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RESOLUTION NO.
2 RESOLUTION OF THE COMMUNITY DEVELOPMENT COMMISSION OF THE
CITY OF SAN BERNARDINO, CALIFORNIA, APPROVING PERSONNEL POLICIES
3 AND PROCEDURES FOR ALL EMPLOYEES OF THE CITY OF SAN BERNARDINO
ECONOMIC DEVELOPMENT AGENCY, REPEALING RESOLUTION NOS. 5277,5279,
4 5280 AND 5282 RELATING TO AGENCY ESTABLISHMENT OF POSITIONS AND JOB
DESCRIPTIONS, AGENCY ADOPTION OF CERTAIN PERSONNEL POLICIES AND
5 PROCEDURES FOR GENERAL UNIT EMPLOYEES AND MID-MANAGERS, AGENCY
ESTABLISHMENT OF COMPENSATION LEVELS AND SALARY RANGES, AND
6 AGENCY ESTABLISHMENT OF MANAGEMENT AND CONFIDENTIAL EMPLOYEE
COMPENSATION AND BENEFITS PLAN, RESPECTIVELY, AND RESCINDING ALL
7 PREVIOUSLY ADOPTED PERSONNEL POLICIES AND PROCEDURES.
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8 WHEREAS, on September 6, 1989 a motion was adopted by the Community Development
9 Commission setting forth personnel policies for the employees of the now Economic Development
10 Agency; and,
11 WHEREAS, on April 15, 1991 Resolution Nos. 5277, 5279, 5280 and 5282 were adopted
12 setting forth Economic Development Agency employee positions, salary ranges, General and Mid-
13 Management Personnel Policies, and the Management and Confidential Compensation and Benefits
14 Plan; and,
15 WHEREAS, relative to all employees of the Economic Development Agency (" Agency"),
16 the Community Development Commission ("Commission") deems it desirable to adopt one revised
17 Personnel Policies and Procedures for said employees of the City of San Bernardino Economic
18 Development Agency ("Personnel Policies and Procedures"); and,
19 WHEREAS, said Personnel Policies and Procedures are adopted by the Community
20 Development Commission pursuant to California Health and Safety Code Sections 33126 and/or
21 34144, to govern the terms and conditions of employment for said employees; and,
22 WHEREAS, these Personnel Policies and Procedures supersede and replace all previous
23 personnel policies, practices and guidelines adopted or promulgated by the Commission or the
24 Agency, including, without limitation, the aforementioned September 6, 1989 motion and
25 aforementioned April 15, 1991 Resolution Nos. 5277, 5279, 5280 and 5282; and
26 WHEREAS, in adopting these Personnel Policies and Procedures, the Commission hereby
27 reaffirms its intent to achieve maximum flexibility in the administration of Commission and Agency
28 personnel matters.
HTC/ea [CDCPersP.Res]
1
September 16, 1998
5557
1 RESOLUTION OF THE COMMUNITY DEVELOPMENT COMMISSION OF THE CITY
OF SAN BERNARDINO, CALIFORNIA, APPROVING PERSONNEL POLICIES AND
2 PROCEDURES FOR ALL EMPLOYEES OF THE CITY OF SAN BERNARDINO
ECONOMIC DEVELOPMENT AGENCY, REPEALING RESOLUTION NOS. 5277, 5279,
3 5280 AND 5282 RELATING TO AGENCY ESTABLISHMENT OF POSITIONS AND JOB
DESCRIPTIONS, AGENCY ADOPTION OF CERTAIN PERSONNEL POLICIES AND
4 PROCEDURES FOR GENERAL UNIT EMPLOYEES AND MID-MANAGERS, AGENCY
ESTABLISHMENT OF COMPENSATION LEVELS AND SALARY RANGES, AND
5 AGENCY ESTABLISHMENT OF MANAGEMENT AND CONFIDENTIAL EMPLOYEE
COMPENSATION AND BENEFITS PLAN, RESPECTIVELY, AND RESCINDING ALL
6 PREVIOUSLY ADOPTED PERSONNEL POLICIES AND PROCEDURES.
7 NOW THEREFORE, THE COMMUNITY DEVELOPMENT COMMISSION DOES
8 HEREBY RESOLVE, DETERMINE AND ORDER AS FOLLOWS:
9 SECTION 1. The Commission hereby approves the revised Economic Development Agency
10 of the City of San Bernardino Personnel Policies and Procedures for all employees of the City of San
11 Bernardino Economic Development Agency, including Exhibits A, Band C (C1-C68 inclusive), all
12 as attached hereto as Exhibit 1 and incorporated herein by this reference as if set forth in its entirety.
13 SECTION 2. Resolution Nos. 5277, 5279, 5280 and 5282 relating to Agency establishment
14 of positions and job descriptions, Agency adoption of certain Personnel Policies and Procedures for
15 General Unit Employees and Mid-Managers, Agency establishraent of compensation levels and
16 salary ranges, and Agency establishment of Management and Confidential Employee Compensation
17 and Benefits Plan, respectively, are hereby repealed.
18 SECTION 3. All Personnel Policies and Procedures applicable to the Economic
19 Development Agency which were adopted on or before September 20, 1998, are hereby rescinded.
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HTC/ea [CDCPersP.Res] 2 September 16, 1998
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RESOLUTION OF THE COMMUNITY DEVELOPMENT COMMISSION OF THE CITY
OF SAN BERNARDINO, CALIFORNIA, APPROVING PERSONNEL POLICIES AND
2 PROCEDURES FOR ALL EMPLOYEES OF THE CITY OF SAN BERNARDINO
ECONOMIC DEVELOPMENT AGENCY, REPEALING RESOLUTION NOS. 5277, 5279,
3 5280 AND 5282 RELATING TO AGENCY ESTABLISHMENT OF POSITIONS AND JOB
DESCRIPTIONS, AGENCY ADOPTION OF CERTAIN PERSONNEL POLICIES AND
4 PROCEDURES FOR GENERAL UNIT EMPLOYEES AND MID-MANAGERS, AGENCY
ESTABLISHMENT OF COMPENSATION LEVELS AND SALARY RANGES, AND
5 AGENCY ESTABLISHMENT OF MANAGEMENT AND CONFIDENTIAL EMPLOYEE
COMPENSATION AND BENEFITS PLAN, RESPECTIVELY, AND RESCINDING ALL
6 PREVIOUSL Y ADOPTED PERSONNEL POLICIES AND PROCEDURES.
7 I HEREBY CERTIFY that the foregoing Resolution was duly adopted by the Community
8 Development Commission of the City of San Bernardino at a regular
meeting thereof, held
9 on the 21st day of September , 1998, by the following vote, to wit:
10 COMMISSION MEMBERS: AYES NAYS ABSTAIN ABSENT
11 ESTRADA x
-
12 LIEN x
-
13 ARIAS x
-
14 SCHNETZ x
-
15 DEVLIN x
-
16 ANDERSON x
-
17 MILLER x
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19
20
21
22
23
24
25
26
27
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The foregoing Resolution is hereby approved thiSc:;(r-hMay of september, 1998.
~~4. )f};;.dJ~
orJ.ne ltiller
Vice-Chairman
Community Development Commission
City of San Bernardino
;
I
I
HTC/ea [CDCPersP.Res]
3
September 16. 1998
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EXHIBIT 1
COMMUNITY DEVELOPMENT COMMISSION
PERSONNEL POLICIES AND PROCEDURES FOR EMPLOYEES OF THE
CITY OF SAN BERNARDINO
ECONOMIC DEVELOPMENT AGENCY
Table of Contents
INTRODUCTION Page 1
PART A GENERAL POLICIES:
Section 1 APPOINTMENTS Page 2
Section 2 EMPLOYMENT AT-WILL Page 2
Section 3 EQUAL EMPLOYMENT OPPORTUNITY Page 3
Section 4 MANAGEMENT RIGHTS Page 3
Section 5 WORKING HOURS AND P A YDA Y Page 5
Section 6 EMPLOYEE BENEFITS Page 5
Section 7 V ACA TION Page 6
Section 8 SICK LEAVE Page 8
Section 9 FAMILY CARE AND MEDICAL LEAVE Page 9
Section 10 PREGNANCY -RELATED DISABILITY
LEAVE OR TRANSFER Page 12
Section 11 PERSONAL LEAVE Page 13
Section 12 BEREAVEMENT LEAVE Page 13
Section 13 JURY DUTY Page 13
Section 14 MILIT AR Y LEAVE Page 13
Section 15 OTHER LEAVES OF ABSENCE Page 14
Section 16 INJURY LEAVE (Workers' Compensation) Page 15
Section 17 PAID HOLIDA YS Page 15
Section 18 FLSA OVERTIME PAY &
COMPENSATORY TIME OFF Page 16
Section 19 USE OF PERSONAL VEHICLES
AND TRAVEL COMPENSATION Page 16
Section 20 CONFLICT OF INTEREST Page 17
Section 21 POLICY AGAINST UNLAWFUL
HARASSMENT Page 18
Section 22 DRUG FREE WORKPLACE Page 19
Section 23 GRIEVANCES Page 19
Section 24 DISCIPLINARY ACTION Page 20
Section 25 LAYOFFS AND REDUCTIONS Page 21
Section 26 RESIGNATION Page 21
Section 27 TUITION REIMBURSEMENT POLICY Page 21
Section 28 OVERAGES AND SHORT AGES Page 22
Section 29 PERSONNEL FILES Page 22
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COMMUNITY DEVELOPMENT COMMISSION
PERSONNEL POLICIES AND PROCEDURES FOR EMPLOYEES OF THE
CITY OF SAN BERNARDINO
ECONOMIC DEVELOPMENT AGENCY
Table of Contents (cont'd)
Section 30
VOLUNTARY LEAVE DONATION
PROGRAM
PRE-EMPLOYMENT PHYSICAL
AND DRUG TEST
AUTOMOBILE ALLOWANCE
Page 23
Section 31
Section 32
Page 23
Page 23
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ECONOMIC DEVELOPMENT AGENCY OF THE
CITY OF SAN BERNARDINO
PERSONNEL POLICIES AND PROCEDURES
INTRODUCTION
The following Personnel Policies and Procedures ("Policies") are adopted by the
Community Development Commission ("Commission") pursuant to California Health and
Safety Code ~ 33126 and/or 34144, to govern the terms and conditions of employment for
employees of the Community Development Commission, Economic Development Agency
("Agency").
These Policies apply to all Agency employees, including Management and
Confidential Unit employees, Mid-Management Unit employees and General Unit
employees, unless specifically stated otherwise.
These Policies supersede and replace all previous personnel policies, practices and
guidelines adopted or promulgated by the Commission or the Agency, including, without
limitation: the Commission's "Personnel Policies and Procedures" adopted in 1989; the
"Personnel Policies and Procedures for the Community Development Commission of the
City of San Bernardino, Economic Development Agency Mid-Managers", adopted April 15,
1991; the "Personnel Policies and Procedures for the Community Development Commission
of the City of San Bernardino, Economic Development Agency General Unit Employees",
adopted April 15, 1991; and the Management and Confidential Employee Compensation and
Benefits Plan, established by Resolution No. 5282.
In adopting these Policies, the Commission hereby reaffirms its intent to achieve
maximum flexibility in the administration of Commission and Agency personnel matters.
The exercise of managerial discretion by the Agency in personnel matters shall be limited
only by the specific and express terms of these Policies.
The Executive Director is hereby authorized to prepare and issue Administrative
Guidelines supplementing these Policies. The Executive Director may amend such
Administrative Guidelines from time-to-time as he or she deems appropriate or necessary.
The Administrative Guidelines shall not be inconsistent with the Policies stated herein. In
the event of any inconsistency between these Policies and the Administrative Guidelines,
these Policies shall govern.
These Policies are not intended to, and shall not be construed to, limit the powers of
the Mayor, acting as Chairperson of the Commission, and the Common Council, acting as
the Commission, under the Charter of the City of San Bernardino and Health and Safety
Code ~~ 33200 and/or 34120.
These Policies, and any benefit or provision herein, may be modified, revised,
amended or abolished in the future by the Commission by formal resolution.
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PART A. GENERAL POLICIES:
Section 1. APPOINTMENTS:
A. The Executive Director and all other employees of the Economic
Development Agency shall be appointed by the Chairperson with the approval of the
Community Development Commission. All employees shall serve at the pleasure of the
Chairperson, in accordance with the provisions of Section 256 of the Charter of the City of
San Bernardino.
B. All employees hired by the Agency shall be appointed in accordance with the
job classifications (see Attachment) as may be adopted by the Commission from time to
time. The Chairperson may make changes and modifications, as needed, to job descriptions
listed in the job classifications in order to meet Agency goals and objectives without further
Commission approval.
C. All new employees shall be appointed at a salary set forth for the appropriate
job classification, as may be adopted by Commission resolution or as approved in
connection with the budget adoption process. All salary increases shall be in accordance
with said salary schedule.
D. The Agency may hire employees on a part-time basis to perform temporary
work or to perform ongoing assignments requiring less than an average of forty hours per
week. Part-time employees shall only be entitled, at Agency expense, to those benefits
required by law or specifically designated in these policies. For purposes of these policies, a
part-time employee is one whose average work week is thirty five hours or less.
E. The Agency may contract with qualified individuals to provide specific
services on a temporary basis not to exceed the equivalent of six months of full-time
employment. Contract employees shall be entitled only to those benefits and privileges
specifically enumerated in the employment agreement.
F. The Chairperson may appoint an employee to a vacant position at a higher
level in an "acting" capacity contingent upon such employee's demonstration of specific
skills or contingent upon an employee's completion of additional educational or training
requirements within a specified period of time. While in an acting capacity, employees may
receive salary adjustments commensurate with the higher level position salary range.
Section 2. EMPLOYMENT AT-WILL:
All employment at the Agency is "at-will." This means that either the employee or
the Agency may terminate the employment relationship at any time, with or without advance
notice, and with or without cause. Employees also may be demoted or disciplined and the
terms of their employment may be altered at any time, with or without cause, at the
discretion of the Agency. Consequently, no Agency employee has a property interest in
continued employment or in the other terms and conditions of employment. This constitutes
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the sole and exclusive agreement concerning the circumstances under which employment
may be terminated or modified, and supersedes any express or implied agreements, policies
or practices on the subject. No one other than the Commission has the authority to alter this
arrangement, to enter into an agreement for employment for a specified period of time, or to
make any agreement contrary to this policy, and any such agreement must be in writing and
formally adopted by the Commission.
Section 3. EQUAL EMPLOYMENT OPPORTUNITY:
It is the policy of the Agency to provide equal employment opportunity for all
applicants and employees. The Agency does not unlawfully discriminate on the basis of
race, color, religion, sex (including pregnancy, childbirth, or related medical conditions),
national origin, ancestry, age, physical disability, mental disability, medical condition, family
care status, veteran status, marital status, or sexual orientation or any other status protected
by law. The Agency also makes reasonable accommodations for disabled employees.
Finally, the Agency prohibits the harassment of any individual on any of the bases listed
above. For information about the types of conduct that constitute impermissible harassment
and the procedures for addressing complaints of harassment, please refer to the Policy
Against Unlawful Harassment contained in these Policies.
This policy applies to all areas of employment including recruitment, hiring, training,
promotion, compensation and benefits.
It is the responsibility of every employee to conscientiously follow this policy.
Violation of this policy may lead to disciplinary action, up to and including termination of
employment.
Any employee having questions regarding this policy should discuss them with his or
her supervisor, the Executive Director or the Agency's Affirmative Action Officer.
Section 4. MANAGEMENT RIGHTS:
In order to ensure that the Agency is able to efficiently carry out its functions and
responsibilities as imposed by law, the Agency, through its Chairperson, has the exclusive
right to manage and direct the performance of Agency services and the work force
performing such services. These rights include, but are not limited to, the exclusive right to:
A. Determine the mission of each of its operations;
B. Establish the merits, necessity or organization of any service or activity
provided by law;
C. Direct the work of the Agency employees;
D. Set standards of service;
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E. Determine the overall responsibilities of employees assigned to carry out the
various operations of the Agency;
F. Take disciplinary action consistent with these Policies;
G. Take all necessary action to carry out the function of the Agency in
emergency situations;
H. Determine the methods, means, and personnel by which operations are to be
conducted;
1. Determine the budget and organization of the Agency;
J. Layoff employees because of lack of work or for other appropriate
reasons;
K. Determine the content of job classifications;
L. Expand or diminish services;
M. Subcontract any work or operations;
N. Determine the size and composition of the work force and determine work
assignments;
o. Establish and change work schedules and assignments;
P. Establish the days and hours when employees shall work;
Q. Establish reasonable work and safety rules and regulations in order to
maintain efficiency and economy desirable in the performance of Agency
services;
R. To hire, promote, demote, transfer, terminate and classify employees within
the Agency.
The exercise of the foregoing powers, rights, authority, duties, responsibilities by the
Agency, the adoption of polices, rules, regulations and practices in furtherance therefore, and
the use of judgment and discretion in connection therewith, shall be limited only by the
specific and express terms of these Policies, and then only to the extent such specific and
express terms are in conformance with the law. The Executive Director may exercise, on
behalf of the Agency, the authority granted hereunder, except as limited by law or by these
policies. The power to dismiss Agency employees shall be vested solely in the Chairperson,
in accordance with the provisions of Section 256 of the Charter of the City of San
Bernardino, who may act upon the recommendation of the Executive Director. The absence
of a recommendation by the Executive Director shall not be considered a limitation on the
Chairperson's power to dismiss.
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Section 5. WORKING HOURS AND PAYDAY:
A. The Agency's days of operation will be Monday through Friday.
B. Alternate work schedules, such as compressed work weeks and nine or ten
hour work days to improve employee morale or to promote the polices of the Air Quality
Management Districts goals to reduce smog and traffic, may be implemented by
management if the goals and mission of the Agency allow such schedules.
C. Agency staff will be paid on the 15th and last day of each month. Whenever
payday falls on a holiday or weekend, payday will be on the preceding workday. A
procedure will be made to effect required time sheets and leave accounting.
Section 6. EMPLOYEE BENEFITS:
A. All regular full-time employees shall be eligible for the following benefits:
Retirement: All regular full-time employees of the Agency are required to be
members of the Public Employees' Retirement System (hereinafter called
"PERS"). The Agency shall pay 100% of the employee share of the PERS
contribution.
Medical Insurance: The Agency shall provide a group health insurance
program for regular full-time employees and annuitants (retirees). The
Agency shall pay the sum of $16.00 per month toward the medical insurance
premium for annuitants.
Dental and Vision Insurance: The Agency shall provide a group dental and
vision insurance plan for all regular full-time employees.
Life Insurance: The Agency shall provide a group life insurance program for
all regular full-time employees in an amount not to exceed $50,000.
Supplemental life insurance may be purchased by employees, subject to the
monetary cap on Agency contributions to medical, dental, vision and
supplemental life insurance benefits described below.
