HomeMy WebLinkAbout06/15/21 MISC CIVIL SERVICE AGENDAMISCELLANEOUS CIVIL SERVICE COMMISSION
REGULAR MEETING
City Hall North, 1600 Truxtun Avenue
Conference Room A, 1 St Floor
1. Roll Call
2. Public Comments
3. Approval of Minutes
4.
Agenda
June 15, 2021
2:00 P.M.
POSTED ON
by City Clerk's Office'
City of
Bakersfield
by SPI
Staff recommends approval of the minutes of the Regular Meeting of May 18, 2021.
New Business
A. Eligible List Certified by the Human Resources Director
(Informational Item)
1. Electrical Technician 1 (0) #01479
2. Senior Electrical Technician (P) #01494
3. Technology Systems Analyst I -Security Administration (0) #01478
4. Technology Systems Supervisor (0) #01481
5. Technology Systems Technician I -GIS (0) #01482
(S. Duncan, I. Farmer, T. Sunkes)
B. Nepotism(s)
(Review, Discuss, Vote)
1. Adrey Stratton, Recreation Coordinator #01490
2. Jared Aguilar, Electrical Technician 1 #01479
(T. Sunkes)
C. New Job Specification(s)
(Review, Discuss, Vote)
1. Human Resources Manager #89970
2. Human Resources Specialist #26445
(C. Tenter)
D. Request for Reclassification(s)
(Review, Discuss, Vote)
1. Human Resources Clerk to Human Resources Specialist
2. Human Resources Supervisor to Human Resources Manager
3. Supervisor I to Supervisor II (Water)
(C. Tenter)
E. Request for General Classification Specification Audit and Revisions
(Review, Discuss, Vote)
1. Class Specification Audit and General Updates
(C. Tenter)
5. Commissioner's Comments
6. Adjournment
Re ectf y ubmitted,
C risti Tenter
Human Resources Director
On behalf of the Miscellaneous Civil Service Commission, we want to thank you for attending this meeting. Additionally, in
compliance with the "Americans with Disabilities Act," should you need special assistance to participate in this meeting, or
have questions regarding the agenda, please contact the Human Resources office, 24 hours prior, during normal business
hours at (661)326-3773 or in writing t.
MINUTES
Miscellaneous Civil Service Board
Regular Meeting
1600 Truxtun, City Hall North, Conference Room A, 15t Floor
May 18, 2021
2:00 P.M.
The Miscellaneous Civil Service Board Regular Meeting commenced on, May 18, 2021 at
2:00 p.m., City Hall North, Conference Room A, 1st Floor.
1. Roll Call: Ron Wolfe, Chair
Nila Hogan -Secretary
Patrick Bowers -Absent
Roland Maier
Kevin Oliver
Administration present: Christi Tenter- Human Resources Director
Shayla Woods -Collins- Human Resources Supervisor
Sandra Duncan, Human Resources Analyst
Tracy Sunkes, Human Resources Analyst
Isabel Farmer, Human Resources Analyst
Viridiana Gallardo-King, Deputy City Attorney II
Julie Houselog, Human Resources Clerk
2: Public Comments
None
3. Approval of Minutes
Upon a motion, by Commissioner Nila Hogan and seconded by Commissioner
Kevin Oliver, the minutes for April 20, 2021 were APPROVED, ALL AYES
4. New Business
A. Eligible Lists Certified by the Human Resources Director
1. Civil Engineer III (0) #01445
2. Economic and Community Development Director (0) #01444
3. Engineering Aide 1 (0) #01460
4. Heavy Equipment Operator -Water Resources (P) #04131
5. Industrial Waste Inspector (0) #01466
6. Light Equipment Operator (0) #01461
7. Maintenance Craftworker I -General Services (0) #01470
8. Operations Support Specialist (P) #01463
9. Plan Checker -Electrical Specialist -Revised (0) #01443
10. Recreation Specialist (0) #01465
11. Secretary II (0) #01480
12.Service Maintenance Worker (0) #01475
13. Solid Waste Director (0) #01440
14.Technology Systems Analyst I -Communications (0) #01477
Eligible lists for the above referenced position(s), were submitted as information
items to the Board and placed on file. NAT
B. Eligible List Extended by the Human Resources Director
1. Clerk Typist (0) #01392 extended from 5/19/21 to 8/19/21
Eligible lists for the above referenced position(s), were submitted as information
items to the Board and placed on file. NAT
C. Nepotism(s)
1. Ryan Doolan, Heavy Equipment Operator -Water #01431
2. Paul Jackson, Technology Systems Analyst I -Communications #01477
3. Rebecca Moore, Secretary II #01480
4. Kari Pressler, Secretary II #01480
After discussion, a motion, by Commissioner Roland Maier and seconded by
Commissioner Kevin Oliver,'was made to approve the recommendation of the Director of
Technology Services, Gregory Pronovost, Water Resources Manager, Art Chianello
and/or Human Resources, to approve the Nepotism(s) for the above referenced items.
