HomeMy WebLinkAboutOrdinance No.09-1970MICROFILMED AMENDED
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ORDINANCE' NO. 9-70
AN ORDINANCE ADOPTING PERSONNE'l, POLICIES
170R'I'ImE' CITY 017 CAPE CANAVERAL, FLORIDA;
PROVIDING AN I;FI7GCI'IVE DATE.
1313 1'I' ORDAINLD 131" niL cin, COUNCIL.OI7'I HE CITY
OF CAPE CANAVERAL, FLORIDA, as follows:
WHEREAS, the City Council deems it advisable and in
I the best interests of the City of Cape Canaveral and its employees to
establish personnel policies, and
WHEREAS, the City Council of the Cin' of Cape Canaveral,
1710rida, has formulated a Program of personnel policies, a copy of which
Is attached hereto and made a part hereof.
NOW, THERE'FORI3, RE 1'I' ORDAINLD BY THE CITY OF
CAPL CANAVERAL, FLORIDA:
SLCI'ION 1. 9'11e Personnel Policies, attached hereto and
made a part hereof, are hereby adopted as the Personnel Policies of the
City of Cape Canaveral, Florida.
SIiCTION Z. All Ordinances or parts of Ordinances In
conflict are hereby repented.
SECTION 7. 'Ihis Ordinance shall beconle effective
immediately upon its adoption.
ADOPTLD by the City Council of Cape Canaveral, Florida,
this 3rd day of November1970.
Mayor
APPROVED AS TO FORM:
C' C \',J \Cnrl'nl' \'
First Reading: October C111970
Posted: Octohor 7, 1970
Second Reading: November 3, 1970
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CITY OF CAPE CANAVERAL
CAPE CANAVERAL, FLORIDA,
PERSONNEL POLICIES
MICROFILMED
3.13.80
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MICROFILMED
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DEFINITIONS 3-13-80
1.
WORK DAY - Hours of' work refers to the number of hours an
employee is scheduled to work In any twenty -Your hour period.
2.
WORK -WEEK - Work -week refers to the number of hours regularly
scheduled to be worked during any seven consecutive days, as
defined in job description. (Regular work -week - 40 hours)
3,
PERMANENT EMPLOYEE - A permanent employee is one who has sat-
isfactorily completed his period of probation and works full
time.
4.
TE14PORARY EMPLOYEE - A temporary employee is one who is em-
ployed for an .indefinite period of time, but usually not to
exceed six months.
5.
PART -TIME EMPLOYEE - A part -time employee is an employee who
serves in a position requiring no more than 75 per cent nor
less than 25 per cent of a normal work week.
6.
OVER -TIME PAY - Over -time pay means the compensation made for
the work done in excess of the normal work period,
7.
MAY - The .word "may" shall be interpreted as permissive.
8.
SHALL - The word "shall" shall be interpreted as mandatory.
9,
NEPOTISM - Nepotism is the employment of relatives.
10.
II- MEDIATE FAMILY - Immediate family means husband, wife, son,
daughter, father, mother, father -in -law, mother -111 -law, brother,
sister, or any relative living in the same household.
11.
SECOND DEGREE OF AFFINITY - Degrees of affinity refer to the
relationships existing due to marriage. The second degree re-
fers to the relationship of a man to Ilia mother- in -lay., or father-
in -law.
'
12,
THIRD DEGREE OF COIJSANGUIIJITY - Degrees of consanguinity refer
to relationships of birth or blood. The third degree of consan-
guinity refers to a relationship between a person and his nephew,
niece, uncle or aunt.
13.
CITY MANAGER - Refer to Ordinance 22 -66 and to Article VI,
Section 1 of the City Charter.
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SECTION I AUTHORIZATION, RESPONSIBILITY AND ADMINISTRATION
1. AUTHORIZATION - Except for those positions established
by the City Charter, Ordinances and /or Resolutions, all
positions or offices in the City of Cape Canaveral to-
gether with rates of pay are created and authorized by
the City Manager with approval of the City Council.
2. RESPONSIBILITY - The City Manager shall be responsible
for, but may delegate, the work of administering these
policies and procedures including, but not limited to,
the processing of salary advancements, the determination
of proper salary ratos.wlthin the existing ordinance
provisions and the preparation of rec omnendat ions and
Initiation of approved revisions of salary schedules
based on changes on cost of living and prevailing rates
of pay for comparable positions outside the City service.
Any changes recommended by the City Manager shall be,con-
sidered by the City Council and the changes in the salary
schedules deemed appropriate shall be effective upon
favorable action by the City Council. The City Manager,
with the assistance of others designated by him, shall
develop a program of overall personnel administration
including, but not limited to, in- service training, career
development and employee and vehicular safety programs.