Cap on Agencv Contributions Toward Medical. Dental. Vision and
Supplemental Life Insurance. Effective January 1, 1999, the Agency's per
employee contribution for medical insurance, dental and vision insurance and
supplemental life insurance premiums shall not exceed, in the aggregate, six
hundred dollars ($600.00) per month per employee.
Subject to PERS regulations and other applicable rules, an employee may
choose how the Agency's contributions are allocated amongst medical
insurance, dental and vision insurance and supplemental life insurance.
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Long- Term Disability Insurance: The Agency will provide a group long-term
disability insurance program for all regular full-time employees. The
coverage shall be for 60% of salary. An employee shall not be required to
exhaust their sick leave to receive benefits.
Medicare: All employees appointed on or after April 1, 1986 will be required
to participate in the Social Security Medicare program.
Short- Term Disabilitv Insurance: All employees may participate in the
Short- Term Disability Insurance (SDI) program, at the employee's expense.
Deferred Compensation Plan: The Agency provides an optional deferred
compensation plan for all employees.
Emplovee Assistance Program (EAP): The Agency provides an Employee
Assistance Program (EAP) for all employees.
B. BILINGUAL PAY: Each full time employee, as designated by the Executive
Director and who meets eligibility requirements as developed by the Agency shall be
compensated at the rate of an additional $25.00 per pay period for each pay period actually
worked.
Not more than three (3) employees of the Agency may be designated to receive
bilingual pay.
C. Full-time regular employees that are authorized to work part time for reasons
other than mandated by law will be allowed benefits based on a pro-rata basis. Pro-rata
means that the Agency will pay for the percentage of time the employee actually works,
provided the employee agrees to pay for the portion not paid by the Agency. Temporary,
part time or hourly employees shall only be eligible to receive those benefits listed above as
required by law.
D. The above benefit programs and contribution levels may be changed from
time-to-time as approved by the Commission.
E. In addition to the above, the Agency shall provide unemployment insurance
and workers' compensation insurance coverage as required by the State of California.
Section 7. VACATION:
A. Upon completion of six (6) months of continuous full-time employment with
the Agency, regular full time employees will be credited with 40 hours of vacation.
Thereafter for the first five years of continuous full-time employment, every employee shall
accrue on a monthly basis six and two-thirds (6-2/3) working hours of vacation leave equal
to approximately 80 hours per year.
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After the completion of five years of continuous full-time employment and
commencing as of the sixth year through the fifteenth year, every employee shall accrue on
a monthly basis ten hours of vacation leave equal to 120 hours per year.
Notwithstanding the subparagraph above, upon completion of the tenth (lOth) year of
continuous full-time employment, employees shall be allowed 160 hours vacation with pay.
This 160 hours vacation shall be at the completion of the tenth (10th) year only. Thereafter,
through and including the fifteenth year, vacation will be again calculated at the rate of 120
hours per year.
After the completion of fifteen years of continuous full-time employment and
commencing as of the sixteenth year through the twentieth year, every employee shall
accrue on a monthly basis thirteen and one-third (13-1/3) hours of vacation leave equal to
approximately 160 hours per year.
After the completion of twenty years of continuous full-time employment and
commencing as of the twenty first year, every employee shall accrue on a monthly basis
sixteen and two-thirds (16-2/3) hours of vacation leave equal to approximately 200 hours per
year.
B. Vacation accruals may not exceed three times an employee's current annual
entitlement (for example, 240 hours for an employee with less than five years seniority).
Once this three year maximum is reached, all further accruals will cease. Vacation accrual
will recommence after the employee has taken vacation and the accrued vacation has
dropped below the three year maximum.
c. When a scheduled holiday occurs during the vacation of an employee, the
hours shall be paid as holiday hours and shall not be charged as vacation hours.
-....,.,.
D.H a full-time regular employee remains in a non-pay status for fifty (50%)
percent or more of the total normal work hours of any pay period vacation credit shall not
accrue for the entire pay period. Authorized vacation, sick leave, holidays or other
compensated time off shall be considered as time worked for the purpose of computing
accrued vacation. Employees will not accrue vacation credit during a compensated disability
leave resulting from a work related injury.
E. Employees who resign or otherwise leave the service of the Agency shall
receive compensation for the unused portion of their accrued vacation leave at the current
rate of pay at the time of separation. In the case of death, the beneficiary will be paid the
unused portion of any employee's accrued vacation leave. Payment of accrued vacation
leave upon termination shall be based upon the hourly rates calculated upon two thousand
eighty (2,080) hours per year of pay at the salary step of such employee as of the date of
termination.
F. Employees shall have the option of receiving payment at their regular rate of
pay for forty hours (40), for their vacation time once each fiscal year, provided that they
have accumulated a minimum of one hundred twenty (120) hours of vacation credits.
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G. Vacation credits may not be taken without prior approval of an employee's
superViSOr. Part-time and temporary employees are riot eligible to earn paid vacation credit.
Section 8. SICK LEAVE:
A. Sick leave will accrue at the rate of 4 hours per pay period, or eight (8) hours
per month, for all regular full-time employees. If regular full-time employees remain in a
non-pay status for fifty percent (50%) or more of the total normal work hours in the pay
period, sick leave credit will not be earned for the entire pay period. Part-time and
temporary employees are not eligible to earn paid sick leave.
Authorized vacation, sick leave, holidays or other compensated time off shall be
considered as time worked for the purpose of computing accrued sick leave. Employees
shall not accrue sick leave during the period of compensated disability leave resulting from a
work-related injury.
B. Sick leave means the absence from duty of employees because of illness or
injury, exposure to contagious disease, or attendance upon a member of his or her immediate
family who is seriously ill. Members of an immediate family are considered to be
employee's spouse, grandmother, grandfather, grandchildren, mother, father, sister, brother,
son, daughter, mother-in-law, father-in-law, sister-in-law, brother-in-law, son-in-law and
daughter-in-law.
Sick leave shall not be considered as a discretionary employee's right, and will be
allowed only in case of actual necessity resulting from personal sickness, disability,
attendance to an immediate family member, or as otherwise provided in this Article.
Whenever an employee uses all allowable sick leave, further absences may be charged
against accrued vacation or other compensated leave. With the approval of the Executive
Director, the employee may take a loss of pay rather than other compensated time off for
illness.
C. All eligible employees who are compelled to be absent from work due to
illness or injury, other than that caused by or resulting from their own illegal actions, shall
be entitled to receive full compensation for each day of accrued sick leave used. A day, as
referred to herein, shall mean a normal eight (8) hour work period.
D. At such time as the employee completes the first year of regular employment,
he or she may exercise the following:
At the end of any fiscal year, an employee who has not used more than
twenty four (24) hours of sick leave (either sick or personal leave charged
against sick leave), may request that eight (8) hours of credit be applied to the
employee's vacation or sick leave. The eight (8) hours of credit will not be
subtracted from the employee's sick leave accrual. Once an option is selected,
it cannot be changed at a later time during the calendar year.
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E. Employees are required to provide a verification from a licensed health care
provider for any absence due to illness or disability in excess of five (5) working days. Sick
pay may be withheld if a satisfactory verification is not received.
F. Pavment for Unused Sick Leave Upon Separation From Employment
Management and Confidential Unit. Upon termination of employment, retirement or
death, the Agency shall pay to Management and Confidential Unit employees or to their
estate 50 percent of their accumulated sick leave. There is no cap or service requirement.
The accrual of sick leave will be unlimited with no maximum allowance.
Mid-Managers Unit. Upon termination of a Mid-Manager, with at least five years of
service in the mid-management unit and a minimum of 480 hours of accrued sick leave,
twenty-five (25) percent of accrued sick leave will be paid to the Mid-Manager.
Upon retirement or death, the Agency shall pay to Mid-Managers or to their estate 50
percent of their accumulated, unused sick leave. Payment for unused sick leave will be
made provided that in no event shall such compensation exceed one thousand one hundred
fifty two (1152) working hours of such leave.
General Unit. Upon retirement or death, the Agency shall pay to General Unit
members or to their estate 50 percent of their accumulated, unused sick leave. Payment for
unused sick leave will be made provided that in no event shall such compensation exceed
one thousand one hundred fifty two (1152) working hours of such leave.
Section 9. F AMIL Y CARE AND MEDICAL LEAVE:
A. Eligibility
To be eligible for family care and medical leave, an employee must (1) have worked
for the Agency for at least twelve months prior to the date on which the leave is to
commence; and (2) have worked at least 1,250 hours in the twelve (12) months preceding
the leave.
B. Permissible Uses of Family Care and Medical Leave
"Family care leave" may be requested for (1) the birth or adoption of an employee's
child; (2) the placement of a foster child with the employee; or (c) the serious health
condition of an employee's child, spouse, or parent. "Medical leave" may be requested for
an employee's own serious health condition. A "serious health condition" is one that
requires either in-patient care in a medical facility or continuing treatment or supervision by
a health care provider.
C. Substitution of Paid Leave for Family Care and Medical Leave
Employees may substitute accrued vacation time and sick leave for all family care
and medical leaves.
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D. Amount of Leave
Provided all the conditions of this policy are met, an employee may take a maximum
of 12 weeks of family care and medical leave in a rolling 12-month period measured
backwards from the date the employee's leave commences.
The substitution of paid leave for family care or medical leave does not extend the
total duration of family care and medical leave to which an employee is entitled to beyond
12 weeks in a 12-month period. For example, if an employee has accrued four weeks of
unused paid vacation time at the time of the request for family care or medical leave, that
paid vacation time may be substituted for the first four weeks of family care or medical
leave, leaving up to eight additional weeks of unpaid leave.
Family care leave taken for the birth, adoption, or foster care placement of a child
generally must be taken in blocks of at least two weeks' duration; however, the Agency will
provide employees with family care leave for birth, adoption, or foster care placement for
less than two weeks' duration on any two (2) occasions. Family care leaves for the birth,
adoption or foster care placement of a child must be concluded within one year of the birth,
adoption or placement.
Family care or medical leave for the employee's own serious health condition, or for
the serious health condition of the employee's spouse, parent, or child, may be taken
intermittently or on a reduced schedule where medically necessary. If leave is taken
intermittently or on a reduced schedule, the Agency retains the discretion to transfer the
employee temporarily to an alternative position with equivalent pay and benefits which
better accommodates the employee's leave schedule.
E. Leave's Effect on Pay
Except to the extent that other paid leave is substituted for family care or medical
leave, family care and medical leave is unpaid.
F. Leave's Effect on Benefits
During an employee's family care or medical leave, for up to a maximum of 12
weeks in a 12-month period, the Agency shall continue to pay for the employee's
participation in the Agency's group health plans, to the same extent and under the same
terms and conditions as would apply had the employee not taken leave.
Employees on family care and medical leave accrue employment benefits, such as
sick leave, vacation benefits, or seniority only when paid leave is being substituted for
unpaid leave and only if the employee would otherwise be entitled to such accrual.
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G. Procedure for Requesting Familv Care and Medical Leave
1. Notice Requirements
Employees should notify the Agency of their request for family care or medical leave
as soon as they are aware of the need for such leave. For foreseeable events, if possible, the
employee must provide 30 calendar days' advance notice to the Agency of the need for
family care or medical leave. For events that are unforeseeable 30 days in advance, but are
not emergencies, the employee must notify the Agency as soon as he or she learns of the
need for the leave, ordinarily no later than 2 working days after the employee learns of the
need for the leave. If the leave is requested in connection with a planned, nonemergency
medical treatment, the employee may be requested to reschedule the treatment so as to
minimize disruption of the Agency's business.
If an employee fails to provide the requisite 3D-day advance notice for foreseeable
events without any reasonable excuse for the delay, the Agency reserves the right to delay
the taking of the leave until at least 30 days after the date the employee provides notice of
the need for family care or medical leave.
All request for family care or medical leave should include the anticipated date(s)
and duration of the leave. Any requests for extensions of a family care or medical leave
must be received at least five (5) working days before the date on which the employee was
originally scheduled to return to work and must include the revised anticipated date(s) and
duration of the family care or medical leave.
2. Medical Certification
Any request for medical leave for an employee's own serious health condition or for
family care leave to care for a child, spouse, or parent with a serious health condition must
be supported by medical certification from a health care provider. For foreseeable leaves,
employees must provide the required medical certification before the leave begins. When
this is not possible, employees must provide the required certification within 15 calendar
days after the Agency's request for certification, unless it is not practicable under the
circumstances to do so, despite the employee's good faith efforts. Failure to provide the
required medical certification may result in the denial of foreseeable leaves until such
certification 'is provided. In the case of unforeseeable leaves, failure to provide the required
medical certification within 15 days of being requested to do so may result in a denial of the
employee's continued leave. Any request for an extension of the leave also must be
supported by an updated medical certification.
The medical certification to care for a child, spouse, or parent with a serious health
condition shall include (a) the date on which the serious health condition commenced; (b)
the probable duration of the condition; (c) the health care provider's estimate of the amount
of time needed for family care; (d) the health care provider's assurance that the health care
condition warrants the participation of the employee to provide family care; and (e) in the
case of intermittent or reduced schedule leave where medically necessary, the probable
duration of such a schedule.
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The medical certification for leave for the employee's own serious health condition
shall include (a) the date on which the serious health'condition commenced; (b) the probable
duration of the condition; (c) a statement that, due to the serious health condition, the
employee is unable to perform the functions of his or her position; and (d) in the case of
intermittent leave or reduced schedule leave where medically necessary, the probable
duration of such a schedule. In addition, the certification may, at the employee's option,
identify the nature of the serious health condition involved. If the Agency has reason to
doubt the validity of the certification provided by the employee, the Agency may require the
employee to obtain a second opinion from a doctor of the Agency's choosing at the
Agency's expense. If the employee's health care provider and the doctor providing the
second opinion do not agree, the Agency may require a third opinion, also at the Agency's
expense, performed by a mutually agreeable doctor who will make a final determination.
Before permitting the employee to return to work, the Agency also may require the
employee to provide medical certification that he or she is able to return to work.
H. Leave's Effect on Reinstatement
Employees returning from family care or medical leave are entitled to reinstatement
to the same or comparable position consistent with applicable law.
Section 10. PREGNANCY-RELATED DISABILITY LEAVE OR TRANSFER
A. Eligibility and Duration
1. Leave of Absence
Any employee who is disabled on account of pregnancy, childbirth, or related
conditions may take a pregnancy-related disability leave for the period of actual disability of
up to four months, in addition to any family care or medical leave to which the employee
may be entitled under the Agency's Family Care and Medical Leave policy. Pregnancy-
related disability leaves may be taken intermittently, or on a reduced-hours schedule, as
medically necessary.
2. Temporary Transfer Before Childbirth
Any employee affected by pregnancy is entitled to transfer temporarily to a less
strenuous or hazardous position or to less strenuous or hazardous duties if the transfer is
medically necessary and the transfer can be reasonably accommodated.
B. Substitution of Paid Leave for Pregnancy-Related Disability Leave
An employee taking pregnancy-related disability leave may substitute any available
sick pay or any accrued vacation time for her leave. The substitution of paid leave for
pregnancy-related disability leave does not extend the total duration of the leave to which an
employee is entitled.
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C. Other Terms and Conditions of Leave
The provisions of the Company's Family Care and Medical Leave policy regarding
the leave's effect on pay, medical certification requirements and reinstatement also apply to
all pregnancy-related disability leaves. However, for pregnancy-related disabilities, there is
no process for obtaining more than one medical opinion.
Section 11. PERSONAL LEAVE:
Personal leave up to a maximum of 24 hours per calendar year may be utilized when
approved by the employee's supervisor and shall be charged to the employee's accrued sick
leave. Personal leave shall not accumulate or carry over from one calendar year to any
succeeding calendar year.
Section 12. BEREAVEMENT LEAVE:
Upon the death of a member of the employee's immediate family, (as defined in sick
leave), up to 40 hours of bereavement leave with pay per calendar year shall be allowed.
The number of hours approved shall be based upon all circumstances made known to the
employee's supervisor. Bereavement leave shall be charged to sick leave and shall not
accumulate from calendar year to calendar year.
Section 13. JURY DUTY:
A. All full-time employees who are required to serve as a trial juror or as an
inquest juror in a court shall be entitled to provide such service without loss of pay. This
provision shall apply during the period of time in which the employee must be present in
court or in the jury room as a result of such jury service. This provision is not applicable to
grand jury service.
B. Employees must provide reasonable advance notice of any need for such
leave, pursuant to the Agency's standard procedure for requesting leaves. Every employee
shall receive his/her regular pay while serving on jury duty, provided that all jury fees paid
to such employee, less automobile expenses allowed, shall have been remitted to the
Agency. Employees shall request payment if not automatically provided.
Section 14. MILITARY LEAVE:
A. All employees required to serve in the National Guard or any reserve unit of
the armed forces of the United States will be granted leave according to the provisions of
the California Military and Veterans Code Section 395, et seQ. In accordance with the
policies of the armed forces to cooperate with employers, the Agency requires reasonable
advance notice of any proposed absence due to military duty, except in extraordinary
circumstances.
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B. Every employee on temporary military leave of absence, provided that the
period of ordered duty does not exceed 180 calendar 'days, and who has been in the service
of the Agency for a period of not less than one year immediately prior to the day in which
said absence begins, shall be entitled to receive his/her salary for the first 30 calendar days
of any such absence in anyone calendar year. All other benefits paid by the Agency will
continue for up to 180 days.
C. Employees returning to the Agency within the specified time, and who have
been honorably discharged from the military service, shall be reinstated to their former
position without loss of status or seniority, provided they are not physically or mentally
incapacitated as a result of the performance of military duties.
Section IS. OTHER LEAVES OF ABSENCE:
A. Leave of absence without pay constitutes a temporary non-pay status from
full-time employment. Upon request of the employee and the recommendation of the
employee's supervisor, a leave of absence without pay may be granted by the Executive
Director for a period not to exceed three months. Examples of when a leave of absence
without pay may be granted are:
1. Employees who are temporarily mentally or physically unable to
perform their duties;
2. Military leave when the employee has less than one year of service in
the Agency;
3. For an employee who is a disabled veteran requiring medical treatment;
4. To retain an otherwise desirable employee;
B. Employees who enter the armed forces of the United States during war or
national emergency as declared by the President or the Congress of the United States are
entitled to a leave of absence without pay during the time of such service and for a period
of 90 days thereafter. All employees returning to the Agency within the time herein
specified, and who have been honorably discharged from such service shall be reinstated
without loss of status or seniority, provided they are not physically or mentally incapacitated
from performing the duties of said office or position.
C. The Agency's contribution towards an employee's benefits will continue after
any employee is on a leave without pay status on a pro-rata basis, or as required by any
applicable law (i.e., when on family leave or medical leave). Upon an employee's return to
full-time work, the Agency's contribution towards benefits will continue.
D. Notwithstanding any other provision of this section to the contrary, the
Agency will continue its contribution for benefits of any employee on leave of absence due
to any injury or illness arising out of and in the course of his/her employment with the
Agency.
