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HomeMy WebLinkAbout12/17/19 MISC CIVIL SERVICE AGENDAPOSTED ON by City Clerk's Office City of Bakersfield 1. - 2. 3. 4. MISCELLANEOUS CIVIL SERVICE COMMISSION REGULAR MEETING �A���L'D ��6� City Hall North, 1600 Truxtun Avenue iFC � 2 2015 Conference Room A, 1 St Floor i CITY'GU:i:CKS OFFiGS Agenda December 17, 2019 2:00 P.M. Roll Call Public Comments Approval of Minutes Staff recommends approval of the minutes of the Regular Meeting of November 19, 2019. New Business A. Eligible List Certified by the Human Resources Manager (Informational Item) 1. Assistant Solid Waste Director (0)#01270 2. Engineer III-Wastewater(P)#01283 3. Engineering Technician 1 (0)#01275 4. Supervisor ll-Fleet(P)#01278 (I. Farmer, R. Rodriguez, T. Sunkes) B. Nepotism(s) (Review, Discuss, Vote) 1. Ruben Martinez, Supervisor II -Fleet #01278 2. Rogelio Mosqueda, Supervisor II -Fleet #01278 3. Matthew Vargas, Supervisor 11 -Fleet #01278 4. Joseph Galvan, Traffic Painter II (P) #01281 5. Anthony Rodriguez, Traffic Painter II (P) #01281 6. Fernando Viveros, Traffic Painter II (P) #01281 (R. Rodriguez, T. Sunkes) C. Reinstatement Request (Review, Discuss, Vote) 1.. Rodney Grounds, Electrical Technician II -General Services (S. Duncan) D. Reclassification (Review, Discuss, Vote) 1. Computer Drafting Technician I to Engineering Technician 1 2. Supervisor I to Supervisor II (C. Tenter) E. Job Specification Revised and/or Title Change (Review, Discuss, Vote) 1. Human Resources Manager to Human Resources Director #89910 (C. Tenter) 5. Commissioner's Comments 6. Adjournment Respectfully submitted, Christi Tenter Human Resources Manager 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 to admhrs@bakersfieldcity.us. MINUTES Miscellaneous Civil Service Board 1600 Truxtun, City Hall North, Conference Room A, 1St Floor November 19, 2019 2:00 P.M. The Miscellaneous Civil Service Board Meeting commenced on November 19, 2019 at 2:00 p.m., City Hall North, Conference Room A, 1 st Floor. 1. Roll Call: Administration present: 2. Public Comments Ron Wolfe, Chair Tom Dorlis, Secretary Michael Caves Nila Hogani Roland Maier Christi Tenter, Human Resources Manager Shayla Woods -Collins, Human Resources Supervisor Sandra Duncan, Human Resources Analyst Tracy Sunkes, Human Resources Analyst Rachel Rodriguez, Human Resources Analyst Joshua Rudnick, Deputy City Attorney Christina Oleson, Deputy City Attorney Julie Houselog, Human Resources Clerk Board welcomed visitors from Bakersfield College 3. Approval of Minutes Upon a motion, by Commissioner Tom Dorlis and seconded by Commissioner Nila Hogan, the minutes for October 22, 2019 were APPROVED, ALL AYES. 4. New Business A. Eligible Lists Certified by the Human Resources Manager 1. Accounting Clerk 1/11 (P) #01277 2. Construction Inspector 1/II (0) #01272 3. Economic Development Planner 1/11 (0) #01256 4. Economic Development Specialist (0) #01258 5. Fleet Service Worker 1 (0) #01262 6. Service Maintenance Worker -Water (0) #01271 7. Tech nology.Systems Analyst 1/11 (0) #01264 8. Technology Systems Technician 1 (0) #01263 9. Traffic Operations Technician (b) #01260` Eligible lists for the above. referenced -positions were submitted as information items to the Board and placed on file. NAT B. Eligible List Extended by the Human Resources Manager I.- Recreation Specialist (0)#01201 extended from 12/07/2019 to 6/07/2020 Eligible lists for the above referenced positions were submitted as information items to the Board and placed on file. NAT C. Nepotisms 1. Alex'Alaniz, Technology Systems Technician 1 #01263- 2. Tomas Bedford, Technology Systems Technician 1 #01263 3. Cecelia Griego, Economic Development Director #01273 4. Christina Howell, Accounting Clerk 1/II #01-277 5. Priscilla Martinez, Accounting Clerk 1/II #01277 6. Isaac Garza, Engineering Technician 1 #01275 After discussion,a motion, by Commissioner Nila Hogan and seconded by Commissioner Michael Caves, was made to approve the recommendation of the Public Works Director, Nick Fidler, Development Services Director, Christopher Boyle, Technology Systems Director, Gregory Pronovost, and/or the Human Resources Division to approve the Nepotism Waivers for the above items. APPROVED, ALL AYES D. Reinstatement Request 1. William Miramontes, Facility Worker After discussion, a motion, by Commissioner Tom Dorlis and seconded by Commissioner Michael Caves, was made to approve the recommendation of the Human Resources Manager, Christi Tenter, to approve the Reinstatement Request for William Miramontes. APPROVED, ALL AYES 5. Commissioner's Comments Commissioners advised the Special Hearing was on track for January as scheduled. 