APPROVED, ALL AYES
D. New Job Specification
1. Communications Coordinator #22025
After discussion, a motion, by Commissioner Roland Maier and seconded by
Commissioner Kevin Oliver, was made to approve the recommendation of the Human
Resources Director, Christi Tenter and approve the New Job Specification. APPROVED,
ALL AYES.
5. Commissioner's Comments
None
6. Adjournment
There being no further business to come before the Board, a motion was made by
Commissioner Kevin Oliver and seconded by Commissioner Roland Maier to
adjourn the meeting at 2:09p.m. APPROVED, ALL AYES.
Respectfully submitted,
Nila Hogan, Secretary
POSITION: ELECTRICAL TECHNICIAN I (OPEN) #01479
APPLIED.........................................................................................................21
ACCEPTED....................................................................................................05
ATTENDEDORAL..........................................................................................05
AFTERORAL................................................................................................. 05
CERTIFIED..................................................................................................... 05
Eligible List Report
Electrical Technician I (Open) 401479
Human Resources Analyst: Tracy Sunkes
Established
List Expiration
Candidate Name
Seq. Rank
6/2/2021
12/2/2021
Martinez, Gregory
1
6/2/2021
12/2/2021
Aguilar, Jared
2
6/2/2021
12/2/2021
Polkinghorne, Casey
3
6/2/2021
12/2/2021
Francisco, Steven
4
6/2/2021
12/2/2021
Castellanos, Rafael
5
Tenter, Human Resources Director June 2, 2021
POSITION: SENIOR ELECTRICAL TECHNICIAN (PROMOTIONAL) #01494
APPLIED......................................................................................02
ACCEPTED..................................................................................02
TRAINING AND EXPERIENCE..........................................................02
CERTIFIED....................................................................................02
Eligible List Report
Senior Electrical Technician (Promotional) #01494
Human Resources Analyst: Isabel Farmer
Established List Expiration Candidate Name Seq. Rank
5/18/2021 11/18/2021 Grimes, Jeff
5/18/2021 11/18/2021 Obrien, Andrew
Christi Tenter, Human ResourcesIDirector May 18, 2021
POSITION: TECHNOLOGY SYSTEMS ANALYST I -SECURITY ADMINISTRATION
(0)#01478
APPLIED......................................................................................14
ACCEPTED...............................................................................03
TRAINING AND EXPERIENCE..........................................................03
CERTIFIED................................................................................. 03
Eligible List Report
Technology Systems Analyst [-Security Administration (Open) #01478
Human Resources Analyst: Tracy Sunkes
Established
List Expiration
Candidate Name Seq. Rank
5/20/2021
11/20/2021
Brown, Scott 1
5/20/2021
11/20/2021
Chaidez, Jonathan 1
5/20/2021
11/20/2021
Relangi, Sriharitha 1
Christi Tenter, Human Resources Director
May 20, 2021
POSITION: TECHNOLOGY SYSTEMS SUPERVISOR (OPEN) #01481
APPLIED........................................................................................................14
ACCEPTED...................................................................................................10
ATTENDEDORAL..........................................................................................10
AFTERORAL................................................................................................. 04
CERTIFIED..................................................................................................... 04
Eligible List Report
Technology Systems Supervisor (Open) #01481
Human Resources Analyst: Tracy Sunkes
Established List Expiration Candidate Name Seq. Rank
5/27/2021
11/27/2021
Ford, Damon 1
5/27/2021
11/27/2021
Rubio, John 2
5/27/2021
11/27/2021
Fullmer, David 3
5/27/2021
11/27/2021
Misir, Purneshwar 4
hris i tenter, 4Aan'Resources Director May 27, 2021
POSITION; TECHNOLOGY SYSTEMS TECHNICIAN I -GIS (OPEN) #01482
APPLIED........................................................................................................44
ACCEPTED....................................................................................................09
ATTENDEDORAL..........................................................................................06
AFTERORAL................................................................................................. 04
CERTIFIED..................................................................................................... 04
Eligible List Report
Technology Systems Technician I -GIS (Open) #01482
Human Resources Analyst: Sandra Duncan
Established
List Expiration
Candidate Name
Seq. Rank
6/9/2021
12/9/2021
Clough, Megan
1
6/9/2021
12/9/2021
O'Brien, Paul
2
6/8/2021
12/9/2021
Mendoza, Celina
3
6/9/2021
12/9/2021
Mohammadi, Obeyd
4
Christi Tenter, Human Resources Director June 9, 2021
BAKERSFIELD
THE SOUND OF�ek2ei�i��
MEMORANDUM
TO: MISCELLANEOUS CIVIL SERVICE BOARD
DATE: JUNE 15, 2021
FROM: TRACY SUNKES, HUMAN RESOURCES ANALYST
SUBJECT: NEPOTISM RULING - ADREY STRATTON
CANDIDATE FOR RECREATION COORDINATOR #01490
Adrey Stratton is competing in the examination process for the position of Recreation Coordinator. Her
father, Brent Stratton, is employed as a Police Captain in the Police Department. Due to the possibility
of Adrey being considered for appointment to a Recreation Coordinator, the issue of nepotism must
be addressed.
