HomeMy WebLinkAboutCDC/2007-21
1
2
3
4
5
6
7
RESOLUTION NO. CDC/2007-21
RESOLUTION OF THE COMMUNITY DEVELOPMENT COMMISSION OF
THE CITY OF SAN BERNARDINO, CALIFORNIA, APPROVING
AMENDMENTS TO EXHIBITS "A", "B-1", SECTION 6-A, SECTION 8-F,
AND SECTION 17-A; AND ADDITION OF "C" EXHIBITS, JOB
DESCRIPTIONS, OF THE PERSONNEL POLICIES AND PROCEDURES
FOR ALL EMPLOYEES OF THE CITY OF SAN BERNARDINO ECONOMIC
DEVELOPMENT AGENCY
WHEREAS, on September 21,1998, the Community Development Commission of the City
8 of San Bernardino ("Commission") adopted Resolution No. 5557 approving revised Economic
9 Development Agency of the City of San Bernardino Personnel Policies and Procedures for all
10 employees of the City of San Bernardino Economic Development Agency ("Agency") including
11 Exhibits "A", "B" and "C"; and
12
WHEREAS, on October 5, 1998, October 18, 1999, September 18, 2000, August 20, 2001,
13 December 16, 2002, February 22,2005, June 23, 2005 and June 29, 2006 the Commission approved
14 amendments to the Agency's Personnel Policies and Procedures; and
15
WHEREAS, the Commission now deems it desirable to amend Exhibits "A", "B-1", and
16 Section 6-A (Employee Benefits), Section 8-F (Sick Leave), and Section l7-A (paid Holidays); and
17 add Exhibit "c-n" through "c-n", job descriptions, for related Commission approved new
18 Agency employee positions, to the Agency's Personnel Policies and Procedures.
19 NOW, THEREFORE, THE COMMUNITY DEVELOPMENT COMMISSION OF THE
20 CITY OF SAN BERNARDINO DOES HEREBY RESOLVE, DETERMINE AND ORDER, AS
21 FOLLOWS:
22
Section 1.
The Commission hereby approves and adopts Exhibits "A" (list of staff
23 positions with new employee positions), and "B-1" (salary chart July 1, 2007 with new employee
24 positions salary ranges), as amended and approved by the Commission, to said Agency Personnel
25 Policies and Procedures.
26
Section 2.
The Commission hereby amends Section 6-A, Section 8-F and Section l7-A,
27 as the approved Agency employee benefits changes as outlined in the Staff report, and as amended
28 and approved by the Commission to be appended to and which shall become a part of said Personnel
1
P:\Agendas\Resolutions\ResolutionsU007\06-21-07 EDA Budget FY 07-08 - Personnel Polic~ Reso C.doc
Ii
1 Policies and Procedures.
2
Section 3.
The Commission hereby adds Exhibit "C-72" through "C-92", job
3 descriptions of the proposed new Agency employee positions as outlined in the Staff report, as
4 amended and approved by the Commission, to said Personnel Policies and Procedures.
This Resolution shall take effect upon the date of its adoption.
5 Section 4.
6 1/1
7 /II
8 /II
9 1/1
10 1/1
11 /II
12 1/1
13 1/1
14 /II
15 1/1
16 /II
17 1/1
18 /II
19 /II
20 /II
21 /II
22 /II
23 /II
24 /II
25 /II
26 1/1
27 1/1
28 /II
2
P:\Agendas\R.esoJutions\Resolutions\2007\06-21-07 EDA Budget FY 07-08 - pmonnel Policies Rcso Cdoc
II
1
2
3
4
5
6
RESOLUTION OF THE COMMUNITY DEVELOPMENT COMMISSION OF
THE CITY OF SAN BERNARDINO, CALIFORNIA, APPROVING
AMENDMENTS TO EXHIBITS "A", "B-1", SECTION 6-A, SECTION 8-F,
AND SECTION 17-A; AND ADDITION OF "C" EXHIBITS, JOB
DESCRIPTIONS, OF THE PERSONNEL POLICIES AND PROCEDURES
FOR ALL EMPLOYEES OF THE CITY OF SAN BERNARDINO ECONOMIC
DEVELOPMENT AGENCY
I HEREBY CERTIFY that the foregoing Resolution was duIy adopted by the Community
Development Commission of the City of San Bernardino at a joint adjourned rej1;ular meeting
7
, 2007, by the following vote to wit:
thereof, held on the 21 st day of June
8
18
Abstain
Absent
Navs
/)/)?~
Secretary
19 The foregoing Resolution is hereby approved this .JSM day of June
20
21
22
23
24
,2007.
Approved as to Form:
25 By: v-"'....':..3ML
26 Agency ~el
27
28
3
P:\Agendas\ResotutioDs\Resolulions\2007\06-2I-07 EDA Budget FY 07-08 - PersoIlTlC] Policies ROlo C.doc
I (,
EXlllBIT "A"
(AMENDED)
CITY OF SAN BERNARDINO
ECONOMIC DEVELOPMENT AGENCY
STAFF POSITIONS
July 1, 2007
FULL-TIME
1. Economic Development Agency Management
a. Executive Director
b. Deputy Director
c. Director of Administrative Services
d. Director of Housing and Community Development
2. Economic Development Agency Confidential
a. Senior Financial Administrative Analyst
b. Human Resource Analyst
c. Executive Secretary
3. Economic Development Agency Mid-Management
a. Senior Civil Engineer Land Planning
b. Accounting Manager
c. Project Manager ( 4 positions)
d. Senior Urban Planner (2 positions)
e. Marketing & Public Relations Manager
f. Real Property Manager
g. Enterprise Zone I Economic Development Project Manager
4. Economic Development Agency General
a. Assistant Project Manager (3 positions)
b. Senior Admin Analyst Real Estate Acquisition
c. GIS I Graphic Analyst
d. Construction Management Specialist
e. Senior Accounting Teclmician
f. Secretary (2 positions)
g. Operations Specialist II
h. Administrative Clerk III
PART-TIME
a Marketing Assistant
b. Receptionist
c. Administrative Intern
Personnel policies: exhibit a
EXHIBIT "B - 1"
(AMENDED)
ECONOMIC DEVELOPMENT AGENCY
CITY OF SAN BERNARDINO
CLASSIFICATION RANGE AND SALARY SCHEDULE
July 1, 2007
Class
& Ranae# Position 8 ~ Q Q ~ E
Full Time
Manaaement
Executive Director - Under Contract
M4150 Deputy Director 8,740 9,177 9,636 10,118 10,623 11,155
M4125 Director Admin Services 7,948 8,344 8,761 9,199 9,659 10,142
M4125 Director Housing & Comm Dev 7,946 8,344 8,761 9,199 9,659 10,142
Confidential
C 3210 Sr FinanciaVAdmin Analyst 5,635 5,917 6,213 6,524 6,850 7,192
C 3130 Human Resource Analyst 4,385 4,604 4,834 5,076 5,330 5,597
C3100 Executive Secretary 3,927 4,124 4,330 4,546 4,774 5,013
Mid-Manaaement
MM 2195 Sr Civil Eng Land Planning 6,311 6,627 6,958 7,306 7,672 8,055
MM 2187 Accounting Manager 5,916 6,212 6,522 6,848 7,190 7,550
MM 2185 Project Manager (4) 5,818 6,109 6,415 6,735 7,072 7,425
MM 2185 Marketing/Public Relations Man 5,818 6,109 6,415 6,735 7,072 7,425
MM 2185 Sr Urban Planner (2) 5,818 6,109 6,415 6,735 7,072 7,425
