Teammate Handbook Cover

City of Morgan Hill Personnel Rules Effective Date: January 23, 2008

S ECTION 4 C LASSIFICATION P LAN

4.1 The Plan: The Personnel Officer shall maintain a classification plan which shall consist of the following components:

a. A Classification File containing the job descriptions of all classifications. Job descriptions may include, but not be limited to job definitions, class characteristics, important and essential job functions, marginal/peripheral job functions, qualifications and job requirements, other qualifications, machine/tools/equipment used, physical demands, and environmental and atmospheric work conditions; and

b. An allocation list reflecting the number and departmental location of all budgeted positions included in the current adopted City Budget.

4.2 Classification Studies: The Personnel Officer may initiate a study to determine the appropriateness of any budgeted position’s classification at any time.

4.3 Change in Classifications: When it is proposed by the Personnel Officer that a new classification be created, or an existing classification be changed or eliminated, the City Manager shall submit justification for approval of that action to the City Council. 4.4 Classification Representation: The Personnel Officer shall maintain a list of which classifications are represented and governed by the Memorandum of Understanding of each of the recognized employee organizations.

4.5 Unrepresented Classifications: The City has determined that certain classifications are exempt from representation by recognized employee organizations. They include:

a. Management, professional, and confidential classifications listed in the City Council Resolution establishing salary ranges and benefits for those classifications;

b. Temporary employees who serve at the will of the City Manager; and

c. Contract employees who serve according to the terms of their contracts.

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