HomeMy WebLinkAboutResolution No. 435-06 kr �.
•
RESOLUTION
BE IT RESOLVED by the Common Council of the City of Rochester
tat the Cit chedpt a
of the
personnel policy regarding reclassification of city employees. A copy poli
PASSED AND ADOPTED BY THE COMMON COUNCIL OF THE CITY OF
D OF 12006.
ROCHESTER, MINNESOTA, THIS
PRESIDENT OF SAID COMMON COUNCIL
ATTEST:
pu CI ER
, 2006.
APPROVED THIS crl� DAY OF
• MAYOR OF SAID CITY
(Seal of the City of
Rochester, Minnesota)
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RECLASSIFICATION J Ll/l
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Purpose:
City organizational or departmental changes may require the assignment of significantly greater
responsibilities to an existing position. In this circumstance the position may be considered for
reclassification usually involving a recommended change in pay range assignment. The policy
and procedure below are meant to provide consistency and timeliness in the review of requests
for reclassification.
Policy:
Reclassification requests may be initiated given significant changes in a position's
responsibilities that impact:
• formal preparation and experience required to qualify for the position without making the
requirement an obstacle to protected classes applying for the position vacancy in the
future
• decision making assigned to the position
• thinking challenges and problem solving within the position
• interactions and communications required of the position
When possible reclassification requests should be submitted along with other budget
preparation documents for the upcoming fiscal year so appropriate funding is reviewed and
• available if the reclassification is approved by the City Administrator, Personnel Advisory
Committee (PAC); and the Council
The request for reclassification is reviewed initially by the City Administrator. The City
Administrator will forward the reclassification request to Human Resources (HR) staff for review
and recommendation. Human Resources' involvement in the reclassification process ensures
adherence to City pay equity compliance and consistency in treatment of requests for
reclassification from throughout the City.
Requests for reclassification should pertain to the position, not the individual in the position. A
reclassification is appropriate when it pertains to a job title occupied by a sole incumbent who is
assigned significantly greater responsibility.
Information shall also be provided on position(s) in the department previously assigned the
responsibility so the effects on the classifications of other positions within the organization can
be ascertained.
A reclassification should not be requested where a job title already exists and the Department
Head or his/her designee wishes to post an additional position with that same job title. The
Department Head should include such a request in upcoming fiscal year budget requests and
follow the posting procedure so all eligible internal applicants may be considered.
Where reorganization is being planned within a department, the comprehensive reorganization
plan should be presented to the City Administrator. He may assign the Director of Human
Resources to conduct a comprehensive review of any reclassification request(s) that the
• reorganization may generate.
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RECLASSIFICATION T,
Purpose. The policy and procedure below are meant to provide consistency and timeliness in
k = the review of requests for reclassification..
- quests for reclassificat
Polic : All re quests will be reviewed initially by the Director of Human
Resources and Human Resources staff. Within one month of receipt of the reclassification
utlined below the Director of Human Resources will make
request and required information as o
a recommendation to the City Administrator and City Council. The City Council will make the ,
final decision regarding a reclassification.
Reclassification requests should be initiated given significant changes in a position's
responsibilities. Requests for reclassification should pertain to the position, not the individual(s)
in the position.
Procedure for Reclassifications:
1. The Department Head or his/her designee will review the existing job description. Changes
to the job description should be highlighted (e.g., bold type) to differentiate modifications
from wording which previously existed. The Department Head should identify the
significant changes (if any) in:
A. Accountability (impact of an error on departmental/City resources, operations, goals
• and objectives)
B. Judgment (complexity of position responsibilities and degree of independent action)
C. Minimum experience required (e.g., change from 1-3 years required to 3-5 years
required) or specificity of experience required.
D. Minimum education required (e.g. change from Associate of Arts degree required to
Bachelor's degree required).
E. Direction of others:
1. Does incumbent provide supervision for other employees?; or
2. Supervise a particular function but no employees?; or
3. Perform an ongoing training function for peers and coworkers?
2. Indicate the level of decision making required by an individual holding the position for which
the reclassification is being requested (see below). Determine if the level of decision
making has increased given the additions, modifications or deletions made to the job
description.
A. Determine method and establish priorities among tasks to be performed.
B. Make operational decisions to achieve goals and processes determined at a higher
level.
C. Determine processes to achieve predetermined goals and ensure the availability of
needed resources and technology.
D. Make decisions regarding resource allocation, direction of others, and means to
achieve goals given uncertainty of outcome(s) and incomplete information utilized to
make decisions. Establish precedent(s)for the future.
•
Request for"Market Adjustment"which does not relate to a Reclassification Request
.Wage or salary adjustments for an employee or employees in a job title which are necessitated
by significant compensation increases made by other employers for similar positions maybe
recommended to the Director of Human Resources. The department head recommending a
market adjustment should provide copies of the wage information obtained or wage/salary
survey data to Human Resources. Human Resources will analyze the comparability of the job
or job title to that which exists in the City of Rochester. Budget considerations will also be
taken into account prior to a recommendation to the City Administrator for a market adjustment.
The City Administrator will review a request for a market adjustment (s) and approve if he/she
deems such an adjustment necessary to recruit or retain.
Other Changes Affecting a Position
A department head recommending a change in an employee's present status in regard to any of
the areas listed below, but not requesting a reclassification, should contact Human Resources
for assistance:
A. Exempt/Non Exempt Status
B. Bargaining Unit Assignment
C. Job Family/Pay Grade Assignment