MM 2185 Real Property Manager 5,818 6,109 6,415 6,735 7,072 7,425
MM 2185 Enterprise ZonelEco Dev Proj Man 5,818 6,109 6,415 6,735 7,072 7,425
General
G 1190 Assistant Proj Manager (3) 5,289 5,554 5,832 6,123 6,429 6,751
G 1180 Sr Admin Analyst Real Estate 4,870 5,113 5,369 5,637 5,919 6,215
G 1178 GIS/Graphic Analyst 4,821 5,062 5,315 5,581 5,860 6,153
G1170 Construction Management Spec 4,600 4,828 5,071 5,324 5,591 5,870
G 1155 Sr Accounting Technician 3,637 3,819 4,010 4,211 4,421 4,642
G 1145 Secretary (2) 2,762 2,900 3,045 3,197 3,357 3,526
G1144 Operations Specialist II 2,736 2,873 3,016 3,167 3,325 3,491
G1140 Admin Clerk III 2,505 2,631 2,762 2,900 3,046 3,197
Parl Time
Hourly Marketing Assistant 15.45 hour
Hourly Receptionist 15.45 Hour
Hourly Admin Intern 15.45 hour
M - Management
C - Confidential
MM - Mid-management
G - General
I" I
Amended Sections 6- A,
Sections 8-F and Sections 17-A
I J
COMMUNITY DEVELOPMENT COMMISSION
PERSONNEL POLICIES AND PROCEDURES FOR EMPLOYEES OF THE
CITY OF SAN BERNARDINO
ECONOMIC DEVELOPMENT AGENCY
Adopted
Amended
Amended
Amended
Amended
Amended
Amended
. Amended
Amended
Amended
Amended
September 21, 1998
October 5, 1998
October18,1999
September 18, 2000
August 20,2001
October 15, 2001
December 16, 2002
February 22, 2005
June 23, 2005
June 29, 2006
June 21,2007
1
1-1..
Table of Contents
INTRODUCTION
PART A GENERAL POLICIES:
Section 1
Section 2
Section 3
Section 4
Section 5
Section 6
Section 7
Section 8
Section 9
Section 10
Section 11
Section 12
Section 13
Section 14
Section 15
Section 16
Section 17
Section 18
Section 19
Section 20
Section 21
Section 22
Section 23
Section 24
Section 25
Section 26
Section 27
Section 28
Section 29
Section 30
Section 31
Section 32
APPOINTMENTS
EMPLOYMENT AT-WILL
EQUAL EMPLOYMENT OPPORTUNITY
MANAGEMENT RIGHTS
WORKING HOURS AND PAYDAY
EMPLOYEE BENEFITS
VACATION
SICK LEAVE
F AMIL Y CARE AND MEDICAL LEAVE
PREGNANCY RELATED DISABILITY LEAVE
OR TRANSFER
PERSONAL LEAVE
BEREAVEMENT LEAVE
JURY DUTY
MILIT ARY LEAVE
OTHER LEAVES OF ABSENCE
INJURY LEAVE (Worker's Compensation)
PAID HOLIDAYS
FLSA OVERTIME PAY & COMPENSATORY
TIME OFF
USE OF PERSONAL VEHICLES AND TRAVEL
COMPENSATION
CONFLICT OF INTEREST
POLICY AGAINST UNLAWFUL HARASSMENT
DRUG FREE WORKPLACE
GRIEVANCES
DISCIPLINARY ACTION
LAYOFFS AND REDUCTIONS IN FORCE
RESIGNATION
TUITION REIMBURSEMENT POLICY
OVERAGES AND SHORTAGES
PERSONNEL FILES
VOLUNTARY LEAVE DONATION PROGRAM
PRE-EMPLOYMENT PHYSICAL AND DRUG TEST
AUTOMOBILE ALLOWANCE
2
Page 1
Page 2
Page 2
Page 3
Page 3
Page 5
Page 5
Page 8
Page 9
Page 11
Page 14
Page 15
Page 15
Page 16
Page 16
Page 16
Page 18
Page 18
Page 19
Page 19
Page 20
Page 21
Page 22
Page 23
Page 23
Page 24
Page 25
Page 25
Page 26
Page 26
Page 26
Page 27
Page 27
I I
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 Sections 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 Chairperson of the Commission, and/or the Commission, under Health and Safety
Code Sections 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.
1
I I
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 (see Staff Positions Attachment "A"). All
employees shall serve at the pleasure of the Chairperson, in accordance with the
provisions in California Health and Safety Code.
B. All employees hired by the Agency shall be appointed in accordance with
the job classifications (see Attachments "C") 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 (see Attachment "B").
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 (40) hours per week. Part-time employees shall only be entitled, at Agency or part-
time employee expense, to those benefits required by law or specifically designated in
these Policies. For purposes ofthese Policies, a part-time employee is one whose average
work-week is thirty five (35) 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 (6) months of full-time
employment. Contract employees shall be entitled only to those benefits and privileges
specifically enumerated in the employment agreement and/or as required by law.
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 additioual educational or
training requirements within a specific 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
2
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 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. EOUAL 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 designated Mfirmative
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, though 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;
3
II
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;
E. Determine the overall responsibility of employees assigned to carry out
the various operation 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;
I. Determine the budget and organization ofthe 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 policies, rules, regulations and practices in furtherance
therefore, and the use of judgment and discretion in connection therewith, shall be limited
4
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, 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.
Section S. WORKING HOURS AND PAYDAY:
A. The Agency's days of operation will be Monday through Friday.
B. Alternate work schedules, other than eight (8) hour work days, such as
compressed workweeks and nine (9) or ten (10) hour workdays to improve employee
morale or to promote the policies of the Air Quality Management District goals to
reduce smog and traffic, may be implemented by management if the goals and mission of
the Agency allow for such schedules.
C. Agency staff will be paid on the fifteenth (15th) and the last day of each
month in accordance with the adopted Salary Chart (Attachment "B") and in accordance
with Agency procedures. Whenever payday falls on a holiday or weekend, payday will
be on the preceding workday. A procedure will be made to effect salary step increases,
required time sheets and leave accounting.
