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Section 2. CLASSIFICATION PLAN
The Classification Plan in use by the City when this ordinance is adopted shall be the official Classification Plan of the City of El Paso.
The Classification Plan consists of three basic parts, as follows:
1. A listing of established classes and written job specifications to cover each position included in the plan.
2. A system for keying all covered positions into the Plan, so that each position can be suitably identified.
3. Rules and procedures for keeping the classification Plan up-to-date.
2.1 ALPHABETICAL LISTING OF CLASSES
The alphabetical listing of job classes in use by the City when this ordinance is adopted shall be the official listing of established job class titles with their corresponding codes and grades which are hereby adopted as covering the positions included in the classification Plan. The Human Resources Director or his/her designee shall create and maintain a document titled Ordinance 8064 Appendix “A” (Job Classifications). The Human Resources Director or his/her designee shall maintain an updated Appendix “A” following any classification changes. (Amended 11/15/05 and 08/28/07)
2.2 ADOPTION OF CLASS SPECIFICATIONS
The job specifications describing the typical duties and defining the minimum requirements for all positions in the classified service currently adopted and in use by the City are hereby adopted.
A) The title of each class specification shall be the official designation of the class of positions to which it is assigned.
B) Each of the job specifications will include a general purpose statement that has a definition of the distinguishing characteristics of each class of positions in the Plan. It shall indicate and be construed as setting forth in general terms only the scope of responsibility or responsibilities delegated and the inherent kind or kinds of work to be performed by employees in the job class, as well as the type of supervision received from above, if any, and the extent of authority exercised over others, if any.
C) The job class specifications shall describe typical duties that may be assigned. The duties listed are to be construed as setting forth examples representative of specific operations and services usually and customarily performed by employees in the class of positions that involve the competent application of the normally required knowledge, abilities and skills. It is not to be assumed that each example listed will be performed by all employees within the job class nor that any one employee therein will perform only the examples listed. The example of duties are illustrative only with respect to the class of positions as a whole and do not prescribe the duties of any employee holding a position therein. Department Heads shall have the right to assign employees to duties not included in the list of duties performed, provided such duties are similar in nature to those described, and utilize knowledge, abilities and skills of comparable scope or level to those required. In addition, Department Heads shall also have the right to assign employees to common miscellaneous duties not explicitly described when necessary for such organizational effectiveness and efficiency purposes as sustaining and balancing work flow, and developing employee capabilities. These general incidental assignments do not exceed the bounds of the job class to which the incumbent’s position has been allocated.
They include, but are not limited to the following examples:
o Temporarily substitute on designated aspects of work of absent employees as qualified.
o Impart functional knowledge to less experienced employees.
o Participate in special projects or represent the organization on ad hoc committees.
o Engage in selected responsibilities of other positions under closer than normal supervision for training purposes.
o Record and report status and results of activities.
o Maintain workplace, tools, equipment and materials in clean, orderly, safe and operable conditions.
D) The minimum qualifications in the job specifications shall be the basis for the admission or rejection of applicants to examinations for the respective job classes in the Plan.
E) Additions, deletions and revisions of the job specifications that do not affect the arrangement or rearrangement of a position or office into a class, subdivision or grade shall be made upon the authorization of the City Manager or his/her designee. Additions, deletions or revisions that affect the arrangement or rearrangement of a position or office into a class, subdivision or grade, shall be made upon the recommendation of the City Manager or the Human Resources Director by amendments made through resolution, upon approval of the Civil Service Commission and City Council. (Passed 4/06/04, Amended 3/15/05)
2.3 ALLOCATION OF POSITIONS TO JOB CLASSES
Each position in the classified service shall be evaluated and allocated by the Human Resources Department, submitted to the Civil Service Commission for recommendation and then to City Council for final approval in accordance with the rules of the Civil Service Commission. (Amended 11/15/05 and 8/28/07)
2.4 STAFFING TABLE CHANGES
Requests for additions or deletions of positions within departments shall be submitted to the Human Resources Department. The Human Resources Department, after review of the request in cooperation with the Office of Management and Budget, will submit a recommendation to City Manager or his or her designee who will make the final determination on the request. Any changes will be recorded in the Human Resources Department in a position control summary listing of all City departments. (Amended 11/15/05)
2.5 MAINTENANCE OF THE CLASSIFICATION PLAN
The Human Resources Department shall be responsible for the administration and maintenance of the Classification Plan. (Amended 11/15/05)
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