6. Adjournment There being no further business to come before the Board, a motion was made by Commissioner Roland. Maier and Seconded by Commissioner Michael Caves to adjourn the meeting at 2:06p.m. APPROVED, ALL AYES. Respectfully submitted, Tom Dorlis, Secretary POSITION: Assistant Solid Waste Director (OPEN) #01270 APPLIED......................................................................................04 ACCEPTED...........................................:......................................04 TRAINING AND EXPERIENCE..........................................................01 CERTIFIED....................................................................................01 Eligible List Report Assistant Solid Waste Director (Open) #01270 Human Resources Analyst: Isabel Farmer Established List Expiration Candidate Name Seq. Rank 11/18/2019 5/18/2020 011ivier, Greg L 1 hristi Tenter, Human Resources Manager November 18, 2019 • � 4 POSITION: ENGINEER III -WASTEWATER (PROMOTIONAL) #01283 APPLIED.......................................................................................................1 ACCEPTED...................................................................................1 TRAINING AND EXPERIENCE...:.....:................:............................................ CERTIFIED.................................................................................................... l m Eligible List Report Engineer III- Wastewater (Promotional) #01283 Human Resources Analyst: Isabel Farmer Established List Expiration Candidate Name Seq. Rank 12/3/2019 -6/3/2020 Gill, Sameena 1 hristi Tenter, Human Resources Manager M December 3, 2019 POSITION: ENGINEERING TECHNICIAN I (OPEN) #01275 APPLIED.............................................................................................. 35 ACCEPTED.........................................................................................14 ATTENDEDORAL................................................................................09 AFTERORAL.......................................................................................09 CERTIFIED........................................................................................... 09 Eligible List Report Engineering Technician 1`(Open) #01275 Human Resources Analyst: Tracy Sunkes Established List Expiration Candidate Name Seq. Rank 11/19/2019 5/19/2020 Garza, Isaac 1 11/19/2019 5/19/2020 Rosales III, Nestor 2 11/19/2019 5/19/2020 Romo, Danitza 3 11/19/2019 5/19/2020 Grewal, Amanpre.et 4 11/19/2019 5/19/2020 Castaneda, Ivan 5 11/19/2019 5/19/2020 Valdez, Oracio 5 11/19/2019 5/19/2020 Gaworski, Justin 6 11/19/2019 5/19/2020 Singh, Jatinder 7 11/19/2019 5/19/2020 Escudero, Jaime 8 hristi Tenter, Human Resources Manager November 19, 2019 POSITION: SUPERVISOR II -FLEET (PROMOTIONAL) #01278 APPLIED.....................................................................................................12 ACCEPTED.................................................................................................8 ATTENDEDORAL...........:...........................................................................8 AFTERORAL..............................................................................................5 CERTIFIED...................................................................................................5 Eligible List Report Supervisor II -Fleet (Promotional) #01278 Human Resources Analyst: Rachel Rodriguez Established List Expiration Candidate Name Seq. Rank 12/6/2019 6/6/2020 Hammons, Kenneth 1 12/6/2019 6/6/2020 Mosqueda, Rogelio 2 12/6/2019 6/6/2020 Martinez, Ruben 3 12/6/2019 6/6/2020 Gomel, Pedro 4 12%6/2019 6/6/2020 Vargas, Matthew 5 Tenter, Human Resources Manager December 6, 2019 M d � C BAKERSFIELD THE SOUND OF�aiuto�� MEMORANDUM TO: MISCELLANEOUS CIVIL SERVICE BOARD DATE: DECEMBER 17, 2019 FROM: RACHEL RODRIGUEZ, HUMAN RESOURCES ANALYST!) SUBJECT: NEPOTISM RULING - RUBEN MARTINEZ CANDIDATE FOR SUPERVISOR II — FLEET #01278 Ruben Martinez has successfully competed in the examination process for the position of Supervisor 11 - Fleet. His daughter, Priscilla I. Martinez, is currently employed as a Clerk Typist I in the Solid Waste Division of the Public Works Department and his nephew, Nick Delarosa, is currently employed as a Facility Worker in the Solid Waste Division of the Public Works Department. Due to the possibility of Ruben Martinez being considered for promotion to a Supervisor II - Fleet, 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 Supervisor II is as follows: 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. 