Section 6. EMPLOYEE BENEFITS:
A. All regular full-time employees shall be eligible for the following benefits
and may apply adopted and allowed Agency contributions to the employee portion of
Agency provided PERS group medical, dental and vision insurance premiums,
supplemental life insurance premiums, deferred compensation benefits and retirement,
and PERS provided long-term care premiums, as described below, subject to the
approved cap on the Agency's contribution. Employees in a non-paid status for more
than fifty percent (50%) of the work month, shall be responsible for payment of these
benefits to continue coverage, except for those benefits provided for by law or in
accordance with Family Leave.
Retirement: All regular full-time employees of the Agency are required
to be members of the Public Employees' Retirement System (hereinafter
called "PERS") at the 3% @ 60 plan, effective July 1, 2003. In addition to
the employer's share of the PERS contributions, the Agency shall pay 8%
of monthly salary for the employee share of the PERS contribution. Based
upon the current PERS plan requirement whereby the employee share is
8%, the employee shall not have any monthly obligation for the employee
share of the PERS contribution. Regular part-time employees are not
5
I..-L-
covered by the PERS retirement plan, but the regular part-time employee
shall be required to contribute to an alternative recognized retirement plan
as required by law.
Medical Insurance: The Agency shall provide a group health insurance
program for regular full-time employees and eligible annuitants (retirees
as described below). Any Agency contribution for regular full-time
employees shall be in accordance with Section 6-A, "Cap on Agency
Contributions Towards Medical, Dental, Vision, Supplemental Life
Insurance, Deferred Compensation, and Long-Term Care".
The Agency shall pay a portion or all of the monthly medical insurance
premium for eligible annuitants at the monthly premium as allowed for,
and as required by, PERS rules and regulations, and/or other applicable
rules and regulations, when the annuitant continues coverage under, or
enrolls in, the PERS Health Insurance Plan at the time of direct retirement
from the Agency (pERS allows up to 120 day from the date of retirement
to enroll in the PERS Health Insurance Plan). The Agency shall pay a
portion of the montWy medical insurance premium for eligible annuitants
at a rate higher than the minimum allowed for, and required by, PERS
rules and regulations, if the eligible annuitant elects to continue coverage
under, or enrolls in, the PERS Medical Insurance Plan at the time of direct
retirement from the Agency, and meets the following criteria. To be
eligible for increased Agency paid monthly medical insurance premiums,
the regular full-time Agency employee must retire directly from the
Agency with a minimum of eight (8) years of Agency service, and have
attained the minimum age of fifty (50) at the time of at the time of direct
retirement from the Agency. The Agency's total contribution towards the
eligible armuitants' monthly health insurance premium shall be the lower
of either the monthly PERS health insurance premium or the sum of $350
per month. When the annuitant becomes eligible for Medicare, the
Agency's contribution shall be the lower of either the montWy PERS
Medicare supplemental insurance premium or $350 per month. The
increased Agency paid health insurance premium shall cease upon the
death of the armuitant, or when the armuitant is no longer covered by the
PERS Health Insurance Plan. The Agency will remain bound by PERS
rules and regulations regarding any surviving spouse continuing in the
PERS Health Insurance Plan. The form of Agency contribution may be a
direct reimbursement to the annuitant for the higher Agency contribution
or any portion thereof, and/or the Agency contribution, or any portion
thereof, may be paid directly to the PERS Health Insurance plan, and/or
the contributions may be a combination of both. In any case, the Agency
contribution will not exceed the lower of $350 per month or the PERS
health insurance premium.
6
Dental and Vision Insurance: The Agency shall provide a group dental
and vision insurance plan for all regular full-time employees. Any
Agency contribution shall be in accordance with Section 6A "Cap on
Agency Contributions Towards Medical, Dental, Vision, Supplemental
Life Insurance, Deferred Compensation, and Long-Term Care".
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 for Confidential, Mid-Management and General employees, and
an amount not-to-exceed one (1) times annual salary for Management
employees, which, under these expressed circumstances, the Agency shall
pay the premium on behalf of the employee. Supplemental life, as
provided by the group policy, may be purchased by the employee at the
employee's expense or any additional Agency contribution for
supplemental life insurance shall be in accordance with Section 6A "Cap
on Agency Contributions Towards Medical, Dental, Vision, Supplemental
Life Insurance, Deferred Compensation, and Long-Term Care".
Lonl!-Term Disability Insurance: The Agency will provide a group
long-term disability insurance program for all regular full-time employees,
and the Agency shall pay the premium on behalf of the employee. The
coverage shall be as allowed for under the Agency's Long-Term Disability
Insurance Policy. If allowed for under the Policy, 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 and pay,
as required, the employee portion. The Agency shall be required to pay
the employer portion in accordance with law.
Short-Term Disability Insurance: The Agency shall provide a group
Short-Term Disability Insurance (SDI) program for all regular full-time
employees, and the Agency shall pay the premium on behalf of the
employee.
Deferred Compensation Plan: The Agency shall contribute the amount
of $300 per month for regular full-time Management employees, and $200
per month for regular full-time Mid-Management and Confidential
employees into the proper qualified deferred compensation plan as
appropriate and allowed for under this policy. All other contributions for
Management, Confidential and Mid-Management employees into a
qualified deferred compensation plan shall be at the employee's expense,
except for any Agency contribution allowed for under Section 6A "Cap on
Agency Contributions Towards Medical, Dental, Vision, Supplemental
Life Insurance, Deferred Compensation, and Long-Term Care". For
regular full-time General employees, the Agency provides an optional
7
group deferred compensation plan for all employees, at the employee's
expense, except for any Agency contribution allowed for under Section
6A "Cap on agency Contributions Towards Medical, Dental, Vision,
Supplemental Life Insurance, Deferred Compensation, and Long-Term
Care". All and any contributions shall be in accordance with law.
Employee Assistance Pro\!ram (EAP): Regular full-time Agency
employees may seek assistance from the City's Employee Assistance
Program (EAP) as long as the City provides such service.
Cap on A\!ency Contributions Towards Medical. Dental. Vision.
Supplemental Life Insurance. Deferred Compensation. and Lon\!-
Term Care: Effective beginning with January 1, 2003 insurance
premiums, the Agency's per employee contribution for Agency provided
group PERS medical insurance, dental insurance, vision insurance,
supplemental life insurance premiums, the employee portion of group
deferred compensation, retirement service credit, and PERS provided
long-term care premiums, shall not exceed, in the aggregate, seven
hundred seventy-five dollars ($775.00) per month per regular full-time
employee.
Subject to Internal Revenue Service ("IRS") and PERS regulations and
other applicable rules, an employee may choose how the Agency's
contributions are allocated amongst Agency provided group PERS
medical insurance, dental insurance, vision insurance, supplemental life
insurance, employee paid deferred compensation, retirement service
credit, and PERS provided long-term care premiums. PERS medical plan
insurance for the employee may only be discontinued by the employee
upon proof of comparable insurance through an alternate source; alternate
source medical plan premiums shall be paid for by the employee without
any Agency contribution.
