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<br />I <br /> <br />Transfer. A movement of an Employee from one job class or position to another of <br />comparable class and pay range. <br /> <br />3. ORGANIZATION <br /> <br />3.1 Personnel Files <br /> <br />Employment File: The City Administrator or designee shall maintain a separate <br />employment file for each Employee. Each file shall contain a record of each <br />classification of each position the Employee has held with the City and shall also <br />contain a record of all personnel action regarding the Employee including <br />examination records, performance reports, disciplinaty proceedings, demotions, <br />promotions, salaty changes and any other document relevant to City employment. <br />3.2 Job Description <br /> <br />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 <br />and qualifications deemed necessaty and/or desirable for the satisfactory <br />performance of the duties of the position. These descriptions will nonnally be <br />updated periodically, as duties or assignments change, or at the discretion of the City <br />Administrator. <br /> <br />3.3 Assignment of Work <br /> <br />Responsibility: Assignment of work duties and scheduling work is the <br />responsibility of the Department Head. It is recognized that jobs may change over <br />time to respond to the changing needs of the organization. <br /> <br />3.4 Classification of Job Duties <br /> <br />Responsibility: The classification of job duties, establishment of nurumum <br />qualifications, and the maintenance of job descriptions and related records shall be <br />the responsibility of the City Administrator or designee. <br /> <br />Salary Range: Each job description shall be assigned a salaty range based upon, but <br />not limited to, the following factors: <br /> <br />A) An evaluation of the knowledge, accountability, problem solving, abilities and <br />working conditions of the position; <br /> <br />B) The duties and rates of pay for other job classifications, whether comparable <br />or not; <br /> <br />C) The prevailing rates of pay for comparable positions in both public and <br />private employment in the appropriate labor market; <br /> <br />5 <br />