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3, ADMINISTRATION - Department heads will be responslble
for effective administration of these policies and pro -
cedures within their respective departments. However,
routine matters pertaining to enforcement or accomplish-
ment may be delegated. Department heads will also en-
force and maintain proper standards of discipline and
personal conduct among their employees and are vested
with discretionary authority to practice the following
suggested forms and sequence of remedial measures Inci-
dent to the operating rules of their department.
a) Calling the attention of any employee to any
unsatisfactory conduct or performance of duties.
b) Personal reprimand of the employee.
c) Supensionof the employee without pay for an
appropriate cause, subject to review and approval
by the City Manager.
d) Demotion of employee to a position in a lower
classification, subject to review and approval
by the City. Manager,
e) Dismissal of an employee subject to review and
approval by the City Manager.
f) The City Manager shall inform the City Council
of the dismissal of any employee.
SECTION II QUALIFICATIONS
I. PHYSICAL STANDARDS - Except as herein provided, all new
employees will be required to satisfactorily undergo a
prescribed medical and physical examination to be made
by medical authority designated by the City. The purpose
of the examination will be the determination and certi-
fication of physical fitness and ability to perform
duties of the positions to which appointment is being
considered. A physical examination may be required of
any employee at any time. Physically handicapped persons
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will be considered for employment In certain positions
provided they execute a suitable form acknowledging the
pre- exiatance of their condition and certifying that
they have been fully informed regarding the duties and
working conditions of tile positions in which they are to
be employed. Medical examinations required by the City
will be at the City's expense.
2. AGE REQUIREMENTS - Age limits may be indicated in some
job specifications. Where no limits are specified the
minimum and maximum ages for initial employment will vary
in accordance with the duties and responsibilities of the
position, the conditions under which they are to be per-
formed and according to the best judgement of the depart-
ment head. However, nc person under 18 years of are or
over 65 years of age will be hired in any full time posi-
tion. Continued employment after age 65 will be at the
discretion of the City Manager and City Council.
3, POLITICAL AND RELIGIOUS AFFILIATI OHS - 110 political,
fraternal, or religious affiliations shall be considered
as qualifying or disqualifying conditions of employment
with the City of Cape Canaveral nor shall such affilia-
tions be permitted to Influence any action or recommenda-
tion relating to present employees.
SECTION III RESTRICTIONS
1. NEPOTISM - No person related within the second degree of
affinity or within the third degree by consanguinity to
the Mayor, Councilmen, or the City Manager shall be em-
ployed in any office position, clerkship or paid service
of the City of Cape Canaveral.
SECTION IV PERSONNEL POLICIES
1. BASIS OR EMPLOYMENT - All employment with the City shall
be based on merit, ability and physical and moral fitness
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a) Training and experience as reflected by the
application form and other documentation, cer-
tification, registration, etc. as requested.
b) Mental examination or performance testa if de-
alred.
c) Pre - employment physical examination.
d) Character and /or credit investigation by the
City Manager and /or head of the department con-
cerned.
e) A new employee will be on probation for a period
Of six (6) months, during which time he may be
terminated at the discretion of the City Manager
and /or department head.
r) The initial week'a pay of a new employee will
be retained by the City until the termination of
his employment.
2, TYPE OR POSITIONS
Permnnent - These are positions with a required work week
equaling or exceeding the full time established work week.
These are positions which offer career possibilities and
the ultimate likelihood of retirement.
Temporary - These are positions (with a part -tine, full-
time or an hourly basis) anticipated to be of comparatively
short time or definitely limited in duration.
3, RESIDENCE - All other qualifications being equal, appli-
canto living inside the corporate limits of the City of
Cape Canaveral may be given preference when appointments
to positions are being made,
11. OUTSIDE EMPLOYMENT - The City Manager discourages per -
manent employees engaging in outside work for pay. Em-
ployees shall be required to submit request for permission
to hold outside employment to their department head for
approval. Conflict of interest positions will not be
permitted.
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5. STANDARDS OR CONDUCT - To an unusual extent and in a
particular sense, employees in the municipal organiza-
tion are the "goodwill ambassadors" of the City of Cape
Canaveral and such status involves a degree of duty and
obligation regarding public and private conduct which is
not common to many other classes of employment. The atti-
tude and deportment of a City employee should at all times
be as such an to promote the goodwill and favorable atti-
tude of the public toward the City Administration and its
programs and policies. Improper conduct is sufficient
grounds for dismissal.
G. PROMOTIONS - In -so -far as may be consistent with the in-
terest of the City, vacancies in job classifications may
be filled by promotion of qualified employees in lower
classifications.
7. AUTHORITY FOR ABSENCE - No employee shall be absent from
hLs regular scheduled duties except by authority of his
department head or responsible supervisor. Employees
absent due to reasons beyond their control will be res-
ponsible for explaining their absence to the department
head or other responsible authority as soon as possible
after the beginning of their assigned shift or regular
schedule of duties. Except in cases of leaves incident
to vacation or illness all absences for periods in excess
of one week must be approved by the City Manager.