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 who are authorized to work part-time
temporarily for reasons other than those mandated by law, and as approved by the
Executive Director, will be allowed benefits based on a pro-rata basis for a period not-to-
exceed three (3) months. Pro-rata means that the Agency will pay for allowed benefits
based upon the percentage of time the employee actually works provided the employee
agrees to pay for the portion not paid by the Agency. At the end of such three (3) month
8
period, determination shall be made by the Executive Director as to the employee's
temporary part-time status. Other 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 contributions 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
Califomia.
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 forty (40) hours of
vacation. Thereafter for the first five (5) years of continuous full-time employment,
every regular full-time 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.
After completion of five (5) years of continuous full-time employment and
commencing as of the sixth (6th) year through the fifteenth (15th) year, every regular full-
time employee shall accrue on a monthly basis ten (10) hours of vacation leave equal to
120 hours per year.
Notwithstanding the subparagraph above, upon completion of the tenth (10th) year
of continuous full-time employment, regular full-time employees shall be allowed 160
hours of vacation credited monthly for the next twelve (12) months of service. This 160
hours of vacation shall be at the completion of the tenth (10th) year, and shall be valid for
the eleventh (11 th) year only, credited monthly at the rate of thirteen and one-third (13-
1/3) hours. Thereafter, through and including the fifteenth (15th) year, vacation will be
again calculated at the rate of 120 hours per year, credited monthly.
After the completion of fifteen (15th) years of continuous full-time employment
and commencing as of the sixteenth (16th) year through the twentieth (20th) year, every
regular full-time 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 (20) years of continuous full-time employment
and commencing as of the twenty-first (2I't) year, every regular full-time 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. Accumulated vacation accruals may not exceed three (3) times an
employee's current annual entitlement (for example, 240 hours for an employee with less
than five (5) years continuous full-time employment). Once this three (3) year maximum
9
~....J
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 (3)
year maximum.
C. When a scheduled holiday occurs during the vacation of an employee, the
nine (9) hours of holiday pay as allowed for under these policies shall be accrued and
paid as holiday hours and shall not be charged as vacation hour~ for regular full-time
employees.
D. If a full-time regular employee remains in a non-pay status for fifty
percent (50%) 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, holiday 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 resigu 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 (40) hours for their vacation time once each fiscal year, provided that
they have accumulated a minimum of one hundred twenty (120) hours of vacation
credits.
G. Vacation credit may not be taken without prior approval of an employee's
supervisor. Part-time and temporary employees are not eligible to earn paid vacation
credit.
Section 8. SICK LEAVE:
A. Upon completion of six (6) months of continuous full-time employment
with the Agency, regular full-time employees will be credited with forty-eight (48) hours
of sick leave. Thereafter, sick leave will accrue at the rate of four (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 and accrue paid
sick leave. Accrued and unused sick leave may carry-over from year to year without
maximum.
10
""f',1'">' .
Authorized vacation, sick leave, holiday 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 or illness
or injury, exposure to contagious diseases, 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 the 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 at the discretion of the Executive
Director. Only upon the approval of the Executive Director, may the employee elect to
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), nine (9) or ten (10) hour work
day period as applicable.
D. At such time as the employee completes the first (1st) 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, bust shall add to the appropriate leave category. Once an option is
selected, it cannot be changed at a later time during the calendar year. Other forms of
leave, such as administrative leave or vacation lease, may not be used in lieu of sick leave
in order to avoid the use of sick leave and thus earn the eight (8) hours of credit.
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 two (2) working
days (required upon the third consecutive day of absence); in cases of documented
excessive sick leave use, verification from a licensed health care provider may be
required for \ess than three (3) consecutive days of absence at the discretion of the
Executive Director. Sick pay may be withheld if a satisfactory verification is not
received.
11
__r
F. Payment for Unused Sick Leave Upon Separation From Employment:
Manal!ement and Confidential Unit. Upon termination of employment for any
reason other than proven unlawful activity, upon retirement, or death, the Agency
shall pay to regular full-time Management and Confidential Unit employees, or to
their estate, one-hundred percent (100%) of their accrued, unused sick leave at the
employee's current hourly rate of pay at separation. There is no cap of
accumulated hours to be paid or minimum service year requirement. The accrual
of sick leave will be unlimited with no maximum allowance and shall be paid at
the employee's current hourly rate of pay.
Mid-Manal!ers Unit: Upon termination of employment for any reason other than
proven unlawful activity, upon retirement, or death, a regular full-time Mid-
Management Unit employee, with up to and including fourteen (14) years of
service, the Agency shall pay to the regular full-time employee, or to their estate,
fifty percent (50%) of their accrued, unused sick leave at the employee's current
hourly rate of pay at separation. After fourteen (14) years of Agency service, the
Agency shall pay one-hundred percent (100%) of their accrued, unused sick leave
to the regular full-time employee, or their estate, at their current hourly rate of pay
at separation. There is no cap of accumulated hours to be paid.
General Unit. Upon termination of employment for any reason other than
proven unlawful activity, upon retirement, or death, after five (5) years of Agency
service, the Agency shall pay to regular full-time General Unit members, or to
their estate, fifty percent (50%) of their accrued, unused sick leave at the
employee's current hourly rate of pay at separation. There is no cap of
accumulated hours to be paid.
Section 9. FAMILY CARE AND/OR MEDICAL LEAVE:
A. Elil!ibilitv
To be eligible for family care and/or medical leave, an employee must (I) have
worked for the Agency for at least the twelve (12) 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 Familv Care and Medical Leave
"Family care leave" may be requested for: (I) the birth or adoption of an
employee's child; (2) the placement of a foster child with the employee; or (3) 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"
12
~""""
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 Familv Care and Medical Leave
Employees may substitute accrued vacation time and sick leave for all family care
and medical leaves.
D. Amount of Leave
Provided all the conditions of this Policy are met, an employee may take a
maximum of twelve (12) weeks of family care and/or medical leave in a rolling twelve
(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 entitle to beyond
twelve (12) weeks in a twelve (12) month period. For example, if an employee has
accrued four (4) weeks of unused paid vacation time at the time of the request for family
care and/or medical leave that paid vacation time may be substituted for the first four (4)
weeks of family care and/or medical leave, leaving up to eight (8) 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 (2) weeks' duration; however, the
Agency will provide employees with family care leave for birth, adoption, or foster care
placement for less than two (2) 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 (I) 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 when 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 Effect on Pay
Except to the extent that other paid leave is substituted for family care or medical
leave, family care and/or medical leave is unpaid.
F. Leave's Effect on Benefits
During an employee's family care and/or medical leave, for up to a maximum of
twelve (12) weeks in a twelve (12) month period, the Agency shall continue to pay for
the employee's participation in the Agency's group health insurance plan, to the same
13
extent and under the same terms and conditions as would apply had the employee not
taken leave.
