Section 600.614 Position Classification and Compensation

Section 600

Section 600.614  Position

Classification and Compensation

a)         Position Classification

1)         Organizational Structure:  The organizational structure of the

Office shall be as established by the Auditor General and maintained on file.

2)         Positions and Service:  The establishment and abolition of

positions and duties shall be at the discretion of the Auditor General.  All

employees serve at the discretion of the Auditor General subject to the

employee rights established by this Subpart.

3)         Classification Plan:  The Auditor General shall maintain, and

revise when necessary, a uniform position classification plan for positions

necessary to carry out the duties of the Office.  The classification plan shall

be based on the similarity of duties and responsibilities assigned so that the

same schedule of pay may be equitably applied to all positions within a

classification, under the same or substantially the same employment

conditions.  Employees shall be classified by position and each position

classification shall be governed by a formal, written position description

approved by the Auditor General.  Any change in salary or any change to a position

description impacting an employee incumbent in that position shall be recorded

as a personnel transaction.

4)         Allocation:  It is the responsibility of each Director to

report any significant changes in the duties of any position within the

organizational unit.  At the request of a Director, a survey, audit, or other

investigation as may be deemed necessary by the Director shall be made to

determine the proper allocation of any position to a classification.  Upon

written request of an employee, an investigation as may be deemed necessary by

a Director shall be made to determine the proper allocation of the employee's

position

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organizational unit.  At the request of a Director, a survey, audit, or other

investigation as may be deemed necessary by the Director shall be made to

determine the proper allocation of any position to a classification.  Upon

written request of an employee, an investigation as may be deemed necessary by

a Director shall be made to determine the proper allocation of the employee's

position.  It shall be the responsibility of the Director of the organizational

unit in which the position is located to notify the employee of the

determination concerning the proper allocation of his or her position.

5)         Reconsideration:

A)        Within 30 days after receiving notice of the decision, the

employee may make a request in writing of the Director for reconsideration of

the decision.  Thereafter, the Director shall reinvestigate the duties and

responsibilities of the position and, if necessary, of related positions.  The

employee shall be given a reasonable opportunity to be heard.

B)        After the re-investigation, the Director shall render a

decision in writing and it shall be served on the employee in person or by

certified mail, return receipt requested, at the employee's last address shown

in the personnel file.  The effective date of the reconsidered decision shall

be the effective date of the allocation decision giving rise to the

reconsideration request.

C)        An employee wishing to appeal the reconsidered decision shall

be entitled to a hearing by the Grievance Review Committee in accordance with

the procedures established in Section 600.670 of this Part

t address shown

in the personnel file.  The effective date of the reconsidered decision shall

be the effective date of the allocation decision giving rise to the

reconsideration request.

C)        An employee wishing to appeal the reconsidered decision shall

be entitled to a hearing by the Grievance Review Committee in accordance with

the procedures established in Section 600.670 of this Part.

6)         Assignments

to other Classifications:  An employee whose position has been allocated to a

classification having a higher, lower, or same maximum permissible salary or

rate may remain in the position, provided however that the Director shall

determine in the case of allocation to a class having a higher maximum salary

or rate whether, considering the nature of the change in duties, the employee

is qualified for the position.

7)         Revised

Class Requirements:  When requirements for a classification are revised and the

duties and responsibilities of positions comprising the classification remain

essentially unchanged, incumbents in these positions who qualified under the

previous requirements for the classification will be considered qualified.

b)         Compensation Plan

1)         Establishment of Plan:  The Auditor General shall establish

and maintain a Pay Plan for all employees.  The Pay Plan shall designate a

salary range for each position classification.  The salary for any particular

position shall be fixed by the Auditor General within the designated salary

range and based, in his discretion, on the duties, responsibilities and work

requirements of that position as they relate to the total duties,

responsibilities and work requirements of the Office.

2)         Provisions of the Pay Plan:  The Pay Plan shall provide for

starting rates of pay, and the time and manner in which subsequent changes of

salary may be made.  The rate each employee is to be paid shall be set forth in

appropriate documents contained within his or her personnel file

hat position as they relate to the total duties,

responsibilities and work requirements of the Office.

2)         Provisions of the Pay Plan:  The Pay Plan shall provide for

starting rates of pay, and the time and manner in which subsequent changes of

salary may be made.  The rate each employee is to be paid shall be set forth in

appropriate documents contained within his or her personnel file.  The Pay Plan

may also include other provisions not inconsistent with law to assist in the

administration of good personnel practices for the Office.