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,ti = ARTI -CLE II
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POSITION CLASSIFICATION PLAN
SECTION 1. PURPOSE: The purpose of the classification plan
is to provide a complete and continuous inventory of all positions
in the city service and accurate descriptions and specifications
for each class of employment. The plan standardizes titles, each
of which is indicative of a definite range of duties and responsi-
bilities, and has the same meaning throughout the city service.
SECTION 2. COMPOSITION OF THE CLASSIFICATION PLAN: The
classification plan consists of:
A. A grouping into classes of positions which are approxi-
mately equal difficulty and responsibility, which re-
quire the same general qualifications, and which can be
equitably compensated within thesame range of pay under
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ORDINANCE NO. 10,881
AN ORDINANCE ADOPTING A POSITION CLASSIFICATION FOR
THE CITY OF LITTLE ROCK, ARKANSAS; PROVIDING FOR THE
ADMINISTRATION THEREOF; DECLARING AN EMERGENCY; AND
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FOR OTHER PURPOSES.
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BE IT ORDAINED BY THE BOARD OF DIRECTORS OF THE CITY OF LITTLE
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ROCK, ARKANSAS
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ARTICLE I
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GENERAL PROVISIONS
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SECTION 1. PURPOSE OF THE ORDINANCE: This ordinance sets
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forth the principles and procedures that are to be followed by
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the city administration in putting into effect and maintaining
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its position classification and pay plans, to the end that per -
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sonnel problems may be dealt with on a systematic and equitable
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basis and that the principle of equal pay for equal work may be
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observed in the city service.
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SECTION 2. POSITIONS COVERED BY THE ORDINANCE: This ordi-
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o nance applies to all positions and offices of the city service
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identified herein.
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,ti = ARTI -CLE II
c a�
POSITION CLASSIFICATION PLAN
SECTION 1. PURPOSE: The purpose of the classification plan
is to provide a complete and continuous inventory of all positions
in the city service and accurate descriptions and specifications
for each class of employment. The plan standardizes titles, each
of which is indicative of a definite range of duties and responsi-
bilities, and has the same meaning throughout the city service.
SECTION 2. COMPOSITION OF THE CLASSIFICATION PLAN: The
classification plan consists of:
A. A grouping into classes of positions which are approxi-
mately equal difficulty and responsibility, which re-
quire the same general qualifications, and which can be
equitably compensated within thesame range of pay under
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comparable working conditions.
B. A class title, descriptive of the work of the class,
which identifies each class.
C. Written class specifications for each class of posi-
tion, containing a description of the nature of the
work and of the responsibility of the positions in the
class, examples of work which are illustrative of duties
of positions assigned to the class, requirements of
work in terms of knowledges, abilities, and skills
necessary for performance of the work, a statement of
experience and training desirable for recruitment into
the class, and, in certain cases, necessary special
qualifications.
SECTION 3. CLASS TITLE: Class titles shall be used in all
personnel, budget, appropriation, and financial records. Titles
used in the course of departmental routine or in dealings with
the public to indicate authority, status in the organization, or
administrative rank may continue to be used for such purposes.
SECTION 4. CLASS SPECIFICATIONS: Specifications are to
be interpreted in their entirety, and in relation to others in
the classification plan. Specifications are deemed to be des-
criptive and explanatory of the kind of work performed and not
necessarily inclusive of all duties performed.
SECTION 5. USES OF THE CLASSIFICATION PLAN: The Classifi-
cation plan shall be used
A. In preparing public announcements of examinations or
vacancies.
B. As a guide in preparing examinations that will measure
the qualifications .needed to adequately perform the
work of the class.
-3-
C. In determining fines of promotion and in developing
an employee training program.
D. In determining personal service items in the several
departmental budgets.
E. In determining salaries for various types of work.
F. In providing uniform job terminology understandable
by all city officials, employees, and the general pub-
lic.
SECTION 6. ORIGINAL ALLOCATION OF POSITIONS: As promptly
as practicable and not more than three months after the adoption
of the classification plan, and after consultation with depart-
ment heads, appointing authorities shall allocate each position
in their respective services to the appropriate class therein,
on the basis of its duties, responsibilities, and authority.