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. A summary of the duties and responsibilities for the position of Facility Worker is as follows: This is an entry-level, multi -divisional classification. Under direct supervision, performs routine and semi -skilled manual work of limited difficulty in the maintenance and improvement of: municipal parks and streetscapes including grounds and City buildings, solid waste, recycling or related areas. Performs a wide variety of manual work related to general maintenance activities. Employees in this class are not required to drive commercial vehicles. Performs other work as required. EMPLOYMENT OVERLAP According to the Public Works Director, Nick Fidler, if Ruben Martinez is promoted to a Supervisor 11- Fleet position in the Fleet Division of the Public Works Department, 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 otherwithin the chain of command as they would be assigned to different divisions. RECOMMENDATION The Public Works Director, Nick Fidler, and the Human Resources Division recommend approval of the nepotism. If this request is approved, however, nepotism considerations may adversely affect future appointments, transfers or promotional opportunities. BAKERSFIELD THE SOUND OF �a�vleiM 13ei MEMORANDUM TO: MISCELLANEOUS CIVIL SERVICE BOARD DATE: DECEMBER 17, 2019 .FROM: RACHEL RODRIGUEZ, HUMAN RESOURCES ANALYST SUBJECT: NEPOTISM RULING-ROGELIO MOSQUEDA CANDIDATE FOR SUPERVISOR II - FLEET #01278 Rogelio Mosqueda has successfully competed in the examination process for the position of Supervisor 11 - Fleet. His brother in law, Adan Cuevas, is currently employed as a Supervisor II in the Fleet Division of the Public Works Department. Due to the possibility of Rogelio Mosqueda being considered for promotion to a Supervisor II - Fleet, 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 Supervisor II is as follows: 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. EMPLOYMENT OVERLAP According to the Public Works Director, Nick Fidler, if Rogelio Mosqueda is promoted to a Supervisor II - Fleet position in the Fleet Division of the Public Works Department, 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. RECOMMENDATION The Public Works Director, Nick Fidler, and the Human Resources Division recommend approval of the nepotism. If this request is approved, however, nepotism considerations may adversely affect future appointments, transfers or promotional opportunities. M BAKERSFIELD THE SOUND OFe5",*ittf 96 MEMORANDUM TO: MISCELLANEOUS CIVIL SERVICE BOARD DATE: - DECEMBER 17, 2019 FROM: RACHEL RODRIGUEZ, HUMAN RESOURCES ANALYST SUBJECT: NEPOTISM RULING- MATTHEW VARGAS CANDIDATE FOR SUPERVISOR II - FLEET #01278 Matthew Vargas has successfully competed in the examination process for the position of Supervisor II - Fleet. His spouse, Vanessa Vargas, is currently employed as a Secretary I in the General Services Division of the Public Works Department and his uncle in law, Alex Adona Jr, is currently employed as a Traffic Painter III in the General Services Division of the Public Works Department. Due to the possibility of Matthew Vargas being considered for promotion to a Supervisor II - Fleet, 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 Supervisor II is as follows: 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. A summary of the duties and responsibilities for the position of Secretary I is as follows: Under general supervision, is,responsible for performing" secretarial and varied clerical work of considerable difficulty and performs other work as required. A summary of the duties and responsibilities for the position of Traffic Painter III is as follows: Under general supervision, acts as the crew leader, performs all aspects of traffic painting and marking; makes, installs and maintains all signs and traffic control devices; drives and operates light equipment such as stencil trucks and heavy equipment such as the paint stripertruck; and performs other work as required. EMPLOYMENT OVERLAP According to the Public Works Director, Nick Fidler, if Matthew Vargas is promoted to a Supervisor II - Fleet position in the Fleet Division of the Public Works Department, 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 otherwithin the chain of command as they would be assigned to different divisions. RECOMMENDATION The Public Works Director, Nick Fidler, and the Human Resources Division recommend approval of the nepotism. If this request is approved, however, nepotism considerations may adversely affect future appointments, transfers or promotional opportunities. - 4 BAKERSFIELD THE SOUND OFC5*t4kf'Fe* MEMORANDUM TO: MISCELLANEOUS CIVIL SERVICE BOARD DATE: DECEMBER 17, 2019 J FROM: TRACY