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Table Of Contents

 1. Purpose

 2. Definitions

 3. Preparation, Adoption and Revision of Regulations

 4. Exemptions from Civil Service

 5. Classification Plan

 6. Pay Plan

 7. General Requirements for Applicants

 8. Applications

 9. Examinations

10. Eligible Lists

11. Requisitions, Certification and Appointment

12. Limited-Term Appointments

13. Assignments and Transfers

14. Probationary Period

15. Resignation, Reinstatement, Restoration and Retirement

16. Layoffs

17. Dismissals, Demotions, Suspensions and Appeals

18. Hours of Work and City Service

19. Holidays

20. Vacation Leave

21. Sick Leave

22. Leaves of Absence

23. Performance Reports

24. Working Conditions

25. Records and Reports

26. Training of Employees

27. Safety, Health, Welfare and Recreation

28. Labor Relations

29. Political Activity

30. Residence Requirement

31. Interim Regulations

32. Injury and Disability

33. Miscellaneous Regulations


Alphabetical Index

A  B  C  D  E  F  G  H  I  J  K  L  M  N  O  P  Q  R  S  T  U  V  W  X  Y  Z




5. CLASSIFICATION PLAN


5.01 -   THE CLASSIFICATION PLAN.  The class specifications approved by the Commission and the Administrative Board, as from time to time supplemented, amended and revised shall constitute the "Classification Plan" for all positions in the Civil Service of the City of Philadelphia.
5.02 -   CLASS SPECIFICATIONS.  Each of the class specifications in the Classification Plan shall include the class title, a description of the duties and responsibilities of the work and a statement of the qualifications a person should possess to enable him to enter upon the duties of a position of the class with reasonable prospects of success.  The specifications of the classes of positions in the Classification Plan and their various parts shall have the following force and effect:
5.021 -   DESCRIPTIVE BUT NOT RESTRICTIVE.  The specifications are descriptive and not restrictive.  They are intended to indicate the kinds of positions that are allocated to the several classes, as determined by their duties and responsibilities, and shall not be construed as declaring to any extent, or in any way, what the duties or responsibilities of any position shall be, or as limiting or in any way modifying the power of any appointing authority to assign, direct, and control the work of employees under his supervision.  The use of a particular expression or illustration as to duties shall not be held to exclude others not mentioned that are of similar kind or quality.
5.022 -   USE IN ALLOCATING POSITIONS.  In determining the class to which any position should be allocated the specification of each class shall be considered as a whole.  Consideration shall be given to the general duties, specific tasks, responsibilities, minimum qualification requirements and relationship to other classes as together affording a picture of the kind of employment that the class is intended to embrace.  The specification shall not be construed to indicate that all of the duties so enumerated shall be requisite to allocation of a position to the class concerned.
5.023 -   IMPLIED QUALIFICATIONS.  Qualifications commonly required of all incumbents of positions of different classes, such as ability to perform the essential functions of the position, honesty, sobriety, and industry, shall be deemed to be implied as qualification requirements for entrance to each class, even though they may not be specifically mentioned in the specifications.
5.024 -   USE IN EXAMINATIONS.  The class specifications for any civil service position shall constitute the basis and source of authority for the examination content for the class and for the eligibility determination of applicants.
5.025 -   CAREER PROGRESSION CLASS.  A Career Progression class is a class that encompasses positions performing at different levels of responsibility within a single job class.  Positions range from entry level to full performance level and from entry level to advanced performance level.  Employees will be appointed to positions in career progression classes from an eligible list for the career progression class, or from an appropriate, related eligible list.  Employees appointed to positions in the entry to full performance level in a career progression class will advance through the steps in the pay range in accordance with the provisions of Regulation 6.099.  Employees permanently allocated to positions in a career progression class may be eligible for accelerated advancement through the pay range in accordance with the provisions of Regulation 6.099.
A Career Progression class that includes positions from an entry level to a full performance level will be designated as an A level class.  A Career Progression class that includes positions from an entry level to an advanced performance level will be designated as an AB level class.
