Chapter 6 - Classifications
City of Redmond Personnel Manual
Chapter 6 - CLASSIFICATIONS
6.10 Introduction to Job Classification
The Human Resources Department administers and maintains classifications for all positions authorized by the City Council.
6.20 Classification Descriptions
The Human Resources Department develops and maintains descriptions for each classification identifying the type of work, distinguishing characteristics, essential functions, knowledge, skills, abilities, working conditions, minimum qualifications and any certifications or licenses required of the position.
No Vested Right
The City reserves the right to review and revise the classification of all positions. An employee filling a position has no vested right to an existing job classification.
Modification or abolishment of a classification description is not subject to the dispute resolution procedure described in this Personnel Manual.
Interpreting Classification Descriptions
Classification descriptions cover only the general character and attributes common to the positions being described. They are intended to facilitate human resources administration, help structure departments, and aid in employee selection. Classification descriptions are not intended to be exhaustive. Specific expressions or illustrations describing typical duties and qualifications of a classification do not exclude other duties and qualifications not specifically mentioned. An employee may not refuse assigned work because it is not explicitly included in the classification description for the position.
6.30 Classification Titles
The title assigned to each classification is used in all official papers, personnel actions, budgets, and payroll documents.
6.40 Classification Review Request Process
A classification review request can be initiated by an employee, supervisor, and/or a department director. The department director authorizes the classification review request and submits to the Human Resources Director. The Human Resources Director will consult with the department director, evaluate each request, and make a recommendation to the Mayor. The Mayor (or designee) approves or denies a classification review and/or reclassification.
Reclassification shall be based on the following criteria:
- New Duties – Addition or deletion of the position’s duties and responsibilities.
- Changed Duties – Change in the nature of the position’s duties and responsibilities.
- Changed Qualifications – Change in the qualifications for the position.
- Reorganization – Consolidation, reorganization, reassignment of the duties, or restructuring of position responsibilities.
Effective Date: The Human Resources Director establishes the effective date of the reclassification after consulting with the department director.
- Higher Classification – If a position is reclassified to a classification with a higher pay range, the employee occupying the position shall receive an increase in pay of 7% or to the minimum of the new pay range, whichever is greater. The employee’s pay anniversary date will be adjusted to the date of reclassification and will receive a pro-rated evaluation (see Section 10.10 Performance Appraisals).
- Lower Classification – If a position is reclassified to a classification with a lower pay range, the employee's pay shall continue at his/her prior level, the employee’s pay anniversary date does not change, and the following conditions shall apply:
- If an employee's pay prior to a reclassification falls within the limits of the pay range of the new classification, then the employee’s pay rate will not change as a result of the reclassification. The employee will be eligible to receive merit increases under the same schedule as other employees in the new classification.
- If an employee's pay prior to a reclassification is above the limit of the pay range associated with the new classification, then the employee's salary will be frozen at the rate of pay prior to reclassification at the rate of pay prior to reclassification. The employee will not be eligible for merit pay increases or any annual across-the-board pay adjustments until such time as the pay range for the new classification reaches or exceeds the employee’s salary. At that time the employee will be assigned the maximum rate within the classification’s pay range.
6.60 Special Assignments
Every employee of the City is subject to special assignment different from the employee’s usual work and possibly outside the employee’s usual department. Special assignments are made by the Mayor and are for a designated period of time. In the event that a special assignment results in the employee working in a higher paying classification, the employee shall be paid consistent with Section 7.90 Working Out-of-Class and/or in the relevant collective bargaining agreement.