SUNKES, HUMAN RESOURCES ANALYST SUBJECT: NEPOTISM RULING -JOSEPH GALVAN CANDIDATE FOR TRAFFIC PAINTER II #01281 Joseph Galvan is competing in the examination process for the position of Traffic Painter II. His Brother -in -Law, Rogelio Venegas, is currently employed as a Service Maintenance Worker in the Solid Waste Division of the Public Works Department. Due to the possibility of Joseph Galvan being considered for promotion to a Traffic Painter II in the General Services Division of the Public Works Department, 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 Traffic Painter II is as follows: Under general supervision, acts as a crew leader when needed; performs all aspects of traffic painting and marking makes, installs and maintains all signs and traffic control devices; drives and operates light equipment such as stencil trucks and heavy equipment such as the paint striper truck; and performs other work as required. A summary of the duties and responsibilities for the position of Service Maintenance Worker is as follows: Under direct supervision, performs routine and semiskilled manual work of limited difficulty in the maintenance, of: water canals, storm drainage basins, parks/trees, sewers, solid waste, streets, traffic painting, or related areas. Performs a wide variety of duties related to maintenance and equipment operation. A broad range of equipment may be operated. Employees may be required to work on a 24-hour rotational shift basis including weekends, holidays and declared emergencies. Employees are on-call for emergencies after regular hours and must be willing to work overtime. Performs related duties as required. EMPLOYMENT OVERLAP According to the Public Works Director, Nick Fidler; if Joseph Galvan is promoted to a Traffic Painter II position in the General Services Division of the Public Works Department, 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 divisions. RECOMMENDATION The Public Works Director, Nick Fidler, and the Human Resources Division recommend approval of the nepotism. If this request is approved, however, nepotism considerations may adversely affect future appointments, transfers or promotional opportunities. BAKERSFIELD THE SOUND OFC5*tAkf 66* MEMORANDUM TO: MISCELLANEOUS CIVIL SERVICE BOARD DATE: DECEMBER 17, 2019 FROM: TRACY. SUNKES, HUMAN RESOURCES ANALYST. SUBJECT: NEPOTISM RULING -ANTHONY RODRIGUEZ CANDIDATE FOR TRAFFIC PAINTER II #01281 Anthony Rodriguez is competing in the examination process for the position of traffic Painter II. His Brother -In - Law, Antonio Garza, is currently employed as a Solid Waste Equipment Operator in the Solid Waste Division of the Public Works Department. Due to the possibility of Anthony Rodriguez being considered for promotion to a Traffic Painter If in the General Services Division of the Public Works Department, 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 Traffic Painter II is as follows: Under general supervision, acts as a crew leader when needed; performs all aspects of traffic painting and marking makes, installs and maintains all signs and traffic control devices; drives and operates light equipment such as stencil trucks and heavy equipment such as the paint striper truck; and performs other work as required. A summary of the duties and responsibilities for the position of Solid Waste Equipment Operator is as follows: Under general supervision, performs manual and semi -skilled work in the operation of heavy and complex automotive refuse collection and recycling equipmentsuch as (but not limited to) front loader, side loader, roll -off, grinder, screen plant, and compost turner; and performs other work as required. EMPLOYMENT OVERLAP According to the Public Works Director, Nick Fidler, if Anthony Rodriguez is promoted to a Traffic Painter II position in the General Services Division of the Public Works Department, 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 divisions. RECOMMENDATION The Public Works Director, Nick Fidler, and the Human Resources Division recommend approval of the nepotism. If this request is approved, however, nepotism considerations may adversely affect future appointments, transfers or promotional opportunities.. BAKERSFIELD THE SOUND OFC5MVAMf fFeA* MEMORANDUM TO: MISCELLANEOUS CIVIL SERVICE BOARD DATE: DECEMBER 17, 2019 FROM: TRACY SUNKES, HUMAN RESOURCES ANALYST SUBJECT: NEPOTISM RULING - FERNANDO VIVEROS CANDIDATE FOR TRAFFIC PAINTER II #01281 Fernando Viveros is competing in the examination process for the position of Traffic Painter II. His Brother, Christopher Sianez, is currently employed as a Service Maintenance Worker in the Water Resources Department. Due to the