The following information has been compiled for your review and determination of whether nepotism
creates an adverse impact on supervision, safety, security or morale.
SUMMARY OF DUTIES
A summary of the duties and responsibilities for the position of Recreation Coordinator is as follows:
Under direction, conducts recreation programs at a community center, park or other facility including
adult and youth sports, after-school programs, aquatics, program recreation classes, special events
and education programs; maintains records and promotes program activities; and performs other
duties as required.
A summary of the duties and responsibilities for the position of Police Captain is as follows: Captains
perform administrative duties assisting the Chief of Police in planning, organizing, and directing the
activities of the Police Department. Captains are assigned to command divisions or sections within the
Police Department.
EMPLOYMENT OVERLAP
According to the Assistant Recreation and Parks Director, Darin Budak, if Adrey Stratton is appointed
to a Recreation Coordinator position, performance appraisals would not be reviewed or conducted
by either employee for the other, neither employee would be directly supervised by the other, and
they would not report to each other within the chain of command as they would be assigned to
different departments.
RECOMMENDATION
The Assistant Recreation and Parks Director, Darin Budak, and the Human Resources Department
recommends approval of the nepotism waiver. If this request is approved, however, nepotism
considerations may adversely affect future appointment, transfers or promotional opportunities.
BAKERSFIELD
THE SOUND OF,5Wy"9e4W
MEMORANDUM
TO: MISCELLANEOUS CIVIL SERVICE BOARD
DATE: JUNE 15, 2021
FROM: TRACY SUNKES, HUMAN RESOURCES ANALYST
SUBJECT: NEPOTISM RULING -JARED AGUILAR
CANDIDATE FOR ELECTRICAL TECHNICIAN 1 #01479
Jared Aguilar has successfully competed in the examination process for the position of Electrical
Technician I and placed on eligible list for some. His spouse, Ashleigh Aguilar, is employed as a Clerk
Typist I in the Technology Services Department. Due to the possibility of Jared being considered for
appointment to an Electrical Technician 1, the issue of nepotism must be addressed.
The following information has been compiled for your review and determination of whether nepotism
creates an adverse impact on supervision, safety, security or morale.
SUMMARY OF DUTIES
A summary of the duties and responsibilities for the position of Electrical Technician I is as follows; Under
general supervision, performs skilled journey -level work in maintaining, repairing and installing electrical
equipment; reads and understands electrical blueprints; makes electrical installation decisions;
operates heavy equipment such as 50 ft. aerial lift truck and hydro -crane; uses electrical tools and
instruments; inspects street light installations; and performs other work as required.
A summary of the duties and responsibilities for the position of Clerk Typist I is as follows: Under
immediate supervision, performs routine and repetitive typing and clerical duties; and performs other
work as required.
EMPLOYMENT OVERLAP
According to Acting Public Works Director, Stuart Patteson, if Jared Aguilar is appointed to an Electrical
Technician I position, performance appraisals would not be reviewed or conducted by either
employee for the other, neither employee would be directly supervised by the other, and they would
not report to each other within the chain of command as they would be assigned to different
departments.
RECOMMENDATION
The Acting Public Works Director, Stuart Patteson, and the Human Resources Department recommends
approval of the nepotism waiver. If this request is approved, however, nepotism considerations may
adversely affect future appointment, transfers or promotional opportunities.
CITY OF BAKERSFIELD CLASS SPECIFICATION: 89970
UNIT: MANAGEMENT
EE04: OFFICIAL/ADMINISTRATORS
CLASS TITLE: HUMAN RESOURCES MANAGER
CLASS SUMMARY:
Under general direction, performs complex managerial and analytical work in the
management of a major program or section of the Human Resources Department;
plans, administers, and directs one or more program areas including recruitment,
employee relations, training, equal employment, or other personnel program area;
directs the work of human resources professionals; assures Division compliance with
applicable laws, ordinances, and codes; may act in the absence of the Director; and
performs other duties as assigned.