SECTION 7. MAINTENANCE OF THE CLASSIFICATION PLAN: The
City Manager shall be responsible for the preparation and contin-
uous maintenance of the classification plan so that it will re-
flect on a current basis the duties being performed by each
employee in the city service and the class to which each position
is allocated. The City Manager shall make necessary amendments
to the classification plan in the form of new classes, revisions
of existing classes, and the abolition of classes no longer re-
quired in the plan. The City Manager shall submit such amend-
meets to the Civil Service Commission for approval, whenever
such changes affect civil service positions. Revisions of class
specifications and reallocations within the classification plan
shall be made as follows:
A. The City Manager shall study the duties and responsi-
bilities of each new position as it is created and on
the basis of this study place the position in the
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appropriate class within the classification plan.
B. Changes in the duties and responsibilities of any posi-
tion involving either the addition of new assignments
or the taking away or modification of existing assign-
meets shall be reported to the City Manager by depart-
ment heads. If these are determined to be permanent,
or more than minor changes, and to justify reallo-
cation to a different classification, the City Manager
shall place such position in its appropriate classifi-
cation. Reallocations involving civil service posi-
tions shall be reported to the Civil Service Commission
for appropriate action.
C. The City Manager shall periodically review the classi-
fication of positions and upon the basis of his in-
vestigations may combine, abolish, or, if necessary,
establish new classifications. Amendments to the classi-
fication plan which affect civil service positions shall
be submitted to the Civil Service Commission for approval.
D. An employee may at any time submit a written request to
the City Manager for a review of the allocation of his
position, setting forth the reasons justifying the re-
view. The City Manager shall make or cause to have made
an investigation of the position with a view to deter-
mining its correct allocation. The decision of the City
Manager shall be in writing, shall be final,and shall be
reported to the employee.
SECTION 8. EFFECT OF REALLOCATION OF POSITIONS: The status
held by employees at the time of original adoption of the classi-
fication plan shall not be affected by the allocation of such
positions to classes which encompass duties and responsibilities
similar in level and occupational type to those of the former
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classifications. Further, at the time of original adoption of
the classification plan, an incumbent of a civil service position
who through diligent application to his work has developed his
position over a long period of time by the assumption of addi-
tional and progressively more difficult duties and responsibi-
lities, so that it warrants a higher classification, may attain
status in such position under conditions prescribed by the Civil
Service Commission.
ARTICLE III
THE COMPENSATION PLAN
SECTION 1. Composition of the Compensation Plan: The Com-
pensation plan shall include:
A. The Schedule of Standard Salary Ranges as follows which
can be changed only by the Board of Directors:
,.:
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SCHEME OF S WDARD SAIARY RA=
Range
Raw
Nvmber
A
H
C
D
E
F
Nunbe
(10
(1)
330
7,35
141
148
156
165
(1
(2.)
(2)
135
141
148
156
165
175
2
(3)
141
148
156
165
175
185
13
R 3
(4)
148
156
165
175
185
195
(4
156
165
175
185
195
205
(5)
6(5)
.3
(6)
165
175
185
195
205
23,5
(6)
(7)
175
185
195
205
215
225
(7f
(8)
185
195
205
215
225
235
(8
(9)
195
205
215
225
235
245
(9
RN)
(10)
205
215
225
235
245
255
(10)
1.
(31)
215
225
235
245
255
265
(11)
R2.)
(12
225
235
245
255
265
280
(12 )
13
(13�
235
245
255
265
280
295
(13)
14.3
(74)
245
255
265
280
295
310
(14)
(15.)
(15)
255
265
280
295
310
325
(15)
(16)
265
280
295
310
325
340
(16�1167:3
(1-7
280
295
31.0
325
340
355
(17)
.)
(�-8)
295
310
325
340
355
370
(18;
R18
9.)
(19)
310
325
340
355
370
385
(19;
(20 .
(24)
325
340
355
370
385
405
(20,
(21.)
(21)
340
355
370
385
405
425
(21
22.
(22)
355
370
385
405
425'
445
(22,
23 .
(� 3)
-370
385
405
425
445
465
(23 )
24.
25.3
(24)
385
405
4o5
425
425
445
445
465
485
(24)
(25)
465
485
510
(25
.
{26)
425
445
465
485
510
535
(26
M .
(27)
445
465
485
510
535
560
27
(28.)