possibility of Fernando Viveros being considered for promotion to a Traffic Painter II in the General Services Division of the Public Works Department, 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 Traffic Painter II is as follows: Under general supervision, acts as a crew leader when needed; performs all aspects of traffic painting and marking makes, installs and maintains all signs and traffic control devices; drives and operates light equipment such as stencil trucks and heavy equipment such as the paint striper truck; and performs other work as required. A summary of the duties and responsibilities for the position of Service Maintenance Worker is as follows: Under direct supervision, performs routine and semiskilled manual work of limited difficulty in the maintenance of: water canals, storm drainage basins, parks/trees, sewers, solid waste, streets, traffic painting, or related areas. Performs a wide variety of duties related to maintenance and equipment operation. A broad range of equipment may be operated. Employees may be required to work on a 24-hour rotational shift basis including weekends, holidays and declared emergencies. Employees are on-call for emergencies after regular hours and must be willing to work overtime. Performs related duties as required. EMPLOYMENT OVERLAP According to the Public Works Director, Nick Fidler, if Fernando Viveros is promoted to a Traffic Painter II position in the General Services Division of the Public Works Department, 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 Public Works Director, Nick Fidler, and the Human Resources Division recommend approval of the nepotism. If this request is approved, however, nepotism considerations may adversely affect future appointments, transfers or promotional opportunities. d BAKERSFIELD THE SOUND OF,5Mti!lQ1N,o 96* MEMORANDUM TO: Miscellaneous Civil -Service Board FROM: Christi Tenter, Human Resources Manager SUBJECT: Reinstatement Request for Rodney Grounds DATE: December 17, 2019 Mr. Rodney Grounds has requested reinstatement to the- position of Electrical Technician II in the General Services Division with the City of Bakersfield (refer to -- - attached letter). On January 14, 2014, Mr. Grounds was hired as a full-time employee as an Electrical Technician I in the General Services Division of the Public Works Department. Mr. Grounds was promoted to Electrical Technician II on January 21, 2018. Mr. Grounds resigned from the City of Bakersfield on June 18, 2018 in good standing. Mr. Nick Fidler, Public Works Director, and Mr. Sean Cacal, General Services Superintendent, have been contacted regarding this request. They recommend placing Mr. Grounds on a reinstatement list for Electrical Technician II. Should the Board approve this request, Mr. Grounds' name will be placed on the Miscellaneous Civil Service reinstatement lisffor Electrical Technician II for the City of Bakersfield for a period of one (1) year. The established reinstatement list may be utilized at the hiring manager's discretion for selection of a final candidate per Miscellaneous Civil Service Rule 6.0.5 during periods of which vacancies occur within the one (1) year period. Cc: Nick Fidler Sean Cacal Rodney Grounds 661-472-3478 rprounds25@Stahoo.com Attention: Christi Tenter, Human Resources Manager, City of Bakersfield Friday, 6 December 2019. Dear Ms. Tenter. My name is Rodney Grounds. I worked as an Electrical Technician II forthe City of Bakersfield from January 2014 to June 2018, when I resigned from my position. I left the position on good terms and gave my immediate supervisor two weeks notice that I was leaving. I am writing to inquire about the possibility of returning to my position. I have been in contact with my previous Superintendent, Sean Cacal, and my Immediate Supervisor, Peter Martin. Both supervisors have stated that they are interested in having me return to General Services as an Electrical Technician II. Thank you very much for considering my request. Best regards, -/ VV `vQ Rodney W. Grounds 12/6/2019 TO: . Miscellaneous Civil Service Board FROM: Christi Tenter, Human Resources Manager SUBJECT: Reclassification of Computer Drafting Technician I to Engineering Technician I DATE: -December 17, 2019 Human Resources Division is recommending the reclassification of one (1) Computer Drafting Technician I position to the classification of Engineering Technician I. The current incumbent, Isaac Garza, is employed with the Design Engineering Division of the Public Works Department. Upon research and review of the employee's job duties, it has been determined that the employee meets the minimum qualifications of the Engineering Technician