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E. An approved leave of absence without pay for less than sixty (60) days in any
calendar year will not be considered a break in serviCe. Leave in excess of sixty (60) days
shall result in the advancement of the employee's anniversary date and compensation
advancement date to such date as will account for the total period of uncompensated time
off. Leave of absence without pay under any laws that contradict this will not apply under
this provision, e.g. pregnancy disability leave, or if the employee is working part-time.
Failure to return to work at the expiration of the approved leave of absence without pay
shall constitute an abandonment of the position and shall be processed as such.
Section 16. INJURY LEAVE (WORKERS' COMPENSATION):
Full-time employees who sustain an injury in the course and scope of their
employment with the Agency shall receive the equivalent of 100 percent of their normal
salary or wages (including disability payments) for the first three working days of their
absence due to the injury. Effective upon the fourth working day of necessary absence,
employees may utilize their accumulated leave to augment the amount of disability
compensation received. Compensation shall be provided in accordance with the Workers'
Compensation Insurance and Safety Act of California. Leave may be utilized to the extent
that the total sum received when added to workers' compensation disability payments will
result in a payment equal to the employee's regular and normal compensation, but not to
exceed the take-home pay of the employee's last full paycheck.
The utilization of leave for this purpose shall end with the termination of the
temporary disability or when accumulated leave has been exhausted, whichever occurs first.
Section 17. PAID HOLIDAYS:
A. All full-time employees shall be entitled to eight paid hours for each of the
following holidays:
Holiday
Observance
New Year's Day
Martin Luther King, Jr. Birthday
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Friday after Thanksgiving Day
Christmas Eve
Christmas Day
New Year's Eve
Two Floating Holidays
January 1st
Third Monday in January
Last Monday in May
July 4th
First Monday in September
November lith
Fourth Thursday in November
Friday after Thanksgiving
December 24th
December 25th
December 31 st
As approved by Management
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When a holiday occurs on a Saturday, the preceding Friday shall be observed. When
a holiday occurs on a Sunday, the following Monday' shall be observed. When Christmas
Day and New Years Day fall on a Saturday, then the following Monday will be observed as
a holiday (due to Friday being a holiday for Christmas Eve and New Years Eve).
Floating holidays shall be taken during the calendar year in which they accrue, but
only upon the prior written approval of the employee's supervisor. Floating holidays may
not be carried over to the next calendar year.
B. All employees shall be allowed the holidays specified above at full pay when
such holiday occurs within the regular assigned working period, and provided that the
employee is not on an approved leave of absence without payor was not otherwise absent
without approval for the working day either immediately preceding or succeeding the
holiday. If it becomes necessary for any employee to work on any of the above designated
holidays, any time worked during said holiday shall be compensated in accordance with the
overtime policies.
C. Whenever the City of San Bernardino, City Council, declares that City Hall
will be closed for the period between the Christmas and New Years Day holidays, the
Executive Director will be allowed to close the Agency or portions thereof for the same
period, provided that Agency operations allow for such closing. Holidays may be adjusted
to coincide with the days of closure.
Section 18. FLSA OVERTIME PAY AND COMPENSATORY TIME OFF:
A. "Overtime Work" shall mean the aggregate service performed by an employee
in excess of eighty hours in a two week work period for full-time employees. No General
Unit employee may work overtime without the express prior approval of the Executive
Director.
B. Management shall have the right to schedule flexible working hours for those
employees who are required to attend meetings or perform other overtime work on an
ongoing basis in order to maximize Agency resources.
C. Those employees allowed "Administrative Time Off' in order to compensate
for overtime worked are not authorized overtime pay, and they are not allowed to accrue
comp time. Management and Confidential Unit employees receive 56 hours of
Administrative Time Off each calendar year, which cannot be carried over to the next
calendar year. Mid-management Unit employees receive 40 hours of Administrative Time
Off each calendar year, which cannot be carried over to the next calendar year.
Section 19. USE OF PERSONAL VEHICLES AND TRAVEL COMPENSATION:
A. The Executive Director may require any employee to provide his/her own
insured vehicle to conduct Agency business. A manager required to provide his/her own
insured vehicle incident to conducting Agency business may receive either mileage
reimbursement or an automobile allowance. Employees required to provide his/her own
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insured vehicle incident to conducting Agency business will receive mileage reimbursement.
The rate of reimbursement will be the same as the amount authorized by the federal tax
codes.
B. Reimbursement for mileage for the use of private automobiles on Agency
business shall be provided in accordance with approved Agency policy. Reimbursement for
travel costs and attendance of conferences by Agency employees during working hours shall
be in accordance with approved Agency policies.
Section 20. CONFLICT OF INTEREST:
A. All employees who, in the course of their duties, are required to participate in
the formulation of or to approve plans or policies for a Redevelopment Project Area must
sign a "Conditions of Employment" form agreeing that they will not acquire any interest in
any property included within a Redevelopment Project Area unless otherwise permitted
pursuant to California Health and Safety Code 9 33130.
All employees must submit a written disclosure of any interest they might have
within a Redevelopment Project Area to the Agency and the City Council and such
disclosure shall be entered into the minutes of the Agency and the City Council, pursuant to
California Health and Safety Code 9 33130, at the time of their employment with the
Agency.
All employees must additionally agree that they shall not become involved as an
owner, partner, participant, joint venturer, employee or otherwise, and agree not to enter into
any contract or agreement in connection with any development project or property included,
planned to be included or proposed to be included in any type of development project under
the jurisdiction of the Agency during the period of their employment, unless the employee
has owned an interest substantially equal to that being acquired, for three years immediately
preceding the selection of the Project Area pursuant to California Health and Safety Code 9
33130(b ).
Disclosure is also required, by all designated employees, in accordance with the
conflict of interest code adopted by the Commission and amended from time to time. These
policies are not all-inclusive of possible conflicts. Employees unsure as to whether a certain
transaction, activity or relationship constitutes a conflict of interest should discuss it with
their supervisor or the Executive Director for clarification.
B. Any Agency employee who holds a California real estate broker's or
salesperson's license shall not engage in any real estate brokerage or sales activities within
the City of San Bernardino during the term of his or her employment with the Agency. An
exception can be made when the employee is purchasing or selling property for his/her
personal or family account. Family shall mean husband, wife, grandmother, grandfather,
mother, father, sister, brother, son, daughter, mother-in-law, father-in-law, sister-in-law,
brother-in-law, son-in-law, or daughter-in-law
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C. To avoid potential conflicts of interest, employees are required to disclose all
outside employment to the Executive Director prior to accepting outside employment.
Section 21. POLICY AGAINST UNLAWFUL HARASSMENT:
The Agency is committed to providing a workplace free of sexual harassment (which
includes harassment based on gender, pregnancy, childbirth, or related medical conditions),
as well as harassment based on such factors as race, color, religion, national origin, ancestry,
age, physical disability, mental disability, medical condition, marital status, sexual
orientation, family care leave status, or veteran status. The Agency strongly disapproves of
and will not tolerate unlawful harassment of employees by managers, supervisors, or co-
workers. Similarly, the Agency will not tolerate unlawful harassment by its employees of
non-employees with whom the Agency has a business, service, or professional relationship.
Prohibited harassment includes verbal, physical, and visual conduct that creates an
intimidating, offensive, or hostile working environment or that interferes with work
performance. Such conduct constitutes harassment when (1) submission to the conduct is
made either an explicit or implicit condition of employment; (2) submission to or rejection
of the conduct is used as the basis for an employment decision; or (3) the harassment
interferes with an employee's work performance or creates an intimidating, hostile, or
offensive work environment.
Prohibited harassment can take many forms and may include, without limitation,
slurs, jokes, statements, gestures, pictures, or cartoons regarding an employee's sex, race,
color, national origin, religion, age, physical disability, mental disability, medical condition,
ancestry, marital status, sexual orientation, family care leave status, or veteran status.
Prohibited sexual harassment in particular includes all of these prohibited actions as
well as other unwelcome conduct such as requests for sexual favors, conversation containing
sexual comments, and unwelcome sexual advances.
Any incident of prohibited harassment should be reported promptly to the employee's
supervisor, manager, Executive Director or to the appropriate designated official. The
Agency emphasizes that an employee is not required to complain first to his or her
supervisor if that supervisor is the individual who is harassing the employee.
Every reported complaint of prohibited harassment will be investigated thoroughly
and promptly. In addition, the Agency will not tolerate retaliation against any employee for
cooperating in an investigation or for making a good faith complaint about a violation of
this Policy.
Violation of this Policy Against Unlawful Harassment will result in discipline,
ranging from verbal or written warnings up to and including termination, depending upon
the circumstances.
In addition to notifying the Agency or the appropriate designated official about
harassment or retaliation complaints, affected employees may also direct their complaints to
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the California Department of Fair Employment and Housing ("DFEH"), which has the
authority to conduct investigations. You can contact the nearest DFEH office at the
locations listed in the Agency's DFEH poster or by checking the state government listings in
the local telephone directory.
Section 22. DRUG FREE WORKPLACE:
A. It is the policy of the Commission to maintain a drug-free workplace. Sale,
possession or use of illegal drugs in the workplace or on working time is prohibited. Any
employee who becomes aware of any violations of this policy should immediately report
them to his or her supervisor, manager or Executive Director. Any employee who violates
this policy shall be subject to disciplinary action up to and including dismissal.
B. In addition, any employee who is convicted under any criminal drug statute
for a violation occurring in the workplace or during any Agency-related activity or event is
required to notify the Executive Director no later than five days after such conviction. Any
employee who violates these requirements shall be subject to disciplinary action up to and
including dismissal.
C. Drug abuse in the workplace may lead to serious safety concerns for the
abuser, fellow employees, and the general public being served by the abuser. Specifically,
drug users may be causing irreparable damage to their bodies which can lead to serious
illness and even death; and endangering the lives and property of others because of their
impaired mental and physical condition.
D. An Employee Assistance Program is available to provide comprehensive
employee assistance and counseling services to all Agency employees. The program is
designed to help employees and their family members find direction in solving personal or
emotional problems, including drug and alcohol abuse. All employees are encouraged to
utilize this program when faced with such personal problems. Unless otherwise requested
by the employee, all services provided by the Employee Assistance Program are strictly
confidential and will not be disclosed to the Agency staff or management.
E. Nothing in this guideline is intended to diminish the Agency's commitment to
comply and reasonably accommodate qualified disabled individuals. The Agency will
reasonably accommodate qualified disabled employees who must take legal drugs because of
their disability.
Section 23. GRIEVANCES:
A grievance is an alleged violation of the terms of the Personnel Policies. The
following procedure is the exclusive remedy for resolving grievances.
A. Step One: An attempt shall be made to ascertain all facts and adjust all
grievances on an informal basis between the employee and his/her direct supervisor. Verbal
presentation of the grievance shall be made within five (5) working days after the employee
knew or reasonably should have known of the occurrence giving rise to the grievance. The
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supervisor shall respond to the grievance within five (5) working days of its presentation.
B. Step Two: If the grievance is not resolved within five (5) working days of its
initial presentation under Step One, the aggrieved party may file a written appeal with the
Executive Director within the next five (5) working days, setting forth the basis for the
grievance. The Executive Director or designee shall meet with the employee, within ten
(10) working days after receipt of the appeal and shall deliver his/her answer, in writing, to
the employee within ten (10) working days after the meeting. The decision of the Executive
Director shall be final and binding.
Section 24. DISCIPLINARY ACTION:
A. It is intended that discipline be imposed primarily for corrective purposes and
to address deficiencies in work performance. It is recognized, however, that certain
infractions may warrant immediate dismissal without first resorting to lesser forms of
discipline, in the exclusive discretion of the Chairperson. Failure of the employee to
respond to the corrective action may also result in further disciplinary action up to and
including termination. The following is a nonexclusive list of the more common causes for
disciplinary action or termination:
a. Action contrary to these Personnel Policies or other rules of the Agency.
b. Inefficiency or incompetence.
c. Willful disobedience or insubordination.
d. Dishonesty.
e. Violation of the Agency's drug and alcohol policies.
f. Possession and/or use of a firearm or other weapon on Agency premises, in an
Agency vehicle, or while engaged in Agency business.
g. Disorderly, immoral or illegal conduct.
h. Discourteous treatment of the public or fellow employees.
1. Conviction of a felony.
J. Absence without leave for three or more working days.
k. Neglect of duty.
l. Action incompatible with, or not in the best interest of, public service.
m. Failure to follow safe working practices or failure to report promptly any injury.
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B. Nothing in the foregoing paragraph shall limit or restrict the Agency's policy of
at-will employment. Therefore, the Chairperson may. discharge, demote, or discipline any
employee without cause, without prior notice, and/or without prior resort to progressive
discipline, as explained in Section 2, commencing on page 2 of these Policies.
Section 25. LAYOFFS AND REDUCTIONS IN FORCE:
A. The Agency's activities are dependent upon various funding sources and
changing developmental needs, some or all of which may from time-to-time be terminated
or reduced without advance notice. In the event of a reduction in anticipated income or a
change in emphasis requiring a reduced staffing level in one or more existing activities, or
any other reason considered as justifying a reduction in force, the Chairperson of the
Commission, with the approval of the Commission, shall have the authority to effect a
reduction-in-force.
B. In the event of a layoff or reduction in staff, the Executive Director shall
provide at least two weeks' advance written notice to the employee or employees to be
affected thereby, or equivalent notice of any demotion necessitated by a layoff or reduction
in staff. Should an immediate layoff without advance notice be required, the employee shall
receive two weeks' severance pay in lieu of notice.
Section 26. RESIGNATION:
An employee who desires to terminate employment with the Agency may submit a
written, signed resignation to their immediate supervisor prior to the intended resignation
date. Before termination, the employee is required to fill out the appropriate Agency
termination of employment forms and return all equipment, keys, identification cards and
any other Agency property.
Section 27. TUITION REIMBURSEMENT POLICY:
Because of the desire to encourage employees to further their education and work
related training, the Agency may reimburse full-time employees for educational tuition and
related course book expenditures after successful completion of the required course work.
All courses must be approved in advance, in accordance with Agency procedures.
Management and Confidential Unit. All participants shall be reimbursed 100% for
selected tuition costs and text books for previously approved job related courses which will
increase the value of the employee to the Agency, provided that the employee achieves a
passing grade of "B" or better.
Mid-Managers Unit. When an employee is required by the Agency to attend a
particular course or seminar, the expense shall be borne entirely by the Agency.
Reimbursement for all other courses will be for the cost of tuition or registration fees
and the required texts and related material for each course. Additional expenses such as
meals and parking fees are not reimbursable.
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Costs for required texts are eligible for one hundred percent (100%) reimbursement.
Tuition or registration costs of fifty dollars ($50.00) or less are eligible for one
hundred percent (100%) reimbursement. Tuition costs in excess of fifty dollars ($50.00) are
eligible for seventy-five percent (75%) reimbursement.
An employee who desires to seek tuition reimbursement under the provisions of this
section must complete an Educational Reimbursement Form, and submit it to his or her
immediate supervisor for advance approval.
General Unit. When an employee is required by the Executive Director to attend a
particular course or seminar, the expense shall be borne entirely by the Agency.
Reimbursement for all other courses will be for the cost of tuition or registration fees
and the required texts and related material for each course. Additional expenses such as
meals and parking fees are not reimbursable.
Costs for required texts are eligible for one hundred percent (100%) reimbursement.
Tuition or registration costs of fifty dollars ($50.00) or less are eligible for one
hundred percent (100%) reimbursement. Tuition costs in excess of fifty dollars ($50.00) are
eligible for seventy-five percent (75%) reimbursement.
An employee who desires to seek tuition reimbursement under the provisions of this
section must complete, an Educational Reimbursement Form, and submit it to his or her
immediate supervisor for advance approval.
Section 28. OVERAGES AND SHORTAGES:
The Agency agrees that employees assigned to receive and/or disburse funds for the
Agency shall not be held liable for shortages, except in the case of fraud, embezzlement,
any other illegal act, or gross negligence. All overages shall be the property of the Agency.
This section does not relieve the employee from being accountable for errors for purposes of
performance evaluations and disciplinary actions.
Section 29. PERSONNEL FILES:
Employees are authorized to review their personnel files at reasonable intervals.
Employees may request one copy of data in their personnel files at no charge. No employee
shall have any comment adverse to his/her interest entered in his/her personnel file, or any
other file used for personnel purposes by the Agency, without the member having first read
and signed the instrument containing the adverse comment, except that such entry may be
made if, after reading such instrument, the member refuses to sign it. Should an employee
refuse to sign, that fact shall be noted on the document, and signed or initialed by the
supervisor or the person who made the document.
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Section 30. VOLUNTARY LEAVE DONATION PROGRAM:
Voluntary leave donation program may be implemented by the Executive Director for
the benefit of staff, who due to unforeseen circumstances have long term medical needs that
may be causing severe financial difficulty. The program may not cause a net increase in
Agency provided benefits to flow to staff.
Section 31. PRE-EMPLOYMENT PHYSICAL AND DRUG TEST
All offers of employment shall be conditioned upon the applicant undergoing a pre-
employment physical examination, at the Agency's expense, which will include a test for
illegal use of drugs. An applicant who does not successfully complete the drug test will not
be hired. The other results of the pre-employment physical will be handled and used in
compliance with the laws protecting persons with disabilities and the Agency's policy of
non-discrimination and reasonable accommodation.
Section 32. AUTOMOBILE ALLOWANCE
Subject to prior written request and authorization, management employees (Executive
Director of the Agency, Executive Director of Main Street Department, Directors of
Development and Administrative Services, and Office of Business Development Manager)
are eligible for a fixed monthly equivalent Automobile Allowance. The current allowance
authorized by the Commission will be available. Officers receiving such Allowance are not
eligible to use an Agency-owned vehicle or to receive mileage reimbursement. The
Executive Director may require any employee to drive an Agency vehicle to and from work,
if it is determined that the employee is "ON CALL" and/or it is in the best interest of the
Agency operations.
This Allowance is separate from reimbursement for car rental or other travel
expenses incurred in connection with authorized business travel.
