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Home My WebLink About06/15/21 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