§ 45-58A-111.07 — Classification Plan

Alabama § 45-58A-111.07

• Jurisdiction: Alabama
• Title 45: Local Laws
• Ch. 58A: Shelby County Municipalities
• Art. 11: Pelham
• Part 2: Employees

Text

(a)(1) The classification plan shall provide a complete inventory of all positions in the service of the city and include an accurate description and specifications for each class of work, and all other positions in the city for which salary and benefits are set out by the city, with the exception of the council, mayor, and city manager. The plan shall standardize titles so that each is indicative of a definite range of duties and responsibilities and has the same meaning throughout the service and shall show whether the position is deemed a regular position or exempt position.
(2)
The classification plan shall consist of:
a.
A grouping of positions into classes that are approximately alike in required qualifications, tasks, duties, and working conditions and, based on these factors, can be equitably compensated within the same range of pay under similar working conditions.
b.
Class titles that are descriptive of the work of the class and identify the class. These class titles shall be used in all personnel, accounting, budget, and related records. No individual shall be appointed to or employed in a position in the classified service under a title not included in the classification plan. Working titles may be used in the course of departmental routine to indicate authority, status in the organization, or administrative rank.
c.
Job descriptions for each position shall first be recommended by the mayor or city manager, or his or her designee, and then adopted by the council by resolution in its discretion. The written specifications for each position shall consist of the following items:
1.
A job title that is descriptive and consistent in terminology with other titles in the plan.
2.
A brief description of the work required by the job with examples of typical tasks or duties performed.
3.
A list of formal qualifications including education, certification, and previous employment experience.
4.
A list of required knowledge, skills, and physical fitness required to perform the job.
5.
The class in which the job is allotted, its departmental supervisory level, and its pay grade.
d.
Specifications shall be interpreted in their entirety and in relation to others in the classification plan. Particular phrases or examples shall not be isolated and treated as a full definition of the class. Specifications shall be descriptive and explanatory of the kind of work performed and may not necessarily be inclusive of all duties performed.
e. An allocation list showing the class title of each position in the regular service as identified by the name of the occupant.
(b)
The classification plan shall be used for the following purposes:
(1)
As a guide in recruiting and examining candidates for employment.
(2)
For determining lines of promotion.
(3)
For determining salaries to be paid for various types of work based on wage surveys and job analyses.
(4)
For determining personnel items in departmental budgets.
(5)
For providing uniform job terminology understandable to all city officials and employees and the general public.
(c)(1) The director shall prepare or direct the preparation of the classification plan as needed. When the plan is completed and adopted by the council, the director shall submit to each department head a copy of the class specifications for each position class and a list allocating the positions in the jurisdiction to the tentative position classes. The department head shall notify employees about the allocation of their respective positions. A copy of the class specification and individual allocation shall be made available to the employee or his or her representative on request.
(2) The director’s responsibilities regarding the plan shall include the following:
a.
Distribute the plan to each department head, with an explanation of the class allocation of each position in the department.
b.
Make the plan available upon request to any employee or member of the public.
c.
Review the duties of each new regular position to be established and allocate the position to a class.
d.
In consultation with the mayor, city manager, department heads, and supervisors, review any position to determine if changes in duties that are more than temporary would warrant reclassification of the position to a different class that is equal, higher, or lower in terms of responsibility and pay grade.
e.
Maintain the classification plan so that it will reflect the duties performed by each employee in the classified service and the class to which each position is allocated by doing the following:
1.
Recommend to the mayor or city manager and council the establishment of new position classes and the deletion or revision of existing classes.
2.
Review the duties and responsibilities of each new position established and allocate the position to the appropriate position class.
3.
Make periodic studies of positions to determine changes in duties and responsibilities and, based on findings, recommend reallocation or reclassification of positions. Classification studies may be made at the request of the mayor, city manager, or council. Changes in duty assignments must be more than temporary in nature, and the current employee must be performing the duties for a sufficient duration to warrant investigation.
4.
Direct the grading and classifying of all positions in the classified service at least once every five years.
(d)(1) When a position is reallocated to a higher position class, a lower position class, or another position class at the same level, the method of filling the position shall be determined under this part regarding transfers, demotions, or promotions as may be appropriate.
(2) The mayor or city manager may recommend to the council the elimination of, or modification to, approved job descriptions and positions in the classification plan together with any pay grade recommendations associated with the position. Upon approval by the council of the proposed changes, any non-exempt regular employee currently serving in a position being eliminated or modified, in which the elimination or modification results in the non-exempt employee’s termination or demotion, shall have all rights of appeal afforded employees solely as to the question of whether the elimination or modification was arbitrary and capricious.

Legislative History

(Act 2024–259, § 8.)