B. SPECIFIC GROUNDS FOR DISMISSAL - Any of the following acts
of conduct on the part of an employee will constitute
grounds for prompt dismissal by either the department hand
or City Manager.
a) Conviction under a felony charge:
b) Repeated convictions of misdemeanor charges such
as speeding, reckless driving, or accidents in-
volving injury to persons or damage to property
or equipment.
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c) Use of intoxicates while on .duty or reporting
for scheduled duty under the influence of alcohol.
d) Flagrant or persistent insubordination.
e) The unauthorized use or possession of narcotics
or other dangerous drugs (narcotics - shall be
defined as set forth in Chapter 398 of the Florida
Statutes, most current edition).
f). Inciting or engaging in strikes or riots.
g) Blisappropriation or unauthorized use of city
equipment, tools, machines; funds, etc.
h) Incompetence or repeated neglect of duty.
1) Repeated failure or neglect to meet credit ob-
ligations, particularly open accounts.
J) unauthorized absence from duty without satisfactory
explanation.
Ic) Falsifying employment application.
9. DISCIPLINARY SUSPENSIONS - Under justifiable circumstances,
the City Manager, or a department head subject to review
and approval by the City Manager, may suspend an employee
without pay for a period not in excess of sixty days. Any
offense of a similar nature occuring within three years
will constltute grounds for dismissal. An employee charged
with a law violation may be suspended without pay until
the charge is dismissed, or until a decision settling the
case is rendered. A verdict of "not guilty" or a dismissal
of the charges will make the suspended employee eligible
for reinstatement upon such terms and conditions as may be
specified and approved by the City Manager.
10. RE- EMPLOYMENT OF DISMISSED Pa,-SONS - Persons who have been
dismissed from the municipal service will not be considered
fm re- employment except under extenuating circumstances.
11. TERNdINATION OF EMPLOYMENT
a) In order to resign in good standing, employees
in permanent positions should give at least two
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weeks notice of their intentions. In event of
failing to observe this requirement, the depart-
ment head will have the discretionary authority
to terminate employment the date the employee's
intent to resign is received. All terminated
employees will be required to surrender and re-
turn to their department or other proper source
all records and property of the City of Cape
Canaveral which may be In their possession or
custody.
b) Requests for immediate payment of termination
pay will be honored in cases where employees are
being dismissed on short notice. Otherwise de-
partment heads should not submit supplemental pay-
. rolls unless approval for doing, so has been ob-
tained from the City Manager.
12. COMPLAINTS AND GRIEVANCES - It shall be the general policy
of the City to anticipate and avoid oceurrencesof valid
complaints or grievances, and to deal promptly with any
which may arise. Except where there is an acceptable
reason for not doing so, all matters of this .nature will
be handled and transmitted through supervisors in the
following order:
a) Immediate supervisor
b) Department head
c) City Manager
Each of the above officers will discuss all relevant cir-
m
cumstanc ea taith the person or persons Srtediately con-
cerned, notify the City Manager, and endeavor to adjust
the matter to the extent of his authority, on a basic .
satisfactory to all parties concerned, and subject to
review and approval by the City Manager. If unable to
effect a satisfactory adjustment of a particular problem
or question, each of the above officers will in turn submit
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MICROFILMED 3.13.80
the problem to the next authority indicated, together
with a written report setting forth such Information and
recommendations as he may consider pertinent. If and
when such matters are referred to the City Manager, he
will make such further investigation as he may consider
necessary, followinL which he may either render a per-
sonal decision or review his decision with the City Council,
either of which actions should be final and binding upon
all parties concerned.
IMPARTIAL ACTION - No department head or other official
of employee whose duties involve the approval or making
of recommendations relative to the qualifications of can-
didates for employment or promotion, or in connection with
disciplinary action against employees, shall permit their
recommendations or decisions to be unduly influenced by
heresay information, or by the personal prejudice of either
themselves or other persons.
REQUEST FOR PERSONNEL - When departments submit requests
to the City Manager or his authorized representative for
persona to fill vacancies such requests shall Include the
title of the position to be filled and all other informa-
tion as may be needed to enable the City Manager to satis-
factorily find the personnel being sought by the department.
Requests for personnel should be made reasonably far in
advance of actual need when circumstances permit.
SECTION V COMPENSATION
1. SALARY AND ADVANCEI•SENT
a) Entrance Salary Rates - Upon initial appointment
to any pooltion the salary shall be at the entrance
or first step rate, except as otherwise provided
herein, and advancement from the entrance rate to
the maximum rate within a salary range shall be
by successive steps. The City Manager may approve
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MICROFILMED 3.13 -80
initial compensation at higher steps in the
appropriate salary schedule when experience,
Skill, training, or temporary conditions of the
labor market justify the action.
b) Salary Rates After Separation - When an employee
returns to duty in the same clean or position
after separation from service with the City of
not more than one year, he may at the discretion
of the department head receive the rate in the
salary schedule corresponding to the step rate
received at the time of 1110 separation and may
be paid such a rate for at least the length of
time normally required for advancement to the
next higher step. Any employee separated from
employment with the City for more than one (1)
year will be subject to the terms In Section V,
1 a.
c) Rate of Pay on Promotion - In any case where an
employee In promoted to a position or a class
with a higher salary schedule, the entrance rate
Shall be at the lowest step In the higher Salary
schedule that will provide an increase over the
salary received immediately prior to such promo-
tion. Subsequent advancement to higher Steps in
the new grade shall be on the name basis an des -
cribed in Section V, 1 d.
d) hlerlt Advancement lJithin A Salary Schedule - Pro -
greaSion from a Step within a salary schedule to
the next succeeding step shall be based on merit.