Employees on family care or 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.
G. Procedure for Requestine Familv Care and/or 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 thirty (30) calendar
days' advance notice to the Agency of the need for family care or medical leave.
For events that are unforeseeable thirty (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 two (2) working days after the
employee learns of the need for the leave. If the leave is requested in connection
with a planned, non-emergency medical treatment, the employee may be
requested to reschedule the treatment so as to minimize disruption of the
Agency's business.
If the employee fails to provide the requisite thirty (30) day advance
notice for foreseeable events without any reasonable excuses for the delay, the
Agency reserves the right to delay the taking of the leave until at least thirty (30)
days after the date the employee provides notice of the need for family care and/or
medical leave.
All requests for family care or medical leave should include the
anticipated date(s) and duration of the leave. Any request for extension of 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 fifteen (15) calendar
days after the Agency's request for certification, unless it is not practicable under
14
, I
circumstances to do so, despite the employee's good faith effort. 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 fifteen (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. Any extensions are subject to this rules and guidelines as
stated in this Policy and consistent with applicable law.
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 conditions 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.
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 scheduled
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.
15
i L...
Section 10. PREGNANCY-RELATED DISABILITY LEAVE OR TRANSFER:
A. EliI!ibility 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 (4) 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 based upon a medical certification from their
health care provider. 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 reasonable
accommodated, based upon a medical certification from their health care
provider.
B. Substitution of Paid Leave for Pre2nancv-Related Disability Leave
An employee taking pregnancy-related disability leave may substitute any
available sick payor 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.
C. Other Terms and Conditions of Leave
The provisions of the Company's Family Care and Medical Leave policy
regarding the leave's effect of 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 (1) medical opinion.
Section 11. PERSONAL LEAVE:
Personal leave up to a maximum of twenty-four (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 based upon an accrued sick leave balance to cover such
usage. Personal leave shall not accumulate or carry over from one (I) calendar year to
any succeeding calendar year.
16
Section 12. BEREAVEMENT LEAVE:
Upon the death of a member of the employee's immediate family, (as defmed in
sick leave), up to forty (40) hours of bereavement leave with pay per calendar year shall
be allowed when the employee has an equivalent number of sick hours accrued. The total
number of hours approved shall be based upon all circumstances made known to the
employee's supervisor prior to the taking of such leave. Bereavement leave shall be
charged to available 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, as an
inquest juror, or have received a work related subpoena to testifY or give a deposition in a
court or in the course of an investigation 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 hislher regular pay while serving on jury duty, provided that all
jury fees paid to such employee, less automobile expense allowed, shall have been
remitted to the Agency. Employees shall request payment if not automatically provided.
Section 14. MIL1T ARY 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 sell. or any other applicable
law governing such service. 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. If any part
of this Policy regarding Military Leave is in conflict with any applicable laws in effect at
the time of the leave, the applicable laws shall take precedence.
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 (1) year immediately prior to the
day in which said absence begins, shall be entitled to receive hislher salary for the first
thirty (30) calendar days of any such absence in anyone (1) 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
17
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 15. OTHER LEA YES 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 (3) 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 (1) 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 ninety (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 of 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 an employee is on a leave without pay status on a pro-rata basis as stated within this
Policy, 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 provisions of this section to the contrary, the
Agency will continue its contribution for benefits of an employee on leave of absence due
to any injury or illness arising out of and in the course of hislher employment with the
Agency as stated in this Policy or by any applicable laws.
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
18
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% of their normal salary
or wages (including disability payments) for the first three (3) working days of their
absence due to injury. Effective upon the fourth (4th) 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 and 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 up to nine (9) accrued and/or paid
hours for each of the following holidays:
Holiday
Observance
New Year's Day
Martin Luther King, Jr. Birthday
President's Day
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
Third Monday in February
Last Monday in May
July 4th
First Monday in September
November 11 th
Fourth Thursday in November
Friday after Thanksgiving
December 24th
December 25th
December 3151
As Approved by Management
19
When a holiday occurs on Saturday, the preceding Friday shall be observed.
When a holiday occurs on Sunday, the following Monday shall be observed. When
Christmas Day and New Years Day fall on Saturday, then the following Monday, or a
day the Commission deems, 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
may be taken 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
(up to 9 hours) 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 any employee is on a 4/10 work week, or other schedule
that dictates a regular work day longer than nine (9) hours, the employee will be required
to use an appropriate leave category for any hours taken off in excess of nine (9) hours. 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, providing 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 (80) hours in a two (2) week period for full-time employees.
No General Unit employee may work overtime without the express prior approval their
supervisor and 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 compensatory time. Management Unit employees shall receive eighty
(80) hours of Administrative time off each calendar year, which cannot be carried over to
the next calendar year. Confidential Unit employees shall receive fifty-six (56) hours of
Administrative time off each calendar year, which cannot be carried over to the next
20
calendar year. Mid-management Unit employees receive forty (40) hours of
Administrative time off each calendar year, which cannot be carried over to the next
calendar year. Prior approval must be obtained to use Administrative time.
Section 19. USE OF PERSONAL VEHICLES AND TRAVEL COMPENSATION:
A. The Executive Director may require any employee to provide hislher own
insured vehicle to conduct Agency business. A Management Unity employee required to
provide hislher own insured vehicle incident to conducting Agency business may receive
either mileage reimbursement or a salary allowance for automobile usage, but not both.
Employees required to provide hislher own 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. A copy of the employee's
valid driver's license is required to be on file in the Agency's office.
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 "Condition 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 Section 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 rninutes of the Agency and the City Council, pursuant
to California Health and Safety Code section 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 contact 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 (3) years immediately preceding the selection of the Project Area pursuant to
California Health and Safety Code Section 33130 (b).
21
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 Califoruia 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 faruily 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.
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 coworkers. 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.
22
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 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 the California Department ofFair 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 (5) 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.
23
D. An Employee Assistance Program is available to provide comprehensive
employee assistance and counseling services to all Agency employees. The City program
as outlined under Benefits 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 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 hislher 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:
24
'."..
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 (3) or more working days, or lack
of notification each day of absence.
k. Neglect of duty.
I. 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.
n. Excessive sick leave use.
B. Nothing in the foregoing paragraph shall limit orrestrict 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 REDUCTION IN FORCE:
A. The Agency's activities are dependent upon various funding sources and
25
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 (1) 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 (2) 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 (2) 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 REIMBURSMENT 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.
All reimbursements for tuition will be based upon and will not exceed the current tuition
rates per unit at California State University San Bernardino at the time the course is
taken.
Manal!ement 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-Manal!ers 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.
Costs for required text are eligible for 100% reimbursement.
26
Tuition or registration cost of fifty dollars ($50.00) or less are eligible for 100%
reimbursement. Tuition costs in excess of fifty dollars ($50.00) are eligible for 75%
reimbursement based upon the California State University San Bernardino per unit rates
with proof of a passing grade of "c" or better.
