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17.01 COMPENSATION AND CLASSIFICATION UNIFORMITY.
All authorized positions in the service of Milwaukee County shall be compensated and classified in accordance with the duties and responsibilities assigned to the position. Positions assigned duties and responsibilities which are similar and which require similar training, education and experience shall be compensated and classified uniformly. The Director of Human Resources shall determine which authorized positions are either not covered or covered by the Fair Labor Standards Act and for those positions which are covered by the Fair Labor Standards Act the Director of Human Resources shall determine which positions are exempt and non-exempt from the Act's provisions. The Director of Human Resources shall maintain listings of all classifications and ranges of compensation (known as Schedule G prior to December 27, 1987), and a listing of all authorized positions by department (known as Schedule H prior to December 27, 1987) in accordance with the provisions of 17.28 of the County General Ordinances.
17.02 DEFINITIONS.
As used in Sections 17.01 to 17.33, inclusive, the following terms shall have the following meanings, to-wit:
(1) "Service" is used to designate functional divisions of the classified service.
(2) "Group" is used to designate a division of a service, and includes offices and employments having duties of a similar character and standard. Each "Group" includes positions with standard titles, duties, classifications and ranges of compensation.
(3) "Title" is used to designate an authorized office or employment for civil service and fiscal control.
(4) "Definition of duties" is used to specify the work requirements of each position in terms of importance, difficulty and extent of supervision and responsibility attaching thereto.
(5) "Compensation" means the salary and wages set forth in the salary and wage schedules in Sections 17.310, 17.311 and 17.32 of the General Ordinances of Milwaukee County.
(6) "Advancement" designates a salary increase within the range of compensation provided for each position title. Such "advancement" is conditioned upon completion of a given minimum term of meritorious service in the same position and is granted without examination.
(7) "Promotion" designates a change from one position to a position of higher grade involving a change of duties and requires a competitive civil service examination.
(8) "Commission" means the Civil Service Commission of Milwaukee County except where the context indicates other commissions, such as the park commission or election commission.
(9) "County Board" means the Milwaukee County Board of Supervisors.
17.03 APPLICATION OF SPECIFICATIONS FOR PERSONAL SERVICE.
(1) The specifications for personal service including standard titles shall apply to all authorized offices and employments in the departments, institutions, boards and commissions in the classified service of the county government, subject to the conditions and regulations included in this ordinance.
(2) The specifications for personal service shall not in themselves be construed to define or prescribe the organization or procedure under which employees shall work or to limit or restrict the responsible administrative officials in exercising supervision or assigning such other duties as may be necessary in case of emergency.
17.04 STANDARD TITLES.
Standard titles shall be used to designate positions in the classified service in all employment records of the county.
17.05 DETERMINATION OF APPROPRIATE CLASSIFICATION OF POSITION.
The following procedure shall be utilized to ensure that all County positions are appropriately classified based upon the duties assigned to and performed by the incumbents of the position.
(1) Creation of additional positions. Each department is limited to the total number of positions or staffing authorized in the adopted annual budget unless an increase or decrease in the number of authorized positions or staffing is approved by the County Board, subject to the review of the County Executive, during the year. After adoption of the annual budget, the number of authorized positions or staffing may be increased or decreased in accordance with the following procedure:
(a) A request to increase or decrease the number of authorized positions within a department shall be forwarded to the County Board Chairman by the appropriate department head with copies provided to the Director of Human Resources and Director of the Department of Administration. Such request shall include as well as the qualifications, duties, title, and compensation expected for any additional positions. All information shall be provided in the format designated by the Director of Human Resources and Director of the Department of Administration and included in the Administrative Manual.
(b) The Director of the Department of Administration shall review each request with respect to need and appropriateness and file a report with the Finance Committee. The Finance committee shall report its recommendation to the County Board.
