CONCURRENT AGENDA FOR THE CIVIL SERVICE COMMISSION AND EQUAL EMPLOYMENT COMMISSION ·...

CONCURRENT AGENDA FOR THE CIVIL SERVICE COMMISSION AND EQUAL EMPLOYMENT COMMISSION

DATE: Thursday, September 3, 2009 LOCATION/TIME: City Council Chambers / 3:00 PM City Hall, Second Floor 425 N El Dorado Street 1. Call to Order 1.01 Election of Vice-Chair (Motion) 2. Announcement of Closed Session (Gov. Code § 54957(b)(1))

2.01 Public Comments on Closed Session Items 2.02 Adjourn to Closed Session

Public Employment: Review and Certification of Eligibility List Position: WATER/SEWER EQUIPMENT OPERATOR (P) (Resolution) 2.03 Call to Order/Roll Call 2.04 Report of Action Taken in Closed Session

Regular Meeting (Page - 1)

CHAIR Matthew E. Wetstein

VICE CHAIR

Vacant

COMMISSIONERS Eddie Brown, Jr.

Wayne B. Richardson Moses Zapien

Thursday, September 3, 2009 CIVIL SERVICE COMMISSION AGENDA (cont)


3. Citizen Comments/Announcements Citizens may comment on any subject within the jurisdiction of the Civil Service Commission, including items on the Agenda. Each speaker is limited to five minutes. Speakers must submit "Request to Speak" cards to the City Clerk, and be prepared to speak when called. No speaker cards will be received after the close of the Citizen's Comments portion of the meeting. Speakers should hold comments on items listed as a Public Hearing until the Hearing is opened. If a large number of people desire to speak at a Public Hearing, the Chair may reduce the amount of time allocated to each speaker to three (3) minutes. All proceedings before the City of Stockton Civil Service Commission are conducted in English. The City of Stockton does not furnish interpreters and, if one is needed, it shall be the responsibility of the person needing one. In compliance with the Americans with Disabilities Act, if you need special assistance to participate in the meetings of the Civil Service Commission, please contact the Office of the City Clerk at (209) 937-8459 at least 48 hours prior to the meeting to enable the Commission to make reasonable arrangements to ensure accessibility. Writings related to an item on this agenda that are provided to a majority of the Commission members after distribution of the agenda packet are available for public inspection, during normal business hours, in the City Clerk's Office at 425 N. El Dorado Street, Stockton, CA 95202. You may call (209) 937-8459 for further information. Such writings are also available on the City of Stockton website at www.stocktongov.com. (Gov. Code § 54957.5(b)) 4. Adoption of Consent Calendar Eligibles whose names are being removed from Employee Eligibility Lists due to failure of background investigation do not have appeal rights; EXCEPT that an appeal with substantiated allegations of unlawful employment practices or violations of the Civil Service Rules may be heard by the Commission.

4.01 Approval of the Minutes of the Concurrent Civil Service/Equal Employment Commission Regular Meeting of August 20, 2009 (Motion) (CONSENT)

4.02 Adopt a Resolution Ratifying the Action Taken by the Director of Human Resources to Amend the Class Specifications for the Positions of POLICE TELECOMMUNICATOR I/II, POLICE TELECOMMUNICATIONS SUPERVISOR, and SUPERVISING EVIDENCE TECHNICIAN to Update the Minimum Requirements and Principal Duties in Accordance with Rule IV, Section 4(a)(4) of the Civil Service Rules and Regulations for Miscellaneous Employees

(Resolution) (CONSENT)



4.03 Adopt a Resolution Ratifying the Action Taken by the Director of Human Resources to Amend the Class Specification for the Position of SUPERVISING REVENUE ASSISTANT to Update the Minimum Requirements to Include a Substitution Pattern for Education and Lead or Supervisory Experience in Accordance With Rule IV, Section 4(a)(4) of the Civil Service Rules and Regulations for Miscellaneous Employees


5. Unfinished Business (None)

6. Requests for Appeal/Public Hearing (None) 7. Appeals/Public Hearings

7.01 Continued Public Hearing to Amend the Rules and Regulations for Miscellaneous Employees to Provide for Determination of Comparable Classes

(Resolution) 8. New Business

8.01 Filing of the 2009 Annual Equal Employment Report by the FIRE DEPARTMENT in Accordance with Civil Service/Equal Employment Commission Resolution No. 01-003

(Accept for Filing) 8.02 Filing of the 2009 Annual Equal Employment Report by the OFFICE OF THE CITY CLERK in Accordance with Civil Service/Equal Employment Commission Resolution No. 01-003

(Accept for Filing)

8.03 Filing of the 2009 Annual Equal Employment Report by the OFFICE OF THE CITY ATTORNEY in Accordance with Civil Service/Equal Employment Commission Resolution No. 01-003

(Accept for Filing)



9. Reports/Written Communications/Information Items 9.01 Notice of Examination for the Positions of FIRE

TELECOMMUNICATIONS SUPERVISOR (PROMOTIONAL) and POLICE TELECOMMUNICATIONS SUPERVISOR (PROMOTIONAL) in Accordance with Rule VI, Section 5 of the Civil Service Rules for Miscellaneous Employees

(Information) 9.02 Notice of Open Recruitment, Press Release, Job Announcement, and

Recruitment Schedule to Fill One (1) Vacancy on the City of Stockton Civil Service Commission

(Information) 10. Commission Communications and Comments 11. Adjournment

Agenda Item No. 4.01

Recommendation: Approve the Minutes of the Concurrent Civil Service/Equal Employment Commission Regular Meeting of August 20, 2009 (Motion) (CONSENT)

CIVIL SERVICE COMMISSION AGENDA ITEM NO. 4.01 2009-09-03 AGENDA (1)

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CIVIL SERVICE COMMISSION (2) AGENDA ITEM NO. 4.01 2009-09-03 AGENDA

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Recommendation: Adopt a Resolution Ratifying the Action Taken by the Director of Human Resources to Amend the Class Specifications for the

Positions of POLICE TELECOMMUNICATOR I/II, POLICE TELECOMMUNICATIONS SUPERVISOR, and SUPERVISING EVIDENCE TECHNICIAN to Update the Minimum Requirements and Principal Duties in Accordance with Rule IV, Section 4(a)(4) of the Civil Service Rules and Regulations for Miscellaneous Employees



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TO: CIVIL SERVICE COMMISSION FROM: DIANNA R. GARCIA, DIRECTOR OF HUMAN RESOURCES SUBJECT: ADOPT A RESOLUTION RATIFYING THE ACTION TAKEN BY THE