The determination of merit being ascertained by
the department head from periodic evaluation of
the employee's performance and Submitted to the
City Manager for approval or disapproval. Only
in rare caneo shall a merit increase be given
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prior to the elapsed time an provided by Sec -
t1on V, 1 e.
e). Intervals in Salary Schedule -.The minimum per -
iods of service required prior to advancement
to the next . higher step within salary grades are
based on the following:
1) The minimum period of service required for
the first salary advancement after appointment
to a position shall be six months. This per-
. iod of service shall be (mown as the proba-
tionary term of employment.
2) The minimum period of service required for
advancement into the next higher salary step
within grade shall be after an employment
period of twelve months and annually there-
after until the employee reaches the top of
his salary schedule.
2. WAGES, HOURS, ETC.
a) Wages, salaries and working schedules for various
positions shall be in accordance with the provi-
oionso£ the official pay plan, including amend -.
ments, and within the limitations of the financial
provisions of each department ,as approved by the
City Council for each fiscal year.
b)' Overtime work will be performed only on authorl-
nation of the department head, with the approval
by the City Manager, to the extent necessary to
meet essential operating requirements. Compensa-
tion for authorized overtime woric will be provided
In the budget or as otherwise approved by the de-
pertinent head and City Manager.
c) When employees in positions for which extra over-
' time pay is authorized are required to work one
hour or more in excess of the normal daily work
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MICROFILMED 3.13.8-0'.
schedule, such extra work will be indicated on
the payrolls under the date on which it was per-
formed and will be compensated at 1 -1/2 times
the regular rate.
d) Department heads and other administrative, super-
visory, and professional personnel are expected
to work for the number of hours necessary to
properly perform the duties assigned. The salaries
for such groups are determined and established in
accordance with this assumption.
e) Part -time employees shall be paid on an hourly
rate equivalent to the approximate annual hourly
rate in the salary schedule for the position. Such
hourly rate equivalent shall be computed by div-
iding the annual salary by the normal number of
working hours per year for the position.
3. COMPENSATORY TIME - An employee may be compensated for over-
time work by allowing time off equal to 1 -1/2 hours for each
hour worked, provided the time off occurs within a 30 day
period In which overtime is required. Compensating time
off shall not accrue but shall be granted in lieu of mone-
tary consideration, at the discretion of the department
head or City Manager.
SECTION VI EMPLOYEE BENEFITS
1. GROUP HOSPITALIZATION AND LIFE INSURANCE - Each employee
of the City will be provided with group hospitalization
insurance coverage at no cost to the employee. Life in-
surance coverage on employees only and group hospitaliza-
tion insurance coverage on employees dependents are avail-
able at the expense of the employee.
2. VACATIONS - Each employee, except those classified seasonal
or part -time employees, shall be allowed vacation leave
with pay at the rate of 10 working days annually. Vacation
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MICROFILMED 3.13.80
leave shall accrue to the Individual at the rate of
10/12 day per month each year. Vacation leave credit
may be accumulated . to a maximum of 10 working days each
year and such leave shall normally be granted in periods
of not less than five working days. Vacation periods for
less than five working days may be granted by department
heads, with the approval of the City Manager, in instances
where it is determined that such lesser period is not
detrimental to the operations of the City.
a) Conditioned upon completion of six months ser-
vice, employees in permanent positions will be
eligible for vacation benefits, either as time
off with pay or as terminal pay in cases of se-
paration from city employment.
b) Vacation leave may be used to supplement absence
leave on account of sickness or injury.
c) An employee, or his beneficiary in event of
death, shall be paid for accrued vacation leave.
d) Holidays which occur during the period selected
by the employee for his vacation leave shall not
be charged against such vacation leave.
e) The period selected by the employee for his vaca-
tion leave must have the prior approval of the
department head.
f) An employee shall not be paid for earned vacation
in lieu of his taking such vacation during any
calendar year except in extreme cases, with
approval of the City Manager.
g) Except in extreme cases when provided by depart -
mental budget, or when the approval of the City
Manager is obtained, it is not contemplated that
vacation leaves will involve or necessitate the
use of extra or "relief" employees. Department
heads will arrange vacation schedules and reallo-
cate duties on such basis as to cause minimum
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interference with the normal functions and
operations of the City.
h) A "month of service" for figuring vacation and
sick leave benefits will be allowed on parts of
months as follows:
1) The employeets first month on the payroll
will count only if he was hired on the first
through the fifteenth.