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EXHIBIT "A"
(AMENDED)
STAFFING POSITIONS FOR THE
ECONOMIC DEVELOPMENT AGENCY
1. Economic Development Agency Management
a. Executive Director
b. Director, Development Division
c. Director, Administrative Services Division
d. Manager, Office of Business Development
e. Executive Director, Main Street
2. Economic Development Agency Confidential
a. Assistant to the Agency Administrator
b. Staff Assistant
c. Special Events Coordinator
d. Accounting/Collections Officer
e. Secretary
3. Economic Development Agency Mid-Management
a. Project Manager (2)
b. Graphics and Design Coordinator
c. Contract Administrator
d. Senior Accountant
e. Community Development Specialist
f. Main Street Project Coordinator
4. Economic Development Agency General Unit
a. Development Specialist
b. Court Street Square Operator
c. Graphic and Design Specialist
d. Accounting Technician
e. Senior Account Clerk
f. Typist Clerk III
g. Administrative/Records Management Clerk
2463A
b551 EXHIBIT "B"
Economic Development Agency
Classification Range and Salary Schedule
as of September 8,1998
Classification & Position A Ii C D .E
Range
Executive
M 4200 Executive Director $8,038 $8,430 $8,863 $9,306 $9,771
C 3251 Asst. to Agency Admin $3,994 $4,195 $4,405 $4,626 $4,857
Office of Business Development
M 4100 OeD Manager $5,385 $5,654 $5,937 $6,234 $6,546
Management
M 4175 Dir of Dev Dept $6,656 $6,990 $7,339 $7,706 $8,091
C 3175 ...Staff Asst ... . $2,632 $2,.763 ....$2,902. . .. $3,047__. . . .$3,200.. _ . --"--,.,-,.-.'.,
Development Div
MM 2180 Proj Mngr $4,231 $4,442 $4,664 $4,897 $5,142
G 1185 Dev Spec $3,452 $3,624 $3,805 $3,996 $4,195
Admin Serv Division
M 4125 Admin Serv Dir $5,777 $6,066 $6,370 $6,688 $7,023
MM 2180 Cont Admin $4,231 $4,442 $4,664 $4,897 $5,142
MM 2150 Grap Des Coor $3,845 $4,037 $4,239 $4,451 $4,674
MM 2150 Sr Acct $3,845 $4,037 $4,239 $4,451 $4,674
C 3210 Acct/ColI Officer $3,288 $3,453 $3,625 $3,806 $3,997
G 1180 Graphic Des Spec $2,792 $2,932 $3,078 $3,232 $3,394
G 1155 Acct Tech $2,630 $2,761 $2,901 $3,045 $3,197
G 1150 Sr Acct Clerk $2,412 $2,532 $2,659 $2,792 $2,932
G 1140 Admin/Rec Mgt Clerk $2,061 $2,164 $2,272 $2,387 $2,506
Block Grant Consolidated Program Division
MM 2160 Comm Dev Specialist $3,970 $4,168 $4,376 $4,595 $4,825
Main Street
M 4100 Exec Dir $5,385 $5,654 $5,937 $6,234 $6,546
MM 2180 Project Coor $4,231 $4,442 $4,664 $4,897 $5,142
MM 2010 Special Events $2,412 $2,532 $2,659 $2,792 $2,932
G 1120 Ct St Sq Oper $1,591 $1,671 $1,754 $1,842 $1,934
All Divisions
G 1140 Clerk Typ III $2,061 $2,164 $2,272 $2,387 $2,506
C 3020 Secretary $2,131 $2,237 $2,350 $2,468 $2,592
cc: CI&Rng.wk3
M - Management
C - Confidential
MM- Mid-Management
G - General
Exhibit C-l
~557
SBE00001/381/dc
10/31/90 1150
ECONOMIC DEVELOPMENT AGENCY
AGENCY ADMINISTRATOR
JOB DESCRIPTION:
To plan, manage, supervise and coordinate the functions and
activities of the Economic Development Agency; to coordinate economic
development activities with other City departments; and to provide
highly complex staff assistapce to the office of the Mayor and to the
Common Council.
SUPERVISION RECEIVED AND EXER~ISED:
.Receives general di~ection from the Mayor.
Exercises direct and indirect supervision over professional
and clerical staff.
SPECIAL OUALIFICATIONS:
. This position differs from other Agency positions in
requiring strong self-motivation, a high deqree of knowledge in
economic development matters, hands-on experience in negotiation and
management and a strongly developed ability to be creative and
innovative in furthering the City'S economic development goals. This
position further requires the ability to exercise independent judqment
and.authority.
EXAMPLES OF DUTIES:
Duties may include, but are not limited to, the following:
a) Plan, manage and coordinate goals and objectives of the
Agency; desiqn and implement Agency policies and procedures
necessary to provide Agency. services and further Agency
goals; prepare a statement of Agency objectives and time
frames for the accomplishment thereof.
b) Manage and supervise City economic development activities and
projects, community development and redevelopment projects
and the activities of the City's Convention and Visitor's
Bureau, the Main Street Project and Economic Development
Council.
c) Supervise the preparation of the Agency's budget and the
preparation of forecasts of future Agency financial needs and
goals, including an analysis of the sources of Age~cy
Agency Administrator
- 1 -
Exhibit C-2
.8551
revenue; monitor and approve expenditures; develop plans for
staffing, equipment, materials and supplies.
d) Review an~ oversee Agency activities to ensure compliance
with City goals, policies and procedures, as well as local,
state and Federal regulations; supervise the preparation and
filing of necessary reports and otherwise ensure Agency
compliance with applicable law.
e) Manage, supervise and participate in the preparation of
appropriate reports and studies related to Agency activities;
analyze reports artd prepare recommendations for implementing
necessary actions on programs in response thereto.
f)
Supervise
assistance
committees
related to
the providing of information and technical
to the Mayor~ Common Council, City commissions,
artd departments and senior City staff in matters
the Agency's activities and programs.
g) Act as the City's representative to outside agencies and the
business community to foster economic growth and progress;
meet with citizen groups and other members of the public to
explain the Agency's policies, procedures and objectives.
h) Coordinate the various departments and functions of the
Agency so as to foster efficiency and cooperative efforts in
the furtherance of the Agency's goals.
i) Select, train and motivate senior staff; provide guidelines
and procedures for the selection and training of other Agency
prOfessional and clerical staff; establish and supervise
di~ciplinary and termination procedures.
j) Perform related duties as necessary or requested.
OUALIFICATIONS:
Knowledae of:
Modern and highly complex principles and practices of urban
economic development.
Principles of personnel administration, supervision and training.
Legislation related to urban development and redevelopment.
Principles and practices of budget preparation and administration.
Agency Administrator
-- 2 -
Exhibit C-3
b557
Abilitv to:
Supervise, train and evaluate professional and clerical staff.
Interpret applicable laws, rules and regulations.
Prepare and analyze reports, statements and correspondence.
Develop and administer an Agency budget.
Communicate clearly and concisely, both verbally and in writing.
Establish and maintain effective working relationships with those
contacted in the course of work.
MINIMUM EXPERIENCE AND TRAINING REOUIREMENTS:
The minimum combination of experience and training for this
position is as follows:
Education:
A Bachelor's degree or equivalent from an accredited college
or ur.iversity with major course work in economics, urban
planning, public administration or a closely related field.
EXDerience:
Ten years of experience in urban economic development with
substantial management responsibilities, preferably as the
supervisor of a department engaged in economic development or
redevelopmLllt. Eight years of experience would be acceptable
if the applicant possesses a masters degree in a field
specified above.
P:IAPPSIWPDATA\SBIlO\OOOl\311
Agency Administrator
- 3 -
b557
Exhibit C-4
ECONOMIC DEVELOPMENT AGENCY
DIRECTOR. DEVELOPMENT DEPARTMENT
JOB DESCRIPTION:
Under direction of the Economic Development Agency Administrator, to manage, supervise and
coordinate the functions and activities of the Development Department, of the Economic
Development Agency; to implement a variety of community and economic development and
housing programs; to assure governmental and private sector financing for Agency and City
departments; and to provide highly complex staff assistance to the office of the Mayor, Common
Council and to the Agency Administrator.
SUPERVISION RECEIVED AND EXERCISED:
Receives general direction from the Agency Administrator.
Exercises direct and indirect supervision over the Department's professional and clerical staff.
SPECIAL OUALIFICATIONS:
This position differs from other Agency positions in requiring a high degree of knowledge of
redevelopment and community development practices, a strong ability to interface and negotiate
with the business and development community and a willingness to be innovative in the creation
of development and redevelopment programs. This position further requires the ability to
exercise independent judgment and authority.
EXAMPLES OF DUTIES:
Duties may include, but are not limited to, the following:
a) Plan, manage and coordinate goals and objectives of the Department consistent with the goals
and policies of the Agency; design and implement Department policies and procedures
necessary to provide Department services and further Department goals; prepare a statement
of Department objectives and time frames for the accomplishment thereof
b) Manage and supervise specific community development and redevelopment activities and
projects; supervise Development Department staff in developing and implementing a variety
of community development and redevelopment programs.
G557
Exhibit C-5
c) Direct and review project activities including funding, property acquisition and disposition,
relocation and project improvements, to ensure compliance with Department policies and
goals; oversee the analysis of development or redevelopment proposals and cost projections;
secure and administer project funding.
d) Create a system of prioritizing projects and proposed projects to effectively allocate the
Department's assets in a manner consistent with Agency and City goals.
e) Supervise the preparation of forecasts of future Department financial needs and goals,
including an analysis of the sources of Department revenue; monitor and approve
expenditures; develop plans for staffing, equipment, materials and supplies.
t) Review and oversee Department activities to ensure compliance with City and Agency goals,
policies and procedures as well as local, State and Federal regulations; supervise the
preparation and filing of necessary reports and otherwise ensure Department compliance with
applicable law.
g) Manage, supervise and participate in the preparation of appropriate reports and studies related
to Department activities; analyze reports and prepare recommendations for implementing
necessary actions on programs in response thereto.
h) Supervise the providing of information and technical assistance to the Mayor, Common
Council, City commissioners, committees, Agency Administrator and senior City staff in
matters related to the Department's activities and programs.
i) Coordinate the relocation of property owners and tenants displaced by Department
development or redevelopment activities.
j) Meet with members of outside agencies, the public and the business and development and
redevelopment goals, policies and procedures.
k) Select, train and motivate Department staff; provide guidelines and procedures for the
selection and training of personnel.
I) Develop bids and specifications for development and redevelopment activities; administrate
contracts and progress payments.
m) Perform related duties as necessary or requested.
-(. "-
Exhibit C-6
G557
OUALIFICATIONS:
Knowledge of:
Modem principals and practices of community development and redevelopment.
Legislation related to community development and redevelopment.
Principals of personnel administration, supervision and training.
Principals and practices of budget preparation and administration.
Ability to:
Supervise, train and evaluate professional and clerical staff
Interpret applicable laws, rules and regulations.
Prepare and analyze reports, statements and correspondence.
Develop and administer a Department budget.
Communicate clearly and concisely, both orally and in writing.
Establish and maintain effective working relationships with those contacted in the course of work.
MINIMUM EXPERIENCE AND TRAINING REOUIREMENTS:
The minimum combination of experience and training for this position is as follows:
Education:
A Bachelor's Degree or equivalent from an accredited college or university with major course
work in economics, urban planning, public administration or a closely related field.
Experience:
Ten years experience in community development or redevelopment with substantial management
responsibilities including extensive involvement in negotiation of contracts, and supervision of
personnel.
Eight years of experience would be acceptable if the applicant possesses a masters degree in a
field specified above.
tJ557
Exhibit C-7
. .
ECONONUCDEVELOPMENTAGENCY
DIRECTOR. ADMINISTRATIVE SERVICES DIVISION
JOB DESCRIPTION:
Under direction of the Agency Administrator manages, supervises and coordinates the functions
and activities of the Administrative Services Division of the Economic Development Agency, and
provides staff assistance to the Agency Administrator.
SUPERVISION RECEIVED AND EXERCISED:
Receives general direction from the Agency Administrator.
Exercises direct supervision of the Administrative Services Division's professional and clerical
staff.
SPECIAL OUALIFICATlONS:
This position requires a thorough knowledge of California redevelopment finance and
redevelopment agency accounting practices in addition to a background in contract compliance
for various types of redevelopment agency agreements, CDBG, UDAG and EDA programs,
investment portfolio management and bond issue compliance. The position requires the technical
background and personnel skills necessary to supervise specialists in various areas, including
contract compliance, accounting, property tax analysis and graphics and design, and an ability to
effectuate the policies of the Agency in a manner which addresses the concerns of the public.
EXAMPLES OF DUTIES:
Duties may include, but are not limited to, the following:
a) Plan, manage and coordinate the goals and objectives of the Administrative Services
Division consistent with the goals of the Agency; design and implement Division
policies and procedures necessary to provide Division services and further Division
goals; prepare a statement of Division objectives and time frames for the
accomplishment thereof.
b) Manage and supervise staff in the monitoring of all municipal bond financing incurred
in furtherance of Agency objectives, including tax allocation bonds, single and
multifamily mortgage revenue bonds, certificates of participation, taxable bonds and
borrowings from conventional lenders.
c) Manage, supervise and direct the preparation of appropriate reports to the State
Controller, the Statement of Indebtedness to the County and the annual audit and other
studies or reports related to housing, economic development and redevelopment issues
. c
b551
.' .
Exhibit C-8
and Division activities; analyze reports and prepare recommendations for implementing
necessary actions or programs in response thereto.
d) Supervise the providing of information and technical assistance to the Mayor, Common
Council, Agency Administrator, Executive Director and Senior City staff in matters
relating to the investment activities, financial condition, budget considerations and the
financial ability to implement Agency programs.
e) Supervise and direct the preparation of tax increment revenue cash flow analyses for
each redevelopment project area, identify irregularities in tax increment receipts and
assessed value figures and monitor development project completion to obtain valid
projections of tax increment growth.
f) Provide liaison and coordination with State and Federal agencies involved in contract
compliance for any grant or loan programs.
g) Coordinate financial audits with outside auditors.
h) Supervise the expenditure and investment of funding obtained by the Agency m
manners consistent with applicable rules and regulations.
i) Supervise and administer all aspects of the Department's word processing computer
system, including hardware and software for word processing, accounting, and data
processmg.
j) Responsible for development and maintenance of the file system
k) Supervise and administer all accounting and compliance matters dealing with the 20%
Low and Moderate-Income Housing Fund, Community Development Block Grant
Program, Main Street, Inc., Economic Development Administration Programs or other
federal funds, including, the determination of valid expenditures and projects, time limits
for expenditures, investment of funds, and assure compliance with all affordability
covenants and regulatory agreements.
1) Supervise the preparation of the Agency budget and budget planning activities,
including the providing of information and technical assistance to the Agency
Administrator and the Agency's other Divisions; periodically review and monitor the
Agency budget and make appropriate recommendations.
m) Supervise an Accounting Section and all daily general ledger accounting functions,
including, accounts payable, accounts receivable and payroll.
n) Supervise the Contracts Department
o )Manage and supervise a Graphics and Design Section that is responsible for the design
1:>551
Exhibit C-9
. .
and preparation of Agency marketing and promotional materials, audio-visual
presentations of Agency economic development and housing matters, and engineering
and design of certain Agency sponsored projects.
p) Select, train and motivate Division staff; provide recommendations for guidelines and
procedures for the selection and training of personnel.
q) Perform related work as required.
QUALIFICATIQNS:
Knowledge of:
Current principles and practices of redevelopment agency accounting, investment
practices and public agency financial administration.
Laws and regulations related to the administration of the 20% Low and Moderate-Income
Housing Fund.
Budget practices and budget planning and implementation.
Principles of personnel administration, supervision and training.
Ability to:
Supervise, train and evaluate professional and clerical staff
Interpret applicable laws, rules and regulations.
Prepare and analyze financial reports, investment activity statements, County
Auditor-Controller tax increment disbursement statements, and related correspondence.
Communicate clearly and concisely, both verbally and in writing.
Establish and maintain effective working relationships with those contacted in the course
of work.
MINIMUM EXPERIENCE AND TRAINING REQUIREMENTS:
The minimum combination of experience and training for this position is as follows:
Education:
A Bachelor's degree or equivalent from an accredited college or university with major
course work in economics, municipal finance, accounting, public administration or a
< c
~557
...
Exhibit C-IO
closely related field.
Experience:
Six (6) years experience, including substantial management responsibilities in local
government accounting, contract compliance and property tax analysis or equivalent
private sector experience.
Of said six (6) years total experience, at least two (2) years experience must be
demonstrated in direct supervision of subordinate personnel in some financial, contract
compliance or accounting situation.
Exhibit C-ll
b551
ECONOMIC DEVELOPMENT AGENCY
OFFICE OF BUSINESS DEVELOPMENT MANAGER
JOB DESCRIPTION:
To develop and implement a short and long range City-wide Economic
Development Strategic Plan; to manage development projects of significance to
the City'S economic development efforts, including developer solicitations,
feasibility and benefit analysis; to develop and implement a marketing
strategy for the Agency emphasizing business retention and development; to
develop and implement programs to provide business with site selection, job
training and permit processing assistance; to coordinate with other City
departments; to provide highly responsible and complex support to the Agency
Administrator of the Economic Development Agency.
SUPERVISION RECElVE~AND EXERCISED:
Under general direction from the Agency Administrator, plans, develops
and evaluates economic development strategies and programs.
SPECIAL OUALIFICATIONS:
This position differs from other Agency positions in requiring high
self-motivation, a high degree of knowledge in economic development matters,
ability to perform difficult and complex administrative assignments in the
design and implementation of a comprehensive economic development program
within the policies established by the Community Development Commission.
Assignments are received in terms of desired objectives and work is subject to
review for results achieved. The work is accomplished through coordination of
efforts of Agency and City departments with the activities of other public and
privite agencies.
Examples of Duties:
/
Duties may include but are not limited to:
a) Prepare and implement an economic development strategy.
b) Prepare and implement a comprehensive grants program for both public
and private grants.
c) Actively recruit desirable business and industry through deVeloping
and implementing comprehensive marketing programs and materials such
as promotional events, brochures, advertising, videos, exhibits, etc.
d) Pursue activities designed to actively address concerns of existing
business such as regulatory relief and technical assistance.
e) Pursue and develop financial assistance programs, coordinating with
public and private resources.
f) Conduct special studies such as economic feasibility studies, market
studies, industrial target studies. cost/benefit analyses.
g) Facilitate permit processing through coordination with City
departments and other government agencies..
b557
Exhibit C-12
h) Facilitate job ~raining assistance.
k) Develop and maintain market-related data base.
i) Coordinate with outside economic development agencies such as the
Private Industry Council, State Department of Commerce, San Bernardino
County Department of Economic and Community Development, Chamber of
Commerce, etc.
j)
Prepare comprehensive written
recommendations to the Community
agencies and community groups.
and oral reports and present
Development Commission, other public
k) Assist in the development of the Economic Development budget.
1) Respond to citizen and development-related inquiries.
m) Perform related duties as required.
Oualifications:
Knowled2e of:
Knowledge of development processing; Land development and permit
processing, development financing and feasibility analysis, Economic
Development, business outreach and marketing, knowledge of principals of
economic development promotion; Economic Development project management,
market and feasibility analysis, business retention strategies, techniques or
negotiation, supervision, pro forma analysis, contract negotiation and
administration, real estate practices, governmental procedures, effective
interdepartmental coordination.
Abilitv to:
Above average ability in oral and written expression;
coordinate mUltiple projects; ability to tactfully foster
responses from various participants in development processing;
supervise subordinate staff; ability to deal effectively with
lenders, property owners, other City staff, pUblic officials and
public.
abili ty to
cooperative
abili ty to
developers,
the general
MINIMUM EXPERIENCE AND TRAINING REOUIREMENTS:
The minimum combination of experience and training for this position
is as follows:
Education:
Bachelors Degree required in Public Administration, Business
Administration, Economics, Planning or related field. Five years of
increasingly responsible government or private sector experience.