REPRESNTATIVE DUTIES:
The following typical tasks and responsibilities are representative of the position's
essential duties. They are descriptive, not limiting
Essential Duties:
• Develops and administers the implementation of goals, objectives, policies,
procedures and work standards for the section;
• Selects and appoints section staff and provides for their morale, productivity,
and professional development;
• Plans, organizes, evaluates, coordinates, and directs the work of human
resource professionals and technical;
• Assesses and approves citywide personnel actions for payroll processing and
record management programs;
• Provides expert professional personnel consultant services to the senior
management team, employees and supervisory staff;
• Supervises preparation of items for Civil Service agendas and represents the
Human Resources Director before Civil Service Boards;
• Evaluates and implements changes in work methods, determines workload
methods and standards, and establishes measures of effectiveness;
• Consults with staff on priorities and issues in need of resolution and advises on
appropriate course of action;
• Identifies, evaluates and/or delivers workforce training needs citywide;
• Interprets and applies laws, regulations, rules, and policies; drafts, reviews, and
analyzes existing and proposed codes, rules, and ordinances affecting area of
specialty, and recommends and implements changes as needed;
• Investigate and prepare responses to appeals, complaints and grievances;
• Conducts complex research; prepare and present reports including
recommendations and conclusions to City Council and the City Manager;
• Consults on policy issues, the interpretation of various rules and agreements; and
participates in the development of new or revised policies;
CLASS TITLE: HUMAN RESOURCES MANAGER 89970 -
DISTINGUISHING CHARACTERISTICS:
Manages a major program or section of the Human Resources Department, and is
responsible for planning, organizing, implementing goals and assessing performance.
This classification is distinguished from the Human Resources Supervisor in that the
Human Resources Supervisor directs the work of division staff members as well as
performs a wide variety of professional level duties. The class is further distinguished
from the Human Resources Director who has full oversight and direction of the
department.
MINIMUM QUALIFICATIONS:
Knowledge of:
• Principles, practices, and techniques of public human resources administration,
including recruitment, testing, and selection, equal employment opportunity,
labor relations, classification and job analysis, training, employee development,
and performance planning and evaluation;
• Principles and practices of leadership, motivation, team building, and conflict
resolution;
• Principles and practices of supervision, training, and personnel management.
• Principles and practices of labor relations and employee relations;
• Administrative principles and methods, including goal setting, and program
development and implementation;
• Applicable federal, state and local laws and regulations;
• Research methods, market analysis techniques, and report preparation;
• Basic computer applications and software.
Ability to:
• Plan, organize, and direct the work of program staff;
• Select, train, motivate and evaluate assigned staff;
• Develop, implement and interpret goals, objectives, policies, procedures, work
standards, and internal controls;
• Analyze complex problems, evaluate alternatives and make sound, creative
recommendations;
• Prepare and present clear, concise and accurate reports;
• Communicate effectively in both oral and written form, sometimes to large
groups;
• Gain cooperation through discussion and persuasion;
• Exercise sound independent judgment and initiative within established
guidelines;
• Build and maintain positive working relationships with the senior management
team, co-workers, other City employees, and those encountered in the course
of work using principles of good customer and public service;
• Represent the department effectively and professionally in meetings with others;
• Prepare clear, concise and accurate reports, correspondence, analytical
studies, and other written materials
• Meet critical work deadlines under difficult and stressful conditions.
• Utilize computer systems and related software programs.
CLASS TITLE: HUMAN RESOURCES MANAGER 89970
Interpret City personnel policies and procedures, including civil service system
rules and regulations, and applicable local, state, and federal legislation.
Training and Experience:
• A Bachelor's Degree from an accredited college or university with major
coursework in public or business administration, human resources management,
psychology, or a related field; AND
• Four (4) years of increasingly responsible human resources program
management experience, including experience in employee supervision and
program development and implementation. OR
• An equivalent combination of training and experience which provides the
capabilities to perform the described job duties.
Licenses, Certificates, or Special Requirements:
• A valid California Class "C" driver's license
• Must be able to pass a police background check.
Physical Conditions or Special Working Conditions:
• Standard office environment and working conditions.
• Remote site visits may be required.
Approved by the Miscellaneous Civil Service Board:
Approved by the City Council:
CITY OF BAKERSFIELD CLASS SPECIFICATION: 26445
UNIT: WHITE COLLAR
EE04: PROFESSIONALS
CLASS TITLE: HUMAN RESOURCES SPECIALIST
CLASS SUMMARY:
Under general supervision, as assigned performs a variety of responsible technical,
administrative and paraprofessional duties in support of human resources system and
workflow implementation and projects. Duties include configuration for implementing
software applications for areas such as human resources management, on -boarding,
off -boarding, employee and manager self-service, benefits enrollment, time and
attendance, absence management. Assists in completing various human resources
studies and reports; coordinates assigned activities with other divisions; supports benefit
administration; and performs related work as assigned.
REPRESENTATIVE DUTIES:
The following typical tasks and responsibilities are representative of the position's
essential duties. They are descriptive, not limiting.