(23)
465
485
510
535
560
585
(29 . )
(29)
485
510
535
560
585
610
(30 .
.(30
570
535
560
585
61.0
6ho
(30
(31.)
(M
535
560
585
610
640
670
31
(32)
560
585
610
640
670
700
82
82
3:�
(.3)
585
610
640
670
700
730
(33
(34.)
(34)
610
640
670
700
7;a
760
(34)
56:
(35)
640
670
700
730
760
790
(35,
�33 �
(36)
670
700
730
760
790
830
(36.
37.
(37
700
730
760
790
830
870
{37;
38.
�38)
730
760
?90
830
870
910
(38:
39.
39)
760
790
830
870
910
950
(39,
(40.
(40)
?90
830
870
910
950
'990
(40)
(41.
(41)
830
870
910
950
'990
14040
(41)
(42.5
(42)
870
910
950
990
1040
1;090
(42)
43 ,
(43)
910
950
.990
14 040
14090
1 ;145
(43;
44.3
C44)
{45)
950
'990
1;040
1;%-0
1
1;090
1;145
1;145
1;200
1;200
(44;
990
;090
1 ;260
44456:
(46)
1;040
1;090
14345
1 ;200
1 ;260
4320
(46,
(47.)
(47)
1;090
4145
14200
14260
4320
4380
(47)
M)
4345
1;200
1x260
1;320
1;380
34440
(48)
50.
(4,9)
1 ;200
1 ;260
14320
1380
1s440
1;500
(49)
t50 -
42,60.
1,320
1.,.330
1,440
1 500
1!560
(50)
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B. The Official Salary Plan (consisting of minimum and
maximum rates of pay and intermediate steps for all
classes of positions) as follows which can be changed
only by the Board of Directors:
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-8-
OFFICIAL - Salary Plan
Class
Mot low
Length of Range
ManthlY & ETM2 r P&
Class Title
Work Week Number
A D
F
•.(1.)
XX CLERICALS FISCAL, AND ADM USTRATIM
a.
General
1.
105 Clerk I
40
(10)
205 215 225 235 245
255
2,
106
clerk II
40
(15)
255 265 280 295 310
3�5
3.
107
Clerk 111
40
(20)
325 340 355 370 3%
405
4.
109
Clerk Typia t I
40
(10)
205 215 225 235 245
255
5.
110
Cb rk Typist II
40
(13)
235 245 255 265 280
295
6.
u2
Clerk StenogralAwr I
40
(u)
215 225 235 245 255
265
7.
113
Clerk Stenographer II
40
(15)
255 265 280 295 310.
325
8.
u6
Switchboard Operator
40
(10)
205 21,5 225 235 245
255
9.
118
Refreshment Stand operator
48
(13)
235 245 255 265 260
295
b.
Fiscal
' 1.
120
Clerk Cashier
40
48.60
(lA)
(12))
205 215 225 235 245
225 235 245 255 265
255
280
2.
122
Parking motor collector
40
(12)
225 235 245 255 265
280
3.
124
Revenue Collector
40
(19)
310 325 340 355 370
385
4.
126
Deputy MY Revenue Collector
40
(22)
355 370 365 405 425
445
5.
327
City Revenue Collector
--
(27)
445'465 485 520 535
560
6.
128
Parchaaing Assistant
4o
(16)
265 280 295 310 325
340
7.
129
Purchasing Agent
40
(26)
425 445 465 485 510
535
-9-
OFFIGIAL
xr$83,zIry Plan . Schedule II (Continued)
;lase Length
of Range Monthly & Hourly Pay Rates
Mo.
Class Title Work Week Mudmr
A B C D R
F
Fiscal (Conttd)
8.
137
Bookkeeping Machine Operator
40
(14)
215 255 265 280 295
310
9.
139
Account Clerk
40
all
(14)
245 255 265 280 295
40M
310
10.
142
Finance officer
-r
(27)
445 b65 485 510 535
Wt 1 d*
560
C.
4111
AFfivem __ _ -__ __
Addmistrative
ws
Ok
Fti ryr.INm
1.
150
City Clerk - Treasurer
«.
(22)
355 370 385 405 425
W6
2.
152
Personnel Assistant
40
(16)
265 280 295 310 325
340
3•
154
Civil Service Director
--
(29)
485 510 535 560 585
610
4.
