§ 2-233. Adoption of policies.

The mayor and council shall adopt by resolution personnel policies which shall have the force and effect of law and which may be amended by a three-fifths vote of the council. As needed, the personnel officer shall submit recommendations for revised or additional personnel policies to the mayor and council. The personnel policies shall provide for:

(1)

The preparation, maintenance and revision of a position classification plan for all positions in the personnel system based upon similarity of duties performed and responsibilities assumed, so that the same qualifications may reasonably be required for, and the same schedule of pay may be equitably applied to all positions in the same class. After such classification plan has been approved by the mayor and council, the personnel officer shall allocate or reallocate the position of every employee in the career service to one of the classes in the plan. Any employee affected by the allocation or reallocation of a position to a class shall, after filing with the personnel officer a written request for reconsideration in such manner and form as the director may prescribe, be given a reasonable opportunity to be heard.

(2)

The annual submission to the mayor and council of a recommended pay plan based on competitive job market surveys, departmental management recommendations, and cost of living index.

(3)

Recruitment of capable persons and for administering evaluations to determine the relative fitness of applicants for positions in the public service.

(4)

Promotions which shall give appropriate consideration to the applicant's qualifications, record of performance and ability.

(5)

Upon appointment or promotion, a six-month period of employee probation.

(6)

Emergency employment for not more than 90 days with the consent of the personnel officer and for provisional employment when there is no qualified applicant available. No such provisional employment shall continue longer than six months, nor shall successive provisional appointments be allowed unless approved by the mayor and council due to extenuating circumstances.

(7)

The establishment of mechanisms such as formal and on the job training to attract and utilize persons with minimal qualifications but with potential for development. This will provide career development opportunities for members of disadvantaged groups, handicapped persons and returning veterans.

(8)

Keeping records of performance of all employees in the personnel system, which performance records shall be considered in determining salary increments or increases for meritorious services; as a factor in promotions; as a factor in determining the order of layoffs because of lack of funds or work, and of reinstatement; and as a factor in demotions, discharges and transfers.

(9)

Layoffs by reason of lack of funds or work, or abolition of a position, or material change in duties or organization, and for reemployment of employees so laid off.

(10)

Establishment of a plan for resolving employee grievances and complaints.

(11)

The establishment of disciplinary measures such as suspension, demotion in rank or grade, or discharge. Such measures shall provide for presentation of charges, hearing rights and appeals for all permanent employees in the personnel system.

(12)

Establishing hours of work, holidays and attendance regulations in various classes of positions in the personnel system.

(13)

Establishing and publicizing fringe benefits such as insurance programs, retirement and leave policies.

(14)

Development and operation of programs to improve work effectiveness, to better working conditions and to improve morale of all employees. Such programs may include training, safety, health, job-related counseling and employee relations.

(15)

Such other policies and administrative regulations, not inconsistent with this division as may be proper and necessary for its enforcement.

(Code 1979, § 3-502(2)(B))