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C. REVIEW. At least three (3) weeks prior to completion of the probationary period, the Clerk Administrator or department head shall review the performance of a probationary employee . and make a recommendation to the City Council. The matter shall be placed on the Council agenda for the next regular meeting, at which time the Council shall consider the recommendation and make a determination as to whether the employee shall be continued as a regular full-time or regular part-time employee, or be terminated. If the employee is not to be continued beyond the end of the probationary period, the employee shall be so notified before the end of such period. D. CREDIT FOR BENEFITS DURING PROBATIONARY PERIOD. During the probationary period an employee will receive paid holidays. Upon successful completion of a probationary period, an employee's service credit for the purpose of computing benefits hereunder shall be determined from the commencement of his probationary employment. After 6 months (180) days of continuous service, a newly hired probationary employee will be entitled to use sick leave accrued from the date of . employment. Newly appointed employees will accrue vacation leave during the probationary period and will be eligible to use accrued vacation leave after six months of continuous service. This provision does not apply to employees serving a probationary period following promotion. Group insurance benefits shall start in accordance with any waiting periods designated by the group insurance carrier. . SECTION 19.7 POSITION CLASSIFICATION PLAN. A. ESTABLISHMENT. The Council shall establish and maintain a position classification plan for all positions covered by the provisions of this chapter. All positions shall be grouped in classes having a definite range of difficulty and responsibility. For each class of position there shall be: a class title description of the duties of positions within a class; a written nature of the work and the relative responsibility of the positions in the class, examples of work which are illustrative of duties of positions allocated to the class, requirements as to knowledge, ability and skills necessary for performance of the work and a statement of job-relevant qualifications necessary for recruitment into the class. Minimum job-relevant requirements may be added for any position. B. ALLOCATION. When a new position is created for which no appropriate class exists or when the duties of an existing position are sufficiently changed so that no appropriate class exists, the Clerk Administrator shall create a new class and shall cause an appropriate class specification to be submitted to the Council for approval. C. PLAN REVIEW. As often as is necessary to assure continued e correct classification, the position classification plan shall be reviewed by the Clerk Administrator and necessary adjustments shall be made subject to Council approval. -6-