(c) The Director of Human Resources shall review all requests for new positions or additional staffing to determine the appropriate classification and pay and file a report with the Personnel Committee. The Personnel Committee shall report its recommendation with respect to classification and pay to the County Board.
(2) Reclassification of Existing Positions A Department Head, Appointing Authority or bargaining unit representative authorized by contract may ensure that an existing position is appropriately classified by:
(a) Submitting a reclassification request with respect to an existing position to the Director of Human Resources. All requests, except those submitted by a bargaining representative authorized by contract, shall include an updated position description, detailed information regarding the duties assigned to the position, a summary of the change in duties and other pertinent information in a format designated by the Director of Human Resources. In the event a reclassification request is submitted by an authorized bargaining unit, the head of the department where the position is authorized shall provide the Director of Human Resources with the above noted documents in a timely manner.
(b) The Director of Human Resources shall review the duties assigned to the position as well as any other information provided and submit a recommendation to the requestor.
(1) In the event the requestor concurs with the recommendations of the Director of Human Resources to reclassify a position, the recommendation shall be included on a report distributed to all County Board Supervisors.
(2) In the event the requestor does not concur with the recommendation of the Director of Human Resources both parties may request or provide such additional information as may clarify the appropriate classification for the position. After reviewing the additional information, If both parties concur that a reclassification is appropriate the recommendation of the Director of Human Resources shall be included in a report distributed to all County Board Supervisors.
(3) In the event the requestor and the Director of Human Resources cannot agree on the appropriate classification for an existing position either party may appeal to the Personnel Committee within thirty (30) days of receiving notice of the Director of Human Resources final recommendation. Both parties shall submit a written summary of the rationale for their opinion to the Personnel Committee as well as any other information deemed appropriate. The decision of the County Board on the Personnel Committee recommendation subject to review by the County Executive shall be final and if a change in classification is approved it shall be implemented the first day of the pay period following that in which a resolution adopted by the County Board has been approved by the County Executive and in compliance with collective bargaining agreements.
(c) All reclassification studies shall also be subject to the following:
(1) The Director of Human Resources shall have the authority to administratively add or delete title codes and classifications from the listing of authorized classifications.
(2) The Director of Human Resources shall have the authority to initiate a review of the classification of any authorized position if he/she feels such a review is appropriate.
(3) After adoption of the annual budget no departmental appropriation shall be increased because of the findings of a reclassification review unless a fund transfer is approved by the County Board subject to County Executive review. The Director of Human Resources shall have the responsibility and the authority to reclassify any position to an existing or new classification providing that the Department of Administration has certified that sufficient funds are available within the then existing appropriation of the department within which the position is being reclassified. In the event sufficient funds are not available to cover the cost of reclassifying an existing position, it shall be the Department Head's responsibility to submit a request for fund transfer. In the event the fund transfer is not approved, the Department Head shall restructure the duties of the position to ensure that the existing classification is appropriate. On a monthly basis, the Department of Administration shall be provided with a copy of the reclassification request and a report from the Department of Human Resources which includes the existing and new hourly salary rate for each reclassified position.
(4) An employee who holds a position which is reclassified to a higher pay range shall receive an increase to the next rate in the new pay range which is higher than the rate of pay received in the old pay range or as otherwise approved by the Personnel Committee subject to County Board and County Executive action.
(5) A vacant position reclassified to a classification in a lower pay range shall be implemented the first day of the first pay period following the meeting of the Personnel Committee in the event no action was taken on the specific recommendation contained in the informational report submitted to Committee by the Director of Human Resources. When a filled position is reclassified to a classification in a lower pay range, the incumbent shall be placed on the layoff/recall list for an indefinite time period, without bumping rights, for the higher classification or a comparable classification if the classification is unique and the reclassification shall not be implemented until the position becomes vacant or the incumbent is relocated. In the event the incumbent refuses an offer to be relocated, the position shall be reclassified to the classification in the lower pay range the first day of the first pay period following his/her refusal to be relocated.
