Section 1. Classification Plan: The classes of positions described in the official classification and salary schedules, entitled "Salary Schedule (year), Department of Personnel" and "Salary Schedule for Civil Service Employees, Cincinnati Public Schools", as published with such modifications as may be made thereto from time to time in accordance with these rules, shall constitute the official classification plan for all positions in the service of the City of Cincinnati and the Cincinnati Public Schools, respectively (with the exception of teaching, educational, research and library positions). No person shall be employed or regularly assigned to work under any classification not appropriate to the duties to be performed. The official classification and salary schedules as hereby made a part of these rules.
Section 2. Class Specifications: The Secretary shall maintain in office a record showing for each classification established the classification title, the duties performed, the responsibilities involved in each classification and the minimum qualifications to be required of applicants seeking appointment. The official copy of such specifications shall be endorsed with the date of adoption and the signature or initials of the Secretary or an employee authorized to make such endorsement. All amendments to the specifications adopted under these rules shall be similarly endorsed. The official class specification shall be open to the public at all times during business hours.
Section 3. Class Specifications Interpreted: The specifications of classes of positions in the classification plan are hereby declared to have the following force and effect:
A. They are descriptive and explanatory and are not restrictive. The use of a particular expression or illustration as to duties, qualifications, or other attributes shall not exclude others not mentioned if such others are similar in kind or quality, nor to limit the power of appointing authorities to modify or alter the detailed tasks involved in the duties of any position. When a substantial change of duties is made, except for a temporary period or by the addition of duties that are incidental to the main employment, such change shall be reported to the Commission within 60 days with a view to a possible reclassification of the position.
B. In determining the allocation of a given position the specifications shall be considered as a whole. Consideration shall be given to the general duties and responsibilities, the examples of duties cited, the minimum entrance qualifications, and relationships to other classes as affording an inclusive picture of the employment the class is intended to embrace.
Section 4. Allocation of Positions to Classes: Upon recommendation of the Secretary each position in the civil service (with the exception of teaching, educational, research and library positions) shall be allocated to the appropriate class by the Civil Service Commission. The allocation of any position to its appropriate class shall involve the adoption of the class title for all positions in the class in payroll records, in requests to the Civil Service Commission for the certification of eligibles, and in all similar employment processes and documents.
Section 5. Classification of New Positions: Whenever a new position is to be established, the appointing authority or principal executive officer shall report such fact to the Civil Service Commission and transmit a comprehensive description of the duties. The Commission shall thereupon investigate the actual or suggested duties and qualification requirements and allocate the position to its appropriate class in accordance with the classification plan.
Section 6. Reclassification of Positions and Incumbents: Each appointing authority is responsible for maintaining the integrity of the classification plan by assigning employees duties which are appropriate for their class in accordance with these rules and the applicable class specification. No supervisor may deliberately assign higher level duties except for a temporary promotion or temporary transfer situation.
When the duties and responsibilities of existing positions are changed, the appointing authority or principal executive officer shall report such fact to the Commission within 60 days of such changes, and transmit to the Commission a full statement of the circumstances, a description of the duties and applicable conditions of employment, if any; copies of such notices shall be provided for the affected employee(s). Requests for audits of positions may be initiated by the Commission, the Civil Service Secretary, an appointing authority or principal executive officer, or an employee working in the position.
The Commission staff shall, after investigation and review of job duties, work samples and/or any other appropriate documents or evidence, allocate or reallocate every position to the appropriate class. The appointing authority, principal executive officers and employees concerned shall have the opportunity to appeal a draft version of the classification report prior to approval by the Commission.
Incumbents holding permanent status in a position reclassified to a higher or different class, as approved by the Commission, shall be automatically certified by the Commission to the reclassified position effective from the date of approval by the Commission provided, however, that the incumbent is on an appropriate eligible list for the classification and within a certifying range under normal circumstances prescribed in Rule 8, Section 1 of these rules. In cases where the incumbent is not on an appropriate eligible list, the employing agency must request certification from an appropriate list to permanently fill the position, and the incumbent must be reassigned to an appropriate position for his classification. In cases where no eligible list exists for the reclassified position, the employing agency must request that an eligible list be prepared to permanently fill the position. In either case, a temporary transfer or temporary promotion rotating the employing unit's eligible employees must occur until the reclassified position is permanently filled.
Incumbents of positions reclassified to a classification having a lower salary range shall be given the opportunity to return to a vacant position in the former classification. If a vacancy does not exist at such time, the name(s) of the incumbent(s) shall be placed on a preferred eligible list by seniority for the former classification. An individual declining an offer to return to the former classification shall have his rate of pay immediately frozen at its current rate. The rate of pay shall remain frozen as long as he occupies the lower level position, or until the rate of pay for the lower classification which he is in, equals or becomes greater than the frozen rate.
In cases where an incumbent's classification has been deleted from the official classification plan, and that incumbent has been reclassified to a classification having a lower salary rate, the incumbent shall have his/her classification charged to reflect the new duties but shall retain his/her salary rate. Such position shall be filled at the proper class upon being vacated by the incumbent. His rate of pay frozen at its current rate until it becomes equal to or less than the rate of pay for the current classification.
Employees will be reclassified when they have transferred to a position classified differently than the employee but having the same salary range, have been voluntarily demoted, or demoted for disciplinary reasons.
Section 7. Amendment of the Classification Plan: The Commission, as it deems necessary and after conference with the appointing authorities and principal executive officers involved, may establish new classes, abolish, merge or divide existing classes and amend the class specifications to meet changing conditions.
Section 8. Dual Classifications (applicable only to the Board of Education): Where it is determined by the appointing authority, with the approval of the Commission, that it is frequently necessary for an employee to perform duties outside of his classification, such employee may be appointed to a class involving such duties and retain his original classification. Competitive examination shall be the means of selection for dual class if the position is of a higher level than the original classification, except as the Commission shall otherwise determine. Any subsequent full time vacancy in the higher classification shall be filled by the employee holding a dual classification with the highest seniority in that class and in the same employing unit. No employee may be made full time in any higher class unless his last service rating was at least "satisfactory".
