ARTICLE 3. CLASSIFICATION
AND
EFFECTIVE DATE: 05/04/98
COMPENSATION
REVISED DATE:
RULE 301.
CLASSIFICATION
A. NATURE OF PLAN: The Court's classification plan, as approved by the Presiding Judge,
is a
system that provides an inventory of classified positions. The system standardizes job
titles and
descriptions, each of which indicates a range of duties and responsibilities. The
Court Administrator
shall maintain the official classification specifications in the
Classification Plan. The Presiding Judge may
establish new classifications and divide,
combine, alter or abolish existing classifications. Revisions to a
classification specification
or job description may be approved by the Court Administrator.
1. NATURE AND INTERPRETATION OF CLASSIFICATION
SPECIFICATIONS:
Classification specifications are descriptive and explanatory and are not
restrictive. The language
of classification specifications is not all inclusive and shall
not be construed as limiting or modifying
the authority which Division Heads have
to add or delete duties and responsibilities, so long as
such changes fall within the
general guidelines of the classification of the position involved. Changes
of a
material and lasting nature in the duties and responsibilities of a position which are
not within
the general guidelines of the classification must be reported to the Court
Administrator by the
Division Head.
2. CLASSIFICATION TITLE: The classification specification title of a position
shall be used in
all financial and personnel documents.
3. ACCEPTABLE QUALIFICATIONS:
a. Acceptable qualifications are statements of the acceptable background as to
education,
experience, and other qualifications which may be required in all
cases as evidence of an
appointee's potential to perform the work properly.
c. Although not expressed in the classification specifications, all persons
applying for or holding
any position in the classified service shall be required to
meet the following general
qualifications: integrity, honesty, dependability,
industry, thoroughness, accuracy, good
judgment, initiative, resourcefulness,
courtesy, ability to work cooperatively with others,
willingness and ability to
assume and fulfill the responsibilities for employment, health and
physical
and mental abilities compatible with the work assignment. The foregoing
general
qualifications shall be deemed to be part of the acceptable
qualifications of each classification
specification and need not be specifically
set forth therein.
d. Where the position requires the driving of a motor vehicle, the applicant or
employee is
expected to obtain and maintain an appropriate and valid Driver's
License. The employee
is also expected to operate any motor vehicle safely.
The foregoing qualifications shall be
part of the acceptable qualifications of
the classification specification and need not be
specifically set forth therein.
1. ALLOCATION FACTORS: Every position in the classified service shall be
allocated by the
Court Administrator, upon approval of the Presiding Judge, after
consultation with the Division
Head, to the appropriate classification in the Classi-
fication Plan. The allocation of a position to
a classification shall be determined by
the duties and responsibilities of the position. Positions shall
be allocated to the
same classification if they meet the following requirements:
a. Sufficient similarity with respect to duties and responsibilities;
b. Substantially the same requirements as to training and experience, knowledge
and ability;
c. Substantially the same test of fitness; and
d. The same schedule of compensation.
2. OFFICIAL POSITION REVIEW REQUESTS:
An employee who thinks he or she is being worked out of classification may file a written
a. Resolve the concern through informal discussion with the employee and
document the
material resolution. Consultation with the Court Administrator
or representative, may be
necessary for clarification of the classification. It
is the responsibility of the Division Head
to consider all possible options to
resolve the situation without working the employee out
of classification.
b. If the Division Head believes that there is sufficient justification, he or she
may request an
official position review by the Court Administrator.
Documentation supporting the request
shall be forwarded to the Court
Administrator.
3. POSITION REVIEWS AND REALLOCATION OF EXISTING POSITIONS:
a. Upon a written request from a Division Head for an official position review,
the Court
Administrator shall review the request to determine whether a material and lasting change
in the duties or responsibilities of a budgeted
position has occurred. The Court Administrator
may schedule and conduct
an official position review. The Presiding Judge shall determine
whether to
reallocate a budgeted position and then shall take appropriate action,
including
determining appropriate adjustments to salary.
b. A position shall have been allocated to a specific classification before an
appointment,
transfer, promotion, demotion or change in compensation rate or
payment in salary with
respect to that position can be made.
c. Upon formal action of a reallocation request, additional official review
requests on the same
position may not be submitted for at least a six (6)
month period from the date of action.
4. EFFECTIVE DATE: The effective date of all classification actions shall be the
first day of the
pay period following approval by the Presiding Judge.