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Page 2- <br /> 1 are not limited to: <br /> 2 1. Preparation and recommendation of a classification <br /> 3 plan for consideration by the Civil Service Commission <br /> 4 and the City Council and the preparation and recommen- <br /> 5 dation of revisions to the classification plan for its <br /> 6 maintenance and revision. <br /> 7 2 . Recruitment . <br /> 8 3. Work effectiveness programs . <br /> 9 4. Personnel Files - Such personnel files shall be the <br /> 10 Official City employment history of City employees <br /> 11 and shall contain all Civil Service records, reports <br /> 12 of personnel actions, original copies of all corres- <br /> 13 pondence and memoranda primarily relating to the <br /> 14 employee and any other material deemed appropriate <br /> 15 by the Personnel Officer. Records of a criminal <br /> 16 nature shall be kept in other locations , but in such <br /> 17 cases a notation of their location shall be placed <br /> 18 in the individual 's file. <br /> 19 Access to an employee 's personnel file shall be re- <br /> 20 stricted to the employee, his authorized agents , his <br /> 21 supervisors, the Civil Service Commissioners , and the <br /> 22 City Personnel Staff. An employee may have written <br /> 23 comments placed in his file at any time . <br /> 24 5. Performance records . <br /> 25 6 . Grievance procedures under collective bargaining <br /> 26 agreements . <br /> 27 7. Disciplinary procedures . <br /> 28 8 . Administration of: <br /> 29 a. Pay Plan <br /> 30 b. Eligibility Lists <br /> 31 c . Layoff procedures and policies <br /> 32 d. Hours of work and holidays <br />