EXDerience:
Five (5) years experience in the administration of Economic
Development Programs and activities including supervision of
supervisory, professional, and clerical employees.
Possession of a valid California Motor Vehicle Operator's License is
required.
b557
Exhibit C-13
ECONOMIC DEVELOPMENT AGENCY
EXECUTIVE DIRECTOR, MAIN STREET
JOB DESCRIPTION:
Plan, implement, execute, direct, manage, coordinate and supervise the
programs and activities of the Downtown revitalization, using the Main Street
Four Point Urban Plan.
Main Street was formed to revitalize Downtown San Bernardino; to improve the
economic and social environment; create a safe and comfortable place to work,
shop, live, be entertained and invest; to decrease vacancy; increase business
and economic activity; increase investment; increase social activity and the
tax base.
SUPERVISION RECEIVED AND EXERCISED:
Receives general direction from the Agency Administrator.
Exercises direct and indirect supervision over the Main Street professional
and clerical staff.
SPECIAL QUALIFICATIONS:
This position differs from other Agency positions in requlrlng high energy,
entrepreneurial skills, innovation, and be sensitive to business needs. Must
be highly motivated and a self starter with the ability to work
independently. Possess leadership skills and have a thorough knowledge of the
working of local government.
EXAMPLES OF DUTIES:
The Executive Director will have the following duties/responsibilities which
he/she will effectively discharge under the supervision of the Agency
Administrator. Work is performed with considerable discretion and significant
latitude exists for individual judgement and initiative.
a) Develop, direct and successfully implement the "Main Street's" activities
and work program.
b)
Plan, implement, manage and control the
Street goals and objectives, develop
procedures necessary to meet these goals
Economic Development
and implement the
and objectives.
Agency's Main
policies and
c) Recruit potential new businesses, development and investment into the
Downtown San Bernardino Main Street area.
d) Job creation - decrease vacancy - recruit businesses.
e) Develop, implement, and coordinate public relations, advertising, image
activities and marketing of the Agency and Downtown San Bernardino.
f) Act as ombudsman in helping resolve problems between businesses and local
government.
g) Manage the day-to-day operation of Main Street.
Executive Director, Main Street
- I -
0202
S551
Exhibit C-14
h) Coordinate and supervise Main Street consultants and contractors.
i) Administer all contracts of the Main Street Department.
j) Prepare annual budget and work program and submi t for approval by the
Agency Administrator and Community Development Commission.
k) Prepare and analyze reports for Main Street, Agency Administrator and
Community Development Commission.
1) Perform related work as necessary to implement the goals of the Agency and
carry out the work program.
m) Interpret applicable laws, rules and regulations.
n) Such other matters as may be deemed necessary by the Agency Administrator.
An annual evaluation of the Executive Director's performance will be conducted
by the Agency Administrator and given, in writing, to the Executive Director.
QUALIFICATIQNS:
Knowledge of:
Modern, highly complex and comprehensive principles and practices of Urban
Economic Restructuring and Revitalization.
Must have knowledge of urban design and be able to coordinate from conceptual
to implementation Street Scape and Public Works Projects.
Must be knowledgeable in the planning and execution of promotions and special
events.
Skills required:
Must have experience in business management and a thorough knowledge and
understanding of retail, real estate, leases, landlord-tenant relations,
property management, historic preservation, urban planning. Must be
thoroughly knowledgeable and have experience in marketing, economic
development, business development, and business recruitment.
DESIRABLE EXPERIENCE AND TRAINING QUALIFICATIONS:
The minimum combination of experience and training for this position is as
follows:
Must possess and have experience in urban revitalization laws.
A minimum of 5 years of experience in downtown revitalization and economic
development, as well as a mInImum of 5 years experience in the private
business sector with exposure to issues and problems normally encountered
by business owners or operators.
Executive Director
Page - 2 -
0202
6557
Exhibit C-15
EDUCATION:
A Bachelors Degree or equivalent from an accredited college or university,
with major course work in economics, urban planning, public administration or
a closely related field. Experience may be substituted for a degree on a
three year to one year basis, for up to two years of college credit.
SPECIAL OUALIFICATIONS REQUIRED:
a) Business Management
b) Urban planning
c) Urban designs/public works
d) Business development
e) Retail
f) Property Management
g) Tenant recruitment
h) Marketing - principles of economic development and business recruitment
i) Adaptive and reuse/historic preservation
j) Capital and operating budgets
k) Overall principles of downtown management
1) Managing people and resources - best use of available resources.
m) Ability to relate to all levels from small business operators to
developers and elected officials.
n) Establish and maintain effective working relationships with those
contacted in the course of work.
Executive Director, Main Street
0202 - pg 30
Page - 3 -
Exhibit C-16
J
S557
KC01lDllIC DrnInPft'M' .il. 11
..iSSIIr.ift m ~ .&~.iIIIn IIftA..-
.
Job Deaeri>>tlon:
ODder leneral dir.etion, to perfor. a wide rADIe of ada1niltrative aaaianment
lncludina reaearch, inveatilation and &D&l~aia relative to A&en~ and
City-wide policiea and proeedurea, alenc~ and departmental operationa and
Ipecial project.; act for the A&enc~ .idmini.trator in the adaini.tration of
assilned areaa of reaponaibility; and to perfor. related wort aa required.
Sunervlaion Received and lXerelaed:
Under leneral direction from the A&en~ Admini.trator, prepare.
reporta a. directed, conductl IUrv~., attend. meetina., and perform. a wide
ranae of Adminiltrative dutlel for the A&enc~. The Alliltant to the Alenc~
Administrator i. the principal Itaff asaistant in the office of the Alency
Admlniltrator; workina under the .uperv1lion of the .l&en~ Adminiatrator,
lervina as liai.on with Department Beadl, Boarda and Coamia.iona and Common
Council; may aupervise aubordinate administrative and clerical personnel as
assilned.
Sneelal Oual1fleatlona:
("
Thia poaition differs from other .l&enc~ poaitiona to requirina the
ability to perform difficult and complex administrative assllnments as part of
a comprehenaive economic development prolram within the polices estabilished
by the Alenc~ and community development commlsalon. The work 11 accompUshed
throu&h coordination of efforta of alency and clt~ departmenta with the
activities of other pUblic and privite alencies.
Examnles of DuUes:
Dutiea ..~ include but are not Umited to:
a) Prepare a varie~ of reporta and &D&l~sea;
b) Collect and anal~ze data on existina prolrema and aervices;
c) Conduct lurve~a of practice in other juriadictiona;
d) Prepare proposals for new and adjusted aervicea, toeludina finance,
ataffina, and orlanizational requirementa;
.iasistant to the Alency .idminlatrator
- I -
S551
Exhibit C-17
,
I) .I.h '1d&et r'tue.ta with dlpartamt ~ ....,
f) Prepare report. rec~lDdina adJuetamt. in badaet propo.al.;
a) In.e.tiaate. porpo.al. for new pro'r.... .erTicee &D4 prepare. draft
doc_mta ;
h) Attmd. ..IUna' on behalf of thl Aamc,. AdIliDietrator aDd
accompli.h.. .uch follow-up lmplemmtation a. ..,. be retuired .. a
re.ult of wch m.eUna.;
i) Provide. continuity of aana,emmt policy and direction in the ab.ence
of the Aamc,. Adllinlltrator;
j) Performe related dutie. a. required.
OuaU flcationa
~ow1edu of:
Principle. aDd practice. of public a&Daaement. adllinatrative anal,..i.
and relearch; Principle. of budaeUna, accoUDtiDa, IconOll1c &D4 PUloDDe1
adminiltration &D4 .uperTi.ion.
.
AbiUty to:
(
ADal,.ze a .ariet,. of adllini.trative problema &D4 mate .0UDd polic,.
and procedural reco_endatiOtl. reaardina their .01uUon; Allume incre..ina
work load and re.ponaibilit,.; Izpre.. idea. effectivel,.. orall,. and in written
fona; Interpret &D4 carf7 out oral and writtm instruction; l.tabUlh and
"intain 'ffecUve workina re1aUonahip. with emplo,..... officiall, other
Qenc1el. and the aenera! pubUc;
Minimum ErDerience and Trainina leauirementl:
Iducation:
Bachelor. dearee in public adminl.tration or a clo.el,. related field,
or the equivalent experience ..,. be .ubatituted on a ,.ear for ,.ear
bash.
. boedence:
Four (4) ,.ear. experience in Iconomic/ledevelopment pro,raml at a
count,. or municipal le.al.
POlle.lion of a valid California Motor Vehicle Operator'. License is
required.
A88btant to the Alenc,. Adminhtrator
- 2 -
Ol64Q
Exhibit C-18
,
~557
SBE00001/DOC/400/es
03/06/91 1:25
DEVELOPMENT DEPARTMF.NT
STAFF ASSISTANT
JOB DESCRIPTION:
Serve as Staff Assistant to the Executive Director of the
Development Department. Perform administrative work requiring
independent jUdgment and knowledge of the San Bernardino Economic
Development Agency and Development Department; to have functional
responsibility for siqnificant .spects of the clerical work of the
unit; to file and maintain records; to provide service and assistance
to the general public; to perform related work as required.
SUPERVISION RECEIVED AND EXERCISED:
Receives general direction from the Executive Director.
Supervises other clerical staff.
SPECIAL OUALIFICATIONS:
This position requires provision of administrative support
for the Executive Director and the performance of various
administrative duties in connection therewith. The position requires
personnel skills and the ability to work closely with staff and
superiors, the ability to act and interface between the Executive
Director and other Department staff and to have some knowledge of the
area of community development or redevelopment activities.
EXAMPLE OF DUTIES:
Duties may include, but are not limited to, the following:
a) Supervise clerical and stenographic employees in the
performance of clerical procedures.
b) Analyze and resolve prOblems arising from work in
progress.
c) Adjust work aSSignments, procedures and priorities to
expedite work flow.
Staff Assistant
- 1 -
b557
..
i)
j)
k)
1)
(
Exhibit C-19
d) Make recommendations to the Executive Director and
implement policies and procedures of the Executive
Director.
e) Coordinate development of Community Development
Commission and Redevelopment Committee agendas.
f) Provides administrative support to Department Senior
Planner position.
g)
Maintain calendars
meetings, room use,
travel arrangements;
and schedules of appOintments,
equipment use and events; make
h) Set priorities for, train and review standard clerical
techniques inVOlVing Classifying, processing, retrieving
and controlling large volumes of records.
Prepare work schedules.
Participate in training and evaluation of personnel.
Supervises
operation.
Provide secretarial support to the Executive Director of
the Development Department, performing secretarial and
administrative duties.
department
front
Office/receptionist
m) Screen all telephone calls to the Executive Director;
ascertain nature of call and determine appropriate
action. Reter important business calls to the Executive
Director or in hiS/her absence, take messages for
hiS/her attention.
n) Compose correspondence requiring use of jUdgment based
Upon a thorough understanding of the functions and
procedures of the unit, for review by Executive
Director, it necessary;
0) Compile information tor a variety of regularly scheduled
and special narrative and statistical reports, locating
sources of information, coding and classifying data,
devising forms to serve data and determine in proper
format for finished reports;
p) Maintain confidentiality of privileged information, work
independently with a minimum of instruction.
Staff Assistant
- 2 -
Exhibit C-20
S551
q)
Attend aeetinqs and conferences as directed, prepare
8qendas and take notes at various aeetiriqs.
Operate a typewriter, calculator, computer teminal,
word processor and other office machines.
Desiqn office foms;
r)
s)
OUALYFICA'l'IONS:
lCnowledae of:
Standard administrative and clerical techniques involving
classifyinq, Indexinq, processinq, retrievinq and controlling
a larqe volume of records.
Basic public relations techniques a~d telephone etiquette.
Basic principles of supervision and traininq.
Abilitv to:
Perform simple arithmetic calculations;
Perform qeneral clerical work involvinq the use of a word
processor;
Retrieve and qive infomation over the telephone in a
courteous manner;
Assiqn, check, correct and participate fully in the work with
subordinates;
Write leqibly; take shorthand;
Proofread and detect errors in typinq, spellinq, qrammar and
punctuation;
Establish and maintain filinq system; maintain accurate
records;
Operate a computer terminal accurately and efficiently;
Prepare and analyze reports, statements and correspondence;
Communicate clearly and concisely, both verbally and in
writinq;
Perform difficult clerical work with speed and accuracy;
Staff Assistant
- 3 -
ExhibitC-21
G557
Compose corr.spondence requiring a goocl knowledge of the
assigned office;
Work with considerable independence;
Develop solutions to prOblems which do not require deviation
from policy and develop office procedure;
Understand and carry out oral and written instructions;
Establish and maintain effective relationships with those
contacted in the course of work.
MINIMUM EXPERIENCE ANn TRAINING REOUIREMENTS:
Education
Graduation from a high school or a GED equivalent. Typing
speed of 60 words per minute and stenographic speed of 100
words per minute.
Exnerience
(
\
Minimum of six (6) years responsible stenographic and
clerical experience of which three (3) years must have been
as a Senior Secretary, Administrative Secretary or Executive
Secretary in a CitY/County setting.
IBEOClOOlIDOC14OW.
OJIOI5tpl1:2S
Staf~ Assistant
- 4 -
~557
Exhibit C-22
ECONOMIC DEVELOPMENT AGENCY/MAIN STREET DEPARTMENT
SPECIAL EVERTS COORDINATOR
JOB DESCRIPTION
REOUIREMENTS:
Must possess a basic knowledge of urban revitalization and the National Main
Street Program. Experience in marketing, public relations and/or advertising
would be preferred. Must be capable of working with local business people and
community organizations and be articulate, both orally and in the written
form, as well as present a professional demeanor. Must be well organized and
detail oriented. Basic secretarial skills are required.
REPORTING TO:
Main Street Project Coordinator
ESSENTIAL FUNCTIONS:
Research, plan and execute various special events as may be determined by the
Executive Director in order to increase excitement downtown, stimulate
economic activity, improve quality of life downtown and nurture the culture
and arts. Duties will include:
A) Thorough research and planning and execution of special events that
will meet the criteria as specified.
B) Publication of special events calendar.
C) Participation in, and adherence to, a special events budget for
fiscal year as defined by Executive Director.
D) Execution of special events as agreed including close liaison with
all interested parties including City Administrator, Fire Department,
Police Department, local businesses, etc. that may be impacted by
the staging of these events. Ensure the permit process is correctly
executed at all levels including City and County, and that all
insurance requirements are fully met.
E) Prepare Marketing Plan and Execution Plan of special events to
include publicity through press releases to local newspapers, public
service announcements on local radio and television stations,
production and distribution of flyers and publicity
materials/advertising as approved by the Executive Director and as
specified in the budget.
F)
Ensure that all special events wi thin the cri teria
guidelines and Main Street Goals and Objectives,
positive image of both Main Street and the City of San
of Main Street
and reflect a
Bernardino.
-1-
, "
G557
Exhibit C-23
G)
Coordinate the proposed Court Street Square by soliciting special
events through various community, arts and cultural organizations for
staging on the Square. Assist in the setting-up and break-down of
Court Street Square events. Oversee the janitorial, security and
maintenance functions of the Court Street Square.
H)
Maintain records on events, i.e., number attending,
collected, etc., and submit to Executive Director monthly.
revenues
I)
Maintain the special events files and see that
from special events are correctly recorded
processing and banking in a timely manner.
all revenues collected
and signed over for
JOB KNOWLEDGE AND SKILLS REOUIRED:
The Special Events Coordinator will have education and experience in the
following: Sales, marketing, public relations, catering management,
secretarial skills, urban revitalization, special event production as well as
be well connected with the arts and entertainment industry. He/she will be
sensitive to the issues confronting local businesses as well as City
officials. Must be innovative, energetic, well organized and possess
excellent communication skills. Able to work independently.
EXPERIENCE:
Require five years progressively responsible experience.
WORKING CONDITIONS:
Overtime heavy at times.
weather.
Special events requires outdoor oversight in all
The position is exempt from the Fair Labor Standards Act.
California Drivers License is required.
A Class "3"
SPECIAL EVENTS COORDINATOR
0202
-2-
pg
43
b557
Exhibit C-24
Economic Development Agency
Development Department
Administrative Services Division
Accounting/Collections Officer
JOB DESCRIPTION:
Under the direction of the Senior Accountant, monitor, verify and
reconcile loan collection activities (accounts receivable) of the Agency.
Prepare, monitor and verify the payroll of the Agency and Mall Security
Guards, and prepare and maintain all related reports. Monitor and verify
assessed valuation and tax increment revenues for properties and
developments within redevelopment project areas. Assist in investment
policies and procedures and budget and budget planning actions. Assist
in preparation of community redevelopment law reports, various
professional accounting functions, and Agency wide audits.
SUPERVISION RECEIVED AND EXERCISED:
Receives general direction from the Senior Accountant.
SPECIAL OUALIFICATIONS:
This position requires a thorough knowledge of professional
governmental accounting practices, California redevelopment law and
finance, and Federal/State grant accounting practices. In addition, a
background in contract compliance, investment portfolio management, and
Federal/State Grant Programs is desirable. The position requires a
technical baCkground and an ability to effectuate policies of the
Economic Development Agency in a manner which addresses the concerns of
the public.
EXAMPLES OF DUTIES:
D~ties may include, but are not limited to, the following:
a) Activities relating to the monitoring, maintaining and
reconciliation of all loans receivable of the Agency.
InclUding, but not limited to: the monitoring of payments
received by the Agency; the issuing of loan statements; the
monitoring of impounds funds received on account, the interest
allocated to those impound accounts, and payments from those
impound accounts; the reconciliation of loan activities; the
monitoring and taking of the necessary steps in loan
delinquencies and foreclosures; the interaction with loan
clients concerning their loan activities; the preparation of
related loan correspondence; the preparation of demands; the
preparation of Agency reports concerning all loan activities;
and, analyzing the loan program and making recommendations
thereto.
5551
Exhibit C-25
Development Department
Job Description
Accounting/Collections
Page - 2-
Officer
b) Preparation, monitoring and reconciliation of all payroll
activities of the Agency. Preparation and monitoring of all
payroll reports, and assistance with payroll inquiries, the
issuance of W-2's, and personnel updates relating to payroll
activities. Analyze the payroll program and make recommendation
thereto.
c) Provide information and technical assistance in matters relating
to investment activities, financial conditions, budget
considerations and financial ability to" implement Agency
programs.
d) Cause the preparation of tax increment revenue cash flow
analysis for each redevelopment project area, obtain valid
projections of tax increment growth and identify irregularities
in tax receipts of assessed valuations, and take necessary
corrective actions. Preparation of related reports, and
monitoring of receipts and disbursements to taxing entities.
low/moderate housing funds and fiscal agents.
e) Monitor and assist the expenditure and investment of funding
obtained by the Agency in manners consistent with Agency. rules
and regUlations, and accounting policies and practices.
f) Assist in the preparation of the Agency's bUdget and budget
planning activities. including providing technical assistance to
Agency personnel.
g) Perform related duties as necessary or requested.