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 materials for each course. Additional expenses
such as meals and parking fees are not reimbursable.
Costs for required texts are eligible for 1 00% reimbursement.
Tuition or registration costs of fifty dollars ($50.00) or less are eligible for 100%
reimbursement. Tuition costs in excess of fifty dollars ($50.00) are eligible for 75%
reimbursement based upon the California State University San Bemardino per unit rate
with proof of a passing grade of "c" or better.
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 (1) 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.
27
Should and 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.
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 authorization, regular full-time Management Unit employees
(Executive Director of the Agency, Deputy Director, Administrative Services Director
and Director of Housing and Community Development) are eligible for a fixed montWy
automobile allowance. The current automobile allowance authorized is $350 per month
for the Deputy Director and $300 per month for the Administrative Services Director and
Director of Housing and Community Development. The Executive Director's automobile
allowance is negotiated and allowed for in the Executive Director's contract as approved
by the Commission. Regular full-time Management Unity employees receiving such
automobil" allowance are not eligible to use an Agency-owned vehicle or to receive
mileage reimbursement, except for special prior approved circumstances. 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. A valid driver's license in this case must be on file in the Agency's offices.
This automobile allowance is separate from reimbursement for car rental or other
aulomobile travel expenses incurred in connection with authorized business trave~
including mileage reimbursement in lieu of air fare when such mileage reimbursement is
lower than the related air fare.
28
EXHIBIT "C- 72"
City of San Bernardino
ECONOMIC DEVELOPMENT AGENCY
Director of Housing and Community Development
SUMMARY JOB DESCRIPTION:
Under direction, manages, supervises and coordinates the functions of the Housing and Community
Development Division of the Economic Development Agency, and provides staff assistance to the
Executive Director. Directs, supervises and performs a variety of professional-level functions as related to
City and redevelopment low-moderate housing activities, Community Development Block Grant activities,
and other federal or state funded activities; coordinates planning, environmental studies, architectural
and/or engineering services as related to housing and/or federal programs; and performs related duties as
required.
REPRESENTATIVE DUTIES:
Duties may include, but are not limited to, the following:
I. Provide courteous and expeditious customer service to the general public and Agency staff.
2. Plan, manage and coordinate the goals, activities, objectives and accomplishments of the Housing
and Community Development Division of the Economic Development Agency consistent with the
goals of the City and of the Agency; design and implement Division policies and procedures
necessary to provide Division services and further the Agency's, the City's and the Division's
goals; prepare a statement of the Division's objectives and time frames for the accomplishment
thereof.
3. Manage, supervise and perform Community Development Block Grant, federal program, and
housing activities, projects and programs; supervise and motivate staff in the development and
implementation of such projects and programs; monitor progress and make recommendations for
improvements.
4. Manage, supervise and perform Community Development Block Grant, federal program, and
housing activities which may include grant seeking and writing, property acquisition, property
disposition and management, relocation, demolition, project and program development and
negotiation, analysis of proposals and recommendation thereof, and secure project financing.
5. Work with citizen community groups, auditors, regulators, and/or the Community Development
Commission and Committees for the proper flow of information as requested or as required by
various State, City, Agency or federal procedures, policies, regulations or laW; determine
compliance with various policies, procedures, regulations or law and make recommendations
thereto.
6. Manage, organize and supervise the issuance, review and recommendation of requests for
proposal/qualification for development, consultants, or programs; supervise invitation for bids,
inspection of properties, and other related activities; analyze programs or projects for feasibility
and cost effectiveness.
7. Manage, organize and supervise the development and implementation of policies and procedures
for various housing grant and loan programs through a variety of funding sources; develop bench
marks and evaluation policies and procedures for the monitoring of such programs, make
recommendations and take corrective action as necessary; ensure proper marketing of such
programs.
I
EXHffiIT "C - 73"
Economic Development Agency
Director of Housing and Community Development (continued)
8. Manage, organize and supervise the reporting processes required for housing and federal
programs; analyze reports, make reconunendation and take corrective action as necessary.
9. Manage the preparation of various federal or state grant and/or entitlement applications.
10. Manage and prepare Connnission and Connnittee staff reports, special studies, public information
or other related items; make presentations to Common Council, Connnission, Connnittees or other
public or non-profit boards as necessary.
II. Routinely adhere to and maintain a positive attitude towards City and Agency goals; and, perform
related duties or work as required.
MINIMUM EXPERIENCE AND OUALIFICATIONS:
A Bachelor's degree or equivalent from an accredited college or university with major course work in
business administration, public administration, finance, economics, urban planuing or a closely related
field. A Master's degree is desirable.
Ten (10) years of increasing responsible professional experience, including substantial management
respousibilities, in federal, state, and local housing programs, Community Development Block Grant
programs, redevelopment, economic development and other federal and/or state grant programs. At least
three (3) years of experience must be demonstrated in direct supervision of subordinate personnel.
Possession of a valid Class "e" California Driver's License.
GENERAL OUALIFICATIONS:
Knowledge of:
Community Development Block Grant regulations and policies, redevelopment
low-moderate housing fund law and policies, and other federal grant
program regulations and policies;
Principals and practices of office management, administration, supervision and
training;
Ability to:
Express ideas on technical subjects clearly and concisely, orally and in writing;
proper use of grammar, spelling, punctuation and precise report writing;
Supervise staff in the seeking of grants for activities and the writing of such grants
in competition;
Supervise, train and evaluate professional staff;
Gather, organize and analyze information and arrive at sound conclusions;
Establish and maintain effective working relationships with those contacted in the
course of work;
See in the normal visual range with or without correction;
Hear in the normal audio range with or without correction;
Exhibit normal range of body motion;
2
1-,
EXHIBIT"C -74"
Economic Development Agency
Director of Housing and Community Development (continued)
ORGANIZATIONAL RELATIONSHIPS:
The Director of Housiog and Community Development is a management position io the Economic
Development Agency under the direction of the Executive Director. Supervision is exercised over Housiog
and Community Development Division professional staff.
Approved: Community Development Commission Date:
3
I..
EXHIBIT "C - 75"
City of San Bernardino
ECONONUCDEVELOPMENTAGENCY
Senior Civil Engineer Land Planning
SUMMARY JOB DESCRIPTION:
Under direction, performs complex duties as related to design, evaluation, and construction related to civil
engineering and land planning; and performs related work as required.
REPRESENTATIVE DUTIES:
Duties may include, but are not limited to, the following:
I. Provides courteous and expeditious customer service to the general public and Agency staff.
2. Develops engineering project plans, specifications and estimates; studies and recommends the
solution of difficult engineering problems; develops or revises design aud construction standards
for structures and development projects where uecessary.