158
Assistant City Attorney
40
(23)
370 385 405 W 415
465
5.
159
City Attorney
40
(35)
640 670 700 730 760
790
(2 .) Hy PUBLIC SAFETr
a .
Police
1.
205
Police Patrolman
40
(18)
295 310 325 340 355
370
2.
205A
Police Patrolman (Investigator)
40
(19)
310 325 340 355 370
385
3.
206
Detective - Sergeant
40
(19)
310 325 340 355 370
385
4.
207
Police Sergeant
40
(21)
340 355 370 385 4%
425
5.
208
Police Lieutenant
40
(23)
370 385 405 425 445
4%
6.
209
Police Captain
40
(25)
4055 425 445 465 485
510
7.
215
Assistant Police Chief
40
(26)
425 445 4%4% 510
535
8.
216
Police Chief
-••
(32)
560 585 610 640 670
700
9.
220
Police Training Officer
40
(23)
370 385 405 425 445
465
10.
222
parking Mauer Bnforoment officer
40
1.A=AA
(lo)
205 215 225 235 245
9PA 944 994 94W gig
255
11.
226
Cook
40
( 9)
195 205 215 225 235
245
OFFICIAL
-10-
tROM Salary Plan - Schedule II (Continued)
Class
Length of Range
Montisl & Hout Pa ,Rates
�7C
- Not
Class Title Work Week Number
......_
- - - -B
_ .. .. P r.
`.�_..
..
b.
Fire
1.
230
Firefighter
72
(18)
295 310 325 340 355
370
2.
231
Firefighter - Driver
72
(19)
310 325 340 355 370
385
3.
232
Fire Captain
72
(21)
340 355 370 385 405
425
4.
;33
District Fire Chief
72
(24)
385 405 425 445 465
485
5.
234
Assistant Fire Chief
72
(26)
425 445 465 485 510
535
6.
235
Fire Chief
--
(32)
560 585 610 640 670
IM
7.
237
Fire Prevention Inspector
44
(22)
355 370 385 405 425
445
8.
239
Drillmaster
44
(23)
370 385 405 425 445
465
9.
241
Fire Equipment Mechanic I
42
(19)
310 325 340 355 370
385
10.
242
Fire Equipment Mechanic II
42
(22)
355 370 385 405 425
445
11.
244
Departmental Secretary - Fire
44
(20)
325 340 355 370 385
405
C .
Public Safet CC mounications
- ..r.rrrr.r �....� -.�
1.
245
caummications Operator (Fire)
72
16)
265 280 295 310 325
340
(Police)
40
(16)
265 280 295 310 325
340
2.
247
Fire Alarm Superintendent
44
(22)
355 370 385 405 425
445
(3.))M PUBLIC HEALTH
a.
305
Animal Control Worker I
48-60
( 9)
195 205 215 225 235
245
b.
306
Animal Control Worker II
4"0
(12)
225 235 245 255 265
280
C.
310
sanitarian (general)
40
(17)
280 295 310 325 340
355
(Meat)
45
(18)
295 310 325 340 355
370
(Milk)
d.
312
Senior Milk sanitarian
4548
(21)
340 355 370 385 405
425
e.
314
Milk and Meat Control Director
.»
(26)
425 445 465 485 510
535
f-
315
Chief Enviro metal sanitarian
Now
(22)
355 370 385 405 425
445
g-
317
Laboratory Technician
40
(14)
245 255 265 280 295
310
48
(15)
255 265 280 295 310
325
V4 1e29 336 143 350
157
h.
319
Clinic Nurse
40
(16)
265 280 295 310 325
340
1.
321
Public Health Education Director
.»
(22)
355 370 385 405 425
445
j.
322
Public Health Director
--
(40)
790 830 870 910 950
990
(5.) U , INGDOR a AND DIRECTION OF PUBLIC WORKS AND UTILITIES
U1�tTMAL
-11-
tjoad
Salary plan .. Schedule II
(Continued)
40
(19)
310 325 340 355 370
385
Claw
610
length of
Range
& Hou9tes
Month]9 rl
!
355 370 385 405 425
445
—
Claw Title
Work Meek
Number
�"
355 370 385 405 425
445
_
614
Building Inspector
40
(20)
325 340 355 370 385
405
(4.) IN PUBLIC RECREATION
620
Engineering Aide I
40
(lit)
a.
