the keystone of a modern
personnel system and it benefits both employer and
employee. Employees can refer to it for promotion
potential in their occupation and can learn what additional
training and experience they will need to perform at higher
level positions . Employees can know job requirements have
been analyzed properly and they will receive the same
salary and other treatment as do employees who perform
similar work.
By using the plan, supervisors and department heads can
determine the proper classification for new or additional
positions . Councils, Commissioners and department heads
can use it for setting equitable compensation for various
positions . They can also use if for budget development.
Fundamentally, a classification plan provides a structure
for dealing with personnel matters and permits matching pay
policy with duties, responsibilities, and other
requirements rather than to subjective factors . (Local
Government Personnel Handbook, AIC 1979 ) .
CLASSIFICATION CRITERIA:
For purposes of the plan, five classes of employment are
used. These are:
1 . Management Staff
2 . Technical and Supervisory Personnel
3 . Program Staff
4 . Semi-Skilled
5 . Clerical and Support Staff
6 . Labor, Trainee and nonskilled personnel
The following criteria have been used to define and assign
positions to this classes :
CLASSIFICATION GROUPS:
I . Management Staff
-Supervision of five or more employees
-Multi-department program and budget management
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responsibilities .
-Responsibilities for planning, coordinating and
scheduling work.
-Other city-wide responsibilities, e.g. , overall
financial management.
-Exempt from overtime/compensatory time.
-High liability risk.
-Frequent use of judgement, decision making skills.
II. Technical and Supervisory Personnel
-Execution of duties requires special skills,
knowledge, ability or training.
-Single department or division budget and program
responsibilities.
-May supervise 1 - 5 people.
-May or may not be exempt for overtime/compensatory
time, depending on position and Fair Labor Standards
Act Provisions .
-Moderate liability risk
-Moderate use of judgment, decision making skills
III. Program Staff
-May be required to act as leadworker/foreman
-Often works independently
-Responsibility for limited program elements/services
within department/division.
-Frequent and direct contact with serviced public
-Pay based on hourly rates, earns
overtime/compensatory time
-Moderate liability risk
-Moderate use of individual judgement and decision-
making skills .
IV. Clerical and Support Personnel
-Provides support services to Classes I, II and III
-Basic office and communication skills required
-Frequent initial contact with the public
V. Labor, Trainee and Nonskilled Personnel
-Frequently trained on the job, previous experience
seldom required.
-Positions seldom require independent work
ASSIGNMENT OF POSITIONS TO PAY CLASSES :
A series of assumptions underlie the following
assignment of positions to classes . There are:
1 . That positions within the class should be
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compensated based on relative responsibilities as
defined by class criteria;
2 . That pay scales within the classes shall fall
within a distinct range;
3. That the City wishes to compensate for
experience, education, and training;
4. That the City wishes to remain competitive in the
regional and local labor markets. Salary
surveys, when applicable, of comparable cities
and regional labor information have been
undertaken and the assignments are based upon a
"mid-range" criteria;
5 . Finally, this recommendation is also premise upon
the judgement of City staff;
6. That the plan is not intended to be fixed for all
time. Changed assignments and changing
responsibilities require periodic reconsideration
and reclassification of positions .
Reclassification implies only reassignment of pay
ranges to the position and is not related to a
particular individual 's compensation. Creation
of new positions or job titles is not precluded
by this plan.
7 . Certain positions are designated by Title I,
Chapter 9, as City Officers . The compensation
for these persons shall be determined and set by
the City Council by Resolution. Accordingly
salary ranges for these positions are not a part
of this plan.
Based upon these assumptions, the following pay ranges are
recommended:
City of McCall Classification Plan
I . Management Staff
-City Administrator/City Clerk City Officer
-Public Works Director City Officer
-Police Chief City Officer
-Fire Chief City Officer
II . Technical and Supervisor Staff
-City Treasurer City Officer
-Librarian $ 8 . 320 - $10 .459
-Golf Superintendent City Officer
-Recreation Director City Officer
-Wastewater Treatment Plant
Superintendent $ 9 .432 - $12 .585
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-Utility Services Crew Foreman$ 8 .320 - $12 . 385
-Building Inspector $ 8 .320 - $10. 153
-Building Maint. Supervisor $ 8 .320 - $10. 153
-Police Lieutenant $ 8.320 - $12 . 385
-Police Sergeant $ 9 .245 - $11 .284
III . Program Staff/Skilled Labor
-Utility Services Worker IV/
Specialist $ 9 . 190 - $11 .217
-Utility Services Worker III $ 8 .711 - $10. 670
-Utility Services Worker II $ 7 .809 - $ 9 . 853
-Wastewater Treatment Plant
Operator I $ 7 .238 - $ 8 . 834
-Police Corporal $ 7 .919 - $10. 670
-Patrolman $ 7 . 355 - $ 9 . 853
-Firefighter Not classified
IV. Semi-Skilled Labor
-Code Enforcement Officer $ 6. 660 - $ 7 . 655
-Utility Services Worker I $ 6 . 687 - $ 8. 659
-Recreation Aide II $ 5 .589 - $ 7 .533
-Golf Equipment Mechanic $ 7 .503 - $ 9 . 067
V. Clerical and Support Personnel
-Secretary $ 5. 679 - $ 7 .579
-Library Clerk $ 5.060 - $ 6. 822
-Recreation Instructor Not Classified
-Assistant Librarian $ 6.490 - $ 7 . 919
-Cashier/Bookkeeper $ 5 . 937 - $ 7 . 919
-Deputy Court Clerk $ 6 .210 - $ 8 . 139
VI . Labor, Trainee and Non-Skilled Staff
-All positions in this class will be paid within
the $4.25 - $6 . 173 range depending upon
qualifications and experience as determined by
the department head.
-Laborer
-Custodian
ADOPTED by City Council April 9, 1987
REVISED October 1, 1987 per COLA 1987-88 Budget
REVISED November 1, 1988 per COLA 1988-89 Budget
REVISED October 1, 1989 per COLA 1989-90 Budget
REVISED October 1, 1990
REVISED October 1, 1991 per COLA 1991-92 Budget
REVISED October 1, 1992 per COLA 1992-93 Budget
Resolution No. 45-92 - Classification Plan Page 4
PASSED and approved this 14th day of January 1993 .
ai__Jike74
Mayor
ATTEST•
City Cle r
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