(6) The effective date of a reclassification shall determine the date upon which an employee who occupied the position shall become eligible to receive salary increments until the maximum rate of pay for the range is achieved.
(7) Monthly while a reclassification is pending, the Director of Human Resources shall provide a report to the Personnel committee which lists all position reclassification which the Director intends to approve, along with a fiscal note for each. This report shall be distributed to all County Supervisors and placed on the Personnel Committee agenda for informational purposes. If a County Supervisor objects to the decision of the Director of Human Resources within seven working days of receiving this report the reclassification shall be held in abeyance until resolved by the County Board, upon recommendation of the Personnel Committee, and subsequent County Executive action. If no County Supervisor objects, the reclassification shall be implemented the first day of the first pay period following the meeting of the Personnel Committee and in compliance with collective bargaining agreements. In the event the County Board takes no action on a reclassification, after receipt of a recommendation from the Personnel Committee, the reclassification shall be implemented the first day of the first pay period following action by the County Executive or, in the event of a veto, final County Board action and in compliance with collective bargaining agreements.
17.055 REALLOCATION OF EXISTING NON-REPRESENTED CLASSIFICATIONS, WITH THE EXCEPTION OF ELECTED OFFICIALS AND CONSTITUTIONAL OFFICERS.
Whenever labor market conditions or other factors indicate that compensation for existing classifications is not sufficient to recruit and retain qualified employees a Department Head or Appointing authority may request the Director of Human Resources to review the compensation provided for the classification:
(1) The Director of Human Resources shall review the request and inform the requestor of his/her findings. All recommendations of the Director of Human Resources to reallocate a non-represented classification shall be included in a report distributed to all County Board Supervisors. In the event the requestor does not concur with the Director's recommendation it may be appealed to the Personnel Committee within thirty (30) days of receipt of such notice. The decision of the County Board on the Personnel Committee recommendation, subject to review by the County Executive, shall be final. In the event the County Board approves an adjustment in the level of compensation for a classification the action shall be implemented the first day of the pay period following that in which the resolution adopted by the County Board is approved by the County Executive.
(2) After adoption of the annual budget no departmental appropriation shall be increased because of a reallocation review unless a fund transfer is approved by the County Board, subject to County Executive review. The Director of Human Resources shall have the responsibility and the authority to reallocate any position(s) to an existing or new pay range providing that the Department of Administration has certified that sufficient funds are available within the existing appropriation of the Department within which the classification(s) is being reallocated. On a monthly basis, the Department of Administration shall be provided with a copy of the reallocation request and a report from the Department of Human Resources which includes the existing and new hourly salary rate for each reallocated position.
(3) Upon implementation of a reallocation which increases compensation incumbents of the classification shall have their rate of pay adjusted to the same step of the new pay range as they were receiving in the old pay range. In the event a classification is reallocated to a lower pay range, the incumbents of the classification shall have their salary adjusted to that step of the new pay range which is closest to the rate of pay received in the old pay range providing an increase does not result. Implementation of a reallocation shall not alter an employee's anniversary date for potential receipt of an increment.
(4) Monthly while a reallocation is pending, the Director of Human Resources shall provide a report to the Personnel Committee which lists all classification reallocations which the Director intends to approve, along with the fiscal note for each. This report shall be distributed to all County Supervisors and placed on the Personnel Committee agenda for informational purposes. If a County Supervisor objects to the decision of the Director of Human Resources within seven working days of receiving this report the reallocation shall be held in abeyance until resolved by the County Board, upon recommendation of the Personnel Committee, and subsequent County Executive action. If no County Supervisor objects, the reallocation shall be implemented the first day of the first pay period following the meeting of the Personnel Committee. In the event the County Board takes no action on a reallocation, after receipt of a recommendation from the Personnel Committee, the reallocation shall be implemented the first day of the first pay period following action by the County Executive or, in the event of a veto, final County Board action. |