405
Recreation Aide
40
(9)
195 205 215 225 235
245
295 310 325 340 355
325 340 355 370 385
410
Recreation Center Supervisor
40
(16)
265 280 295 310 325
340
b.
415
003.f professional - M%nager
--
(20)
325 340 355 370 385
405
c .
d.
418
Animal Curator - Keeper
48
(15)
255 265 280 295 310
325
-'
(23)
370 385 405 425 445
465
e.
420
Zoo Director
f-
425
museum Director (Fine Arts)
--
(25)
405 425 445 465 485
510
(Natural History)
9.
430
Parks and Recreation SuperintendAInt-"
(31)
535 560 585 6io 64o
670
(5.) U , INGDOR a AND DIRECTION OF PUBLIC WORKS AND UTILITIES
a.
Engineering and Allied
1.
605
Building Standards Assistant
40
(19)
310 325 340 355 370
385
2.
610
Meatrical Inspector
40
(22)
355 370 385 405 425
445
3.
612
plumbing and Gas Inspector
40
(22)
355 370 385 405 425
445
4.
614
Building Inspector
40
(20)
325 340 355 370 385
405
5.
620
Engineering Aide I
40
(lit)
245 255 265 280 295
310
6. 621
Engineering Aide II
40
48
(18)
(20)
295 310 325 340 355
325 340 355 370 385
370
405
-12-
OFFICIAL
W4PU= Salary plan .. s�hedii�.e fI {bo6iill��
gagineering and A=ed (Continued)
Class
....ot Class Title
7. 628 City Engineer
8. 630
9. 632
b.
1. 640
2. 642
3. 644
4. 646
5. 648
6. 650
1•
planning and Traffic Director
Planner
Length of Range Monthly & Hourly Past Rates
Wow k We k Ids r A B C D E F
N (32) 560 585 610 640 670 700
vow (36) 670 700 730 760 790 830
40 (25) 4o5 425 445 465 485 510
Public Woks Direction
Building Maintenance Superintendent- -
Autmoti*e Maintenance 3uperintenden -•
City Electrician '-
Sanitation Superintendent
Street Maintenance Superintendent --
Public Works Director --
•
a CUB
• •►
Custodial,
2. 707 Custodian
3. 709 Watchman
(23) 3?0 385 405 425 445 465
(23) 370 385 405 425 445 465
(27) 445 465 485 510 535 560
(27) 445 465 485 510 535 560
(25) 405 425 445 465 485 510
(38) 730 760 790 830 870 93.0
48
( 9)
195
205
215
225 - -- - --
.94
.99
3.404 1.09 -- ---
4o
(10
2o5
215
225
235 - -- - --
46-50
(11)
215
225
235
245 - -- ---
4o
( 9)
195
205
215
225 - -- ---
60
(10)
205
215
225
235 --- ---
-13-
OFFICIAL
Salary Plan — Schedule II (Continued)
" a•�ri..ry ua_u nc a•� n���t•r��aaaa�.� a.n�u•.�� � �naaaaa►�.
u ai tea.,:
1. 743 Meter Repairman 40 (16) 265 260 295 310 325 340
� •• . . . 11
— L
Class
Labor Supervision
Jength of
Range
Mmth39 & Sour PAY Rates
�A
No.
ter,
Class Title
Work Meek
��r
Number
B Q Z F
aa� a• a•i• ••• a� r
��a.
310
340
b .
General
Foreman II
40
(17)
1-
711
laborer
40
(9)
195 205 235 225 --- ---
(22)
355 370 385 405 425
445
45
(10)
2o5 215 225 235 --- ---
......
(17)
280 295 310 325 340
48
(31)
215 225 235 245 --- ---
2.
732
Semiskilled laborer
40
44-,45
(12)
(13)
225 235 245 255 --- ---
235 245 255 265 --- ---
48
(14)
245 255 265 275 --- _..✓
3.
7)S
public Works Utilityman
40
(18)
295 33.0 325 340 --- ---
4.
72o
Equipment operator I
40
48
(12)
(14)
225 235 245 255 265 ---
245 255 265 280 295 ---
5•
721
Equipment Operator IT
40
(15)
255 265 280 295 310 ---
48
(17)
280 295 310 325 340 ---
6.