3. Orders surveys, maps aud data collection; prepares estimates in the investigation and evaluation of
preliminary plans for expansion, modificatiou or new construction of a variety of developments
and projects; prepares estimates and reports; reviews submittals by consultant engineers and sets
improvement requirements for private land developments.
4. Reviews building plans submitted by architects for various developments and projects.
5. Attends meetings, workshops and conferences in order to stay abreast of changes and
developmeuts in the engineering field.
6. Answers questions and provides information to the public, staff, governing bodies; investigates
complaints and recommends corrective action as necessary to resolve complaints.
7. Routinely adheres to and maintains a positive attitude towards City and Agency goals; and,
performs related duties as assigned.
MINIMUM EXPERIENCE AND QUALIFICATIONS:
Registtation as a Civil Engineer with the State of California and a Bachelor's degree or equivalent from an
accredited college or university with major course work in civil engineering.
Seven (7) years of professional experience in engineering design and modeling experieuce.
Possession of a valid California class "C" driver's license.
GENERAL QUALIFICATIONS:
Knowledge of:
Statistics and the graphic presentation of materials;
Engineering economics and project cost estimating;
Plan checking methods;
EXHmIT "C - 76"
Economic Development Agency
Senior Civil Engineer Land Planning (continued)
General research, statistical and report writing methods;
Applicable federal, state and local laws, regulations, ordinances and policies;
Principles and practices of management, administration, training and public relations;
Terminology used in civil engineering and related fields and office engineeting work;
Advanced methods, materials and standard engineering specifications used in consbtUction of
Various developments and projects;
Zoning ordinances, setbacks, tax and improvement easements and encroachments;
Principles, practices and equipment used in civil engineering, drafting and architec~al design;
Modem office equipment and procedures;
English usage, spelling, grammar, punctuation, and report writing;
Ability to:
Prepare, draft and maintain maps and drawings;
Review and evaluate engineering plaus for competency;
Schedule and program work on a long-term basis;
Interpret engineering notes accurately;
Make mathematical computations quickly and accurately;
Read and understand blueprints, plans and specifications;
Evaluate materials, workmanship and construction methods;
Apply civil engineering principles and practices to the solution of difficult probleIll$ related
To the design and construction of various development and projects;
Independently perform the full range of responsible and difficult analytical and technical work
involving the use of independent judgment and personal initiative;
Do technical research and prepare comprehensive reports;
Communicate clearly, concisely and effectively, both orally and in writing;
Plan and organize work to meet schedules and timelines;
Gather, organize and analyze information and arrive at sound conclusions;
Establish and maintain effective relationships with those contacted in the course of work;
Understand and carry out oral and written instructions;
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
The conditions herein are representative of those that must be met by an employee to successjUlly perform
the essential jUnctions of this job. Reasonable accommodations may be made to enable individuals with
disabilities to perform the essential job jUnctions.
Environment: Normal office setting; indoor and outdoor environment; exposure to noises; work
in inclement weather conditions.
Vision: See in the normal visual range with or without correction; vision sufficient to read small
print, computer screens and other printed documents.
Hearing: Hear in the normal audio range with or without correction.
Physical: Incumbents require sufficient mobility to work in an office setting and operate office
equipment; require sufficient mobility for walking, standing or sitting for prolonged period of
time; travel to meetings outside the Agency offices may be required.
2
I~
EXHIBIT "C - 77"
EcononUc Devclopment Agency
Senior Civil Engineer Land Planning (continued)
ORGANIZATIONAL RELATIONSHIPS:
The Senior Civil Engineer Land Planning is a Mid-Management employee in the EcononUc Development
Agency. Direction is received from the Executive Director or Deputy Director.
Approved: Community Development COmnUssion Date:
3
EXHIBIT "C - 78"
City of San Bernardino
ECONOMIC DEVELOPMENT AGENCY
Senior Urban Planner
SUMMARY JOB DESCRIPTION:
Under direction, perfonos complex professional duties as related to urban planning; perfonos studies and
prepares plans on a variety of developments and projects; and perfonos related work as required.
REPRESENTATIVE DUTIES:
Duties may include, but are not limited to, the following:
I. Provides courteous and expeditious customer service to the general public and Agency staff.
2. Initiates correspondence to developers and the public; responds to correspondence and answers
questions regarding a variety of planning issues.
3. Perfonos professional work in planning, zoning and redevelopment activities relative to land use;
analyzes factors influencing trends; makes predictions concerning future expansions,
redevelopment and new development.
4. Reviews bnilding plans submitted by architects for various developments and projects.
5. Conducts surveys and compiles data relating to zoning, performance standards, ordinance
revisions and changes; reviews development plans for compliance with zoning ordinances,
regulations and policies established by the Planning Commission and the Common Council;
prepares current and long-range plans for subdivisions and zoning activities, land use, community
design, housing, streets and highways.
6. Interprets and applies zoning ordinances.
7. Reviews and confers on presented plans and designs, reviews and resolves site design problems
and confers with developers to modify site plans; prepares and reviews environmental iropact data
and makes recommendations; drafts project agenda items and legal notices; prepares maps and
special sketches; designs charts and graphics; presents agenda items.
8. Confers withbnilding inspectors, officials, engineers, architects, developers and others; reviews
plans and drawings to ensure compliance with approved plans and City ordinances; perfonos field
and site inspections during and after construction to ensure project is in compliance with approved
plans.
9. Writes requests for proposals for consultants in environmental planning, urban design, housing
and economic studies and projections; evaluates proposals and selects consultants; prepares
agreements and monitors consultants.
10. Attends meetings, workshops and conferences in order to stay abreast of changes and
developments in the planning field.
II. Answers questions and provides information tu the public, staff, governing bodies; investigates
complaints and recommends corrective action as necessary to resolve complaints.
I
I~
EXHIBIT "C - 79"
Economic Development Agency
Senior Urban Planner (continued)
12. Routinely adheres to and maintains a positive attitude towards City and Agency goals; and,
performs related duties as assigned.
MINIMUM EXPERIENCE AND OUALIFICATIONS:
Bachelor's degree or equivalent from an accredited college or university with major course work in land
use planning or a closely related field.
Five (5) years of increasingly responsible experience in land use urban planning.
Possession ofa valid California class "C" driver's license.
GENERAL OUALIFICATIONS:
Knowledge of:
Statistics and the graphic presentation of materials;
Theories, principles and practices of municipal planning and zoning;
Plan checking methods;
General research, statistical and report writing methods;
Applicable federal, state and local laws, regulations, ordinances and policies;
Principles and practices of management, administration, training and public relations;
Terminology used in planning and related fields and office planning work;
Advanced methods, materials and standard planning specifications used in construction of
various developments and projects;
Zoning ordinances, setbacks, tax and improvement easements and encroaclunents;
Principles, practices and equipment used in planning, drafting and architectural design;
Modern office equipment and procedures;
English usage, spelling, grammar, punctuation, and report writing;
Ability to:
Organize and conduct planning research studies;
Review, understand and evaluate plans, blueprints, proposals and design;
Schedule and program work on a long-term basis;
Interpret planning issues accurately;
Make mathematical computations quickly and accurately;
Evaluate materials, workmanship and construction methods;
Apply planning principles and practices to the solution of difficult problems related
to the design and construction of various development and projects;
Independently perform the full range of responsible and difficult analytical and technical work
involving the use of independent judgment and personal initiative;
Do technical research and prepare comprehensive reports;
Communicate clearly, concisely and effectively, both orally and in writing;
Plan and organize work to meet schedules and timelines;
Gather, organize and analyze information and arrive at sound conclusions;
Establish and maintain effective relationships with those contacted in the course of work;
Understand and carry out oral and written instructions.