Essential Duties:
• Provides information regarding human resources programs, forms and processes
to employees and the public;
• Documents business system processes and workflow to identify specific areas of
necessary change and opportunities for improvement;
• Answers routine correspondence and questions relating to the human resources
program;
• Responds verbally and in writing to salary survey requests and other questions
relating to the City's employment practices;
• Assists with inquiries about benefits and processes leave of absence requests;
• Reviews, verifies and processes documents; corrects errors and enters
information into applicable information system]
• Conducts group and individual orientation sessions to inform employees of their
benefits;
• Develops program materials including promotional flyers and user guides;
• Conducts basic research and surveys, collects and summarizes information, and
prepares written reports and recommendations;
• Coordinates activities with other departments or external agencies as required;
• Provides support to end-users in the use of human resources system and assigned
,programs;
• Identifies and documents functional business system requirements and required
business processes by collaborating with project team members;
• Conducts system unit and integration testing;
• Collaborates with management and functional subject matter experts to
determine business needs and requirements automation;
• Conducts system unit and integration testing.
CLASS TITLE: HUMAN RESOURCES SPECIALIST 26445
DISTINGUISHING CHARACTERISTICS:
This is a para -professional class performing technical and administrative functions in one
or more areas of in the human resources, responsible for developing system
requirements, administering system tests, and acting as a liaison with subject matter
experts. Work focuses on one or more human resources program areas and individuals
are expected to complete assignments with substantial independence.
MINIMUM QUALIFICATIONS:
Training and Experience:
• Graduation from an accredited college or university with a Associate's degree in
Human Resources, Public or Business Administration, or a related field; and
• Three (3) years experience in human resources; or
An equivalent combination of training and experience which provides the
capabilities to perform the described job duties.
Knowledge of:
• Principles of organization and human resources management;
• Related computer applications including applicant tracking, word processing
and spreads sheet software;
• Policies, procedures, ordinances and resolutions governing City human resource
activities, conditions of employment and/or employee benefits;
• Basic research and statistical methods;
• Basic research, data gathering, and report writing methods and technique;
• Standard office practices and procedures, including filing and the operation of
standard office equipment;
• Payroll and human resources record keeping principles and practices;
• Principles and practices of human capital management functional areas
including: recruitment, applicant tracking, on -boarding, off -boarding, talent
management, benefits enrollment, time and labor, absence and leave
management, employee and manager self-service, and/or position control;
• Computer-based project management, data management, and analysis
systems and principles.
Ability to:
• . Communicate effectively and write clear, concise reports;
• Gather and translate data;
• Develop and maintain effective working relationships;
• Maintain accurate records and files;
• Plan, organize and recommend programs and related activities;
• Establish and maintain a variety of personnel and related records requiring
confidentiality and security;
• Perform complex and detailed processing work in a database system, including
entering data with speed and accuracy, auditing work, and running routine
reports;
Apply and explain applicable codes and regulations;
Effectively present information to individuals and groups.
CLASS TITLE: HUMAN RESOURCES SPECIALIST 26445
• Conduct group and individual meetings related to the area to which assigned;
• Use initiative and independent judgment within established procedural
guidelines;
• Set priorities and meet critical deadlines in a fast -paced environment;
• Analytically and logically evaluate information;
• Apply technical subject matter to the job;
• Focus on the details of work content, work steps, and final work products;
• Attend to the needs and expectation of customers;
• Collaborate with others to achieve shared goals;
• Define and assess operational processes and workflow;
• Apply technology for improvements in organizational efficiency and
effectiveness.
Licenses, Certificates; and Special Requirements:
• Possession of a valid California Class "C" driver's license.
Physical Conditions or Special Working Conditions:
• Standard office environment and working conditions.
• Off-site travel may be required for meetings, training and staff interaction.
Approved by the Miscellaneous Civil Service Board:
Approved by City Council:
BAKERSFIELD
TO: Miscellaneous Civil Service Board
FROM: Christi Tenter, Human Resources Director
SUBJECT: Reclassification of Human Resources Clerk position to Human
Resources Specialist
DATE: June 15, 2021
The Municipal Code provides that if the duties and responsibilities of an employee
within a class are sufficiently like the duties and responsibilities of a position of
another class, the position may be reclassified to an appropriate position (Section
2.72.070 - Reclassification). Such actions are subject to certification of the
appropriate civil service board.
The flow and assessment of data are key in understanding workforce needs and
determining effective programs. Over the past year HR has taken several steps to
automate routine, but very -essential, work functions. The HR Specialist will serve in a
project management capacity and facilitates process improvement in various
workflows. In 2020, eForms was implemented and has provided a citywide tool to
automate forms and processes. Over the next 2 years performance evaluations,
leave of absences and onboarding functions will also be added to these platforms.