722
Equipment operator III
40
48
(18)
(20)
295 310 325 340 355 ---
325 340 355 370 385 ---
" a•�ri..ry ua_u nc a•� n���t•r��aaaa�.� a.n�u•.�� � �naaaaa►�.
u ai tea.,:
1. 743 Meter Repairman 40 (16) 265 260 295 310 325 340
� •• . . . 11
— L
c•
Labor Supervision
1.
725
Foreman I
40
48
(14)
(16)
245 255 265 280 295
265 280 295 310 325
310
340
2•
726
Foreman II
40
(17)
280 295 310 325 340
355
3•
728
General Foreman
40-48
(22)
355 370 385 405 425
445
4.
730
Greenkeeper
......
(17)
280 295 310 325 340
355
5•
732
Refuse Collection InspectOr
40
(17)
280 295 310 325 340
355
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u ai tea.,:
1. 743 Meter Repairman 40 (16) 265 260 295 310 325 340
� •• . . . 11
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-14-
,OFFICIAL
' XbiflC Salary Plan » Schedule II
(Contivded)
.].ass
Length of
Range Monthly & Hourly Pay Rates
No„
Class Title
Work Week
Nber
A
B C D L
F
Trades (Cont'd)
2.
747
Automotive Serviceman I
40
48
( 9)
(11)
195
215
205 215 225 235
225 235 245 255
245
265
3.
l48
Autwnotive serviceman II
48
J12 �
245
255 265 280 955
310
4.
750
Automotive Mechanic I
48
(18)
5
280 0 325 340 355
370
5.
751
Aliiomotive Mechanic It
40
4$
(2�)
( )
3 5
3 5
5
ro
385 4o5 405
415
i
r
6.
756
*IX ova
Lineman
40
(16)
265
280 295 310 325
340
7 •
758
Z] ectrical Foreman
40
(22)
355
370 385 405 425
4115
8.
760
sign Painter
40
(16)
265
280 295 310 325
346
9.
762
Maintenance Plumber
40
(16)
265
280 295 310 325
340
10.
764
Welder
40
(16)
265
280 295 310 325
340
11.
766
Building Maintenanceman
40
44
(16)
(17)
265 280 295 310 325
280 295 310 325 340
340
355
C.
Plant and Facility operation and Supervision
wi
1-
770
unww
Boiler Fireman
40
A
(12)
I � w \
225 235 225 255 265
w+ w. wI�I �i■ i
280
�R
AJ
-15-
SECTION 2. DEVELOPMENT AND MAINTENANCE OF SALARY RANGES:
Salary ranges shall be linked directly to the plan of position
classification and shall be determined with due regard to ranges
of pay for other classes, relative difficulty and responsibility
of positions in the class, availability of employees in parti-
cular occupational categories, prevailing rates of pay for simi-
lar employment in private establishments in the Little Rock area,
rates of pay in other jurisdictions, cost -of- living factors, the
financial policies of the city, and other economic considerations.
The minimum and maximum and intermediate steps of each salary
range shall be those rates in the basic salary schedule which
most nearly reflect these factors.
Prior to the preparation of each annual budget as well as
at other times, the City Manager shall make or cause to have made
such comparative studies as he deems necessary of the factors af-
fecting the level of salary ranges. on the basis of information
derived from such studies, the City Manager shall recommend to
the City Board of Directors for approval changes in the assign-
went of salary ranges to classes. Such changes shall be accomp-
lished by increasing or decreasing the number of pay steps in the
assigned salary ranges where less than the full range has been
assigned, or by the assignment of a higher or lower pay range, in
whole or in part, as provided in the schedule of standard salary
ranges. In the case of the second type of change, the rate of
pay for each employee in the affected class shall be adjusted
the appropriate number of steps in conformance with the adjust-
ment of the salary range for the class so as to retain his same
relative pay step position in the newly assigned range, provided
that any employee receiving a salary in excess of the new maximum
rate for the class to which his position is allocated shall receive
j'
-16-
no further increase.