I 2) The employee's last month on the payroll will
count only if employment terminates on the
sixteenth through the last day of the month.
3. HOLIDAYS - The following days are paid holidays to be ob-
served by all employees of the City:
New Years Day
Washington's Birthday
Memorial Day
Independence Day
Labor Day
Thanksgiving
Christmas Day
Floating Holiday
If any of the above holidays occur on a Saturday or Sun-
day, the proceeding Friday or the following Monday shall
be observed as holidays. Holidays must be taken as they
occur. Accumulation of holidays will not be allowed. If,
In the opinion of the City Manager, it becomes necessary
for.an employee to work on ascheduled holiday, then he
shall authorize holiday leave for the employee to be taken
within the following thirty days.
!1. LEAVES OF ABSENCE AND SICK LEAVE - Each employee shall be
granted 5 /12ths days sick leave allowance for each month
of completed service. Sick leave allowance shall be used
only by an .employee when .Incapacitated and unable to per -
l'orm his duties due to sickness or non - service - connected
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MICROFILMED 3.13.80
injury. Each employee will be allowed to accumulate a
total of 200 sick leave hours, over a five year period,
to be used when necessary as paid sick leave. Accumu-
lated sick leave trill not be reimbursed to any employee
upon termination of employment with the City.
a) Sick leave will not be compensated for until an
initial one year of employment has been completed,
but the sick leave balance at the end of the six
months probationary period will show credit retro-
active to the date of original employment.
b) Employees who are absent more than three consecu-
tive days due to illness shall be required to sub -
mit a physician's statement. Department heads are
authorized to make any investigation of benefits
claimed under this rule which they may deem
necessary and to disapprove any claims not properly
substantiated. This investigation may also re-
quire a physical examination of the employee by
a City designated physician.
c) Sick leave will not be authorized or reported for
payroll periods of less than one -half of their
regular work shift of any employee. Any authorized
or substantiated absence for a shorter period
under this rule need not be reported as sick
leave. Frequent claims of benefits under this
rule will constitute grounds for the assumption
by the department head that the physical condition
of the employee is below the standard necessary
for the proper performance of his duties. Like-
wise, evidence of malingering or the abuse of
this benefit will constitute grounds for prompt
dismissal or disciplinary action by the department
head with the approval of the City Manager.
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AAICROFILMED 3.13.86
5. OCCUPATIONAL DISABILITY - All cases of injury occurring
while the course of employment which require the employee's
absence from work shall be compensated under the provisions
of the City's Insurance coverage and worlanen's compensation
benefits as provided by the statutes of the State of Florida.
The employee shall be considered absent with pay from the
time of injury for a period not to exceed thirty days or
until such time within the thirty day period that the
case had been reviewed by proper authorities and a settle-
ment has been reached..
6. EMERGENCY LEAVE - The City Manager may grant emergency
leave with pay for a period not to exceed three working
days in any one calendar year to any employee who has
completed six months of satisfactory service with the
City. Such leave should normally be reserved for unusual
circumstances such as death or serious illness in the
immediate family.
7. CONFERENCE LEAVE - The City Manager, with the approval
of the City Council, may grant conference leave with pay,
together with the necessary travel expenses in order that
employees may at't'end conferences, schools, and similar
events designed to improve their knowledge and efficiency,
if considered to be in the beat interest of the City.
8. JURY DUTY - An employee who is legally summoned to serve
on juries and in court trials may be permitted absence
with pay for the time required by such duty. If excused
or releaoed from such service, the employee should report
for his regular employment, and return any compensation,
less allowed mileage, to the City.
9. SPECIAL LEAVE - The City Manager may authorize special
leave without pay to any employee. Such leave, if granted,
shall not exceed six months. Leaves of absence without
pay for any period of time greater than six months must
be approved by the City Council.
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SECTION VII PERSONNEL RECORDS
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MICROFILMED 3.13.8'0
ACCOUNTING RESPONSIBILITIES
a) Department heads are responsible for maintaining
complete and accurate records relative to all
forms of leave, attendance and absence of their
employees due to any cause and whether with or
without pay. Each department head will be res-
ponsible for reporting all forms of attendance
and absence of each to their employees. Such
records constitute the basis for preparation of
departmental payrolls and will be preserved by
departments for future auditing purposes. De-
partment heads must necessarily keep a close
check on attendance records and payrolls in
order to insure that salary and wage expenditures
stay within budgetary limits.
b) The City manager in responsible for compliance
of all departments with the requirements and
policies established by the official salary plan
and job classification plan, as well as depart-
mental conformity with the established policies
and rules governing vacation, sick leave, leave
of absence, etc., and will maintain permanent
absentee records of each permanent employee.