This role will be the "coordinator" to work with vendors, HR and department staff to
understand work rules and implement these processes. The position will be a key
contact with implementation of a new ERP system and facilitate data reporting
needs.
HR is recommending the reclassification of one (1) Human Resources Clerk position
to the classification of Human Resources Specialist. The current incumbent, Zoe
Finch, is employed with the Human Resources Department. Upon research and
review of the employee's job duties, it has been determined that the employee has
been performing the duties within the job scope of the new classification:
"Under general supervision, as assigned performs a variety of responsible technical,
administrative and paraprofessional duties in support of human resources system
and workflow implementation and projects. Duties include configuration for
implementing software applications for areas such as human resources
management, on -boarding, off -boarding, employee and manager self-service,
benefits enrollment, time and attendance, absence management. Assists in
completing various human resources studies and reports; coordinates assigned
activities with other divisions; supports benefit administration; and performs related
work as assigned."
The HR Clerk is primarily responsible for providing clerical and technical support for
recruitment and benefit activities where the HR Specialist is distinguished as follows:
"This is a para -professional class performing technical and administrative functions
in one or more areas of in the human resources, responsible for developing system
requirements, administering system tests, and acting as a liaison with subject matter
experts. Work focuses on one or more human resources program areas and
individuals are expected to complete assignments with substantial independence."
Therefore, based on the above, I recommend this employee be reclassified from
Human Resources Clerk position to Human Resources Specialist because of the
nature of the work duties and complexity of assignments. Ms. Finch has fully
demonstrated the skills required of the proposed position and performs essential job
duties.
Budget allocations for the Human Resources Specialist position were included in the
FY 2021-22 budget and no additional allocations are required based on the
reclassification request.
BAKERSFIELD
TO: Miscellaneous Civil Service Board
FROM: Christi Tenter, Human Resources Director
SUBJECT: Reclassification of Human Resources Supervisor position to Human
Resources Manager
DATE: June 15, 2021
The Municipal Code provides that if the duties and responsibilities of an employee
within a class are sufficiently like the duties and responsibilities of a position of
another class, the position may be reclassified to an appropriate position (Section
2.72.070 - Reclassification). Such actions are subject to certification of the
appropriate civil service board.
With adoption of the 2020-2021 budget, Human Resources (HR) was appointed as a
department within the City's organization structure. While previously an operating
division of the City Manager's Office; increases to citywide headcount, core
program duties and responsibilities, regulatory environment and general employee
support programs continue to expand and evolve which require organizational
restructure and support. To meet goals and objectives a Human Resources
Manager class specification has been created and proposed for the 2021-22 fiscal
budget.
HR is recommending the reclassification of one (1) Human Resources Supervisor
position to the classification of Human Resources Manager. The current incumbent,
Shayla Collins, is employed with the Human Resources Department. Upon research
and review of the employee's job duties, it has been determined that the
employee has been performing the duties within the job scope of a management
classification:
"Under general direction, performs complex managerial and analytical work in the
management of a major program or section of the Human Resources Department;
plans, administers, and directs one or more program areas including recruitment,
employee relations, training, equal employment, or other personnel program area;
directs the work of human resources professionals; assures Division compliance with
applicable laws, ordinances, and codes; may act in the absence of the Director;
and performs other duties as assigned."
The HR Supervisor and HR Manager are distinguished by:
"Manages a major program or section of the Human Resources Department, and is
responsible for planning, organizing, implementing goals and assessing
performance. This classification is distinguished from the Human Resources
Supervisor in that the Human Resources Supervisor directs the work of division staff
members as well as performs a wide variety of professional level duties. The class is
further distinguished from the Human Resources Director who has full oversight and
direction of the department."
Therefore, based on the above, I recommend this employee be reclassified from
Human Resources Supervisor position to Human Resources Manager because of
the independence, advanced nature of the work duties and complexity of
assignments. Ms. Collins has fully demonstrated the skills required of the proposed
position and performs essential job duties.
Budget allocations for the Human Resources Manager position were included in the
FY 2021-22 budget and no additional allocations are required based on the
reclassification request.
•
BAKERSFIELD
TO: Miscellaneous Civil Service Board
FROM: Christi Tenter, Human Resources Director
SUBJECT: Reclassification of Supervisor I position to Supervisor II
DATE: June 15, 2021
Human Resources Department is recommending the reclassification of one (1)
Supervisor I position to the classification of Supervisor 11. The current incumbent, Tylor
Hester, is employed with the Water Resources Department. Upon research and
review of the employee's job duties, it has been determined that the employee has
been performing the duties within the job scope of the Supervisor II classification:
"Under general direction, performs supervision and technical work in the operation,
maintenance or repair of municipal facilities and equipment; participates in staff
selection, training and development; organizes, assigns and reviews the work of
skilled, semi -skilled and unskilled employees; oversees assignment of equipment;
evaluates employee performance; recommends progressive discipline; prepares
technical reports, correspondence and other written materials; maintains records;
identifies and resolves problems; performs administrative analyses in support of
department or division activities; responds to emergencies and public inquires;
participates in budget preparation; participates in the development and
implementation of goals, objectives, policies, procedures and work standards;
performs special projects or other work as required."