5.03 -   CLASS TITLES, USE OF.  The title of each class shall be the official title of every position allocated to the class, and shall be used for administrative purposes such as payrolls, budget estimates and personnel forms, provided that any abbreviation or code approved by the Director and the Director of Finance may be used to designate the class for such purposes and on such forms.  Any other title satisfactory to the appointing authority may be used as a working title, in official correspondence, and in any other connection not having to do with the personnel processes covered by the Charter or these Regulations.
5.04 -   ALLOCATION OF POSITIONS.  Each position in the Civil Service shall be allocated to one of the classes in the Classification Plan.  When a new position is to be established or a vacant position is to be filled the appointing authority shall notify the Director in writing.  The Director shall then allocate the position to its appropriate class.
When a position is established which has not been allocated to one of the classes within the Classification Plan, the appointing authority shall notify the Director, who shall allocate the new position to its appropriate class.  After the Director makes an allocation, he shall notify, in writing, the appointing authority affected by that allocation.  The allocation shall become immediately effective, but the appointing authority may, within ten (10) days, file with the Director an application for reconsideration, together with any written evidence, statements or exhibits which that appointing authority may desire considered by him.  The Director shall act upon that application and notify the appointing authority of his final action.
5.05 -   EFFECT OF CLASSIFICATION ON PAYMENT OF SALARIES.  After the effective date of the Classification Plan provided for in this Regulation:
5.051 -   POSITION IN EXISTING CLASS.  No person shall be employed or paid in any position in the Civil Service until the class of such position has been determined by the Director.
5.052 -   POSITION IN ALLOCATED CLASS.  No person shall be appointed, employed or paid in any position in the Civil Service under any title other than that of a class to which the position he occupies is allocated.
5.06 -   MAINTENANCE OF CLASSIFICATION PLAN. 
5.061 -   CLASS DEFINED.  The Classification Plan shall be so maintained that all positions substantially similar with respect to the kind, difficulty, and responsibility of work are included in the same class, that the same means of recruitment may be used for filling all positions within a class, and that the same pay range may be applied with equity to all positions in a class.
5.062 -   REVISION OF CLASSIFICATION PLAN.  Whenever any change in departmental organization, creation of a new position, or change in duties or responsibilities of a specific position makes the revision of the Classification Plan necessary, the Director shall recommend the necessary revisions to the Commission.  The Commission shall consider the proposed changes at a public meeting and they shall become effective upon approval by the Commission and the Administrative Board, according to the procedure set forth in subsection 5.077.  The Director shall give advance notice of such public meetings of the Commission.  Such advance notice shall indicate the nature of the recommended changes in the Classification Plan and shall be sent to all appointing authorities who would be affected by such proposed changes.
5.07 -   AMENDMENT OF CLASSIFICATION PLAN.  Any person who believes that the Classification Plan requires amendment may appeal to the Director and the Commission.  The procedure for such appeals shall be as follows:
5.071 -   A written appeal shall be prepared in duplicate on forms provided by the Director.
5.072 -   The appeal shall set forth the changes requested in the Classification Plan together with specific reasons in support thereof.
5.073 -  The appellant shall file the original of the appeal with the Director and, if an employee, the copy with the head of department, office, board or commission with which he is employed.
5.074 -   The Director shall review all such appeals and shall schedule such appeals for hearing before the Commission.  Appointing authorities and the appellants affected by the appeal will be notified of such hearings by the Director.
5.075 -   The Director shall make recommendations for or against the proposed changes in the Classification Plan.
5.076 -   The Director shall notify in writing the appellant and departments concerned of the final disposition of the appeal.
