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HomeMy WebLinkAbout24-Civil Service ORIGINAL CITY OF SAN BERNARDINO - REQUEST FOR COUNCIL ACTION From: MIKE NEWBRY Subject: ESTABLISH THE POSITION OF HUMAN RESOURCES ANALYST AND RECLASSIFY THE PERSONNEL ASSISTANT IN THE CIVIL SERVICE DEPARTMENT MICC Meeting Date: Feb. 6, 2006 Dept: CIVIL SERVICE Date: FEBRUARY 1, 2006 Synopsis of Previous Council Action: January 30, 2006; Council Personnel Committee recommended for approval. Recommended Motion: 1. Establish the position of Human Resources Analyst, Range 3467, $4559-$5541. 2. Reclassify the position of Personnel Assistant, Range 1394, $3168 - $3850 to Human Resources Technician, Range 1362, $2700-$3282. The reclassification will not take place until after the incumbent vacates the position. 3. Authorize the Human Resources Department to update Resolutions Nos. 6413 and 97-2444 to reflect these actions. 4. Authorize the Director of Finance to amend the FY 05-06 budget by increasing the Civil Service personnel budget by $18,700 and increase the transfer from Refuse to the General Fund by $9,400 and increase the General Fund expenditure savings credit by $9,300. 1h~d44AJ~ Signature Contact person: Mik", N..whry Phone: !\nnR Supporting data attached: Yes Ward: FUNDING REQUIREMENTS: Amount: $75,000.00 Source: (Accl. No.) 001-141-5XXX (A"ct n . r ) Salary Account E'':'Crlp ,on Finance: ~~41 fJ4 ! Council Notes: Agenda Item No. :l~ J-/r;/o(p CITY OF SAN BERNARDINO - REQUEST FOR COUNCIL ACTION Staff Report Subject: Establish the position of Human Resources Analyst in the Civil Service Department. Reclassify the existing Personnel Assistant to the classification of Human Resources Technician. Background: For many years, the Civil Service Department consisted of a staff of five full time employees including one Chief Examiner, one Personnel Analyst, one Personnel Assistant and two Personnel Clerks. In the 1990s the department was reduced to a staff of one Chief Examiner, one Personnel Analyst, one Personnel Assistant and one part-time Personnel Clerk I. Upon the resignation of the Personnel Analyst in December 2000, the position was covered in a higher acting capacity until approximately June 2002. Civil Service recruited for the position on two different occasions. One candidate was offered employment but subsequently decided to remain with her employer. During the budget process of 2002 City departments were asked to submit a 5% and 12% proposed budget reduction. Funding for the Personnel Analyst position in Civil Service was deleted as a part of the budget process, leaving the staffing in the department of one Chief Examiner, one Personnel Assistant and one part-time Personnel Clerk I. The Civil Service Department processes an extremely large amount of paperwork for applicants and employees. For example, during calendar year 2005 Civil Service answered more than 3800 phone calls, assisted over 900 people at the counter, screened over 3600 applications (several are reviewed more than one time each). The department also conducted 53 performance exams (typing etc.) for 533 applicants; 80 written exams for 1817 applicants, and 85 oral exams for 687 applicants. Responsibilities of the Human Resources Analyst will include screening of all applications for employment with all City departments and the Water Department; working with all City departments and the Water Department in reviewing and writing pre-employment written examinations as well as performance and oral examinations. Civil Service currently has in excess of 200 written examinations on file which should be reviewed and revised on a regular basis. Without an Analyst to perform these duties this is not being accomplished. The Human Resources Analyst position in Civil Service will also monitor the pre-employment medical testing process as well as the DOT medical testing for many City departments. This position is responsible for maintaining the confidentiality of not only the physical/psychological testing r~sults but the testing program as well. This position will also be responsible for conducting surveys for test administration, responding to surveys regarding testing from other agencies, and in the absence of the Chief Examiner, may be called upon to provide interpretation of the Civil Service Rules. The analyst will also be responsible for monitoring and conducting the State POST test for the position of Dispatcher; maintaining eligibility lists; coordinating Firefighter and Firefighter/Paramedic testing. The Human Resources Technician will be largely responsible for the administration function of the department. The duties of this classification will include files maintenance, arranging for and preparing packets for oral interview boards, mailing notification cards to all applicants, conducting typing tests and proctoring written examinations. This employee also answers most of the incoming telephone calls to the department and spends considerable time at the public service counter helping applicants. Financial Impact: Establish the position of Human Resources Analyst in the Civil Service Department: $4559 x 6 $4787 x 6 Benefits Total $27,354 $28,722 $18,752 $74,828 Reclassify the Personnel Assistant to Human Resources Technician: $2700 x 6 $2835 x 6 Benefits $16,200 $17,010 $10,456 $43,666 Current Personnel Assistant classification: Salary Benefits $46,200 $12.307 $58,507 By reclassifying the Personnel Assistant to the lower classification of Human Resources Technician, there will be a $14,841 savings for that classification. However, the current Personnel Assistant salary will not be reduced to the new level until the incumbent vacates the position. Since this saving will not be realized until sometime in the future, it is not being counted on and used right now. The on going annual cost for the Human Resources Analyst is approximately $75,000. For the current fiscal year (FY 05-06) only $18,700 is needed as it is not anticipated that the position will be filled until April 1 st. It is proposed that the cost be funded 50% from salary savings generated in the City and 50% be funded from the Refuse Fund. Since the Refuse Fund is in the process of expanding and adding additional positions, it is justified that Refuse pay a higher cost of the Civil Service process. A budget amendment is needed now to amend the FY 05-06 budget to add the additional cost for this year. For future years, Finance will include the on going annual cost in the City's budget and will have the costs paid 50% from Refuse and 50% from salary savmgs. Recommendation: 1. Authorize the position of Human Resources Analyst, Range 3467, $4559-$5541 2. Reclassify the position of Personnel Assistant, Range 1394, $3168-$3850 to Human Resources Technician, Range 1362, $2700-$3282. The reclassification will not take place until after the incumbent vacates the position. 3. Authorize the Human Resources Department to update Resolutions Nos. 6413 and 97-244 to reflect this action. 4. Authorize the Director of Finance to amend the FY 05-06 budget by increasing the Civil Service personnel budget by $18,700 and increase the transfer from Refuse to the General Fund by $9,400 and increase the General Fund expenditure savings credit by $9,300.