DIRECTOR OF HUMAN RESOURCES TO AMEND THE CLASS SPECIFICATIONS FOR THE POSITIONS OF POLICE TELECOMMUNICATOR I/II, POLICE TELECOMMUNICATIONS SUPERVISOR, AND SUPERVISING EVIDENCE TECHNICIAN TO UPDATE THE MINIMUM REQUIREMENTS AND PRINCIPAL DUTIES IN ACCORDANCE WITH RULE IV, SECTION 4(a)(4) OF THE CIVIL SERVICE RULES AND REGULATIONS FOR MISCELLANEOUS EMPLOYEES

Recommendation Adopt a resolution ratifying the action taken by the Director of Human Resources to amend the class specifications for the positions of Police Telecommunicator I/II, Police Telecommunications Supervisor, and Supervising Evidence Technician. Background The classifications of Police Telecommunicator I/II and Police Telecommunications Supervisor were established to provide front line police call-taking and dispatch services. Supervising Evidence Technician is a single incumbent position providing working level supervision over field and crime lab evidence technicians. Each of these classifications are used to fill appropriate positions in the Stockton Police Department. At the request of the Police Department, and with Human Resources concurrence, the classification specifications were reviewed for job duties and minimum qualifications. Discussion A review of these classifications resulted in the need to update the current duties and minimum qualifications. The Police Telecommunicator I/II and Police Telecommunications Supervisor classifications are specific to police dispatch duties and qualifications that are overseen by the California Commission on Peace Officer Standards and Training (POST). The existing specifications do not detail these duties and requirements. Therefore, the proposed changes are consistent with POST standards and meet all POST selection and training standards which include the ability to safely perform the duties of the job. Supervising Evidence Technician is a position requiring a high level of technical knowledge and application in the field of crime evidence collection, processing and preservation. This classification was created in 1985 and has not been updated to reflect the current technology used today. For example, various computer applications have replaced manual processes in the field for which this position provides troubleshooting and guidance over complex issues encountered by Evidence Technicians.

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Agenda Item No. 4.02 Civil Service Commission Page 2 of 2 ADOPT A RESOLUTION RATIFYING THE ACTION TAKEN BY THE DIRECTOR OF HUMAN RESOURCES TO AMEND THE CLASS SPECIFICATIONS FOR THE POSITIONS OF POLICE TELECOMMUNICATOR I/II, POLICE TELECOMMUNICATIONS SUPERVISOR, AND SUPERVISING EVIDENCE TECHNICIAN TO UPDATE THE MINIMUM REQUIREMENTS AND PRINCIPAL DUTIES IN ACCORDANCE WITH RULE IV, SECTION 4(a)(4) OF THE CIVIL SERVICE RULES AND REGULATIONS FOR MISCELLANEOUS EMPLOYEES

CIVIL SERVICE COMMISSION AGENDA ITEM NO. 4.02 2009-09-03 AGENDA

These changes clarify and update the classifications to match the duties and requirements of the positions as they are performed today. The respective unions have been notified of the changes and have posed no objections. Authority Rule VI, section 4 of the Civil Service Rules and Regulations for Miscellaneous Employees authorizes the Personnel Officer to maintain and approve the class specifications making up the Classification Plan, which shall include a statement of education, training, experience and other qualifications to be required of applicants for positions in each class. J. GORDON PALMER, JR. CITY MANAGER DIANNA R. GARCIA DIRECTOR OF HUMAN RESOURCES DRG:AM

Attachments

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City of Stockton POLICE TELECOMMUNICATOR I/II DEFINITION Under general supervision, receives 911 system emergency and non-emergency calls and dispatches assignments to established police procedures; operates various telecommunications center equipment; performs related work as assigned. CLASS CHARACTERISTICS Police Telecommunicator I is the entry level class in this series. Initially under close supervision, incumbents learn Police Department and City policies and procedures related to the dispatch of emergency and non-emergency calls. As experience is gained, duties become more diversified and are performed under more general supervision. This class is alternately staffed with Police Telecommunicator II, and incumbents may advance to the higher level after successfully completing a one year probationary period and gaining one additional year of experience and demonstrating proficiency which meets the qualifications for the higher level class. Police Telecommunicator II is the fully experienced class in this series, competent to perform telecommuni-cations and dispatch work within established guidelines. Responsibilities include handling Incumbents handle inquiries from irate citizens and evaluateing and assisting the Police Telecommunicator III in training new staff. This class is distinguished from Police Telecommunicator III in that the latter performs more complex telecommunications and dispatch work and provides training for new staff. PRINCIPAL DUTIES (Illustrative Only) 1. Receives and evaluates 911, police emergency and business calls; transfers calls to appropriate parties or

creates a call for dispatch. 2. Dispatches police units to emergency or non-emergency locations. 3. Handles inquiries and complaints regarding services from the public. 4. Operates computer consoles for call input; dispatching and continuous update of suspect information and

officer location. 5. Enters information in written or computer-based format; logs and fills out call forms; maintains records of

radio calls. 6. Operates multi-channel radio systems; monitors other channels while maintaining radio traffic on main

channels. 7. Maintains radio contact with mobile and portable units; recognizes units from other agencies and assists

them with City units or supplies requested information. 8. Responds to officer-initiated radio traffic and requests and disseminates suspect information from roll call

boards, prior calls, and bulletins. 9. Monitors closed-circuit security cameras and holding cells. 10. Maintains and accesses business and premise history and index files for emergency and other necessary

contact. 11. Handles in-house and radio paging, crime stopper, animal control, and other after-hours phone lines. 12. Provides court testimony related to calls as required.

Established: 4/4/88 Resolution: CC88-0182 Spec Adopted: 10/31/88 Resolution: CS88-091 Spec Amended: 6/15/89 Resolution: CS89-054 Spec Amended 6/21/90 Resolution: CS90-050 Spec Amended: 12/2/04 Resolution: CS04-132 Spec Amended: 8/18/05 Resolution: CS05-115 Unit ACS CS Status Classified

CIVIL SERVICE COMMISSION(5) AGENDA ITEM NO. 4.02 2009-09-03 AGENDA

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City of Stockton POLICE TELECOMMUNICATOR I/II Page 2 of 3

MINIMUM QUALIFICATIONS Education/Experience: Police Telecommunicator I: Possession of a high school diploma or GED and one year of public contact employment. Police Telecommunicator II: In addition to the above, two years of experience in public safety dispatching and call-taking at a level equivalent to Police Telecommunicator I. Must possess a valid California Commission on Peace Officer Standards and Training (POST) Dispatcher Certificate.

Other Requirements: • Police Telecommunicator I must possess a valid (two years old or less) typing certificate for at least 40 net words per minute from a recognized organization. • Must successfully complete a background investigation, and a California Department of Justice fingerprint clearance. • Must meet all California POST minimum selection and training standards for Public Safety Dispatchers. • Must be able to safely and efficiently perform dispatcher duties requiring dexterity of hands and fingers to operate a computer keyboard, sight to read a variety of materials, hearing and speaking to exchange information by telephone, and sitting for extended periods of time. • Must be willing to work evening, night, weekend, and holiday shifts on a rotation basis. • Must be willing to be called back or held over to maintain minimum staffing levels.