INDIVIDUAL PERSONNEL PILE - An individual personnel file
shall be established for each employee of the City upon
appointment and shall be maintained throughout the period
of employment with the City. Each employee's individual
personnel file shall include, but riot be limited to, an
application for employment, a resume if applicable, periodic
evaluation reports, a record of disciplinary action, if
any, a record of initial salary and subsequent changes
and a perpetual record of accrued vacation leave and sick
leave.
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CITY MANAGER
Powers and duties or the City Manager are stipulated in the
City Charter, Article VI, Section 1 and ordinance 22 -66
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MICROFILMED 3.13.$0
CITY CLERK /TREASURER
Responsible for the safekeeping of all official municipal records
Attends all City Council Regular Meetings, prepares agendas, co-
ordinates material for work shop folders, takes minutes on
Council action and maintains records in official minute books
Attends any other meetings or conferences with or for the City
Manager or City Council as necessary for proper function of
City Government
Works with City [Manager and City Attorney on new Resolutions and
Ordinances
Assists City Manager in preparation of Annual Budget
I Custodian of City Seal and affixes same to authentic documents
Responsible for issuance, collection of monies, validity of appli-
cation in compliance with City regulations of Occupational
Licenses
Supervises Registration and maintaining registration books
Conducts City Eleltion, Including all necessary procedures prior to
election, instructions to voters and assembling of necessary
materials for election board
Official Clerk of the Court and responsible for records of same
Custodian of all City Funds, Including receipts, deposits, accounting,
billing and collection, payment of Bond Indebtedness and In-
vestment of Idle Funds
Maintain Personnel information and insurance records
Prepare monthly Treasury Reports and any other reports as .required
by the City Manager and /or City Council
Must keep current on functions in all departments and in the City
and be able to deal with the public, answer questions correctly,
take complaints and see that they are handled diplomatically,
or referred to the City Manager
Duties of City Clerk /Treasurer are referred to in Article VIII,
Section 1 of Charter also in Article XI, Section 1 of Charter
OR 9.70
PAGE2,I OF38
MICROFILMED 3.13-80
BUILDING OFFICIAL
The Building official shall act as Building Inspector, Electrical
Inspector and Plumbing Inspector of the City
Powers and duties of above mentioned inspectors are clearly de-
fined in the Southern Standard Building Code, Electrical Code
and Southern Standard Plumbing Code
OR 9.70
PAGEZZOF38
MICROFILMED `
3.13 -80
GENERAL SECRLTARY
General secretarial work including but not limited to: dictation,
typing, clerical and filing
Secretary to City Manager and Building Official and maintains
appointment schedule for both departments
Screening of .incoming telephone calls
Building Department - Assists applicant with building, electrical,
plumbing and miscellaneous, permits, typing and filing of same,
recording inspection requests of all permits issued
Answers questions pertaining to zoning and /or ordinances
Keeps current information relative to general contractors and
all sub - contractors regarding current occupational licenses,
bond, insurance and competency cards
Secretary to Zoning & Planning Board - Attends meetings, types and
files agendas, minutes and responsible for all records per -
taining to Board activities
Follows through on complaints and /or inquiries'
Performs any other duties assigned by City Manager
OR 9.70
PAGEZ30F3 $
MICROFILMED 3.13.80-
ACCOUNTING CLERK
Responsible for keeping accurately all accounts receivable in-
cluding sewer, paving, etc., and sending out bills at proper
time
Reports to City Clerk /Treasurer any delinquent accounts
Does all machine and hand posting of daily receipts and expenditures
to ledgers and account records and keeps Treasurer Informed of
balances, overdrafts or any other discrepencies that may arise
Cuts all payroll and general fund checks on machine, according to
payroll work sheets and invoices
Once each month, check as in Cocoa office for proper collec-
tion for sewer use and prepares memo for Cocoa office regarding
new accounts and changes
When necessary, answers inquiries about a customer'a account or bill-
ing
Reconciles bank statements with ledger
OR 9.70
PAGE - H OUB
MICROFILMED 3.13.80
CR1LT OF POLICE
Directs through personnel, all activities of the police department
Prepares police department annual budget estimates for review with
City Manager
Supervises and participates in training of members of the police
force In police methods, procedures and duties
Receives and disposes of complaints, either personally or through
employees
Disciplines members of the department when necessary
Supervises lifeguards, operation of emergency vehicles, dark room
photography work and classification and filing of fingerprints
Attends meetings when requested to do so, regular and work shop
meetings of City Council and any other county and /or state
meetings required in relation to police work
Plans and directs patrol, traffic, criminal investigation and re-
lated services and activities
Consults with City Manager concerning plans and policies to be
observed relative to police operations
Performs related work as .required
Performs any other duties assigned by City Manager
OR 9.70
PAGES OF-39
r`
MICROFILMED 3.13.8-
POLICE SERGEANT
Investigates and files report on: traffic violations, accidents,
hazards, abandoned vehicles, traffic congestion and emergencies
such as removal of injured and /or sick persons to hospital,
and assists lifeguards during emergency if necessary
Investigates and files report on all criminal offenses such as:
Misdemeanors, felonies and Juvenile cases
Attends Municipal Court when necessary relative to cases and /or to
act as Sergeant -at -arms and serve warrants and subpoenas, etc.
