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Section 6 Classification and Compensation Plans

6.01 Classification Plan

As required by the Charter, the Commission shall administer a countywide classification and compensation plan that includes the classified employees (if any) of the County Executive’s office, departments and agencies, County Council, Public Defender, Prosecutor, Personnel Review Commission, County Planning Commission, and the County Audit Committee.

The classification plan shall be administered and maintained by the Commission and is subject to approval by County Council. The plan shall provide for the classification and standardization of all positions in the County’s classified service. The classification system will serve to organize the work performed by the County’s classified employees, and will organize positions into classifications on the basis of duties and responsibilities. Classifications are organized into class series, which groups two or more classes that are similar in the type of work but differ in levels of complexity, difficulty, and managerial responsibility. Each position within the classified service shall have a corresponding classification specification which shall contain the minimum qualifications for appointment to the class.

Each position within the unclassified service shall have a corresponding job description which shall identify the basis upon which the position is exempted from the classified service.

[Reference Sections 303.01 and 303.04(A) of the County Code]

6.02 Competitive and Noncompetitive Classes

Anytime a classification is created, the Commission shall determine whether the class is to be designated as competitive or noncompetitive. In making this determination, the Commission shall consider the following factors:

(1) The practicality of testing for the class by competitive examination in accordance with generally accepted psychometric standards;

(2) Whether the class requires peculiar or exceptional qualifications of a scientific, managerial, professional, or educational character as demonstrated by:

     a. the level of education, the field of study, and the degree of specialization required;
     b. the kind, level, and amount of work experience required;
     c. a special license or certificate required; and/or
     d. any recruiting or other information relating to the number or availability of qualified applicants.

(3) Whether the class consists of unskilled labor positions; and

(4) Any other relevant information.

Upon revision of a classification or at the request of the Director of HR, the assignment of a class as competitive or noncompetitive shall be determined by the Commission.

6.03 Compensation Plan

The Commission shall administer a compensation plan for the County’s non-bargaining classified employees, and shall recommend to County Council such modifications as needed to ensure the system provides for compensation based on merit and fitness and to ensure pay equity in like classifications. The Commission’s administration of the classification and compensation plans includes but is not limited to performing job analysis, salary surveys, periodic classification and compensation system reviews to ensure system components support the principles of merit, fitness, and pay equity, development of position descriptions and classification specifications, and research of best classification and compensation practices. The Commission shall recommend those best practices in classification and compensation to County Council as needed to ensure pay equity in like classifications. Job audits will be conducted by the Department of Human Resources.

[Reference Section 303.04(B) of the County Code]

6.04 Modifications to the Classification and Compensation Plans

Proposed modifications to the Classification and/or Compensation Plan(s) shall be posted on the Commission’s website for a minimum of seven (7) days prior to the Commission taking any action on the proposed modifications. The posting will state the date of the Commission meeting at which the proposed modifications will be considered.

The public shall be permitted to comment regarding the proposed modifications during the public meeting at which the proposed modifications are being considered by the Commission (see Rule 4.01).

If the proposed modification(s) is approved by a majority vote of the Commission, such modification(s) will be referred to County Council for its consideration. Modifications to the Classification and Compensation Plans are effective only after approval by County Council.

Notwithstanding the foregoing, the PRC Director is authorized to approve minor revisions to the Classification and/or Compensation Plan(s) if such revision does not alter the meaning or intent. If the PRC Director makes such a change, a record will be created to reflect the modification and the purpose of the change.

6.05 Unclassified Service

The unclassified service consists of positions that are specifically exempted from the classified service by general law. Persons employed in a position in the unclassified service serve at the pleasure of the Appointing Authority and may be removed from their unclassified position at any time for any lawful reason.

6.06 Civil Service Status Reports

All Appointing Authorities shall provide quarterly reports to the Commission detailing the appointment of employees to the classified and unclassified service.

The Department of Human Resources shall provide an annual list to the Personnel Review Commission of all current employees and their civil service status.

The content of any written report described in this Rule shall not confer any additional rights upon the employee before the Personnel Review Commission or in any other appellate body with jurisdiction over an appeal of the employee.

[Reference Section 303.04(A) of the County Code]