I classification and the division has a need to conductjob duties. equivalent to the Engineering Technician I classification. The job scope of the Engineering Technician I classification: "Under general supervision, performs work of average difficulty involving technical office and field work checking development plans for conformance with City standards; preparing and checking final maps, legal descriptions, plans and specifications utilizing computer aided drafting format and performing research of record information in the Public Works Department. Performs other work as required." As background, the Computer Drafting Technician is defined as an entry-level engineering drafting classification. Individuals are required to perform computations, and computer-aided drafting design on a variety of City improvement projects. The classification provides a solid training environment for individuals who desire development and growth in the engineering series. Identifying candidates who demonstrate the ability to perform more journey -level design functions is an advantage to the division with the amount of ongoing projects. Therefore, based on the above, I recommend this employee be reclassified from Computer Drafting Technician I to Engineering Technician I because of the design duties needed within the division. Due to existing vacancies and division cost -savings, the current budget provides allocations for the Engineering Tech I position. Budget allocations will be included in the proposed FY 2020-21 budget. 00, BAKERSFIELD TO: Miscellaneous Civil Service Board FROM: Christi Tenter, Human Resources Manager SUBJECT: Reclassification of Supervisor I to Supervisor II DATE: December 17, 2019 Human Resources. Division is recommending the reclassification of one (1) Supervisor I position to the classification of Supervisor II. The current incumbent, Jason Solf, 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 beer: 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. Solf has demonstrated the skills required of the level -11 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 proposed FY 2019-20 budget that was approved with the adoption of the budget by City Council on June 28, 2019. CITY OF BAKERSFIELD CLASS SPECIFICATION: 89910 UNIT: MANAGEMENT EE04: OFFICIAL/ADMINISTRATORS CLASS TITLE: HUMAN RESOURCES ` 'IJA T `� ti DffRECTi ©R CLASS SUMMARY: Under administrative direction; plans, organizes, integrates, and implements comprehensive, City-wide human resource management programs including recruitment, selection, employment, training, benefits administration, job analysis, classification, compensation, labor relations, management development, performance appa_mana ement, r ar am -f �eoual o- ortunit� employment, and miscellaneous personnel services; provides effective management and direction of human resourcespdr�&,zdivision staff; provides expert professional assistance.to City management in human. resources matters. REPRESENTATIVE DUTIES: The following typical tasks and responsibilities are representative of the position's essential duties. They are descriptive, not limiting. Essential Duties: o Develops and directs the implementation of goals, objectives, policies, procedures and work standards for the division o Ddirects the preparation and administration of the department's budget; plans, organizes, administers, reviews and evaluates the activities of professional, technical and division support staff o Ceonfers with City management regarding major personnel, affirmative action and employee relations activities or problems od&ve4-psQeveloQs, implements, and administers comprehensive human resource management plans, programs, policies, and procedures across all City departments 2_2L participates with the City Manager and others in labor relations negotiations and administers memoranda of understanding after agreement is reached o Pprovides personnel advice, counsel, and assistance to the City's civil service boards o Ddirects recruitment, testing, and selection activities for permanent and temporary City staff; directs the development and maintenance of a comprehensive classification and compensation plan o Ddirects the implementation of the City's &�f--a;-equal opportunity employment plan for protected groups cJ,:v.4ghe— e'ale-d o Ddirects programs of employee training and development; directs the upkeep and maintenance of centralized personnel records o Eensures that governmental and policy regulations are met a Ceoordinates human resource policies with City departments and outside agencies and organizations o-Aadvises and counsels management and employees regarding grievance and disciplinary procedures