Attends Criminal Court of Record and /or Juvenile Court when necessary
In conjunction with a case and /or to testify
Check police vehicle at beginning of each shift relative to: emergency
equipment, required supplies, gas, oil and /or any repairs that
need to be made
Investigate and follow through on: domestic complaints, animal calls,
garbage complaints, abandoned vehicles, suspicious persons and
vehicles
Assist other departments in service of warrants and investigations
Transport prisoners to and from Cocoa Jail
Photograph and fingerprint prisoners - maintain files on same
Operate Breathalyzer
Check business places on night and evening shifts
Assist in photography and operation of dark room when assigned to do
so
Maintain mug file when assigned to do so
Maintain and operate ammunition re- loader when assigned to do so
Make up monthly work schedule for Department when assigned to do so.
.Instruct Red Cross classes in first aid when assigned to do so
Any other duties assigned by Police Chief
OR 9-70
PAGE %6 0F39
MICROFILMED 3.13.80
PATRSLMAN
Investigates and files report's on: traffic violations, accidents,
hazards, abandoned vehicles, traffic congestion and emergencies
such as removal of injured and /or nick persons to hospital,
and assists lifeguards during emergency if necessary
Investigates and files report on all criminal offenses such as:
Misdemeanors, Felonies and Juvenile cases
Attends Municipal Court when necessary relative to cases and/or to
act as Sergeant -at -arms and serve warrants and subpoenas, etc.
Attends Criminal Court of Record and /or Juvenile Court when necessary
In conjunction with a case and /or to testify
Check police vehicle at beginning of each shift relative to: emer-
gency equipment, required supplies, gas, oil and /or any repairs
that need to be made.
Investigate and follow through on: domestic complaints, animal calls,
garbage complaints, abandoned vehicles, . suspicious persons and
vehicles
Assist other departments in service of warrants and investigations
Transport prisoners to and from Cocoa jail
Photograph and fingerprint prisoners
Operate Breathalyzer
Maintain and operate ammunition re- loader when assigned to do so
Organize and supervise school safety patrol when assigned to do so
Work as plainclothes patrolman investigating vice, breaking and
enterings, indecent exposures and any other cases which re-
quire plainclothes investigation when assigned to do so
Any other duties assigned by Police Chief
OR 9.70
PAGE27 OF36
MICROFILMED 3.13.g0
1.
DISPATCHER /CLERK
General office work including but not limited to: dictation,
typing, filing of police records, correspondence and reports
Operation of teletype machine and maintaining records of same
Take affidavits and /or statements from persons involved in police
investf.gations and /or relative to issuance of warrants through
Municipal Court; also officer's affidavits for charges made
Act as matron for female prisoners and assist in transporting fe-
male prisoners to Jail
Takin6 of complaints, typing same and forwarding information to
ofticera
Operate Plectron for Fire Department
Dispatch police vehicles via radio and maintain radio logs
Prepare and maintain Court docket and all Court files pertaining to
same, all letters to defendants, attorneys and notice . of minors
arrest to parents
Responsible for making cash reports and bank deposits for Police De-
partment
Take fines and bonds
Any other duties assigned by Police Chief
OR 9.70
PAGE880F38
R
MICROFILMED 3,13.80
MAINTENANCE MECHANIC
Must have ability to make general overhaul and /or repair work
on all City owned vehicles
Responsible for keeping vehicles free of defects through proper
preventative maintenance
Responsible for vehicles having gas, oil, etc, when needed
Responsible for keeping City owned gas pump locked and recording
of mileage and number of gallons used per month
Responsible for proper rotation of tires and balancing of same as
well as replacing when necessary
,Performs any other duties assigned by City Manager
OR 9.70
PAGEZ9 OF,38
MICROFILMED 3.13.80
SEWER PLANT .OPERATOR - CLASS
Responsible for operational checks at lift station
Checks, adjust controls, starter switches, pumps and motors
Responsible for all equipment being kept clean, lubricated and
painted
Removes grease deposits, debris and sand from wet wells and man-
holes
Drains and cleans aerators, settling tanks and pumps
Changes chlorine cylinders as needed and checks supply
Takes samples of sewage flow and runs lab analysis of suspended,
settleable and total solids
Responsible for maintaining proper records and reports
Receives, investigates and handles complaints
Responds to emergency calls relative to sewer operations and services
Takes samples to Brevard County Health Department
Makes late evening equipment inspection, pumps to digester and
corrects any emergency which has occurred
Checks all equipment at plant after power failure and /or electrical
Stella
Assists and trains personnel in all areas for which they were hired
OR 9.70
PAGUoOUS
MICROFILMED 3.13.80
SEWER PLANT. - LABORER
Inspects plant
Takes corrective action for mechanical functions
Performn daily chemical teats on sewage samples such as: bio-
chemical oxygen demand, settleable, suspended and total
solids, pH and chlorine residual
Cleans aerators, telescoping valves, pumps, bar screen and coimn-
inutor of rags, etc.
