§ 2-36. Evaluation procedures for the position control system.

The personnel director shall evaluate new positions for wage assignment or reevaluate positions which have been modified. The personnel director shall administer the following objectives, policies and procedures:

(1)

Evaluation objectives:

a.

Implementation of policies and procedures for efficient and accurate position evaluation and reevaluation.

b.

Instruction of parish management of the procedures by which evaluation and reevaluation can be initiated, and what kinds of outcomes can be expected.

c.

Compliance with the intent of the Fair Labor Standards Act and the most recent interpretations of Title VII of the Civil Rights Act of 1964 with respect to the relative wages of positions.

d.

Establishment of uniform policies and procedures for resolving disagreements arising from the assignment of wages to positions.

e.

Maintenance of the integrity of the position control system.

f.

Collection, compilation and analysis of position related data via job analysis programs, and to prevent evaluation and reevaluation until sufficient data has been collected to establish the distinguishing features and characteristics of positions.

g.

Establishment and maintenance of an inventory of jobs and job descriptions that delineate, with minimal redundancy, the different jobs needed to describe every position in the position control system.

(2)

Evaluation procedures for the position control system:

a.

Evaluation and job classification: The personnel director shall establish procedures for job analysis and classification. The personnel director may, from time to time, initiate and conduct job analysis and classification studies to establish or maintain the accuracy and integrity of the wage assignment system. The personnel director may defer the analysis or evaluation of a position until a previously planned job analysis, evaluation (audit), classification study, or wage survey has been completed when the results of such study may affect the evaluation of said position.

b.

Assignment of wages:

1.

The personnel director shall assign pay rates to individual employees in the position control system in accordance with council-approved wage policies.

2.

The personnel director shall report to the council in writing any instance of an employee continuing to receive greater remuneration than allotted under the council's wage policies.

3.

The personnel director shall report to the council and the appropriate department head immediately whenever in his opinion the payment of wages or other remunerations to an employee would be in violation of law and council wage policies.

c.

Changes to wage assignments: The wages assigned to establish positions shall be changed by council action only upon consideration of one or more of the following situations:

1.

Changes suggested by the results of a reevaluation study;

2.

Changes suggested by the results of a general or specific audit;

3.

Position status changes, such as part-time to full-time; or

4.

Across-the-board adjustments.

5.

Any other situations pursuant to the provisions of this division.

(Ord. No. 633, § 5, 8-7-85)