QUALIFICATIONS:
Knowled2e of:
Current accounting theory. principles and practices of governmental
accounting and the application to a wide variety of accounting
transactions and problems; principles of account classification.
Governmental budgeting. bookkeeping and cost accounting.
Current principles and practices of redevelopment law.
Abilitv to:
Apply generally accepted accounting principles and techniques to
various situations.
5557
Exhibit C-26
Development Department
Job Description
Accounting/Collections
Page - 3 -
Officer
Analyze and evaluate accounting problems and develop pertinent
accounting and related data in the preparation of reports and
statements.
Apply and adapt established methods to a variety of accounting
transactions and other problems.
Make arithmetic calculations with speed and accuracy.
Prepare and analyze financial reports, investment activity,
statements and related correspondence.
Interpret applicable laws, rules, regulations and procedures.
Communicate clearly and concisely, both verbally and in writing.
Establish and maintain effective working relationships with those
contacted in the course of work.
MINIMUM EXPERIENCE AND TRAINING REOUIREMENTS:
The minimum combination of experience and training for this position
is as follows:
Education:
A Bachelor's degree or equivalent from an accredited college or
university with major course work in accounting, finance, public or
business administration, or a closely related field.
Two (2) years experience in a professional accounting environment.
1835A
5557
Exhibit C-27
SECRETARY
JOB DESCRIPTION:
Serve as Secretary for the Economic Development Agency.
Perform a variety of secretarial and administrative work requiring independent
judgement.
SUPERVISION RECEIVED AND EXERCISED:
Receives general direction from Division Managers and may supervise clerical
staff .
SPECIAL OUALIFICATIONS:
This position requires provision of secretarial support for the Economic
Development Agency and the undertaking of various clerical and administrative
duties in connection therewith. The position requires personnel skills and
the ability to work closely with other staff and superiors.
EXAMPLE OF DUTIES:
Duties may include, but are not limited to, the following:
A) Provide secretarial support for the Economic Development Agency,
performing miscellaneous secretarial and administrative duties.
B) Set priorities and deadlines for day to day work flow of the office; be
responsible for taking dictation, transcribing shorthand on a word
processor and typing a variety of materials and documents. Typing
assignments including contracts, proposals, legal documents, resolutions
in special forms, all of which may be of a confidential nature.
C) Organize and coordinate arrangements for Development Department meetings
and other special meetings, including matters such as location, schedule,
agenda and attendance.
D) Gather needed information from various sources and always prepare routine
reports.
E) Draft replies to routine incoming correspondence not requiring
personalized attention of superiors and compose procedural and routine
memoranda. Respond to routine requests for information. Prepare and type
responses from source material in a timely matter. Anticipate the need
for information.
F) Screen telephone calls; ascertain nature of call and determine appropriate
action. Refer important business calls to appropriate person or in
his/her absence, take messages for his/her attention.
G) Record and draft minutes of Department meetings, meetings of developers,
and all other meetings as needed.
SECRETARY
- I -
0202
b557
Exfiibit C-28
H) Mark news articles on matters relating to Department activities and
maintain ongoing index of such.articles.
I) Establish and maintain own filing system, as well as specialized chron
file.
J) Protect the confidentiality of the office and business operations at all
times, releasing information only to those individuals with a legitimate
business need to know.
K) Perform related work as assigned.
OUALIFICATIONS:
KnowledJ!;e of:
The principles of office organization, administration, public relations
and the duties, priorities, commitments, policies and program goals of the
Economic Development Agency.
Abili tv to:
Possess outstanding interpersonal relationship skills and the abili ty to
meet and deal effectively with people, both internal and external to the
Development Department.
Work effectively with other employees towards the accomplishment of goals
and objectives.
-.
-.
Follow oral and written directions. Must possess the ability.to establish
and maintain effective public relations, meet the public with courtesy and
tact, facilitating all interactions between the Economic Development
Agency and the community.
MINIMUM EXPERIENCE AND TRAINING REOUIREMENTS:
Education:
Graduation from high school or GED equivalent.
Experience:
Minimum of four (4) years responsible and clerical experience. Typing
speed of 60 words per minute. Ability to transcribe and take dictation as
required.
Thorough knowledge of business, correspondence (grammar, spelling,
punctuation, vocabulary), forms modern office practices, procedures,
methods, techniques, effective work processes and filing systems; standard
office equipment, including word processor and faxmachines. Computer
programs such as Wordperfect, etc. This position is"Exempt" under the
Fair Labor Atandards Act, (FLSA).
SECRETARY
- 2 -
0202
pg
36
Exhibit C-29
5557
DEVELOPMENT DEPARTMENT
DEVELOPMENT DIVISION
PROJECT MANAGER
JOB DESCRIPTION:
Under supervision, ini tiate, develop, manage and control housing, community
development and redevelopment projects and exercise control over property
acquisition, property management, relocation, disposition and owner
participation agreements, demolitions and on/off site contractual activities,
lease and rental agreements, construction activities and property records and
perform related work as required.
SUPERVISION RECEIVED AND EXERCISED:
Receives general direction from the Director of the Development Department.
SPECIAL OUALIFICATIONS:
This position requires a high degree of knowledge of redevelopment and
community development practices, of real property development and management
principles and techniques and methods of land acquisition and disposition as
well as a strong ability to interface and negotiate with the business and
development community. This position further requires the ability to exercise
independent judgment and authority.
ESSENTIAL FUNCTIONS:
Duties may include, but are not limited to, the following:
A. Develop and implement new community development and redevelopment projects
which are beneficial to the implementation of the goals and objectives of
the Development Department.
b. Undertake and supervise the planning and implementation of development
activities, real estate transactions, marketing appraisals and acquisition
of property;
c.
Interface
Department
proposals.
and negotiate with the development
goals and procedures with respect
community and implement
to potential development
d. Negotiate community development and redevelopment projects and agreements
of a highly technical and complex nature.
e. Assist and implement long range and short range land use planning
activities and economic development strategies;
f. Supervise and assist in preparation of reports with federal, state and
local governments; coordinate surveys, marketing, recruiting, retention of
existing businesses;
Project Manager - revised 7/19/95
- 1 -
5557
Exhibit C-30
g. Monitor and supervise various community development and redevelopment
financing programs such as community development block grant programs.
h. Implement and assist in property management activities and relocation
activities;
i. Supervise staff in day-to-day efforts in developing and implementing
community development and redevelopment programs and projects;
j. Inspect on/off site contracts in progress; assist in review of contracts
and progress reports and maintain proper records;
k. Maintain a program for continual monthly monitoring of all development
related agreements;
1. Cause the preparation of contract documents for the acquisition and
disposition of property, property management and owner participation;
m. Perform related work as required.
Knowledge of:
Municipal, political and governmental processes.
Housing, community development and redevelopment policies,
regulations.
rules and
Methods and techniques of contract interpretation including documents relating
to acquisition, disposition, leases and loan transactions.
Knowledge of property management principles and methods including those
pertaining to leases, rentals and vacant land.
Knowledge of structural demolition methods and requirements.
Abilitv to:
Negotiate technical and complex development agreement with development
community representatives.
Supervise property development and management.
Communicate effectively with other employees, property owners and the general
public.
Ability to deal tactfully and effectively with general public and work
effectively with other employees.
Project Manager - revised 7/19/95
- 2 -
0202
5551
Exhibit C-31
MINIMUM EXPERIENCE AND TRAINING REOUIREMENT:
The minimum combination of experience and training requirements for this
position are as follows:
Education:
A Bachelor's degree or i ts equivalent with a major in poll tical science,
marketing, real estate, urban planning, economics or business administration.
Experience:
Fi ve years of experience in housing, communi ty development and redevelopment
activities or activities relating to real estate development.
Project Manager - revised 7/19/95
- 3 -
0202
Exhibit C-32
5557
SBE00001/DOC/402/es
03/6/91 1056
DEVEInPMENT DEPAR'!'MENT
ADMINISTRATIVE SERVICES :nI~~r;~~N
GRAPHICS ANn DESIGN COO I
JOB DESCRIPTION:
Under general supervision, provide conceptual graphic
illustrations (audio-visual and display) for a wide variety of projects
and Commi8sion activiti.s; provide drafting s.rvices in areas of
architectural and engineering services.
SUPERVTSION RECErvED AND EXERCISED:
~ Receives general direction from the Administrative Services
Division Manager.
Exercises direct supervision over the Graphics and Design
Specialist.
SPECIAL OUALIFICATIONS:
This position requires knowledge of drafting principles and
practices involved in the preparation of architectural design and
engineering drawings, uses, techniques, and care of drafting
instruments and materials used in graphics preparation (models, wall
displays, air brush, hand lettering), specialize in animation and
graphics for film and aUdio-visual presentation.
EXAMPLES OF DUTIES:
Duties may include, but are not limited to, the following:
a) Interpreting data from assessment maps, title reports,
engineering surveys, capital improvement plans and other
resources necessary for updating old and preparing new
maps.
b) Preparation of presentations on Development Department
projects, including graphics and brochures (camera
ready), helpful in communicating planning and design
concepts on Commission activities.
Graphics and Design Coordinator
- 1 -
P.rfora.nc. of insp.ction work .nd windshi.ld survey. to
obt.in infora.tion on concUtions in existing or propo.ed
proj.ct .r.... .
pr.p.r.tion of ch.rts, vr.phic., d.scriptiv. dr.wings,
isom.tric view., r.nd.rings of .rchit.ctur.ll.nd.c.ping
.nd p.rking l.youts.
Pr.p.r.tion of illustr.tion. for di.pl.y .t Commission
.nd Council ...tings.
M.int.n.nc. of curr.nt propos.d .nd .xisting building
l.yout. of .11 proj.ct .r....
A..i.t.nce in the revi.w .nd coordin.tion of .ctivities
for the .pprov.l of pl.n. for .11 d.v.lopments in
proj.ct .r..s.
Coordin.tion and conduct of r....rch on utilities,
str.et improvements, a.....or. and p.rcel m.ps .s
n.c....ry to accompli.h and compl.t. d.v.1 opment
proj.cts.
i) Coordin.te provi.ion of, or provide drafting and art
service. of pr.limin.ry buildings, site, parking .nd
str.et l.youts a. n.c..sary to .ssist d.veloper. with
prelimin.ry de.igns.
5557
f)
g)
h)
.
-
Exhibit C-33
c)
d)
.)
j) A.sist in re.earch with, and provide information
r.g.rding the City's project areas to d.v.lopers engaged
in sit. studi.. for pictur. developments.
k) Pr.p.r.tion .nd .ssi.t.nc. in the de.ign, content,
concept, and production of Agency Annual Report and
Qu.rterly statement upd.tes.
1) Coordin.te .nd .s.i.t in pr.par.tion of brochures,
.agazine and new.paper ads, slide show .nd newsletter
.nd perform rel.ted work .. r.quired.
OUALYFICATIONS:
Knowledae of:
Drafting principle. .nd pr.ctices involved in prep.r.tion of
architectural design and engineering drawings.
Uses, techniques and care of drafting in.truments and
.aterials used in graphic. preparation.
Graphics and De.ign Coordinator
- 2 -
5551
Exhibit C-34
Abilitv to:
Und.r.tand and int.rpr.t intormation tro........ent .aps,
title r.port., .ngin.ering surv.y. .nd capital improvement
plan..
Pr.p.r. .nd Update .ap.; pr.par. archit.ctural de.ign .nd
.ngineering dr.wing.; pr.p.r. chart., graph., de.criptive
drawing., i.o..tric vi.w. .nd r.ndering. ot .rchitectur.l,
l.nd.c.ping layout..
Re.earch and co.pUe intorm.tion n.c....ry to .ccompUsh
Commi..ion proj.ct..
E.tabli.h and .aintain good Working r.l.tionship. with other
employ.e..
ap.rate audio/vi.u.l .quip.ent.
Communic.te .tt.ctively in written_and oral torms.
.
MINIMUM EXPE1UENCE ANn TR.lINING REOtrrREMFJMl~:
The .ini.um cOmbin.tion ot .xperience .nd training tor this
position i. .s tollow.:
EducatioO:
!:qui valent of .n As.ociated Art. degr.e in gr.phic design .nd
present.tion.
EXDerience:
Five ye.rs of .xperience in graphic. .nd design presentation.
IBBOOOOJIDOC/402
mlO6l91 JQ56
Graphics .nd Design Coordin.tor
- 3 -
5557
Exhibit C-35
SBEOQQ01/DOC/404/es
. 03/06/91 0935
DEVELOPMDM' DEPAll'!'MENT
ADMINISTRATIVE SERVICES D~~ISION'
CONTRACTS ADMINISTRAT
JOB DESCRIPTION':
Under direction of 1:he ExeC1utive Director and the
Administrative Services Diviaion Manager, involved in the
administration of contracts and housing, community development and
redevelopment projects in connection wi1:h 1:he functions and activities
of 1:he Development Department.
,
SUP~~ISION' RECEIVED AND EXERCISED:
Receives general direction from 1:he Administrative Services
Division Manager.
Exercises direct supervision of 1:he Contract Specialist
ataff.
SPECIAL OUALIFICATION'S:
This position differs from other Department positions in
requiring a blend of administrative ability, knowledge of 1:he
redevelopment and community development processes, laws and regulations
and the ability to act and interface with 1:he Executive Director, the
Administrative Services Division Manager and other Department ataff, as
well as aembers of 1:he public.
EXAMPLES OF DUTIES:
Duties may include, but are not limited to, 1:he following:
a)
Supervise ataff in day to day efforts in developing and
implementing communi ty development and redevelopment
programs and projects; monitor and evaluate the
performance of programs.
Review all forms of community development/redevelopment
contracts and make recommendations as to their
implementation.
c)
Contracts Administrator
- 1 -
5551
r)
9)
h)
"
.
.
EXhibit C-36
d)
Adminiater the preparation and drarting or housing,
community development and redevelopment contracts.
Prepare and auperviae preparation or agendas, reports
and correspondence pertaining to the houaing, . community
development and redevelopment projects; analyze
community needs and .ake recommendations to the
Executive Director and the Division Manager ror programs
which may .eet those needs; evaluate the auccess of
programs and projects.
PartiCipate in negotiations concerning projects as
directed by the Executive Director and Division Manager.
Confer with City departments and governmental agencies
regarding proposed and existin9 projects or programs as
directed by the Executive Director and Division Manager.
Review Department activities. or proposed projects for
compliance with City policy and local, .tate and rederal
laws.
.)
i) Review contracts pertaining to debt aervice and tax
increment obligations of the Development Department;
review owner partiCipation agreements, disposition and
development agreements and CDSG agreemen~s; review and
analyze the aervicing and COllection of all Department
loans and obligations.
j) Review the administration of twenty percent .et-aside
requirements and all agreements pertaining thereto;
review and implement regulatory agreements, community
development block grant requirements and twenty percent
.et-aside housing affordability Covenants.
k) Perform related work as required.
OUALIFIC~TIONS:
Knowledae of:
Modern prinCiples and practices of community development and
redevelopment.
Legislation related
redevelopment.
PrinCiples of personnel administration, supervision and
training.
to
community
development
and
Contracts Administrator
- 2 -
Exhibit C-37
5551
Principle. and practices of budget preparation and
adminbtration.
AhiHt;v to:
Supervi.e and evaluate profe..ional and clerical .taff.
Interpret applicable law., rules and regulations.
Prepare and analyze reports, .tatements and correspondence.
Prepare and draft redevelopment and community development
contracts and agreements.
Communicate clearly and concisely, both verbally and in
writing.
MINIMUM E)(J)ERIENCE ANn TRAINI~G REOUIREMF.NTs:_
.
The minimum combination of experience and training for this
Position i. as follows:
Education:
A Bachelor'. degree or equivalent from an accredited College
or university with major course work in economics, urban
Planning, public administration or a closely related field.
EXDerience:
Five (5) years of progressively responsible professional
and/or administrative experienCe in community redevelopment
and/or redevelopment programs, including two years in a
supervisory capacity.
DEocooIIDOC/4QC
AJI06.71 OPlS
Contracts Administrator
- 3 -
Exhibit C-38
5551
SBE00001/DOC/403/es
03/6/91 945
DEVELOPMENT D~PARnmr
ADMINISTRATIVE sEivic~ VlSION
SENIOR ACCOUNT
JOB DESCRIPTION:
Under direction, performs a variety of professional
accounting duties under the Administrative Services Division of the
Development "Department.
SUPERVTSlON RECEIVED AND EXERCISED:
Receives general direction from the Administrative Services
DirisJon Manager.
Exercises direct supervision of the Accounting Technician and
the Senior Accounts Clerk.
SPECIAL OUALIFICATIONS:
This position requires a high degree of knowledge of
accounting practice as well as knowledge of California redevelopment
finance, redevelopment agency and Federal/State grant accounting
practices. Position requires a technical baCkground, personnel skills
necessary to supervise specialists in the accounting field and an
ability to effectuate the pOlicies of the Department in a manner which
addresses the concerns of the Public.
~LES OF DUTIES:
Duties may include, but are not limited to, the following:
a)
Organize and supervise assigned departmental accounting
services such as general accounting and cash receipting
of accounts; review receivables; maintain bUdgetary and
expense controls.
Develop and evaluate accounting systems; conduct
research and provide data for expenditures and cash
requirements and long-term indebtedness.
b)
Senior Accountant
- 1 -
Exhibit C-39
5557
c) Participate in preparation of annual budget and review
projections.
d) Kaintain veneral and sub.idiary ledgera, journals,
budgetary and co.t accounting record. in accordance with
generally accepted accounting practicea, both manually
and on the computer; develop veneral ledger trial
balances; post and maintain records for various accounts
and funds.
e) Conduct assigned internal audits and spend accounting
studies assigned by the Admini8trative Services Division
Kanager; designing the project., conducting necessary
investigation./reaearch and preparing reports of
findings and recommendations.
f) Reconcile subsidiary and control accounts; assist in
adminiatration of aervice contract..
~:
9)
Prepare reports of cash receipta and expenditures;
maintain accounting control; maintain accounts payable
records; audit inVOices, purchases orders, payrolls and
atatements covering the Department's financial status.
h)
Assiat in preparation of the
analyzing budget requests and
projections and other data.
i) Provides information regarding the atatus of financial
accounts; prepare financial statementa and reports.
Department
developing
bUdget,
revenue
j) Operates calculators and various other office machines;
supervises and controls operation of computer VS45;
monitors operating status of VS45, disc drive, terminals
and printers; must be able to clear printers and
terminals of minor problems and be able to identify
larger prOblems relating to the disc drives and VS45
that will require a aervice call.
k) Kaintains confidentiality and jOb security controi.
1) Have knowledge to be able to assist the Administrative
Services Division Development Analyst, Supervise Senior
Account Clerk and Accounting Technician and assist
secretaries and clerical staff with any prOblems they
may encounter; work with consultant aUditors, providing
data, records and explanation of procedures.
m) Perform related work as required.