Knowledge of: • Terminology used in police and related emergency radio and telephone communications; • Dispatching codes, policies, procedures, and equipment; • Operation of communication equipment including telephone, radio, paging, computer, and related systems; • Basic record keeping principles and practices; • Standard office equipment including computerized equipment and typewriter. Skill in: • Memorizing codes, names, locations, and other detailed information; • Assessing and prioritizing emergency situations; • Attending to multiple activities and sources of input simultaneously; • Obtaining information from individuals in emergency situations, including those who are emotionally

distraught, angry, or difficult to understand; • Remaining calm and making rapid and sound independent judgments in stressful emergency situations; • Communicating tactfully and effectively with public, public safety personnel, and others; • Operating complex radio and telephone systems; • Operating standard office equipment, including a personal computer; •Operating keyboards, including typewriters and computer terminals at a typing speed of 40 net words per

minute; • Following oral and written instructions; • Reading and interpreting street maps; • Performing routine clerical and record keeping duties.


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City of Stockton POLICE TELECOMMUNICATOR I/II Page 3 of 3

Ability to: •Learn City dispatching codes, policies, procedures, and equipment. ::ODMA\GRPWISE\COS.PER.PER_Library:3499167004.1


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City of Stockton

POLICE TELECOMMUNICATIONS SUPERVISOR DEFINITION Under general supervision, provides supervision forover a shift of Police tTelecommunicator I/II staff in the Police Telecommunications Center during an assigned shift; personally participates in receiving calls from the public, dispatching services as necessary; performs related work as assigned. CLASS CHARACTERISTICS This is a supervisory class in the police civilian telecommunications and dispatching series. Incumbents provide employee supervision, training, and evaluation and are responsible for resolution of day-to-day work issues and the handling of the more complex or difficult assignments. The work also includes communication and coordination with Police command staff regarding police activity and matters of confidentiality. This class is distinguished from the Senior Police Telecommunications Supervisor in that the latter has overall supervisory responsibility for police telecommunications and dispatch activities and functions on all shifts. PRINCIPAL DUTIES (Illustrative Only) 1. Assigns, directs and reviews the work of police telecommunicators on an assigned shift;

resolves technical questions related to daily work. 2. Makes independent decisions and authorizes actions in accordance with established Police

Department procedure regarding dispatching; conveys emergency information, procedures and policies to subordinates and the public.

3. Refers policy issues and problems with major legal or other implications to higher level supervisors.

4. Conducts training in telecommunications and dispatching work and assigns qualified personnel to train new employees.

5. Evaluates work performance and makes recommendations for salary increases and status changes.

6. Participates in the development and implementation of procedures, processes and standards for dispatching functions.

7. Prepares a variety of records, reports and other written correspondence related to dispatch functions.

8. Requests and ensures availability of materials, equipment, and supplies. 9. Evaluates and troubleshoots computer-aided dispatching and/or records management system

malfunctions or hardware problems. 10. Participates in police telecommunications and dispatching activities as needed. 11. Investigates, resolves, or recommends action regarding service or personnel complaints

relating to public safety dispatching. 12. Assists in scheduling dispatchers for all shifts and making schedule adjustment; calls off duty

personnel needed for emergency services. 13. Maintains current knowledge of communications, computers and related dispatch center

equipment and systems, and City streets and major building and facilities. 14. Operates a variety of standard office equipment and specialized dispatch center equipment

and computers.

Established: 4/4/88 Resolution: CC88-0182 Spec Adopted: 10/31/88 Resolution: CS88-091 Spec Amended: 5/9/07 Ratifying Resolution: CS07-072 CS Status: Classified Unit Supervisory


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City of Stockton POLICE TELECOMMUNICATIONS SUPERVISOR Page 2 of 3

C:\Documents and Settings\rproctor\Desktop\Staff\Draft Class Spec - Police Telecommunications Supervisor.doc

MINIMUM QUALIFICATIONS Education/Experience: • Possession of a high school diploma or GED and three (3) years of experience in police public

safety or fire dispatching and call-taking in a 911 system at a level equivalent to the city’s Police Telecommunicator I/II classification to include one (1) year working at a level equivalent to the Police Telecommunicator II. Must possess a valid California Peace Officer Standards and Training (POST) Dispatcher Certificate.

Other Requirements: • Must be able to pass successfully complete a background investigation and a California

Department of Justice fingerprint clerance. • Must meet all California POST minimum selection and training standards for Public Safety

Dispatchers. • Must be able to safely and efficiently perform dispatcher duties requiring dexterity of hands and

fingers to operate a computer keyboard, sight to read a variety of materials, hearing and speaking to exchange information by telephone, and sitting for extended periods of time.

• Must possess a valid California driver’s license. • Must meet all California POST minimum selection and training standards for Public Safety

Dispatchers. • Must be willing to work evening, night, weekend, and holiday shifts on a rotation basis. • Must be willing to be called back or held over to maintain minimum staffing levels. Knowledge of: • Procedures, processes and terminology used in 911 police, fire and related emergency radio and

telephone communications; • Basic supervisory principles and practices, including City disciplinary practices; • Principles of shift coverage and staffing; • Operation of communication equipment including telephone, radio, paging, computer and related

systems; • Use and basic capabilities of computerized dispatching, record and information systems. Skill in: • Planning, assigning, directing and reviewing the work of assigned staff; • Training others in effective communication techniques and work procedures; • Troubleshooting hardware and software problems with dispatch equipment and/or procedures; • Remaining calm and exercising sound independent judgement and decision making in daily work

activities and emergency situations; • Communicating tactfully and effectively with the public, public safety personnel, and others; • Providing clear and concise instructions to the public in emergency situations; • Interpreting and applying procedures, regulations and policies;


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City of Stockton POLICE TELECOMMUNICATIONS SUPERVISOR Page 3 of 3

C:\Documents and Settings\rproctor\Desktop\Staff\Draft Class Spec - Police Telecommunications Supervisor.doc

• Preparing, maintaining, filing and indexing a variety of reports, records and other written materials;

• Operating dispatching center equipment including telephones, radios, pagers, computers and related systems;

• Typing with sufficient speed and accuracy to provide efficient input to a computer terminal.