5.077 -   If the Commission approves an amendment to the Classification Plan, the Director shall submit the amendment to the Managing Director and the Director of Finance.  If the Managing Director and the Director of Finance approve the amendment, the amendment shall be deemed approved as of the date of the last of these approvals.  If the Managing Director or Director of Finance do not approve the amendment, by the date of the Administrative Board meeting following the submission of the amendment, the amendment shall be considered by the Administrative Board at such meeting and approved or disapproved by the Board.
5.08 -   REALLOCATION OF POSITIONS.  Whenever a position appears to be improperly allocated because of changes in departmental organization, in the duties or responsibilities, or for some other reason, the Director shall, upon his own initiative, or upon the written request of any interested party, investigate the duties and responsibilities of the affected position.
Following that investigation he may reallocate it to an appropriate class.
5.081 -   ALLOCATION APPEALS. 
5.0811 -   Employee Appeal Procedure.  If an employee believes his position has been improperly allocated or reallocated, he may appeal to the Director.  The procedure for such appeals shall be as follows:
5.08111 -  A written appeal shall be prepared in duplicate on forms provided by the Director.
5.08112 -  The appeal shall set forth the reasons therefor.
5.08113 -  The appellant shall file the original of the appeal with the Director and the copy with the head of department, office, board, or commission with which he is employed.
5.08114 -  The Director shall consider all such appeals and shall provide reasonable opportunity for each appellant and the appointing authority to be heard.
5.08115 -  The Director shall notify, in writing, the appellant and the appointing authority of his decision, which shall be final.
5.0812 -   Retroactive or Effective Date.  Any decision of the Director which allocates a position of an employee to a different class in the Classification Plan, shall be retroactive to the date of the adoption of the Classification Plan, provided that the appeal was filed with the Director within thirty (30) days of the adoption of such plan.  Where the appeal was filed subsequent to thirty (30) days after the adoption of such plan, the decision of the Director shall be effective not earlier than the date the appeal was filed nor later than the date of the decision, as he shall determine.
5.0813 -   Appointing Authority Appeal Procedure.  Any appointing authority may request the reallocation of a position to which he is authorized to appoint by following the same procedure as provided for employee appeals.  The appointing authority shall send a copy of the appeal to each employee affected.  Reasonable opportunity to be heard by the Director shall be provided the employee and the appointing authority.
5.082 -   REALLOCATION REVIEW.  An employee, his representative or appointing authority, affected by a reallocation or denial of a request for reallocation, shall have the same right to make an application for reconsideration as is granted the appointing authority in the case of an original allocation by Section 5.04 of this Regulation, and the procedure set forth in Section 5.081 of this Regulation shall apply to such application.  Any reallocation granted by the Director upon reconsideration shall become effective retroactive to the date that the Director shall determine but not earlier than the date of the reallocation request.
5.09 -   EFFECT OF REALLOCATION OF POSITIONS.  A reallocated position shall be considered the same as a vacant position and shall be filled by the appointing authority in accordance with the provisions governing appointment, promotion, demotion or transfer of employees.
5.091 -   EMPLOYEE STATUS FOLLOWING REALLOCATION OF POSITION.  An employee whose position is reallocated shall continue his status in the former class but shall be ineligible to continue in the position in the new class unless he is appointed to that position in accordance with applicable Regulations governing appointments, transfers, demotions and promotions.
5.092 -   REALLOCATION DUE TO TECHNOLOGICAL CHANGES IN POSITIONS FILLED BY PERMANENT EMPLOYEES.  Where the addition of new and more complex equipment has resulted in an increase in the breadth of duties and responsibilities or skills of a class of positions and the Director deems a division of such class by way of a reclassification of existing positions therein necessary, the incumbents of positions affected shall have an opportunity to obtain status in their respective positions by
  1. being given one opportunity to take an appropriate examination for their position as reclassified, which shall be scheduled even in the face of an existing list, or

