Rule 2: Position Classification and Compensation
2.01: Unclassified Service
2.1: Adoption of and Amendments to Classification Plan
2.2: Classified Service; Classification of Positions
2.4: Status of Employee Whose Position is Reclassified
2.5: Alternate Staffing and Alternate Classes
2.7: Pay Period
2.8: Overtime Policy
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2.01: Unclassified Service
The Civil Service of the City shall be divided into the Unclassified and the Classified Service. The Unclassified Service shall comprise the following offices and positions:
1. Members of the City Council;
2. City Manager; Assistant City Manager, and Human Resources Director;
3. City Attorney and any assistant or deputy;
4. City Clerk;
5. Department heads;
6. All members of boards and commissions;
7. Any position which is created for a temporary purpose.
8. Persons employed to render professional, scientific, technical or expert service of an occasional and exceptional character.
2.1: Adoption and Amendments to Classification Plan.
There shall be a Classification Plan of all positions in the Classified Service. The Director of Human Resources shall prepare and maintain the Classification Plan. The Plan shall consist of classifications and specifications for each class in the classified service. The initial Classification Plan and any additions or deletions to it shall become effective upon final approval of the City Council.
2.2: Classified Service; Classification of Positions.
The Classified Service shall comprise all positions not specifically included in the Unclassified Service. Each position in the Classified Service shall be allocated by the Director of Personnel to a classification in the Classification Plan.
The Director of Personnel shall make periodic studies of the classification plan and recommend any changes deemed desirable. When the duties and responsibilities of a position have changed significantly, the position may be reclassified by the Director of Personnel to a more appropriate classification upon approval of the City Council.
2.4: Status of Employee Whose Position is Reclassified.
If an occupied position is reclassified the incumbent shall be affected as follows:
a. To a Lower Classification. When a position is reallocated to a lower classification, the incumbent is either:
1. Transferred to a vacant position in the former classification; or,
2. If the incumbent's current salary is greater than the top step of the lower classification, Y-rated at the current salary for a standard period of eighteen (18) months after which the incumbent would be placed at the top step of the lower classification.
b. To a Different Classification With the Same Salary Range. When a position is reallocated to a different classification with the same salary range, the incumbent shall be granted the same status in the new classification as was held in the other classification, shall be paid at the same step of the range and shall maintain the same salary rights.
c. To a Higher Classification. When a position is reclassified to a classification with a higher salary range, the incumbent is moved into the higher classification with the position, except in the circumstances prescribed below. Placement in the salary range shall be in accordance with the appropriate memorandum of understanding.
1. If the duties upon which the reclassification are based could have been assigned to any of a number of employees in that classification within the division or department, then a promotional exam is held for the reclassified position. Such an exam is a departmental only recruitment limited to employees within that classification. If the incumbent in the reclassified position is not successful in this competitive process, she/he is assigned to the position vacated by the promotion.
2. If the reclassification is based on duties and responsibilities that are substantially different in nature from the position's current classification or are not a natural progression or expansion of the current classification, then the position must be filled through a competitive selection process. If the incumbent is not successful in this appointment process, she/he would be assigned to any vacant position in a comparable or lower class for which the employee meets the minimum qualifications, or would be laid off from City employment per the provisions of the applicable memorandum of understanding or these rules.
In both of the situations described above, the incumbent may be granted temporary status in the higher level classification until the selection process is completed.
d. Probationary Period Following Reclassification. If the position is occupied by a probationary employee, the employee must serve the remainder of the probationary period to attain permanent status.
2.5: Alternate Staffing and Alternate Classes.
Alternate staffing is a procedure which permits a position to be filled at one of several related class levels. Under alternate staffing, once the class of a position is established by the City Council, the position may be filled at that class level or a lower related class level. The classes at which a position may be filled under alternate staffing will be determined by the City Council.
The Compensation Plan adopted by the City Council shall provide for salary schedules, rates, ranges, steps, and any other special circumstances or items related to the total compensation paid to employees.
2.7: Pay Period.
The pay period for all employees shall be bi-weekly. Salaries will normally be paid on the first Friday following the completion of a pay period. When a holiday falls on a pay day, the pay day will be transferred to the following day of regular business unless the Finance Department is able to complete the payroll by the previous work day. The method of distributing the payroll shall be established by the Director of Finance.
2.8: Overtime Policy.
It is the policy of the City of Santa Cruz that overtime work is to be kept to a minimum, consistent with the protection of the lives and property of its citizens and the efficient operation of activities of the City and shall be authorized only under such administrative directives as the City Manager may prescribe. Overtime shall be paid in accordance with appropriate state and federal law and Memorandum of Understanding.
Deductions from employee's pay shall be made in accordance with prevailing laws, agreements, and administrative directives established by the City Manager.