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CIVIL SERVICE COMMISSION(7)

AGENDA ITEM NO. 4.02 2009-09-03 AGENDA

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City of Stockton SUPERVISING EVIDENCE TECHNICIAN DEFINITION Under direction, plans, organizes, assigns, supervises and reviews the work of Evidence Technicians in the Police Department; performs related work as assigned. CLASS CHARACTERISTICS This is a single position police civilian supervisory class is in the evidence technician series responsible for the coordination and supervision of crime evidence collection, evidence processing, and other City/department activities relating to public education on crime evidence preservation and collection. and processing activities. The incumbent is responsible for formulating recommending policy, developing goals and objectives, providing work assignments and direction, employee training and evaluation, and resolving day-to-day work issues. This class is distinguished from the Senior Evidence Technician in that the Supervising Evidence Technician has full supervisory responsibilities for all assigned staff. supervising staff, administering the section’s budget and directing the day-to-day activities of the crime evidence collection and processing function. PRINCIPAL DUTIES (Illustrative Only) 1. Plans, organizes, coordinates, supervises, reviews and evaluates the work of the crime

evidence section. 2. Develops and directs the implementation of goals, objectives, policies, procedures and work

standards for the section. 3. Recommends selection of staff and provides for the training and development of staff;

recommends and implements disciplinary action as required. 4. Prepares Makes budgetary recommendations and administers the section’s budget. 5. Provides technical assistance and serves as a resource for to staff in resolving difficult crime

evidence collection and processing problems. 6. Prepares and maintains a variety of computerized and written reports and other

correspondence related to crime evidence collection and documentation. 7. Monitors and/or reviews reports generated by evidence technicians for compliance with

administrative and technical policies and protocols. 7.8. Ensures that crime scene evidence collection, coding and processing are performed in

conformance with departmental and other legal requirements. 8.Acts as resource person for departmental staff for difficult and crime evidence questions, problems

and issues. 9. Supervises the maintenance of all crime scene evidence and coordinates access and use of

evidence in investigations with authorized staff. 10. Supervises the use of and acts as a system administrator for related technical data bases and

computer applications/programs. 11. Manages the Citywide shared appointment schedule for Livescan appointments.

Established: Resolution: Spec Adopted: 7/18/85 Resolution: CS6302 Unit: Supv

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City of Stockton SUPERVISING EVIDENCE TECHNICIAN Page 2 of 3

C:\Documents and Settings\dloesch\Desktop\alex\ c) Class Spec - Supv Evidence Tech - Redlined Version


12. Acts as the local National Integrated Ballistic Information Network (NIBIN) lab director and liases with FBI and ATF NIBIN representatives.

13. Serves on the department’s Technology Steering Committee. 10.14. Maintains current knowledge of crime evidence collection techniques, technology and

methods. 15. Resolves computer related network issues relating to law enforcement evidence data bases,

involving multiple agencies and/or users. 11.16. Prepares and presents crime evidence for court cases. May act as qualified court expert for

fingerprint identification and comparison. 17. Develops and maintains cooperative working relationships with federal, state and local law

enforcement agencies and evidence services units. 18. Performs related work as assigned. MINIMUM QUALIFICATIONS Education/Experience: Possession of a high school diploma or GED and three (3) years experience performing duties at a level equivalent to the Evidence Technician II. Lead or supervisory experience desirable. Other Requirements: Must possess a valid California Class C driver license. Must be available for 24-hour call back. Must be willing to handle firearms. Knowledge of: Principles, methods and techniques for evidence collection and processing including maintenance of evidence collection; Procedures and terminology used in the classification, coding and documentation of evidence; Principles and practices of work planning and scheduling, and employee supervision including selection, training, evaluation and discipline; Basic law enforcement principles, practices and terminology; Business computer applications, particularly as related to the input and retrieval of data; The Henry fingerprint system, including the classification and comparison of latent prints; Safe work methods and safety regulations pertaining to work; Operation of standard office equipment and principles of photographic equipment and usage.

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City of Stockton SUPERVISING EVIDENCE TECHNICIAN Page 3 of 3

C:\Documents and Settings\dloesch\Desktop\alex\ c) Class Spec - Supv Evidence Tech - Redlined Version


Skill in: Planning, organizing, assigning, directing, reviewing, and evaluating the work of assigned staff; Training staff in work procedures; Supervising the collection, processing, analysis, identification and preservation of crime scene photograph/fingerprint evidence in accordance with established guidelines and procedures; Operating photography and laboratory equipment in an effective manner; Plotting and interpreting fingerprint minutiae using the Cal-ID system. Evaluating complex crime evidence problems, reaching sound conclusions and making recommendations for appropriate handling and disposition; Supervising the classification, filing and maintenance of a large crime evidence inventory; Handling dangerous substances and firearms in a safe manner; Presenting accurate and detailed information related to evidence in court cases. Ability to: Develop the skill to plot and interpret fingerprint minutiae using the Cal-ID system; Develop the skill necessary to qualify as a court expert for fingerprint identification and comparison. Other Requirements: Must possess a valid California driver’s license. Must be available for 24-hour call back. Must be willing to handle firearms. A typical way of gaining the knowledge, skills and abilities outlined above is: Equivalent to graduation from high school and two years of lead or supervisory experience directing the collection, identification and processing of crime evidence.

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CIVIL SERVICE COMMISSION

Resolution No. _______________

RESOLUTION RATIFYING THE ACTION TAKEN BY THE DIRECTOR OF HUMAN RESOURCES TO AMEND THE CLASS SPECIFICATIONS FOR THE POSITIONS OF POLICE TELECOMMUNICATOR I/II, POLICE TELECOMMUNICATIONS SUPERVISOR AND SUPERVISING EVIDENCE TECHNICIAN IN ACCORDANCE WITH RULE IV, SECTION 4(a)(4) OF THE CIVIL SERVICE RULES FOR MISCELLANEOUS EMPLOYEES Rule IV of the Civil Service Rules for Miscellaneous Employees delegates

authority to the Director of Human Resources to approve class specifications for

positions and classes in the Miscellaneous Classified Service on behalf of the Civil

Service Commission; and

The Director of Human Resources has represented to this Commission that the

amendment of the class specifications for the positions of POLICE

TELECOMMUNICATOR I/II, POLICE TELECOMMUNICATIONS SUPERVISOR, and

SUPERVISING EVIDENCE TECHNICIAN is necessary in order to include current

principal duties and minimum requirements for the positions; and

The Director of Human Resources has discussed the amendment of the POLICE

TELECOMMUNICATOR I/II class specification with the Stockton City Employees’

Association and has discussed the amendment of the POLICE

TELECOMMUNICATIONS SUPERVISOR and SUPERVISING EVIDENCE

TECHNICIAN with the Mid/Management and Supervisory Bargaining Unit (B&C) and

CIVIL SERVICE COMMISSION AGENDA ITEM NO. 4.02 2009-09-03 AGENDA LEGAL REVIEW: ___________ DATE: _______________ (10)

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the affected department; and the units and department are in agreement with such

amendments; and

The Director of Human Resources has caused notice of the amendments to be

placed on the Commission’s agenda for September 3, 2009, in accordance with the

rules of this Commission; and

The Commission, having reviewed the amendments, concurs with the action of

the Director of Human Resources to amend the class specifications as presented; now,

therefore,

BE IT RESOLVED BY THE CIVIL SERVICE COMMISSION OF THE CITY OF

STOCKTON, AS FOLLOWS:

1. That the action of the Director of Human Resources to amend the class

specifications to update the principal duties and minimum requirements for the positions

of POLICE TELECOMMUNICATOR I/II, POLICE TELECOMMUNICATIONS

SUPERVISOR, and SUPERVISING EVIDENCE TECHNICIAN, attached hereto and

made a part hereof by this reference, is hereby ratified.