  2. being given preference in appointment from an existing appropriate eligible list on which his name appears.
5.10 -   EFFECT OF CONSOLIDATION OF CLASSES ON CIVIL SERVICE STATUS OF EMPLOYEES.  When the class of position of an employee with permanent or probationary Civil Service status is consolidated with another class, which action results in the abolishment of the former class and the consolidated class having substantially the same requirements, duties and responsibilities as the former class, the employee shall continue to have the same status in the consolidated class as he had in the former class.
5.12 -   CHANGE OF POSITION.  Whenever it shall appear to the Director that any employee in the Civil Service is filling a position other than that for which he has been examined and certified, or is performing duties which do not properly belong to the position for which he has been examined and certified, the Director may, in his discretion, give notice to the City Controller that such person was not appointed or is not employed in accordance with the Civil Service Regulations.
5.13 -   RELIEF EMPLOYEES. 
5.131 -   EMPLOYMENT IN TWO OR MORE CLASSES.  In those departments where it is necessary to provide regularly for relief workers in semi-skilled, skilled and trades classes of the Labor and Trades Service in the Classification Plan, to substitute for permanent employees during periods of absence, leave, changes in shift schedules, or for other proper reasons, employees may, in addition to working in their regular positions in which they have Civil Service status, also be appointed on a relief or substitute basis to higher level positions.  Such relief employees shall be selected from the persons standing highest on the appropriate promotional eligible lists, provided however, that for a given organizational or working unit, only those eligibles on the list from such working unit shall be considered for employment as relief workers in that unit.  In the absence of appropriate promotional eligible lists or the lack of eligibles from a working unit, the appointing authority may select any qualified employee to work as a relief employee.
5.132 -   DUAL CLASS EMPLOYEES.  In those departments where it is necessary to provide regularly for dual class workers whose employment during each twelve (12) month period usually alternates on a recurring or seasonal basis in two classes of positions, each alternating employment usually covering an extended period of work in each class, such employees have Civil Service status in both positions of employment.  Appointment to the higher level position of the dual employment shall be from the names of those persons standing highest on the departmental promotional eligible list or, in the absence of eligibles on the appropriate list, the appointing authority may select, on a provisional basis, any qualified employee for the dual class employment, pending availability of a qualified employee from an appropriate eligible list.
5.133 -   PREFERENCE.  In the event that two or more persons are relief employees in the same classification of work in a given organizational unit, the employee who has the highest standing on the current promotional eligible list for the class shall be given all such relief work possible, except as provided above, after which the relief employee next on the current eligible list shall be given such work, and so on down the list.  If all relief employees on the current list are being utilized in a work unit or if no employee in a work unit is on the current list, the relief employee most recently selected to the same class from the prior list shall then be given all further possible relief employment, and so on.  Provisional relief appointees shall be given assignments only after appointees selected from eligible lists have been offered assignments.  The appointing authority may cancel the relief appointment of an employee whose name does not appear on the current eligible list for the employee's relief class, if that appointment is not needed to meet a work unit's relief employee requirement.  Full-time vacancies in the higher classes for which there are relief employees shall be filled from the appropriate eligible list without regard to the subdivision of such list by organizational units.
5.15 -   IN-POSITION PROMOTION THROUGH CAREER ADVANCEMENT SERIES.  An In-Position Promotion through a Career Advancement Series of Classes is a promotion based on an employee's qualifications, performance record, seniority and conduct on the job.  The promotion is advancement within a position already occupied by the employee, and, as such, it is impracticable and unnecessary to require competition for the already occupied position.
The employee will not be required to submit an application of any kind for an In-Position Promotion, and no eligible list will be prepared or required.
5.151 -   REQUIREMENTS FOR IN-POSITION PROMOTION.  An employee appointed to a class in one of the career advancement series included in this regulation will progress to the next higher level class in the career advancement series, as the employee gains experience and is able to perform assignments of increased difficulty, provided that the employee:
  1. has met the minimum requirements described in the class specification during the period immediately preceding promotion;