and actions • Ddirects or conducts research and analysis of personnel administration and employee relations needs, recommends appropriate actions, and implements programs CLASS TITLE: HUMAN RESOURCES DERCH C T GR (continued) 89910 o lnterprets City policies and procedures for employees S -selects division staff and provides for their morale, productivity, and professional development o Pparticipates on various City committees and task forces o Mmonitors developments and legislation related to personnel matters, evaluates their impact upon City operations, and recommends and implements policy and procedural improvements when warranted o Performs other duties as assigned DISTINGUISHING CHARACTERISTICS: This single -position class functions as a division head within. the City Manager's Office, and is responsiblefog ma�s�e��a'��ntd�a�$mana�in� arid integrating all activities throughout the City related to' the broad function of human resources. The incumbent is accountable for accomplishing division goals and objectives and for furthering City goals and objectives within general policy guidelines. MffNII`ViIUPViE. QUALIFICATIONS -94TH: Knowledge of: o T1,e -� Advanced theory, principles, practices, and techniques of public V-m�-f&, resources administration, including recruitment, testing, and selection, .af nnatiw amt osggual emaloyment opportunity, labor relations, classification and job analysis, compensation and benefits administration, employee development, and performance planning and appraisal o Pprinciples and practices of labor relations, including negotiating techniques and MOU administration o Aadministrative principles and methods, including goal setting, program and budget development and implementation, and employee supervision o Aapplicable federal, state and local laws and regulations o research methods, market analysis techniques, and report preparation o l,�odem trends in human resource program development. Ability to: o Plan, organize, administer, review, and evaluate a broad, centralized human resources awviee�program o S -select, train, motivate and evaluate assigned staff; develop, implement and interpret goals, objectives, policies, procedures, work standards, and internal controls o Aanalyze complex problems, evaluate alternatives and make sound, creative recommendations o Eexercise sound independent judgment and initiative within established guidelines o . Eestablish and maintain effective working relationships with those encountered in the course of the work o represent the City effectively in meetings with others; prepare clear, concise and accurate reports, correspondence, analytical studies, and other written materials o lJ. nterpret City personnel policies and procedures, including civil service system rules and regulations, and applicable local, state, and federal legislation. CLASS TITLE: HUMAN RESOURCES CTOR (continued) 89910 Training and Experience: • ����✓ii�ci�c'%j�^�:9c".�'`s�i��Or'�1—tx&i���z{?�ivzi���i-�i�ntl-�i-�ca-vr'nY� a"'o�-�r-�ri�a^,�'�`v �a.--�.-�: � Bachelor's Degree from an accredited college or universit�iia— t��� major coursework in public or business administration, employee relations, human resources management, psychology, or a related 1 14 field; and' o_ Sixes years of increasingly responsible human resource program management experience, including experience in employee supervision and program development and implementation. -Licenses,-1--Certificates orn Special Requirements: A valid Califon -iia Class "C" driver's license lt/l�ust be able to pass .ss a police background . baa -se-, C-4 s -s -C. Physical Conditions or Special Working Conditions: Standard office environment and working conditions. Approved by the City Council: January S, 2020 Approved by the Miscellaneous Civil Service Board: �^�e't32-December 17, 2019 M CITY OF BAKERSFIELD CLASS SPECIFICATION: 89910 UNIT: MANAGEMENT EE04: OFFICIAL/ADMINISTRATORS CLASS TITLE: HUMAN RESOURCES DIRECTOR CLASS SUMMARY: Under administrative direction, plans, organizes, integrates, and implements comprehensive, City-wide human resource management programs including recruitment, selection, employment, training, benefits administration, job analysis, classification, compensation, labor relations, management development, performance management, equal opportunity' employment, and miscellaneous personnel services; provides effective management and direction of human resources division staff; provides expert professional: assistance to City management in human resources matters. REPRESENTATIVE DUTIES: The following typical tasks and responsibilities are representative of the position's essential duties. They are descriptive, not