2. That the Director of Human Resources is directed to file an “Official Copy”

of each of the amended class specifications with the City Clerk of the City of Stockton,

which “Official Copies,” attached hereto and made a part hereof, shall be open for public

inspection in accordance with these rules.

3. That the Director of Human Resources is directed to maintain the “Official

Copies” of the dated and signed class specifications in the City of Stockton

Classification Plan for Classified Employees.


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_________________________________ ATTEST: MATTHEW E. WETSTEIN, Chair City of Stockton Civil Service Commission KATHERINE GONG MEISSNER SECRETARY TO THE CIVIL SERVICE COMMISSION By: ___________________________ Dora M. Sidrian, Deputy City Clerk ::ODMA\GRPWISE\COS.PER.PER_Library:68414.1

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Recommendation: Adopt a Resolution Ratifying the Action Taken by the Director of Human Resources to Amend the Class Specification for the Position of SUPERVISING REVENUE ASSISTANT to Update the Minimum Requirements to Include a Substitution Pattern for Education and Lead or Supervisory Experience in Accordance With Rule IV, Section 4(a)(4) of the Civil Service Rules and Regulations for Miscellaneous Employees (Resolution)

(CONSENT)


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TO: CIVIL SERVICE COMMISSION FROM: DIANNA R. GARCIA, Director of Human Resources SUBJECT: ADOPT A RESOLUTION RATIFYING THE ACTION TAKEN BY

THE DIRECTOR OF HUMAN RESOURCES TO AMEND THE CLASS SPECIFICATION FOR THE POSITION OF SUPERVISING REVENUE ASSISTANT TO UPDATE MINIMUM REQUIREMENTS TO INCLUDE A SUBSTITUTION PATTERN FOR EDUCATION AND LEAD OR SUPERVISORY EXPERIENCE IN ACCORDANCE WITH RULE IV, SECTION 4(a)(4) OF THE CIVIL SERVICE RULES AND REGULATIONS FOR MISCELLANEOUS EMPLOYEES

Recommendation Adopt a resolution ratifying the action taken by the Director of Human Resources to amend the class specification for the position of Supervising Revenue Assistant to update the minimum requirements to include a substitution pattern for education and lead or supervisory experience in accordance with Rule IV, Section 4(a)(4) of the Civil Service Rules and Regulations for Miscellaneous employees. Background The Supervising Revenue Assistant is the first level supervisor classification in the Revenue Assistant Series. Currently, the minimum requirements are a high school diploma and five years of qualifying experience. The Administrative Services Department has requested that Human Resources Staff review the minimum requirements for the Supervising Revenue Assistant to be consistent with those of the Revenue Assistant I/II. Discussion After review of the class specifications in the Revenue Assistant Series, Staff recommends the experience requirement provide for a substitution for education. The amendment of the class specification will allow for a candidate with an Associate’s Degree and three years of qualifying experience (including one year of lead or supervisory experience) to meet the minimum qualifications. The amendment will put the Supervising Revenue Assistant in line with the Revenue Assistant I/II which also includes a substitution pattern for education in lieu of experience. The Mid-Management/Supervisory unit was provided with the proposed amendments for the Supervising Revenue Assistant. Changes to the class specification are attached for your information.


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Agenda Item No. 4.03 Civil Service Commission Page 2 of 2 ADOPT A RESOLUTION RATIFYING THE ACTION TAKEN BY THE DIRECTOR OF HUMAN RESOURCES TO AMEND THE CLASS SPECIFICATION FOR THE POSITION OF SUPERVISING REVENUE ASSISTANT TO UPDATE MINIMUM REQUIREMENTS TO INCLUDE A SUBSTITUTION PATTERN FOR EDUCATION AND LEAD OR SUPERVISORY EXPERIENCE IN ACCORDANCE WITH RULE IV, SECTION 4(a)(4) OF THE CIVIL SERVICE RULES AND REGULATIONS FOR MISCELLANEOUS EMPLOYEES


Authority Rule IV, Section 4(a)(4) of the Civil Service Rules and Regulations for Miscellaneous Employees authorizes the Director of Human Resources to amend class specifications as necessary to reflect the major duties of positions within the class and the job related knowledge, skills, and abilities necessary to perform the functions of the class. J. GORDON PALMER, JR. CITY MANAGER DIANNA R. GARCIA DIRECTOR OF HUMAN RESOURCES DRG:mdm Attachments ::ODMA\GRPWISE\COS.PER.PER_Library:68495.1

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City of Stockton SUPERVISING REVENUE ASSISTANT DEFINITION Under direction, supervises Revenue Assistants in a specified functional area; performs difficult or specialized support work which involves contact with the public and handling ofr water, sewer and garbage customer accounts, miscellaneous accounts receivable, business licenses, and/or the receipts and accounting for City monies; performs related work as assigned. CLASS CHARACTERISTICS This is the first full supervisory level in the Revenue Assistant series, responsible for planning, organizing, supervising and reviewing the work of a group of Revenue Assistants performing similar work in either the Treasury or Billing and Collection Divisions. This class is distinguished from Revenue Officer in that the latter administers all activities in one of the two divisions. PRINCIPAL DUTIES (Illustrative Only) 1. Plans, organizes, supervises, reviews and evaluates the work of assigned staff on a day to

day basis; trains staff in work procedures; assists in the selection of staff. 2. Assists in establishing goals and objectives for the organizational unit to which assigned. 3. May compile budget figures and assist in administering the division’s annual budget. 4. Establishes and maintains control and subsidiary accounting records and journals; reconciles

and balances subsidiary ledgers, fund accounts and similar records. 5. Handles difficult customer account problems involving account status, amounts and deposits

due and validity of charges and delinquencies. 6. Directs the cashiering function for the receipt of monies by the City. 7. Assists with Coordinates the business license function, determining and collecting

appropriate fees and explaining fee structure. 8. Researches and assembles information from a variety of sources for the completion of forms

or the preparation of reports; makes complex arithmetic or statistical calculations. 9. Provides information to the public or to City staff that requires the use of judgment and the

interpretation of policies, rules or procedures. 10. Enters and retrieves data and prepares reports using an on-line or personal computer; updates

and opens and closes customer accounts; receives makes money and makes other adjustments and enters meter readings and deposit information.