As background, the Supervisor I and Supervisor II positions are part of a career
ladder but not considered a "flex" promotion. A flex promotion provides potential
movement to the higher position upon recommendation due to obtainment and
performance of required skills. The Supervisor I and II may have different
assignments that justify the allocation, and are distinguished by:
"This, class is distinguished from Supervisor I in that the latter is an entry-level
supervisory position that does not require college education or lead/supervisory
experience. Supervisor I is a "supervisor -in -training" position not required to perform
the more complex report writing, analytical, administrative. or budgetary tasks. The
focus of the Supervisor I is that of a "working supervisor" who oversees field
operations. The Supervisor II position is intended to function both as an "operations"
and "administrative" supervisor requiring previous lead/supervisory experience,
college education, administrative, analytical, computer and report writing skills, or
an equivalent combination of training and experience which provides the
capabilities to perform the described job duties."
In review with the Art Chianello, Water Resources Manager and Kris Budak, Water
Resources Director, Mr. Hester has demonstrated the skills required of the level -II
position and performed essential job duties.
Therefore, based on the above, I recommend this employee be reclassified from
Supervisor I to Supervisor II because of the independence, advanced nature of the
work duties and complexity of assignments.
Budget allocations for the Supervisor II position were included in the approved FY
2020-21 budget and no additional allocations are required based on the
reclassification request.
BAKERSFIELD
TO: Miscellaneous Civil Service Board
FROM: Christi Tenter, Human Resources Director
SUBJECT.: Class Specification Audit and General Updates
DATE: June 15, 2021
The Rules and Regulations of the Civil Service Board for Miscellaneous Departments
defines a "class specification" as:
1.11 CLASS SPECIFICATION shall mean a written description of a class or
position which includes title, class number, a general statement of nature of
work, duties, responsibilities and minimum or desirable qualifications."
Rule 3.11 provides that Human Resources is authorized to classify all positions in the
classified service, maintain a schematic list of all classes in the classification plan,
and prepare and maintain specifications for each class.
Periodically class specifications require, updates to reflect changes and/or
modernization to job duties and minimum qualifications. These updates provide an
accurate description of the job duties, which is essential in providing candidates
accurate descriptions of positions during recruitment efforts. In review of all class
specification it appears formatting has differed throughout the years (e.g., font,
type size, headers, etc.) providing an inconsistent "template" of active class
specifications.
Currently, 81 class specifications require template updates, which encompasses
mirroring the template format as it relates to grammar, punctuation, and/or
organizational changes. An example of an update is attached. The substantive
matter of the 81 class specifications will remain the same.
Based on the above, staff recommends approval of a general class specification
update for the classes listed in Table 1, in -lieu -of class specifications returning for
Board approval individually.
Table 1 — Class Speciation Listing
Code...
26030
Accountant 1
13500
Facility Worker
57950
Accountant II
14330
Fleet Mechanic 1
26050
Accounting Clerk 1
14280
Fleet Mechanic II
26060
Accounting Clerk II
14300
Fleet Mechanic III
57960
Accounting Supervisor
14060
Fleet Service Worker I
26040
Administrative Analyst I (Options 1 & 2)
14460
Fleet Service Worker 11
26110
Administrative Analyst 11
88400
Fleet Superintendent
22010
Administrative Assistant 1
88510
General Services Superintendent
22020
Administrative Assistant II
25140
Geographic Information Systems (GIS) Analyst
14140
Air Conditioning Technician 1
13210
Heavy Equipment Operator- Parks
17570
Air Conditioning Technician 11
13220
Heavy Equipment Operator- Water
14210
Aquatics Maintenance Technician
26440
Human Resources Clerk
88330
Assistant Building Director
57020
Human Resources Supervisor
88900
Assistant Director of Recreation & Parks
56990
Hydrographic Supervisor
88070
Assistant Finance Director
24350
Industrial Waste Inspector
88050
Assistant Public Works Director-
Engineering
14200
Maintenance Craftworker I
87890
Assistant to the Public Works Director
14220
Maintenance Craftworker 11
26470
Benefits Technician
59800
Park Construction & Facilities Planner
89150
Building Director
13310
Park Services Coordinator
57880
Business Manager
88480
Parks Superintendent
27520
Buyer 1
24340
Parts & Inventory Specialist
27540
Buyer II
89450
Planning Director
89960
City Treasurer
59920
