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General: The City will maintain a written description of each job containing a title, a <br />statement of duties, authority and responsibilities of the position, and the experience and <br />qualifications deemed necessary and/or desirable for the satisfactory performance of the <br />duties of the position. These descriptions will normally be updated periodically, as duties <br />or assignments change, or at the discretion of the City Administrator. This document will <br />also be signed by the employee upon hiring and placed in the employee's personnel file. <br />The Employee will also receive a copy for their records. <br />3.3 Assignment of Work <br />Responsibility: Assignment of work duties and scheduling work is the responsibility of <br />employee's Supervisor or the City Administrator. It is recognized that jobs may change <br />over time, to respond to the changing needs of the organization. <br />3.4 Classification of Job Duties <br />Responsibility: The classification of job duties, establishment of minimum qualifications, <br />and the maintenance of job descriptions and related records shall be the responsibility of <br />the City Administrator or designee. <br />Salary Range: Each job description shall be assigned a salary range based upon, but <br />not limited to, the following factors: <br />A) An evaluation of the knowledge, accountability, problem solving, abilities and <br />working conditions of the position. <br />B) The duties and rates of pay for other job classifications, whether comparable or <br />not. <br />C) The prevailing rates of pay for comparable positions in both public and private <br />employment in the appropriate labor market. <br />D) Financial and fiscal policies and considerations of the City, and other pertinent <br />economic factors. <br />Approval: Each fiscal year, the City Council shall review the pay plan and make <br />changes it determines are necessary. The City Council may modify salary ranges at any <br />time. The City Council shall adopt hourly rates of pay for all positions not covered by the <br />classification and pay plan. <br />Reclassification: Whenever a job has changed sufficiently so that it no longer fits the <br />description, the City Administrator or designee shall make recommendation to the City <br />Council regarding the appropriate action which could involve reclassifying the job to <br />another existing job class, creating a new job class, updating the job description, <br />restructuring the job to fit an established or proposed class, or other action as deemed <br />appropriate. <br />Page 5 of 60 <br />