  2. has permanent civil service status in his or her current department; or, for Police Officer Recruits, have successfully completed all training required to qualify for promotion to Police Officer 1;
  3. has achieved an overall performance report of Satisfactory or better on the performance report of record as of the date the employee is eligible for the promotion; if there is no performance report on file with the Office of Human Resources, or if the performance report of record is more than one year old on the date the employee is eligible for promotion, it will be assumed that the overall performance report is satisfactory;
  4. has not had a disciplinary suspension of one day or greater initiated during the twelve month period immediately prior to the date the employee is eligible for the promotion; and
  5. is not on the Excessive Use of Sick Leave list.
Time on an approved military leave of absence from one of the career advancement classes included in this regulation will meet the minimum experience requirements required for advancement to the next level in the career advancement series.  Employees must comply with all other conditions described above and with all relevant provisions of the Uniformed Services Employment and Re-employment Rights Act (USERRA).
5.152 -   APPOINTING AUTHORITY VERIFICATION OF IN-POSITION PROMOTION.  The appointing authority must submit written verification that the employee satisfies the five conditions named above and that the employee is eligible for In-Position Promotion no later than ten days prior to the effective date.
The appointing authority must effectuate the In-Position Promotion by entering the transaction in the City human resources information system.
5.153 -   EFFECTIVE DATE FOR IN-POSITION PROMOTION.  The employee will progress to the next higher class in the career advancement series on the date that the employee satisfies the conditions defined in section 5.151.  The salary increase will be effective on that date.
If any employee who qualifies for an In-Position Promotion does not receive the In-Position Promotion on the effective date, the promotion and salary increase shall be made retroactive to the effective date.
5.154 -   APPOINTMENT RATE FOR IN-POSITION PROMOTION.  Employees who progress to the next higher level class in the career advancement series will be appointed to the pay step in the higher pay range in accordance with the provisions of Regulation 6.092.
5.155 -   PROBATIONARY PERIOD FOR IN-POSITION PROMOTION.  The employee will serve a probationary period in each class and level in the career advancement series of classes as required by Civil Service Regulation 14.  An employee returning to City service from an approved military leave of absence is subject to a probationary period as defined in Civil Service Regulation 22.08.
5.156 -   MANDATORY DEMOTION OF EMPLOYEES WHO DID NOT MEET ALL REQUIREMENTS.  If it is determined that an employee who received In-Position Promotion was not eligible for such promotion because he or she did not satisfy all of the required conditions, the employee will be demoted to his or her former class, pay range and pay step retroactive to the date of promotion.  Any salary increase received by the employee will be deducted from the employee's pay in an amount which shall not exceed 10% of the employee's gross pay until the amount is reimbursed to the City.  The amount to be reimbursed shall be limited to the salary increase received by the employee from the date that the employee received the promotion to the date that the employee was demoted, not to exceed a period of one year.  If the employee separates from active service with the City, regardless of reason, before the salary increase is fully reimbursed to the City, the remaining amount of reimbursement owed to the City will be deducted from any terminal pay otherwise payable to the employee, including final wages owed.
5.157 -   ACCELERATED IN-POSITION PROMOTION.  Employees in one of the non-represented series of classes listed in this regulation may receive an in-position promotion to the next higher level class in the series up to six months before the employee meets the minimum experience requirements under the following conditions.
  1. The employee must possess a preferred graduate degree or current preferred professional license, registration or certification that is related to the work of the class and that is defined in the class specification.
  2. The employee must have an overall performance report of Superior or better on the performance report of record as of the date the employee is eligible for the promotion.  Other sections of this regulation notwithstanding, an employee who has no performance report on file is not eligible for an accelerated in-position promotion.
  3. The accelerated in-position promotion may be initiated solely at the discretion of the appointing authority.
  4. The accelerated in-position promotion will be effective on the date entered into the City's Human Resources Information System, but can be effective no sooner than six months prior to the date that the employee would have been eligible for a standard in-position promotion.
  5. An employee may receive only one accelerated in-position promotion while progressing through all of the levels within a series of classes.
  6. All other requirements and conditions of Regulation 5.15 must be met.
5.158 -   CLASSES ELIGIBLE FOR IN-POSITION PROMOTION. 