Senior Accountant
- 2 -
5557
Exhibit C-40
OUALIFI~TIONS:
(
(
I(nowledae of:
Accounting 'theory, principle. aneS practice. ot municipal
accounting aneS their application to a vieSe variety ot
accounting tran.action. aneS problem.; prinCiple. ot account
cla.sitication..
Governmental bueSgeting, boOkkeeping aneS co.t accounting.
Moc!ern ottice management proceeSure., practice. aneS equipment.
AbilUv t:o:
Supervi.e suboreSinate per.onnel, inclueSing Accounting
Technician aneS Senior Account Clerk.
Apply generally accepteeS accounting principle. aneS techniques
to various situations.
.'
Analyza aneS evaluate accounting problems, aneS eSevelop
pertinent accounting aneS relateeS eSata in the preparation of
reports aneS statements.
Apply aneS aeSapt e.tabli.heeS methoc!s to a variety of
accounting transactions aneS problems.
Exercise sound jueSqment in evaluating accounting and control
sy.tems.
Prepare clear aneS concise tinancial statements and
statistical and aueSit reports; complete and analyze tinancial
reports and budgets.
Examine and verity tinancial eSocument. and reports.
Make arithmetic calculations with speed aneS accuracy.
Accomplish original work in the eSeveloping of accounting
procedures and forms.
Plan aneS eSirect the work of, and supervise, assign and train
professional accounting and clerical personnel.
MINIMUM ~XPERI~NCE AND TRAINING REOUIR~ENTS: .
The minimum combination of experience and training for this
position is as tollows:
Senior Accountant
- 3 -
5557
IIIlOGOOlIDOCl4CD
.""'1 tu
z
Exhibit C-41
Educa'tion:
A Bachelor'. degree or equivalent in accounting, finance,
pUblic or business administration.
2xDeri.ne.:
Four (4) year. experience in a professional accounting
environment.
Of .aid four years total experience, at least two years
experience must be demonstr.ted in direct supervision of
sUbordinate personnel and some financial or accounting
environment.
Senior Accountant
- 4 -
5557
Exhibit C-42
COMMUNITY DEVELOPMENT SPECIALIST
City of San Bernardino
Economic Development Agency
JOB DESCRIPTION
Performs administrative, analytical and related staff work necessary to various redevelopment,
housing, federaVstate grant or related Community Development programs. Responsible for the
implementation of redevelopment, housing or federal/state grant programs, preparations of
federaVstate grant application, compliance reporting, etc. Controls related redevelopment and
community development programs directly related to general agency operation.
SUPERVISION RECEIVED AND EXERCISED
Receives direct supervision from the Director of Development, supervises the Senior Planner,
Community Development Analyst, and clerical staff as required.
SPECIAL OUALIFICATIONS
Position requires a knowledge of redevelopment, housing or federal/state program regulations
such as those related to federal CDBG, HOME and Homeless Shelter programs and 3 to 5 years
direct experience in such programs. Must exercise discretion and independent judgement in
everyday work situations.
ESSENTIAL FUNCTIONS
· Maintains liaison with City department and other agencies to obtain and develop
information necessary to planning and operation of various redevelopment, housing or
federal/state grant programs. Serve as lead staff contact in liaison with departments.
. Develops rules, regulations, procedures, forms, records and reports in accordance with
applicable federal, state and local laws or regulations.
. Analyzes or directs analysis of proposals for feasibility and cost effectiveness.
. Prepares or directs preparation of various federal/state grant-in-aidJentitlement
applications including but not limited to those related to HUD Consolidated Plan, HOME
Program, Homeless Shelter, etc.
. Directs preparation of scope of service, bid packages or contracts necessary for
construction, consultant or related services needed to implement various redevelopment,
housing or federal/state grant programs.
Exhibit C-43
-.. .
5557
-.
,
t COMMUNITY DEVELOPMENT SPECIALIST
City of San Bernardino
Economic Development Agency
. Directs the organization and provision of technical assistance to citizen planning/advisory
groups, non-profit and community based organizations. Serves as staff liaison to the
Community Development Citizen Advisory Committee.
. Prepares staff reports, special studies, public information or related items. Makes
presentations to Common Council, Commission or other policy boards as required.
. Ensures monitoring programs, expenditures, contract cOmpliance and reporting.
. Performs other related duties as required.
MINIMUM EXPERIENCE AND TRAINING REOUIREMENTS
The minimum combination of experience and training requirement for this position are as follows:
Education
A Bachelor's Degree with emphasis in accounting, business administration, public
administration, planning, engineering or related field. Master Degree desirable.
Valid California driver's license.
:Mid-Management - Exempt Position
CDSPECDES
5557
Exhibit C-44
ECONOMIC DEVELOPMENT AGENCY
PROJECT COORDINATOR, MAIN STREET
JOB DESCRIPTION:
Under the direction of the Executive Director coordinate downtown
revitalization programs utilizing economic restructuring and historic
preservation as integral components of downtown economic development. The
Project Coordinator is the principal on-site person responsible for
coordinating all on-site projects locally.
Reporting to: The Executive Director
SUPERVISION RECEIVED AND EXERCISED:
Receives general direction from the Executive Director.
SPECIAL OUALIFICATIONS:
This position requires high energy, entrepreneurial skills, innovation, and be
sensitive to business needs. Must be highly motivated and a self starter with
the ability to work independently. Possess a variety of business skills and
have a thorough knowledge of the working of local government.
EXAMPLES OF DUTIES:
The Project Coordinator will have the following duties/responsibilities which
he/she will effectively discharge under the supervision of the Executive
Director. Work is performed with discretion and latitude exists for
individual judgement and initiative.
I. BUSINESS RECRUITMENT/RETENTION
A. Assist with the recruitment and establishment of new small
businesses in the project area from the planning process
through financing and permits to opening.
B. Assist with the retention of businesses wishing to relocate
due to expansion or other circumstances.
C. Assist individual tenants or property owners with physical
improvement projects through personal consultation or
through professional design consultants. Provide advice on
necessary financial mechanisms including series of Main
Street improvement grant packages. Assist in obtaining the
necessary permits.
Project Coordinator
- 1 -
0202D
. "
5557
Exhibit C-45
II.
SPECIAL EVENTS
A.
Through Main Street and other interested parties coordinate
promotional events such as seasonal festivals, sidewalk
sales, family and cultural events with the goal of
improving excitement, business levels, and quality of life
downtown.
B.
Work closely wi th local media to assure maximum coverage.
Encourage design excellence in all aspects of specialk
event promotion in order to advance an image of quality
downtown.
C.
Administer all aspects of special events including permits,
liaison with city officials such as Fire, POlice, City
Administrator. Chair Special Events Committee, produce
quarterly calendar of special events.
III.
MARKETING/PROMOTION
A
The research, writing, layout, and production of the
quarterly Main Street Business Reports. Distributing
reports to local business operators and other interested
parties.
B. Writing articles and press releases to keep the public
constantly aware of the program. Representation of the
program at trade shows, exhibitions, etc.
C.
Coordinates advertising/marketing material
brochures, flyers, posters, etc. as required.
including
D. In conjunction with the CVB market the downtown area as a
venue for conferences, conventions and seminars to boost
both retail economic activity and increase the tax base.
IV. ORGANIZATION - Responsible for administrative aspects of
operating the program including:
A. Maintaining books of account; preparation of quarterly
expenditure reports for submission to the Executive
Director, Board of Directors and Agency Administrator; cash
flow maintenance and bank reconciliations; assisting in
preparation of annual budget; payroll and monthly tax
submissions.
B. Assist in the preparation of monthly and quarterly activity
reports to Board of Directors, and Agency Administrator.
C. Conduct research on various topics as directed.
Project Coordinator
- 2 -
0202D
5557
Exhibit C-46
D.
Supervise permanent and temporary employees, participate in
personnel and project evaluation.
E.
Maintain local records and reports. Ongoing updating and
expansion of Main Street data base, technical resource
files and library.
QUALIFICATIONS:
Knowledge of:
Must possess a thorough knowledge of urban revitalization, the National Main
Street Urban Program, and business administration.
Abilitv to:
Requires ability to work well with business people, the general public and
city and county officials. Must be articulate both orally and in the written
form and present a professional demeanor.
DESIRABLE EXPERIENCE AND TRAINING QUALIFICATIONS:
The desirable combination of experience and training for this position is as
follows:
-.
The Project Coordinator should have education and/or experience in the
following areas: architecture, historic preservation, economics, finance,
public relations, design, journalism, planning, business administration,
retailing or political science. Seven years experience is required. The
Project Coordinator will be sensitive to design and/or preservation
issues. He/she must be sensitive to the issues confronting business
operators, property owners, public agencies and community organizations.
The Project Coordinator must be entrepreneurial, energetic, imaginative,
well organized and capable of functioning in an independent manner.
Execellent communication skills are essential and supervisory skills are
desirable.
Project Coordinator
0202 - pg 34
- 3 -
. ~
5557
Exhibit C-47
DEVELOPMENT DEPARTMENT
DEVELOPMENT DIVISION
DEvELOPMENT SPECIALIST
JOB DESCRIPTION:
Under the general direction of the Director of the Development Department,
to assist in the implementation of housing, community development and
redevelopment programs; and to monitor and enforce contracts related
thereto and perform other related work as required.
SUPERVISION RECEIVED AND EXERCISED:
Receives direct supervision from the Director of the Development
Department.
SPECIAL OUALIFICATIONS:
This position differs from other Development Department position in
requiring a degree of knowledge in housing, redevelopment and community
development practices and familiarity with contracts pertaining to such
practices. Position further requires the ability to exercise independent
judgment and authority.
ESSENTIAL FUNCTIONS:
Duties may include, but are not limited to, the following:
a) Assist in the administration and management of housing, community
development and redevelopment programs and practices;
b)
Assist in the initiation, negotiation and
and agreements pertaining to housing,
redevelopment activities.
implementation of contracts
community development and
c) Review, verify and recommend for approval, reimbursement billings
submitted in accordance with approved development and loan agreements;
d)
Monitor preconstruction and construction conferences
compliance with Development Department goals and policies
equal opportunity requirements and wage requirements.
to insure
as well as
e) Responsible for job site visits and periodic contractor and employee
interviews; insure contractors and major subcontractors submit weekly
payroll reports on all employees to meet Davis-Bacon requirements;
f) Compile lists of minority contractors; provide information to insure
minority contractors are aware of available work;
g) Receive monthly status reports from contract organizations; prepare
files for state and federal review, documenting housing, community
development and redevelopment activities on matters of equal
employment opportunity, wages, citizen participation, etc.;
h) Notify community of availability of use of Block Grant Funds and
invite proposals; screen proposals, determine eligibility; monitor
Block Grant Fund activities;
DEVELOPMENT SPECIALIST
revised
- 1 -
0202D
7/19/95
b557
Exhibit C-48
i) Confer with Cit departments and community ins 'utions or agencies
regarding housil1l:1, cOIlllpunj.ty development and l.cdeve1opment related
programs;
j) Examine and interpret property records and title reports and other
real estate documentation;
k) Coordinate citizen participation with community groups wi thin
redevelopment proj ect areas, including scheduling of meetings,
information workshops and troubleshooting coordinate participation
and small business seminars including promotion organization and
followup;
1) Assist in the planning and implementation of development activities,
real estate transactions, marketing appraisals and acquisition of
property;
m) Assist in the implementation of long range and short range land-use
planning activities and economic development strategies; and
n) Perform related work as required.
QUALIFICATIONS:
Knowledge of:
Acts, rules and regulations pertaining to housing, community development
and redevelopment programs;
Housing and Community Development Act of 1974, as amended and federal
regulations promulgated thereunder;
National Environmental Protection
Quality Act environmental review
projects.
Agency and
processes
California Environmental
for community development
Abili tv to:
Development and effectively implement housing, community development and
redevelopment plans and objectives;
Understand and implement citizen participation plans in project approval
process;
Work with community groups and elected officials or elected official
appointees;
Analyze and monitor various approved community development projects;
Implement various federal requirements affecting use of federal community
development funds.
MINIMUM EXPERIENCE AND TRAINING REOUIREMENTS
The minimum combination of experience and training for this position is as
follows:
DEVELOPMENT SPECIALIST
revised
- 2 -
0202D
7/19/95
. ~
5557
Exhibit C-49
Education:
A Bachelor's degree, with a major in public or business administration,
economics, urban or regional planning or a closely related field.
Experience:
Three (3) years responsible experience in implementing community and
economic development programs or redevelopment programs; monitoring and
administering contract compliance with equal opportunity/affirmative
action programs. Additional qualifying experience may be substituted for
required education on a year for year basis up to a maximum of two years.
Possession of a valid California Class Three driver's license.
DEVELOPMENT SPECIALIST
revised
- 3 -
0202D
7/19/95
. ~
Exhibit C-50
S557
Main Street
-;)
~~~\
Main Street Ine.
201 North" E" Street, Suite 1 04
San Bernar-6ino,..cA 92401-2008
Tel (909) 38-1-5037 . Fax (909) 888-2576
JOB DESCRIPTION
COURT STREET SQUARE OPERATIONS
REQUIREMENTS: Must possess a general understanding of the Main Street Goals &
Objectives and purpose of the existence of Court Street Square and
purpose of Main Street's special events program. Must possess personal
pride in facility and community. Must be personable and able to work
harmoniously with users of square and citizens of the community. Must
be physically strong and able to perform heavy tasks and perform under
tight timeframes. Also, must be well organized and have strong work
habits. Must possess a basic knowledge and skills to handle general
maintenance and landscape maintenance. Must be available to work a
flexible schedule.
REPORTING TO: Main Street Project Coordinator
ESSENTIAL
FUNCTIONS:
The Court Street Operator will be responsible for general maintenance and
janitorial buildings, concession trailers, restrooms and landscaping to keep
facility and ground well maintained to portray a positive image of Court
Street Square, parking lot and surrounding areas.
DUTIES:
*
Special Events Maintenance
*
Be in attendance at special events and help where required
*
Setup and dismantling of stage and sound equipment, seating,
tables, kiosks, etc.
*
Post event cleanup of square and surrounding area
*
Other duties as assigned by supervisor to guarantee an effectively
run operation
- ,
5557
Job Description
Court Street Square Operations
Page 2
- ~
REPAIRS:
.
Exhibit C-51
Plumbing: Foundations, irrigation systems, public restrooms,
drinking fountains
.
lectrical: Light fixture, electrical outlets, sound system for events
GENERAL
MAINTENANCE: Regular sweeping, litter removal done regularly as operation of square.
LANDSCAPING: ·
vnh
7/17/96
OPERA TIOSS
- ,
.
leaning/washing furniture, pavement, including graffiti removal,
areas where food is served and eating will be washed daily, while
other areas may require weekly washing; other tasks performed as
necessary .
.
Regular cleaning of restrooms, keeping them stocked with hand
soap and tissue
.
trash receptacle to be empties daily, or as necessary during events.
Receptacles to be scrubbed on a regular basis.
.
Change kiosk message as required
Watering, weeding, edging, and general landscape maintenance
*
Lawn mowing on a regular basis
*
Planting and maintenance of flower planters as required
*
General pruning of trees and shrubs as required
Exhibit C-52
5557
..
SBEO0001/DOC/424
03/5/91 500
DEVELOPMENT DEPAJtTMENT
ADMINISTRATIVE SERVICES Diii~~ON
GRAPHICS AND DESIGN SPEC T
JOB DESCRIPTION:
Under supervision, provide graphic and de.i9ft services for a
wide variety of project. and bepartment activities; provide drafting
.ervice. in connection with promotional and marketing activities.
SUPERVISION RECEIVED AND EXERCISED:
.
. Receives general direction from the Administrative Services
Divi.ion Manager and the Graphic. and Desi9ft Coordinator.
~.
SPECIAL OUALIFICATIONS:
Thi. position requires knowledge of drafting principles and
practices as well as care of drafting instrument. and materials used in
qraphics preparation (models, wall displays, air brush, hand lettering)
knowledge of animation and graphics for film and audio-visual
pre.entation. Ability to undertake projects prepared for display or
presentation purposes, slide shows and videos for the Department and
City needs.
EXAMPLES OF DUTIES:
Dutie. may inClUde, but are not limited to, the following:
a) Interpreting data from as.essment maps, title reports,
engineering surveys, capital improvement plans and other
resources necessary for updatinq old and preparing new
maps.
b) Updating old and existing maps and preparation of new
maps ranqinq from simple maps to detailed maps of
redevelopment project areas.
c) Preparation of presentations on Development Department
projects, including graphics and brochures (camera
ready), helpful in communicating planning and design
concepts on Development Department activities.
Graphics and Desiqn Specialist
P.rfon.nc. of in.pection work and wind.hi.ld .urv.y. to
obt.in inform.tion on condition. in .xi.tinq or proposed
project ar....
Pr.p.r.tion of ch.rt., qr.phic., d..criptiv. dr.winqs,
i.ometric vi.w., r.nd.rin'll. of .rchit.cturalland.c.pinq
and p.rkin'll l.yout..
A8.i.t.nc. and conduct of r..e.rch on utiliti.s, .treet
improv.ment., a.....or. .nd p.rc.l m.p. .s n.cess.ry to
accompli.h and compl.t. d.v.lopment proj.ct..
Coordin.te provi.ion of, or provide dr.ftinq .nd .rt
.ervices of pr.limin.ry buildinqs, .it., p.rkinq .nd
.treet l.yout. as necess.ry to assist developers with
prelimin.ry d.siqn..
A8.i.t in r..earch with, and provide inform.tion
r.q.rdinq the City'. proj.ct ar... to developer. enqaqed
in .ite .tudi.s tor pictur. developments.
i) pr.p.r.tion and a..i.t.nce in the de.iqn, content,
concept, and production of Aqency Annu.l Report .nd
Qu.rterly .t.tement upd.tes.
5557
q)
h)
.
.
..
Exhibit C-53
d)
.)
f)
j) Follow throuqh projects for initi.lconcept to
completion, includinq ide. .ketches, comps, production
of mech.nic.l art for l-color to 4-color process
printinq.
k) D.termine appropri.te .olution for project. in terms of
cost .ffectiveness and qu.lity control throuqh use of
qraphic desiqn .lement., copy writinq and photoqr.phy.
1) Org.nize design time and production .chedules to meet
deadlines; outline printinq .pecifications for printing
pods.
m) Design and produce ads for tabloids and maq.zines for
.pecific target aUdiences.
n) Assi.tance in the coordin.tion and prep.r.tion of
brochures, maq.zine and new.paper ads, .lide .how .nd
newsletter and perform rel.ted work as required.
OUALIFICATIONS:
J:nowledae of:
Graphics and Desiqn Speci.list
- 2 -
5557
Exhibit C-54
Drafting principl.. and practic.. involved in pr.paration of
archit.ctural de.ign and engine.ring dr.wings.
U..s, t.chniqu.s and car. of dr.fting inatrwDents .nd
..teri.ls uS.d in gr.phic. pr.p.r.tion.