SECTION 3. APPOINTMENT RATE: The minimum rate of pay for
a class shall be paid upon appointment to the class, except that
appointment rates above the minimum rate may be paid if the de-
partment head submits a written request outlining reasons for
such action which are approved by the City Manager and, as ap-
propriate, other appointing authority, justification for approval
will be limited to recognition of exceptional qualifications
of an eligible or lack of available eligibles at the minimum
rate. If a former employee is re- employed in a class in which he
was previously employed, the City Manager or other appointing
authority, may make an appointment at the same rate of pay which
the employee had been receiving at the termination of his ser-
vices, if that rate is at or above the established minimum rate
at the time of re- employment. Upon the satisfactory completion
of a probationary or work test period, a new employee hired at
a minimum rate should be advanced to the second step in the pay
range for his class.
SECTION 4. SALARY RANGES: Salary increases within ap-
propriate ranges shall be from one step to the next higher step
and, except as otherwise provided, shall be made annually at the
time of the development of departmental budgets and upon the recom-
mendation of department heads, as indicated by service ratings or
other pertinent data. For increases to the two highest rates of
the appropriate pay range, the recommendation of the department
head must include a positive showing of exceptionally meritorious
service on the part of the employee, and the employee must have
completed not less than one year at the next lower pay grade.
Notwithstanding the provisions of the foregoing paragraph, a
department head may grant salary increases of more than one step,
-16-
no further increase.
SECTION 3. APPOINTMENT RATE: The minimum rate of pay for
a class shall be paid upon appointment to the class, except that
appointment rates above the minimum rate may be paid if the de-
partment head submits a written request outlining reasons for
such action which are approved by the City Manager and, as ap-
propriate, other appointing authority, justification for approval
will be limited to recognition of exceptional qualifications
of an eligible or lack of available eligibles at the minimum
rate. If a former employee is re- employed in a class in which he
was previously employed, the City Manager or other appointing
authority, may make an appointment at the same rate of pay which
the employee had been receiving at the termination of his ser-
vices, if that rate is at or above the established minimum rate
at the time of re- employment. Upon the satisfactory completion
of a probationary or work test period, a new employee hired at
a minimum rate should be advanced to the second step in the pay
range for his class.
SECTION 4. SALARY RANGES: Salary increases within ap-
propriate ranges shall be from one step to the next higher step
and, except as otherwise provided, shall be made annually at the
time of the development of departmental budgets and upon the recom-
mendation of department heads, as indicated by service ratings or
other pertinent data. For increases to the two highest rates of
the appropriate pay range, the recommendation of the department
head must include a positive showing of exceptionally meritorious
service on the part of the employee, and the employee must have
completed not less than one year at the next lower pay grade.
Notwithstanding the provisions of the foregoing paragraph, a
department head may grant salary increases of more than one step,
-17-
or more frequently than specified above, upon submitting detailed
written statements to the City Manager and as appropriate other in-
dependent appointing authority specifying the employee's exceptional
performance or the unusual employment conditions that make such
action necessary and after approval of such increase by the City
Manager and, as appropriate, other independent appointing authority.
Salary increases or decreases resulting from the adjustment
of salary ranges in accordance with Section 2 of Article III shall
not prevent withinrange increases in accordance with this section.
SECTION 5. TOTAL REMUNERATION: Any salary rate established
for an employee shall be the total remuneration for the employee,
not including reimbursement for official travel. Except as other-
wise provided, no employee shall receive pay from the city in ad-
dition to the salary authorized under the schedules provided in
the salary plan for services rendered by him either in the dis-
charge of his ordinary duties or any additional duties which may
be imposed upon him or which he may undertake or volunteer to per-
form. No reward, gift, or other form of remuneration in addition
to regular compensation shall be received from any source by em-
ployees for the performance of their duties. If a reward, gift,
or other form of remuneration is made available to any employee,
it shall be credited to a designated employees' fund. But this
provision shall not preclude monetary recognition of employee sug-
gestions for the improvement of city services.
SECTION 6. SUBSISTENCE ALLOWANCES: Subsistence or main-
. �
tenance allowances received in lieu of cash shall be considered
as part of the total salary. Whenever subsistence is allowed in
lieu of cash, a schedule of such charges together with a statement
of the policy and rule to be followed in making the charges shall
be established by the City Manager and, as appropriate, other in-
Ewa
dependent appointing authority.
SECTION 7. PAY FOR PART -TIME WORK: Whenever an employee
works for a period less than the regular established number of
hours a day, days a week, or weeks a month, the amount paid shall
be proportionate to the time actually employed for the class,
unless special circumstances require some upward revision of
this rate. Such revisions shall be subject to the approval of
the City Manager and, as appropriate, other independent appoint-
ing authority.
