25D - AGMT - CLASSIFICATION STUDY

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- To which of the group'sjob classes, and at what level, are the subject position's essential functions similar to the subject position, and if so: Are they sufficiently comparable (+/- 20% guideline) to be allocated to thatjob class, utilize the same job title, require the same minimum qualifications, and be assigned to the same salary range, If the City does not currently have a sufficiently comparable job class, what should be the subject position's occupational job class and title, and: What should the recommended occupational classification action be, No Change (N), Title Change (T), Merge With Other Job Class (M), New Job Class (J). We may find that ajob class is overly broad and encompasses several job activities which are regarded with significant salary difference in the marketplace. In such an instance, we will recommend "splitting" the job class into the current job class and a new job class which encompasses the different job activities. 5. Undated Class Specifications — 1601ncluderl We can prepare an updated classification specification in the City's standard or other selected format for each occupational job class. Focus will be on the Essential Functions and Minimum Qualifications. The specifications or descriptions may include (not limited to) the following components: Job Title — Definition Education, Training and Physical Requirements Distinguishing Characteristics Essential Functions Experience Licenses and Certifications FLSA Exempt/Nott-Exempt Status Non -Essential Functions Mental Requirements Desired Knowledge and Skills Supervision Exercise/Received Working Conditions 6. Draft Classification Pian Review with Personnel and Department lleads We will conduct a review of our initial position classification recommendations and draft class specifications with the City's Project Team and respective department beads to identify possible errors, obtain feedback, and solicit suggestions for clarification. IN 25D-14