Abilitv to:
...
Under.t.nd and interpret information from ......ment maps,
title reports, engineering .urv.y. and capital improvement
pl.n..
Prepare and upd.te .aps; prepare architectural design .nd
engineering dr.wing.; prepare charts, graphs, descriptive
dr.wing., i.ometric vi.w. and r.nderings of .rchitectural,
l.ndsc.ping l.yout..
Rese.rch and compil. information _ necessary to .ccomplish
Department project..
Est.blish .nd maint.in good working relationship. with other
employe.s.
Communicate .ffectively in written .nd or.l forms.
MINIMUM EXPERIENCE ANn TRAINING REOUIR~S:
The minimum combination of experience .nd tr.ining for this
position i. .s follows:
Education:
Gr.duated from High School.
Exner.ience:
Three years of .xperience in graphic. .nd ~esign
pr.sentation.
PO....sion of · valid California Driver. License is required
I8JIOOOollDOCl414
QJIQ5..,l $00
Graphics .nd Design Specialist
- 3 -
Exhi?it C-55
5557
SBEO0001/DOC/410
03/5/91 500
DEVl:LOPMENT DEPAR'!'HENT
ADMINISTR.\TIVE SERVICES ~VISION
. ACCOUNTING TECHNICI
JOB DESCRIPTION:
Under direction of the Senior Accountant and the
Administrative Services Division Manager, perform highly complex and
varied assignments in technical sub-professional financial accounting
and aUditing work and perform related work as required.
SUPERVYSION RECEIVED AND EXERCISED:
.
-. Receive qeneral direction from the Senior Accountant and the
Administrative Services Division Manager.
Exercises a limited amount of supervision over the Senior
Account Clerk.
SPECIAL OUALIFICATIONS:
This position requires a thorough knowledge of accounting
practice as well as knowledge of California redevelopment finance and
redevelopment agency and Federal/State qrant accountinq practices. The
position requires a technical background, personnel skills necessary to
supervise others in the accounting field and the knowledge of advanced
office procedures.
EXAMPLE OF DUTIES:
Duties may inclUde, but are not limited to, the following:
a) Perform a variety of qeneral accounting and aUditing
work requiring thorough understanding of the accounting
system;
b) Accept and receive loan payments and post to appropriate
funds, ledgers, subsidiary ledgers, and individual
client files;
Accountinq Technician,
Administrative Services-Division
- 1 -
Exhibit C-56
5557
c) Maintain aaster list of all client amortization
schedules and impound accounts; calculate and verify
principal, interest and impound payments; prepare and
balance daily cash receipts; pr04uce aging and impound
reports on aonthly and quarterly basis;
d) Assiqn account nWllbers to new loans;
e) Prepare schedules of cash received, cash fund balances,
principal balances and intere.t received; research,
prepare and provide individual clients with reports of
interest;
f) Verify and maintain schedules on payment. made to 8ub-
recipients of CDBG programs;
g)
..
Set up programs, general Vouchers and account numbers;
prepare accounts receivable. billings; verify and
aaintain schedules on distribution of loan proceeds;
h) Prepare credit memoranda on unused funds to be entered
against accounts receivable; re.earch, calculate and
prepare demands for payment;
i) Verify mortgages and disposition of loan proceeds;
prepare requests for reconveyance;
j) Prepare peri04ic financial report.; set up amortization
schedules;
k) Verify loan balances with amounts receivable balances
for disposition of funds;
1) Participate in year end closing of books, analyzing
accounts, preparing schedules, preparing general
entries, reconciling and balancing accounts;
m) Reconcile Department checking accounts and insurance
plans (health, dental, vision, life, AD'D and LTD);
n)
Audit cost accounting system;
receipts; balance various accounts,
monthly, quarterly and annually;
0) Assist programs and correct prOblems with applications
effecting general ledger;
audit daily cash
including daily,
p) Operate computer terminal and related equipment and
perform related work as required.
Accounting TeChnician,
Administrative ServicesnDivision
- 2 -
Exhibit. C-57
'5557
OUALIFICA'UONS:
bowl.doe of:
Principles and practices of veneral and enterprise
accounting;
Advanced office procedures;
Full range of pOlicies, procedures, practices, rules,
regulations and laws applicable to the area of
responsibility;
Computer terminal operating methods;
Advanced record keeping methods.
Abilitv to:
Apply accounting, auditing and financial analysis principles
to specific work assignments;
Operate a computer terminal accurately and efficiently;
Perform responsible technical level accounting;
Work with a high degree of independence;
Operate a calculator by touch;
Establish and maintain filing system;
Understand and carry out oral and written instructions;
Establish and maintain effective relationships with those
contacted in the course of work; .
Independently implement new policies, practices and
procedures.
MINIMUM EXPERIENCE AND TRAINING REOUIREMENTS:
The minimum combination of experience and training for this
position is as follows:
Accounting TeChnician,
Administrative Services Division
. "
cihibit C-58
5557
I!:ducllt:ion:
Graduation troll high .chool or GED equivalent plus two
college level accounting cour....
l!:xD.ri.nce:
Three year. advanc.d l.v.l cl.rical accounting exp.ri.nce or
two y.ar. a. an account cl.rk with the City of
San Bernardino.
Typing .peed of thirty (30) word. per minute i. r.quired.
D8OClOOIIDOCJ410
C8JClSItl osoo
..
,.
(
Accounting TeChnician,
Administrative Services Division
- 4 -
S551
Exhibit C-59
SBE00001/DOC/409/es
. 03/06/91 lOSS
DEVELOPMENT DEPARTMENT
ADMINISTRATIVE SERVICES DIVISION
SENIOR ACCOUNT CLERK
JOB DESCRIPTION:
Under veneral supervision, perform a variety of specialized
and responsible accounting duties relative to fiscal management of the
Development Department. -
SUPERVISION RECEIVED AND EXERCISED:
Receives general direction from the S~nior Accountant and the
Administrative Services Manager.
...
-
SPECIAL OUALIFICATIONS:
This position requires a thorough knowledge of modern office
methods and procedures used in financial and statistical work; methods
practices and terminology used in financial and statistical work and
principles and practices of double entry boOkkeeping.
EXAMPLES OF DUTIES:
Duties may include, but are not limited to, the following:
a) Assist in the design, installation, maintenance and
revision of veneral and Cost accounting systems;
establish and maintain special ledgers and accounting
records;
b) Assist in the management of investment activities,
budgetary control and distribution of cost and controls;
a.sist in the maintenance of control ledgers for
accounts and notes receivable, accounts and notes
payable and land investments;
c) Assist in the preparation of Department payrolls and
related reporting; assist in control of bid deposits,
document deposits and option deposits;
Senior Account Clerk
Administrative Services Division
- 1 -
Exhibit C-60
b557
d) ReView, verify and enter invoice. into the computer for
payment on a Weekly ba.ia; a..i.t in aaintaining various
controla inClUding ca.h receipt VOucher., check
VOucher., depo.it .lip. and purcha.e order.;
e) Aasi.t in aaintaining contract control card. and vendor
analy.i. for the 1099. and related work and reports;
f) A..i.t in the reconciliation of bank accounts, fiscal
agent and tru.t account.; a..i.t in the control of cash
depo.it. and diabur.ement of tunds; develop various
monthly report. inclUding trial balance., balance
aheet., income .tatement., reconciliation of jOint
activity, expenditure., .ource of funds, cash POSition,
inve.tment activity and bUdget .tatu.;
g) Analyze account. and re.earch prOblem. back to .ource
data;
.
h)
Maintain the VS45 Computer, Which inclUdes bringing up
.y.tem in the morning and taking down .ystem at night;
i) Aa.i.t various per.onnel in resolving prOblems related
to account. payable;
j) Perform related work as required.
OUALIFICATIONS:
Xnowledoe of:
Accounting theory, prinCiple. and practices and their
application to a wide variety of accounting transactions and
problems.
Principle. of account Classification.
Governmental bUdgeting, boOkkeeping and cost accounting.
Abilitv to:
Po.t tigures and make arithmetic calculations with .peed and
accuracy, both manually and on computer.
Operate various office machines with .peed and accuracy;
compare names and number.; accomplish alphabetical and
nUllerical sorting; accomplish difficult tinancial work;
analyze and evaluate accounting prOblem. and develop
Senior Account Clerk
Administrative ServiceS-Division
- 2 -
Exhibit C-61
b557
pertinent accounting and related data in preparation of
reports and statements; .complete and analyze tinancial
reports;
Learn varied ottice procedure. and accounting. system
requirements;
Writ. legibly and tollow oral and written instructions;
Work ettectively with other employees.
MINIMUM EXPERIENCE AND TRAINING REOUIREMENTs:
The minimum combination ot experience and training for this
position is as tollows:
Education:
Graduation trom a high school or CED; 30 college units in
accounting, tinance, public or business administration.
EXDerience:
I
Three years ot progressively responsible experience in
.aintaining and reviewing tinancial and statistical reports
and related accounting work.
DIlOOllOllDOCl409
Senior Account Clerk
Administrative Services Division
- 3
5551
Exhibit C-62
I
SBE00001/DOC/434/es
03/06/91 1045
D~~pMn.rT DEPARTMENT
TYPIST CLERK (nn
JOB DESCRIPTION:
Under general supervision ~o perform varied, responsible,
clerical work involving the use of ~yping keyboard; ~o have functional
responsibili~y for a .ignifican~ aspec~ of the clerical Work of ~he
uni~, which may involve supervision of a small clerical s~aff; and ~o
perform rela~ed work as required.
SUPERVYsrON RECEIVED ANn EXERCISP;D:
~ Supervision is received from a prOfessional or supervisory
ataff members.
--------
SPECIAL ~OALIFICATIONS:
This position require. provision of secretarial support and
a.sis~ance and the performance of various adminis~rative duties in
connection therewith. The posi~ion also requires personnel skills and
the abili~y work closely with staff and superiors. KnOWledge of ~he
area of community development and redevelopment activities is
benefiCial.
,
~LES OF DUTIES:
b)
c)
Du~ies may inclUde, but are not limited ~o, the fOllowing:
a)
Acts as a receptionist ~o the public, ~aking and
responding ~o calls, screening inquiries, ~aking
messages, scheduling appointments and answering
questions that require searching for and abstracting
~echnical data.
Receives, opens, dates stamps and distributes incoming
mail and processes outgoing mail; arranges in priority
order, assembles background information and distributes
~o appropriate personnel.
Types forms, schedules, reports, lists, manuscripts,
charts, graphs, contracts, statistics and general
Typist Clerk (III)
- 1 -
Exhibit c:"-ti:r
J551
correspondence; types, files, records, computes and
.aintains sensitive and privileged inforaation.
d) Composes correspondence requiring use of jUdgment based
on a thorough understanding of the functions and
procedures of the unit, for review by supervisor.
e) Compiles and types agendas and .inutes.
f) Operates a variety of office equipment such as
typewriters, calculators, word processors, CRTs,
.icrocomputera, transcription equipment and apecialized
office equipment of an aasigned unit.
9) Proofreada .aterials for clerical accuracy and apelling;
copiea,collatea, ataplea and otherwiae binds and
distributes a variety of .ateriala.
.
.
h)
..
Files .atariala into filing ayatem, develops filing
system for record storage and retrieval, codes
documents, purges files and ahreds documents.
i) Compilea information for a variety of regularly
scheduled and apecial narrative and statistical reports,
locating sources of information, coding and classifying
data, devising forms to serve data and determining
proper format for finished reports.
j) Sets up and maintains records of the unit concerning
purchases, budget accounts, and inventory and
requisitions office supplies.
k) Sets up, maintains and posts data to logs, lists,
ledgers, follow-up files and other records of the unit
and checks and compares records and documents for
accuracy; ..intains records of Staff attendance and
absences, compiling and aubmitting periodic reports for
payroll purposes.
1) Designs office forms, .aintains calendars and schedules
of appOintments, meetings, room use, equipment use and
events.
m) Maintains personnel files of Unit Staff.
n) Makes travel arrangements, initiates purChase requests,
.akes work assignments, sets priorities for, trains and
reviews work of other personnel.
OUALIFICATIONS:
Typist Clerk (III)
- 2 -
Exhibit C-64
5557
Xnowledae of:
Modern office .ethod., proceeSure. aneS equipmen~; correct
english ua.ge,.spelling, gramm.r aneS punc~u.~ion.
B.sic ..th...~ic..
Prep.r.~ion of bU.iness corre.poneSence.
S~.neS.reS cleric.l ~echnique. involving cl..sifying, indexing,
processing, re~rieving aneS con~rolling . l.rge volume of
recoreSs. ~
.. "
Receptionist .neS ~elephone ~echnique..
WoreS processing ~echniques.
B..ic principles of supervision .neS ~r.ining.
Abilitv to:
Perform simple .rithmetic c.lcul.tions.
Perform gener.l cleric.l work involving the use of the word
processor.
Receive .neS give inform.tion over the telephone in .
courteous ..nner.
Assign, check, correct .neS P.~icip.te fully in the Work of
suboreSin.tes.
Wri~e legibly; proofre.eS aneS eSetec~ errors in typing,
spelling, gramm.r .neS punc~u.~ion.
Est.blish aneS ..int.in filing syst..s, .ain~ain .ccur.te
recoreSs.
Opera~e · computer ~ermin.l .Ccur.tely .neS efficiently.
Re.eS, uneSerst.neS .neS .pply moder.tely difficult m.~eri.ls.
Perform eSifficul~ cleric.l work with speeeS .nd .ccur.cy.
Compose correspondence requiring . good knowledge of the
.ssigned office.
Work with consieSer.ble independence, develop solutions to
problems which eSo not require devi.~ion from policy and
develop office procedures.
~ist Clerk (III)
_ 'l _
Exhibit C-65
5557
Under.tand and carry out oral and writt.n in.tructions.
B.tabli.h and ..intain effectiv. relation.hip. with those
contact.d in the cour.. of work.
M:ItlrMUM EXPER.:IENCE AND '!'RATtlING REOU:I1lP.Mll!N'rS:
Education
Graduation from high .chool or GBD equival.nt.
Exnerience:
Two (2) y.ar. of r.c.nt intermediate l.vel clerical
experi.nc. or on. (1) y.ar Typi.t Cl.rk II with the City of
San Bernardino; typing .peed of 50 word. per .inute.
PO.....ion of a c.rtificate in word proc...ing .ay be
required by completion of probationary period.
.
,
UIlOOOOJIDOCIOu.
1iIJll6I91 IOU
~ist Clerk (III)
- .. -
f> 5 5 'I
Exhibit C-66
Economic Development Agency
DeveiopMent Department
Administrative Services Division
Administrative/Records Management Clerk
JOB DESCRIPTION:
Under general supervision to perform varied, responsible, clerical
work; to have functional responsibility for a significant aspect of the
clerical work of the unit; to perform records management and microfilming
duties; and, to perform related work as required.
SUPERVISION RECEIVED AND EXERCISED:
Supervision is received from a professional or supervisory staff
member.
SPECIAL OUALIFICATIONS:
This position requires understanding of records management,
microfilming, or other forms of records storage, the provision of
secretarial support and assistance and the performance of various
administrative duties in connection therewith. The position also
requires personnel skills and the ability to work closely with staff and
superiors. Knowledge of the area of community development and
redevelopment activities is beneficial.
EXAMPLES OF DUTIES:
Duties may include, but are not limited to, the fOllowing:
a) Receives record files from all divisions of the Agency; prepares
files for microfilming, or other forms of records management and
storage; verifies record/microfilming log; verifies processed
microfilm for accuracy; determines disposition of original file;
maintains central index of microfilmed files and cassettes;
prepares and types reports; computerizes microfilmed cassettes;
and performs other records/microfilming duties as necessary.
b) Acts as a receptionist for the administrative services division
by taking and responding to calls, screening inquiries, taking
messages, scheduling appointments; and answering questions.
c) Types forms, schedules, reports, lists, manuscripts, charts,
graphs, contracts, statistics and general correspondence; types,
files, records, computes and maintains sensitive and privileged
information.
d) Composes correspondence requiring use of Judgment based on a
thorough understanding of the functions and procedures of the
unit, for review by a supervisor.
[)55']
Exhibit C-67
Development Departmen~
Job Description
Administrative/Records Management Clerk
Page - 2 -
e) Compiles and types agendas and minutes.
f) Operates a variety of office equipment such as typewriters,
calculators, word processors, CRT's, microcomputers,
transcription equipment and specialized office equipment of an
assigned unit.
g) Proofreads materials for clerical accuracy and spelling; copies,
collates, staples and otherwise binds and distributes a variety
of materials.
h) Files materials into filing system, develops filing system for
record storage and retrieval, codes documents, purges files and
shreds documents.
i) Compiles information for a variety of regularly scheduled and
special narrative and statistical reports, locating sources of
information, cOding and classifying data, devising forms to
serve data and determining proper format for finished reports.
j) Sets up and maintains records of the unit concerning purchases,
bUdget accounts, and inventory, and requisitions office supplies.
k) Sets up, maintains and posts data to logs, lists, ledgers,
follow-up files and other records of the unit and checks and
compares records and documents for accuracy; maintains records
of staff attendance and absences, compiling and sUbmitting
periodic reports for payroll purposes.
1) Designs office forms, maintains calendars and schedules of
appointments, meetings, room use, equipment use and events.
m) Makes travel arrangements, initiates purchase requests, makes
work assignments, sets priorities for, trains and reviews work
of other personnel.
OUALIFICATIONS:
Knowleda.e of:
Modern office methods, procedures and equipment; correct english
usage, spelling, grammar and punctuation. Microfilming techniques
and knowledge of equipment desirable.
Basic mathematics.
Preparation of business correspondence.
Standard clerical techniques involving classifying, indexing,
processing, retrieving and controlling a large volume of records.
ExhibitC-68
J 5 5 "
Development Departmen...
Job Description
Administrative/Records Management Clerk
Page - 3 -
Receptionist and telephone techniques.
Word processing techniques.
Abilitv to:
Perform simple arithmetic calculations.
Perform general clerical work involving the use of the word processor.
Receive and give information over the phone "in a courteous manner.
Write legibly; proofread and detect errors in typing, spelling,
grammar and punctuation.
Establish and maintain a filing system, maintain accurate records.
Operate a computer terminal accurately and efficiently.
Read, understand and apply moderately difficult materials.
Perform difficult clerical work with speed and accuracy.
Compose correspondence requiring a good knowledge of the assigned
office.
Work with considerable independence, develop solutions to problems
which do not require deviation from pOlicy and develop office
procedures.
Understand and carry out oral and written instructions.
Establish and maintain effective relationships with those contacted
in the course of work.
MINIMUM EXPERIENCE AND TRAINING REOUIREMENTS:
Education:
Graduation from high school or GED equivalent.
Exoerience:
Two (2) years of recent intermediate level clerical experience or one
(1) year Typist Clerk II with the City of San Bernardino; typing
speed of 50 words per minute.
l835A