11.Receives and maintains files on returned checks, assigns accounts for collection and follows up on action takes; charges back to accounts as required and balances accounts to bank statements and cash receipts on a monthly basis.

12.Attends to a variety of office administrative details such as ordering supplies, arranging for the repair of equipment, transmitting information and keeping reference files up to date.

13.11. Modifies procedures, revises forms and confers with Data Processing other City departments to facilitate efficient handling of revenue matters.

Established: 4/4/88Resolution: CC88-0182Spec Adopted: 10/31/88Resolution: CS88-091Spec Revised: 8/25/09Ratifying Resolution: Unit: Supv


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City of Stockton SUPERVISING REVENUE ASSISTANT Page 2 of 3

::ODMA\GRPWISE\COS.PER.PER_Library:66741.1

MINIMUM QUALIFICATIONS Education/Experience: Possession of an Associate’s Degree from an accredited college or university in Accounting, Business Administration, or a closely related field and three (3) years of work experience at a level equivalent to the City’s Revenue Assistant II classification, including one (1) year of lead or supervisory experience. Responsible customer accounting, bookkeeping, accounting, or financial clerical experience may be substituted for education on a year-for-year basis to a maximum of two years. Bachelor’s Degree preferred. Other Requirements: • Must possess a valid California Class C driver license. • Must be able to lift and carry up to 20 pounds. Knowledge of: • Supervisory principles and practices, including work planning, review and evaluation; • Accounting and financial record keeping and bookkeeping principles and practices, and budget

control principles; • Office management practices and procedures, including filing and the operation of standard

office equipment; • Business arithmetic, including percentages and decimals; • Written and oral communication skills, including spelling, grammar and punctuation, and letter

writing;Correct business English usage; • Policies and procedures related to the utility, billing, business licenses, and collection and

revenue intake; • Basic business data processing principles and the use of a personal computer including

various software programs; • Customer service principles and practices, including conflict resolution.word processing or

personal computing equipment •Basic techniques for dealing with customers, often in situations which may be difficult or

confrontational. Skill in:


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City of Stockton SUPERVISING REVENUE ASSISTANT Page 3 of 3


• Planning, assigning, supervising, reviewing and evaluating the work of others; • Training other in work procedures; • Organizing, prioritizing and coordinating work activities; • Interpreting, applying and explaining rules, policies and procedures; • Organizing, researching and maintaining computerized records and files; • Making accurate and complex arithmetic calculations; • Using initiative and sound independent judgment within established guidelines; • Operating standard office equipment, including a word processor; • Establishing and maintaining effective working relationships with those contacted in the course

of the work, often in stressful situations; • Performing complex and difficult accounting, auditing and revenue support work. A typical way of gaining the knowledge and skills outlined above is:

Equivalent to graduation from high school and five years of responsible customer accounting, bookkeeping or accounting or financial clerical or office assistant experience. Some college or business school course work in accounting, bookkeeping and/or supervision is desirable. APPROVED: DIANNA R. GARCIA DIRECTOR OF HUMAN RESOURCES DATE:


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CIVIL SERVICE COMMISSION(13) AGENDA ITEM NO. 4.03

2009-09-03 AGENDA

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2009-09-03 AGENDA

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2009-09-03 AGENDA

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RESOLUTION RATIFYING THE ACTION TAKEN BY THE DIRECTOR OF HUMAN RESOURCES TO AMEND THE CLASS SPECIFICATION FOR THE POSITION OF SUPERVISING REVENUE ASSISTANT IN ACCORDANCE WITH RULE IV, SECTION 4(a)(4) OF THE CIVIL SERVICE RULES FOR MISCELLANEOUS EMPLOYEES Rule IV of the Civil Service Rules for Miscellaneous Employees delegates

authority to the Director of Human Resources to approve class specifications for

positions and classes in the Miscellaneous Classified Service on behalf of the Civil

Service Commission; and

The Director of Human Resources has represented to this Commission that the

amendment of the class specification for the position of SUPERVISING REVENUE

ASSISTANT is necessary in order to update the minimum requirements for the position;

and

The Director of Human Resources has provided the amendment of the

SUPERVISING REVENUE with the Mid/Management and Supervisory Bargaining Unit

(B&C) and the affected department; and the unit and department have had the

opportunity to comment on such amendment; and

The Director of Human Resources has caused notice of the amendment to be

placed on the Commission’s agenda for September 3, 2009, in accordance with the

rules of this Commission; and


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The Commission, having reviewed the amendments, concurs with the action of

the Director of Human Resources to amend the class specification as presented; now,

therefore,



1. That the action of the Director of Human Resources to amend the class

specification to update the minimum requirements for the position of SUPERVISING

REVENUE ASSISTANT, attached hereto and made a part hereof by this reference, is

hereby ratified.

2. That the Director of Human Resources is directed to file an “Official Copy”

of the amended class specification with the City Clerk of the City of Stockton, which

“Official Copy,” attached hereto and made a part hereof, shall be open for public

inspection in accordance with these rules.

3. That the Director of Human Resources is directed to maintain the “Official

Copy” of the dated and signed class specifications in the City of Stockton Classification

Plan for Classified Employees.


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_________________________________ ATTEST: MATTHEW E. WETSTEIN, Chair City of Stockton Civil Service Commission KATHERINE GONG MEISSNER SECRETARY TO THE CIVIL SERVICE COMMISSION By: ___________________________ Dora M. Sidrian, Deputy City Clerk ::ODMA\GRPWISE\COS.PER.PER_Library:68414.1

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Recommendation: Adopt a Resolution Amending Rule I and Rule VII, Sections 4 and 7, of the Civil Service Rules for Miscellaneous Employees, to Provide that the Determination of Whether an Employee May Be Placed on an Eligible List for a Lower or Comparable Class Shall Be Made by the Director of Human Resources or Chief Examiner According to Specified Criteria

(Resolution)


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TO: CIVIL SERVICE COMMISSION FROM: DIANNA R. GARCIA, Director of Human Resources SUBJECT: CONTINUED PUBLIC HEARING TO AMEND THE RULES AND