SECTION 8. HOURLY AND DAILY RATES: A department head may
request hourly or daily rates of pay for classes of positions
when conditions of employment, in his opinion, warrant such action.
Rates set by such action shall be consistent with the established
monthly rate. A schedule of hourly and daily rates, approved by
the City Manager, and, as appropriate, independent appointing
authority, will be provided a department head who desires to esta-
blish any such rates for a class of positions. Any hourly or daily
rates to be set for positions shall be governed by the rules re-
lating to monthly rates.
SECTION 9. PAY RATES IN TRANSFER, PROMOTION, OR DEMOTION:
If an- employee is transferred, promoted, or demoted, his rate of
pay for the new position shall be determined as follows:
A. If the rate of pay in the former class is less than the
minimum rate established for the class of the new posi-
tions, the rate of pay shall be advanced to the minimum
for the class.
B. If the rate of pay in the former class is more than the
maximum rate established for the new class, the pay shall
be reduced to the maximum rate or an intermediate in-
creament of the new range as determined by the department
head.
r.. 4 '
-19-
C. If the rate of pay of the former class falls within the
new range of pay of the new class, the salary rate shall
remain the same in the case of transfer, shall be in-
creased one step in case of promotion, and, at the
discretion of the department head, shall remain the
same or shall be adjusted to a lower step in case of de-
motion.
SECTION 10. OVERTIME PAYMENT: Overtime authorized by the
department head shall normally be compensated for by allowing em-
ployees an equal amount of time off. Monetary compensation for
authorized overtime may be authorized by the City Manager and,
as appropriate, independent appointing authority, for specified
classes and in special situations. The granting of such authority
shall be conditioned upon uniformity and equality of treatment
among employees. No allowance of any kind shall be provided for
overtime work not authorized by the department head.
SECTION 11. INITIAL EFFECT OF THE PLAN: All persons sub-
ject to the provisions of these regulations who are receiving
less than the maximum rate for the class,of positions which they
hold on the effective date of the salary plan shall be increased
to that established rate in the appropriate salary range will re-
sult in an increase of not less than five dollars per month, pro-
vided that no increase may be granted which would have the effect
of placing an employee's salary above the maximum rate for his
class. Employees who are receiving less than the minimum rate
for the class of positions which they hold on the effective date
of the salary plan by an amount in excess of one pay step, shall
be increased to a rate below the established minimum which will
give them a pay increase of at least one full step on the standard
salary schedule. Employees whose salaries are in excess of the
rt �
-20-
maximum rate assigned to the class to which their positions
are allocated may thereafter receive the same rate unless the
effect and intent of future salary plan adjustments is the gener-
al reduction or salaries, but shall not be eligible to receive
any further salary increases until they occupy positions which
have a higher maximum salary rate.
SECTION 12. VALIDITY AND SEPARABILITY. If any clause or
section, sentence or phrase of this Ordinance is for any reason
held to be invalid or unconstitutional by the courts, such de-
cision or decisions shall not affect the validity or constitu-
tionality of the remaining portions of this Ordinance; and the
Board of Directors of the City of Little Rock hereby declares
that it would have passed this Ordinance and each section, sen-
tence, clause or phrase thereof irrespective of the fact that
any one or more of the other clauses, sentences, sections or
r phrases were to be declared invalid or unconstitutional.
SECTION 13. EMERGENCY: Whereas there are -inequities_in
salaries and position classifications among all employees in
the service of the City of Little Rock which severely affects
the morale and efficiency of said employees thereby affecting
the public peace, health and safety of all citizens of said City;
and, that this ordinance will correct these inequities, now,
therefore, an emergency is hereby declared to exist and this
ordinance being necessary for the preservation of public peace,
on January 1 1
health and safety shall take effect
SECTION 14. REPEAL:;.W CONFLICTING ORDINANCES: Sections
2, 3, 4, 5, 6, and 10 of Ordinance No. 10,783 passed April 28,
1958 and all other ordinances and parts of ordinances in conflict
are hereby repealed.
PASSED: December 15, 1958
ATTEST: APPROVED:
City Clerk
yor.
C��