Purchasing Officer
58360
Civil Engineer III
26020
Recreation Specialist
88380
Civil Engineer IV
26450
Secretary I
26220
Clerk Typist 1
26490
Secretary 11
26230
ClerkTypist.11
89130
Solid Waste Director
89940
Communications Engineer
88560
Solid Waste Superintendent
21500
Community Relations Specialist
88640
Street Maintenance Superintendent
25200
Computer Drafting Technician 1
$7110
Supervisor I
25240
Computer Drafting Technician II
57080
Supervisor I- Centennial Garden & Convention
Center
25250
Construction Inspector 1
57120
Supervisor 11
25260
Construction Inspector II
57830
Supervisor II- Recreation
88460
Construction Superintendent
25280
Survey Party Chief I
14130
Code
Electrical Technician I
Title
25300
Code
Survey Party Chief 11
14100
1 Electrical Technician II
14470
Trades Maintenance Worker
25120
Engineer 1
88370
Traffic Engineer
25150
Engineer II
13620
Tree Maintainer 11
58300
Engineer III -Wastewater
14360
Wastewater Treatment Plant Lab Technician
25180
Engineering Aide 1
14290
Wastewater Plant Mechanic
25210
1 Engineering Aide II
88680
Wastewater Treatment Superintendent
CITY OF BAKERSFIELD CLASS SPECIFICATION: 26030
UNIT: WHITE COLLAR
EEO4: PARA -PROFESSIONALS
CLASS TITLE: ACCOUNTANT I
CLASS SUMMARY
Under direction, supervises and assists with the maintenance of. the financial records
and accounts for a departmental or other accounting system.
�un�an�� ce n� niiTi�c•
REPRESNTATIVE DUTIES:
The following typical tasks and responsibilities are representative of the position's
essential duties. They are descriptive, not limiting.
Essential Duties:
o Work involves responsibility for the maintenance of a complex cost accounting
system in addition to the normal accounting records of the department and for
preparing a variety of financial and statistical reports,
Work is carried out under the general supervision of the department head but
calls for considerable independent judgement on technical matters.
® Plans, assigns and reviews the work of employees engaged in financial record
keeping, analyzes and interprets accounts and records and budgetary
allotments;
assists in the preparation, analysis and review of revenue estimates, expenditures
and fund conditions involving administering budgets;
® sets up and supervises financial record keeping systems;
O prepares periodic financial statements and reports and performs other duties ad
directed.
DES -MINIMUM QUALIFICATIONS:
Knowledge of:
® Accounting principles and procedures;
Governmental accounting and budgeting_
Ability to:
® establish and maintain fiscal records and procedures;
prepare comprehensive financial reports ability to supervise and maintain
effective working relationships.
Training and Experience:
Graduation from college with a major in accounting including at least 24 units of
accounting, ORer
Ceompletion of an equivalent advanced accounting curriculum; ORGY
AGny equivalent combination of training and experience.
9/84
Approved by the City Council: September 12, 1984
Approved by the Civil Service Board: September 18, 1984
CITY OF BAKERSFIELD CLASS SPECIFICATION: 26030
UNIT: WHITE COLLAR
EE04: PARA -PROFESSIONALS
CLASS TITLE: ACCOUNTANT I
CLASS SUMMARY;
Under direction, supervises and assists with the maintenance of the financial records
and accounts for a departmental or other accounting system.
REPRESNTATIVE DUTIES:
The following typical tasks and responsibilities are representative of the position's
essential duties. They are descriptive, not limiting.
Essential Duties:
• Work involves responsibility for the maintenance of a complex cost accounting
system in addition to the normal accounting records of the department and for
preparing a variety of financial and statistical reports.
• Work is carried out under the general supervision of the department head but
calls for considerable independent judgement on technical matters.
• Plans, assigns and reviews the work of employees engaged in financial record
keeping, analyzes and interprets accounts and records and budgetary
allotments;
• assists in the preparation, analysis and review of revenue estimates, expenditures
and fund conditions involving administering budgets;
• sets up and supervises financial record keeping systems;
• prepares periodic financial statements and reports and performs other duties ad
directed.
MINIMUM QUALIFICATIONS:
Knowledge of:
• Accounting principles and procedures;
• Governmental accounting and budgeting.
Ability to:
• establish and maintain fiscal records and procedures;
• prepare comprehensive financial reports ability to supervise and maintain
effective working relationships.
Training and Experience:
• Graduation from college with a major in accounting including at least 24 units of
accounting, OR
• Completion of an equivalent advanced accounting curriculum; OR
• Any equivalent combination of training and experience.
9/84
Approved by the City Council: September 12, 1984
Approved by the Civil Service Board: September 18, 1984