Non-Represented Classes

Level 1 Level 2 Level 3
Budget Analyst 1 - 2C11 Budget Analyst 2 - 2C12 None
Management Trainee (All Specialties) - 2L03 Human Resources Professional - 2H90 Human Resources Professional - 2H90 or Personnel Analyst 2 - 2H02
Management Trainee (All Specialties) - 2L03 Administrative Specialist 1 (Confidential) - 2L16 Administrative Specialist 2 (Confidential) - 2L17

F.O.P. Classes

Level 1 Level 2
Deputy Sheriff Officer Recruit (5H40) Deputy Sheriff Officer (5H41)
Police Officer Recruit - 6A01 Police Officer 1 - 6A02

District Council 47.

In-Position Promotions through a Career Advancement Series of Classes for the District Council 47 classes below will be in accordance with Civil Service Regulation 5.15 and 31.08.

Level 1 Level 2 Level 3 Level 4
Systems Programmer - 1E62 Systems Program Project Specialist - 1E63 None None
Information Technology Trainee - 1E70 Programmer Analyst 1 - 1E75 Programmer Analyst 2 - 1E76 Programmer Analyst 3 - 1E77
Accountant/Revenue Examiner Trainee - 2A05 Accountant 1 - 2A06 Financial Accountant - 2A09 (Finance Dept. Only) None
Auditor Trainee - 2A40 Auditor 1 - 2A41 Auditor 2 - 2A42 None
Auditor Trainee - 2A40 Contracts Auditor 1 - 2A65 Contracts Auditor 2 - 2A66 None
Accountant/Revenue Examiner Trainee - 2A05 Revenue Examiner 1 - 2B31 Revenue Examiner 2 - 2B32 None
Tax Analyst Trainee - 2B49 Tax Analyst 1 - 2B50 Tax Analyst 2 - 2B51 None
Administrative Technical Trainee - 2L04 Real Property Evaluator 1 - 2D16 Real Property Evaluator 2 - 2D17 None
Research and Information Analyst 1 - 2F21 Research and Information Analyst 2 - 2F22 None None
Archivist 1 - 2G02 Archivist 2 - 2G03 None None
Public Relations Specialist Trainee - 2J01 Public Relations Specialist 1 - 2J02 Public Relations Specialist 2 - 2J03 None
Administrative Technical Trainee - 2L04 Procurement Technician 1 - 2E02 Procurement Technician 2 - 2E03 None
Administrative Technical Trainee - 2L04 Minority Business Enterprise Specialist 1 - 2E32 Minority Business Enterprise Specialist 2 - 2E33 None
Administrative Technical Trainee - 2L04 Administrative Specialist 1 - Non-Confidential - 2L31 Administrative Specialist 2 - Non-Confidential - 2L32 None
Prosecution Assistant 1 - 2M88 Prosecution Assistant 2 - 2M89 None None
Airport Operations Trainee - 2P01 Airport Properties Specialist 1- 2P02 Airport Properties Specialist 2- 2P03 None
Airport Operations Trainee - 2P01 Airport Assistant Operations Officer- 2P10 Airport Operations Officer - 2P11 None
Graduate Civil Engineer - 3B04 Civil Engineer 1 - 3B05 Civil Engineer 2 - 3B06 None
Graduate Electrical Engineer - 3B10 Electrical Engineer 1 - 3B11 Electrical Engineer 2 - 3B12 None
Graduate Mechanical Engineer - 3B20 Mechanical Engineer 1 - 3B21 Mechanical Engineer 2 - 3B22 None
Graduate Environmental Engineer - 3B60 Environmental Engineer 1 - 3B61 Environmental Engineer 2 - 3B62 None
Architectural Projects Trainee - 3D01 Architectural Projects Coordinator 1 - 3D04 Architectural Projects Coordinator 2 - 3D05 None
City Planner Trainee - 3E01 City Planner 1 - 3E02 City Planner 2 - 3E03 None
Geographic Information Systems Specialist Trainee - 3E19 Geographic Information Systems Specialist 1 - 3E20 Geographic Information Systems Specialist 2 - 3E21 None
Graduate Environmental Scientist - 3H11 Environmental Scientist 1 - 3H12 Environmental Scientist 2 - 3H13 None
Graduate Chemist - 3H25 Analytical Chemist 1 - 3H26 Analytical Chemist 2 - 3H27 None
Forensic Scientist 1 - 3H48 Forensic Scientist 2 - 3H49 None None
Medical Technologist 1 - 3H67 Medical Technologist 2 - 3H66 None None
Public Health Sanitarian - 4J41 Sanitarian Specialist - 4J45 None None
Social Services Trainee - 5A03 Social Work Services Manager 1 - 5A06 Social Work Services Manager 2 - 5A07 None
Social Work Intern - 5A04 Social Work Services Manager 1 - 5A06 Social Work Services Manager 2 - 5A07 None
Social Work Services Trainee - 5A05 Social Work Services Manager 1 - 5A06 Social Work Services Manager 2 - 5A07 None
Social Work Services Trainee - 5A05 Health Services Social Worker 1 - 5A61 Health Services Social Worker 2 - 5A62 None
Human Relations Representative 1 - 5C31 Human Relations Representative 2 - 5C32 None None
Mental Health Emergency Services Coordinator 1 - 5E06 Mental Health Emergency Services Coordinator 2 - 5E07 None None
Health Education & Training Specialist 1 - 5G11 Health Education & Training Specialist 2 - 5G12 None None
Criminal Investigative Research Analyst Trainee - 6C20 Criminal Investigative Research Analyst - 6C21 None None
Park Management Trainee - 7N50 Park Manager 1 - 7N51 Park Manager 2 - 7N52 None
Librarian 1 - 9B02 Librarian 2 - 9B03 None None
Recreation Leader Trainee - 9D10 Recreation Leader 1 - 9D11 None None

