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Hours Worked: Includes all hours that the Employee actually performs duties that benefit <br /> the City, including rest periods or breaks, meetings, training programs, travel between work <br /> sites on a work day, time spent performing duties after hours or on weekends due to <br /> emergencies (call backs) and any time performing duties outside the normal shift, even if it is <br /> not "authorized." <br /> Job Classification: A group of positions sufficiently alike in duties, qualifications, authority <br /> and responsibility to warrant the same job title, grade and pay schedule for all positions in <br /> the group. <br /> Job Description: The written description of a job containing a title, a statement of duties, <br /> authority and responsibilities of the job, and the qualifications and experience deemed <br /> necessary and /or desirable for the satisfactory performance of the duties of the job. <br /> Lay - Off: The separation of an Employee from employment due to elimination of a <br /> position; lack of funds or other reason determined by the City Council. <br /> Performance Report: A review of an Employee's performance by the supervisor to <br /> communicate an Employee's strengths or deficiencies, as well as expectations for <br /> improvement. <br /> Position: A specific job, calling for the performance of certain duties and having certain <br /> responsibilities. <br /> Probationary Period: A period of time at the beginning of employment (or the beginning <br /> period of a promotion, transfer) that is designed as a trial period. The probationary period is <br /> also considered a training period and is the last part of the selection process. <br /> Promotion: An advance in position from one classification or grade to a higher <br /> classification or grade. <br /> Resignation: Employment termination initiated by the Employee who chooses to leave the <br /> employment voluntarily. <br /> Transfer: A movement of an Employee from one job class or position to another of <br /> comparable class and pay range._ <br /> 3. ORGANIZATION <br /> 3.1 Personnel Files <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, disciplinary proceedings, demotions, <br /> promotions, salary changes and any other document relevant to City employment. <br /> Page 4 of 51 <br /> Adopted XXX, 2009 <br /> 52 <br />