Keeps equipment clean, lubricated and painted
Removes grease deposits, debris and sand from wet wells and man-
holes
Pumps to digester, removes supernate and sludge from digester
Performs good housekeeping duties throughout the plant, stations
and grounds; mowing, edging and trimming of grass at site
Checks lift stations on week end in addition to other duties
prescribed
OR 9.70
PAGE31OF38
MICROFILM
F�.1,
STREW DEPARTMENT - MAINTENANCE FOREMAN
Directs and coordinates the field activities of all essential
.maintenance and general repair of streets, sidewalks, curbs
and gutters and storm sewers
Directs and coordinates the maintenance, cleaning, painting,
plumbing, heating, electrical and carpentry repairs of City
owned structures and grounds
Supervises erection and maintenance of signs, street .name signs
and traffic markings
Performs any other duties assigned by City Manager
OR 9.70
PAGE32,OF36
MICROFILMED
STRELT DEPARTMOU - LABORER 313.80
Performs light and heavy manual work such as loading and un-
loadingof trucks, maintenance and general repair of streets,
Sidewalks, curbs, gutters and storm sewers, etc.
Assists in maintenance, cleaning, painting and plumbing, heating,
electrical and carpentry repairs of City owned structures and
grounds
Must have valid drivers license in order to operate City owned
vehicles
Performs any other maintenance and /or general repair work assigned
by Foreman
OR 9.70
PAGE33OF38
M ICROFILME9.13-80
LIBRARIAN
Responsible for complete library operation including supervision
of staff and seeing that library remains open sixty four (64)
hours per week
Catalogues and processes books, records and responsible for getting
same on shelf without delay
Responsible for vertical and cross reference being kept up to date
Reading of book reviews and deciding which books are to be pur-
chased
Responsible for purchasing books, records and periodicals as well
as furnishings and library supplies through purchase order
which has been approved by City Manager
Prepares City and County annual budget estimates for review with
City Manager
Acts as liaison with local school and county librarians relative
to reading material for students
Attends county meetings and /or any other meetings necessary for
proper function of the library
Secretary to Library Board of Cape Canaveral
Responsible for monthly bills being checked and submitting same
to City Treasurer for processing and payment
Responsible for monthly statistical report relative to circulation
and books in library
Decides which books are to be withdrawn from shelves and stores came
OR 9-70
PAGE3fOF38
MICROFILMED
LIBRARY CLERK 3-13-80
General office work including but not limited to: typing and
filing catalogue cards, accession cards, book cards and
book pockets
Responsible for checking books in and out, following up on over-
due books, reserving books when requested to do sound order
books for patrons from Florida .State Library'
Bind magazines and repair books when necessary
Read shelves and keeping of daily records
Answer telephone and any reference questions of patrons
OR 9.70
PAGE3S OUS
, 11CROFILMED
NIGH 3.13.80 T CLERK - LIBRARY ..
General office work including light typing
Checks books in and out
Answers telephone
Pile books back on shelves
Tidy up boods and magazines
OR 9.70
PAGE360F38
MICROFILMED
3.13.80
OFFICIAL PAY PLAN
ADMINISTRATION & FINANCE
City Manager
A
City Cleric /'Treasurer
B
Accounting Cleric /Deputy
100
108
.116
124
132
1110
General Secretary /Deputy
loo
108
116
124
132
1110
Clerk/Receptionist
80
88
96
104
112
120
BUILDING & INSPECTION
Building Official
B
POLICE DEPARTMENT
Chief of Police
B
Captain
150
160
170
180
190
.200
Lieutenant
125
135
145
155
165
175
Sergeant
125
133
141
149
157
165
Patrolman
104
112
120
130
1110
150
Desk Sergeant
92
100
108
116
124
132
Police Clerk
92
100
108
116
124
132
Dispatcher
70
75
80
85
90
100
STREET DEPARTMENT
Maintenance Foreman
125
135
145
155
165
175
Laborer
85
90
95
105
115
125
SEWER DEPARTMENT
operator Class A
150
160
170
180
190
200
Operator Class B
125
135
145
155
165
175
Operator Class C
100
110
120
130
140
150
Laborer
80
85
90
loo
110
120
LIBRARY
Librarian
90
100
110
120
130
140
Cleric (Hourly)
OR 9.70
PAGE370F98
nA jcROFILMED
3.13.80
OFFICIAL PAY PLAN
PAGE 2
HOURLY
Park Maintenance $2.00 - $2.75 .
Library Clerks $1.50 - $2.00
part Time $1.25 - $1.75
SALARIES
A $9,000 to $14,000
B $7,000 to $12,000
OR 9.70
PAGE36OF38