District Council 33.

In-Position Promotions through a Career Advancement Series of Classes for the District Council 33 classes below will be in accordance with Civil Service Regulation 5.15 and 31.08.

Level 1 Level 2 Level 3
Clerk 1 - 1A02 Clerk 2 - 1A03 None
Clerk Typist 1 - 1A11 Clerk Typist 2 - 1A12 None
Word Processing Specialist 1 - 1A41 Word Processing Specialist 2 - 1A42 None
Payroll Examiner 1 - 1B21 Payroll Examiner 2 - 1B22 None
Payment Processing Clerk 1 - 1B80 Payment Processing Clerk 2 - 1B81 None
Assessment Clerk - 2D50 Assessment Aide - 2D51 None
Title Registration Aide 1 - 2D55 Title Registration Aide 2 - 2D56 None
Pension Counselor Trainee - 2H39 Pension Counselor 1 - 2H40 Pension Counselor 2 - 2H41
Forensic Technician 1 - 4A41 Forensic Technician 2 - 4A42 None
Forensic Investigator 1 - 4A44 Forensic Investigator 2 - 4A45 None
Airport Communications Center Operator 1 - 6J06 Airport Communications Center Operator 2 - 6J07 None
Police Communications Dispatcher Trainee - 6J31 Police Communications Dispatcher - 6J32 None
Fire Equipment Dispatcher Trainee - 6J41 Fire Equipment Dispatcher 1 - 6J42 None
3-1-1 Contact Center Trainee - 6J55 3-1-1 Contact Center Agent - 6J56 None


END OF REGULATION 5.

Philadelphia Civil Service Regulations
Transmittal no.343 (Nov-14-2014)