REGULATIONS FOR MISCELLANEOUS EMPLOYEES TO PROVIDE FOR DETERMINATION OF COMPARABLE CLASSES

Recommendation Adopt a resolution amending rule I and rule VII, sections 4 and 7, of the Civil Service Rules for Miscellaneous Employees, to provide that the determination of whether an employee may be placed on an eligible list for a lower or comparable class shall be made by the Director of Human Resources or Chief Examiner according to specified criteria. Background Since Fiscal Year 2007-2008, the City has been reducing services and laying off employees in an attempt to balance its operating budget. As a result of reduced services and lay offs, and in accordance with the Civil Service Rules and applicable labor contracts, employees are entitled to be placed on a reemployment list for the position from which they are laid off or placed on a reemployment list for a comparable position. The request herein is intended to clarify who determines whether a laid off employee is competent to perform the duties of a lower or comparable class and the criteria by which the recommendation is to be made; further, the determination of such competency and qualifications should be made consistent throughout the rules. Discussion Rule VII, section 4 sets forth the Commission’s regulation of lay-off and reemployment in the Miscellaneous Classified Service. In attempting to apply this provision to current and pending reduction of services and lay offs, we find that the rule is inconsistent with Commission policy and practice. The rule provides, in relevant part:

(c) Preference in Filing Comparable Vacancies. Similarly, an employee laid off in accordance with these rules shall be placed on the eligible list or lists for any lower or comparable class or classes, provided that the appointing authority and the department head in charge of this lower or comparable class determine that the employee is competent to

CIVIL SERVICE COMMISSION AGENDA ITEM 7.01 2008-09-03 AGENDA (16)

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Agenda Item No. 7.01 Civil Service Commission Page 2 of 3 CONTINUED PUBLIC HEARING TO AMEND THE RULES AND REGULATIONS FOR MISCELLANEOUS EMPLOYEES TO PROVIDE FOR DETERMINATION OF COMPARABLE CLASSES


perform the duties thereof in strict accordance with the class specifications.

(Rule VII, § 4(c); emphasis added.) The Commission has authorized the Director of Human Resources to determine and set forth the duties and responsibilities of all positions in the Classified Service. (Rule IV, § 1.) Likewise, the Commission has directed that “all positions substantially similar with respect to duties, responsibilities, authority and character of work are included within the same class, and that the same schedules of compensation may be made to apply with equity under like working conditions to all positions in the same class.” (Id.) Consistent with this authorization, the Commission has directed that, prior to allowing an employee to transfer to a comparable position, the Director of Human Resources must determine whether the employee is qualified to fill the position. In making that determination, the Director “must assure that the salary range for the classes are comparable.” In addition, the “Human Resources Director shall consider, among other things, whether the employee possesses the minimum qualifications for such class, and is able to demonstrate through education, experience, or successful completion of pertinent test, that he/she is qualified for the transfer” (Rule VII, § 5(a).) Under Rule VII, section 5(b), the Director of Human Resources or the Chief Examiner determines whether a sworn employee may be transferred, reinstated, or voluntarily demoted to a position in the Miscellaneous Service. To ensure consistent application of Commission policy and procedure, staff recommended at the August 20th Commission meeting that rule VII, section 4(c) and section 7(a) be amended to provide that the Director of Human Resources (or Chief Examiner) make the determination of whether an employee is eligible to fill a comparable position by reference to the criteria set forth in rule VII, section 5(a). In addition, staff recommended that the definition of the term “Limited Term Eligible” be amended to provide that the Director of Human Resources (or Chief Examiner) follow the guidelines set forth in rule VII, section 5(a) in determining eligibility for comparable positions. In accordance with the Commission’s direction at the last meeting, staff has revised the proposed rule change to incorporate within the actual text of rule VII, section 4(c) and section 7(a), the criteria by which the Director of Human Resources or the Chief Examiner determines an employee’s eligibility for a comparable class. For ease of reading, the amendment to the definition of “Limited Term Eligible” in rule I merely refers to the relevant provisions of rule VII that set forth the authority of the Director of Human Resources or Chief Examiner to determine eligibility to fill a comparable class. It should be noted that staff also clarified the provisions with respect to the determination of

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Agenda Item No. 7.01 Civil Service Commission Page 3 of 3 CONTINUED PUBLIC HEARING TO AMEND THE RULES AND REGULATIONS FOR MISCELLANEOUS EMPLOYEES TO PROVIDE FOR DETERMINATION OF COMPARABLE CLASSES


eligibility for a lower class. A copy of the draft proposed amendments is attached for your information and review. Staff has provided all affected labor groups with a copy of the proposed amendment, invited each of them to provide comments or to meet with the Employee Relations Officer, and notified each of them of the date, time, and place of the public hearing. Authority Amendment of an existing rule shall require the submission in writing of the proposed action at a previous meeting of the Commission and posting in accordance with section 4 of rule II. J. GORDON PALMER, JR. CITY MANAGER DIANNA R. GARCIA DIRECTOR OF HUMAN RESOURCES ::ODMA\GRPWISE\COS.PER.PER_Library:68504.1

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Rule I DEFINITION OF TERMS

Limited Term Eligible: Temporary, Provisional, and Part-Time employees serving in an unclassified status, who have been selected from an eligible list for their current position, or in a position with comparable qualifications, skills, duties, and responsibilities (as determined by the Director of Human Resources or Chief Examiner, in accordance with the relevant provisions of rule VII), who have successfully completed 3042 hours or more of continuous service (as evidenced by the employee’s personnel file), and have passed an unassembled examination for the position currently held, or a comparable position.

Rule VII CERTIFICATION AND APPOINTMENT

SEC. 4. LAY-OFF AND RE-EMPLOYMENT:

………………………………………………….

(c) Preference in Filling Lower or Comparable Vacancies. Similarly, an employee laid off in accordance with these rules shall be placed on the eligible list or lists for any lower or comparable class or classes for which the employee is qualified. The Director of Human Resources or Chief Examiner shall determine whether the employee is qualified.

(1) In the case of a lower class, the Director of Human Resources or Chief Examiner shall consider, among other things, whether the employee possesses the minimum qualifications for such class, and is able to demonstrate through education, experience, or successful completion of pertinent test, that he or she is qualified for the class.

(2) In the case of a comparable class, the Director of Human Resources or Chief Examiner must assure that the salary ranges for the classes are comparable. The Director of Human Resources or Chief Examiner shall also consider, among other things, whether the employee possesses the minimum qualifications for such class, and is able to demonstrate through education, experience, or successful completion of pertinent test, that he or she is qualified for the class. provided that the appointing authority and the department head in charge of this lower or comparable class determine that the employee is competent to perform the duties thereof in strict accordance with the class specifications.

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SEC. 7. REINSTATEMENT: (a) Reinstatement After Resignation

A regular employee who has resigned in good standing may, with the recommendation of the Personnel Officer and majority vote of the Civil Service Commission, be reinstated to a vacant position of the same class, or reinstated to a lower or comparable or lower class for which the employee is qualified, within a period of two (2) years from the effective date of resignation. The Director of Human Resources or Chief Examiner shall determine whether the employee is qualified for a lower or comparable class, as follows:


2) In the case of a comparable class, the Director of Human Resources or Chief Examiner must assure that the salary ranges for the classes are comparable. The Director of Human Resources or Chief Examiner shall also consider, among other things, whether the employee possesses the minimum qualifications for such class, and is able to demonstrate through education, experience, or successful completion of pertinent test, that he or she is qualified for the class.; provided, however, that the affected department head consents to such reinstatement.