limiting. Essential Duties: Develops and directs the implementation of goals, objectives, policies, procedures and work standards for -the division Directs the preparation and administration of the department's budget; plans, organizes, administers, reviews and evaluates the activities of professional, technical and division support staff • Confers with City management regarding major personnel, affirmative action and employee relations activities or problems • Develops, implements, and administers comprehensive human resource management plans, programs, policies, and procedures across all City departments • Participates with the City Manager and others in labor relations negotiations and administers memoranda of understanding after agreement is reached • Provides personnel advice, counsel, and assistance to the City's -civil service boards • Directs recruitment, testing, and selection activities for permanent and temporary City staff; directs- the development and maintenance of a comprehensive -classification and compensation plan Directs the implementation of the City's equal. opportunity employment plan for protected groups Directs programs of employee -training and development; directs the upkeep and maintenance of centralized personnel records • Ensures that governmental and policy regulations are met • Coordinates human resource policies with City departments an.d outside agencies and organizations CLASS TITLE: HUMAN RESOURCES DIRECTOR (continued) 89910 • Advises and counsels management and employees regarding grievance and disciplinary procedures and actions • Directs or conducts research and analysis of personnel administration and employee relations needs, recommends appropriate actions, and implements programs • Interprets City policies and procedures for employees Selects division staff and provides for their morale, productivity, and professional. development • Participates on various City committees and task forces • Monitors developments and legislation related to personnel matters, evaluates. their impact upon -City operations, and recommends and implements policy and procedural improvements -when warranted • Performs other duties as assigned DISTINGUISHING CHARACTERISTICS: This - single -position class functions as a division head within the City Manager's Office, and is responsible for managing and integrating all activities throughout the City related to the broad function of human resources. The incumbent is accountable for accomplishing division goals and objectives and for furthering City goals and objectives within general policy guidelines. MINIMUM QUALIFICATIONS: Knowledge of: • Advanced theory, principles, practices, and techniques of public human resources administration, including_ recruitment, testing, and selection, equal employment opportunity, labor relations, classification and job analysis, compensation and benefits administration, employee development, and performance planning and appraisal • Principles and practices of labor relations, including negotiating techniques and MOU administration • Administrative principles and methods, including goal setting, program and budget development and implementation, and employee supervision • Applicable federal, state and local laws and regulations • Research methods, market analysis techniques, and report preparation • Modern trends in human resource program development. Ability to: • Plan, organize, administer, review, and evaluate a broad, centralized human resources program • 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 CLASS TITLE: HUMAN RESOURCES DIRECTOR (continued) 89910 • Exercise sound independent judgment and. initiative within established guidelines • Establish and maintain effective working relationships with those encountered in the course of the work • Represent the City effectively in meetings with others; prepare clear, concise and accurate reports, correspondence, analytical studies, and other written materials • Interpret City personnel policies and procedures, including civil service -system rules and regulations, and applicable local, state, and federal legislation. Traininq and Experience: • A Bachelor's Degree from an accredited college or university with major coursework in public or business administration, employee relations, human resources management, psychology, or a related field; and • Six (6) years of increasingly responsible human resource program management experience, including experience in employee supervision and program development and implementation. 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. Approved by the City Council: Approved by the Miscellaneous Civil Service Board: M