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LEGAL REVIEW: ___________ DATE: _______________

C:\DOCUMENTS AND SETTINGS\DLOESCH\DESKTOP\ALEX\ D) RESOLUTION - PH TO AMEND MISC. RULE VII

AGENDA ITEM NO. 7.01 2009-09-03 AGENDA (18)



RESOLUTION AMENDING THE RULES AND REGULATIONS FOR MISCELLANEOUS EMPLOYEES TO PROVIDE FOR DETERMINATION OF ELIGIBILITY FOR LOWER AND COMPARABLE CLASSES BY DIRECTOR OF HUMAN RESOURCES OR CHIEF EXAMINER IN ACCORDANCE WITH SPECIFIED CRITERIA

This Commission did, on the 6th day of August 2009, set for public hearing the

proposed amendment to rule I, and rule VII, sections 4 and 7 of the Civil Service Rules

and Regulations for Miscellaneous Employees, relating to the determination eligibility for

lower and comparable classes; and

Satisfactory proof having been made to this Commission that notice of said

public hearing was given in the manner and form required by the Civil Service Rules

and Regulations of this Commission and this being the time and place set for the public

hearing; and

This Commission having duly conducted the public hearing on this 3rd day of

September 2009, and being of the opinion that the rules should be amended as

presented; now, therefore,




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1. That rule I and rule VII, sections 4 and 7 of the Civil Service Rules for

Miscellaneous Employees is hereby amended, as set forth in exhibit “1,” attached

hereto and made a part hereof by this reference.

2. That the Secretary of the Commission is directed and authorized to take

all actions necessary to codify the contents and purposes of this resolution.

PASSED, APPROVED, and ADOPTED ______________________________. _________________________________ ATTEST: MATTHEW E. WETSTEIN, Chair City of Stockton Civil Service Commission KATHERINE GONG MEISSNER SECRETARY TO THE CIVIL SERVICE COMMISSION By: ___________________________ Dora M. Sidrian, Deputy City Clerk


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EXHIBIT 1

Rule I DEFINITION OF TERMS

Limited Term Eligible: Temporary, Provisional, and Part-Time employees serving in an unclassified status, who have been selected from an eligible list for their current position, or in a position with comparable qualifications, skills, duties, and responsibilities (as determined by the Director of Human Resources or Chief Examiner, in accordance with the relevant provisions of rule VII), who have successfully completed 3042 hours or more of continuous service (as evidenced by the employee’s personnel file), and have passed an unassembled examination for the position currently held, or a comparable position.


SEC. 4. LAY-OFF AND RE-EMPLOYMENT:

(c) Preference in Filling Lower or Comparable Vacancies. Similarly, an

employee laid off in accordance with these rules shall be placed on the eligible list or lists for any lower or comparable class or classes for which the employee is qualified. The Director of Human Resources or Chief Examiner shall determine whether the employee is qualified.


(2) In the case of a comparable class, the Director of Human Resources or Chief Examiner must assure that the salary ranges for the classes are comparable. The Director of Human Resources or Chief Examiner shall also consider, among other things, whether the employee possesses the minimum qualifications for such class, and is able to demonstrate through education, experience, or successful completion of pertinent test, that he or she is qualified for the class.


SEC. 7. REINSTATEMENT:


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(a) Reinstatement After Resignation A regular employee who has resigned in good standing may, with the

recommendation of the Personnel Officer and majority vote of the Civil Service Commission, be reinstated to a vacant position of the same class, or reinstated to a lower or comparable class for which the employee is qualified, within a period of two (2) years from the effective date of resignation. The Director of Human Resources or Chief Examiner shall determine whether the employee is qualified for a lower or comparable class, as follows: (1) In the case of a lower class, the Director of Human Resources or Chief Examiner shall consider, among other things, whether the employee possesses the minimum qualifications for such class, and is able to demonstrate through education, experience, or successful completion of pertinent test, that he or she is qualified for the class.

2) In the case of a comparable class, the Director of Human Resources or Chief Examiner must assure that the salary ranges for the classes are comparable. The Director of Human Resources or Chief Examiner shall also consider, among other things, whether the employee possesses the minimum qualifications for such class, and is able to demonstrate through education, experience, or successful completion of pertinent test, that he or she is qualified for the class.

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Recommendation: Filing of the 2009 Annual Equal Employment Report by the Fire Department in Accordance with Civil Service/Equal Employment Commission Resolution No. 01-003

(Accept for Filing)


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Recommendation: Filing of the 2009 Annual Equal Employment Report by the Office of the City Clerk in Accordance with Civil Service/Equal Employment Commission Resolution No. 01-003

(Accept for Filing)


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Recommendation: Filing of the 2009 Annual Equal Employment Report by the Office of the City Attorney in Accordance with Civil Service/Equal Employment Commission Resolution No. 01-003

(Accept for Filing)


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Recommendation: Notice of Examination for the Positions of FIRE TELECOMMUNICATIONS SUPERVISOR (PROMOTIONAL) and POLICE TELECOMMUNICATIONS SUPERVISOR (PROMOTIONAL) in Accordance with Rule VI, Section 5 of the Civil Service Rules for Miscellaneous Employees

(Information)

CIVIL SERVICE COMMISSION AGENDA ITEM NO. 9.01 2009-09-03 AGENDA (24 )

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TO: CIVIL SERVICE COMMISSION FROM: DIANNA R. GARCIA, Director of Human Resources SUBJECT: NOTICE OF EXAMINATION FOR THE POSITIONS OF FIRE

TELECOMMUNICATIONS SUPERVISOR (PROMOTIONAL), AND POLICE TELECOMMUNICATIONS SUPERVISOR (PROMOTIONAL), IN ACCORDANCE WITH RULE VI, SECTION 5 OF THE CIVIL SERVICE RULES FOR MISCELLANEOUS EMPLOYEES

Recommendation This item is informational only. No action is necessary. Discussion The City Manager has approved the establishment of an eligibility list for these positions, and staff will move forward with the recruitment and examination process. These positions require prospective employees to obtain a California Department of Justice fingerprint clearance. Upon completion of the process, the examination summaries and eligible lists will be provided to you for your review and adoption at a future meeting. Authority Rule VI, section 5 of the Civil Service Rules and Regulations for Miscellaneous Employees authorizes the Personnel Officer to conduct all examinations after providing notice to the Commission. J. GORDON PALMER, JR. CITY MANAGER DIANNA R. GARCIA DIRECTOR OF HUMAN RESOURCES DRG:kb

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