2
I ~
EXHIBIT "C - 80"
Economic Development Agency
Senior Urban Planner (continued)
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
The conditions herein are representative of those that must be met by an employee to successjUlly perform
the essential jUnctions of this job. Reasonable accommodations may be made to enable individuals with
disabilities to perform the essential job jUnctions.
Environment: Normal office setting; indoor and outdoor enviromnent; may travel to and from
site; exposure to noises; work in inclement weather conditions.
Vision: See in the nonnal visual range with or without correction; vision sufficient to read small
print, computer screens and other printed documents.
Hearing: Hear in the nonnal audio range with or without correction.
Physical: Incumbents require sufficient mobility to work in an office setting and operate office
equipment; require sufficient mobility for walking, standing or sitting for prolonged period of
time; travel to meetings outside the Agency offices may be required.
ORGANIZATIONAL RELATIONSIDPS:
The Seuior Urban Planner is a Mid-Management employee in the Economic Development Agency.
Direction is received from the Executive Director or Deputy Director.
Approved: Community Development Commission Date:
3
I _
EXHIBIT "C - 81"
City of San Bernardino
ECONOMIC DEVELOPMENT AGENCY
Senior Administrative Analyst Real Estate Acquisition
SUMMARY JOB DESCRIPTION:
Under supervision and direction, performs routine office and field work involved with real property,
improvements, rights-of-way and easements; assists with acquisition, disposition, valuation, recordation,
lease negotiation, relocation and property management; and performs related work as required.
REPRESENTATIVE DUTIES:
Duties may include, but are not limited to, the following:
1. Provides courteous and expeditious customer service to the general public and Agency staff.
2. Researches real property values and title records; examines engineering plans and property maps
to determine extent of property requirements for street rights-of-way and easements; assists and
prepares documents for execution of deeds, quit claims, partial releases and other related
documents.
3. Assists with the acquisition and disposition of real property; prepares maps and rough sketches of
property and plot descriptions being acquired; prepares and submits for printing various
newspaper publications required involving real property transactions.
4. Assists with information for Agency agenda items; assists with preparation, review and edits of
various documents, agreements, legal descriptions, and correspondence involved in real property
acquisition, disposition or lease.
5. Assists with the preparation of purchase orders, invoices and requests for payment concerning real
property operations and maintenance; coordinates weed abatement, utilities, maintenance and
landscaping for various Agency properties; negotiates and mouitors required bids for service
agreements in accordance with Agency policies and procedures; mouitors and controls
expenditures in accordance with Agency guidelines and approved budget.
6. Assists with relocation activities, including providing appropriate benefits and relocation
payments to relocates; assists with the coordination of demolition activities.
7. Secures, examines and interprets title reports on real property transactions and prepares necessary
documents to secure clear title; assists with maintaining a current detailed inventory of Agency
owned surplus property, including buildings, valuation and other pertinent data.
8. Attends meetings, workshops and conferences in order to stay abreast of changes and
developments in the real property acquisition field.
9. Answers questions and provides information to the public, staff, governing bndies; investigates
complaints and recommends corrective action as necessary to resolve complaints.
10. Routinely adheres to and maintains a positive attitude towards City and Agency goals; and,
performs related duties as assigned.
1-
EXHffiIT "C - 82"
Economic Development Agency
Senior Administrative Analyst Real Estate Acquisition (continued)
MINIMUM EXPERIENCE AND QUALIFICATIONS:
Bachelor's degree or equivalent from an accredited college or university with major course work in real
estate, finance, economics, business or public administration, or a closely related field.
Three (3) years of experience in real estate management, real property acquisitions, disposition, and
operation and maintenance of real property.
Possession of a valid California class "C" driver's license.
GENERAL QUALIFICATIONS:
Knowledge of:
Pertinent federal, state and local laws, codes and regulations conceruing real estate;
Lease agreements and leasing practices;
General research, statistical and report writing methods;
Real estate analysis and research procedures;
Modem office equipment and procedures;
English usage, spelling, grammar, punctuation, and report writing;
Ability to:
Organize and conduct real estate research studies;
Review, understand and evaluate real estate documents;
Schedule and program work on a long-term basis;
Interpret real estate isSues accurately;
Manage and operate Agency properties;
Independently perform the full range of responsible and difficult analytical and technical work
involving the use of independent judgment and personal initiative;
Do technical research and prepare comprehensive reports;
Communicate clearly, concisely and effectively, both orally and in writing;
Plan and organize work to meet schedules and timelines;
Gather, organize and analyze information and arrive at sound conclusions;
Establish and maintain effective relationships with those contacted in the course of work;
Understand and carry out oral and written instructions.
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
The conditions herein are representative of those that must be met by an employee to successfUlly peiform
the essential fUnctions of this job. Reasonable accommodations may be made to enable individuals with
disabilities to peiform the essential job fUnctions.
Environment: Normal office setting; indoor and outdoor environment; may travel to and from
site; exposure to noises; work in inclement weather conditions.
Vision: See in the normal visual range with or without correction; vision sufficient to read small
print, computer screens and other printed documents.
2
I~
EXlDBIT "C - 83"
Economic Development Agency
Senior Administrative Analyst Real Estate Acquisition (continued)
Hearing: Hear in the normal audio range with or without correction.
Physical: Incumbents require sufficient mobility to work in an office setting and operate office
equipment; require sufficient mobility for walking, standing or sitting for prolonged period of
time; travel to meetings outside the Agency offices may be required.
ORGANIZATIONAL RELATIONSIDPS:
The Senior Administrative Analyst Real Estate is a general employee in the Economic Development
Agency. Supervision is received from the Real Estate Manager.
Approved: Community Development Commission Date:
3
I~
EXHIBIT "C - 84"
City of San Bernardino
ECONOMIC DEVELOPMENT AGENCY
GIS I Graphic Analyst
SUMMARY JOB DESCRIPTION:
Provides conceptual graphic illustration (audio-visual and display) for a wide variety of projects and
Agency and City activities; provides graphic services in areas of marketing, layouts, architectural and
engineering services.
REPRESENTATIVE DUTIES:
Duties may include, but are not limited to, the following:
I. Provides courteous and expeditious customer service to the general public and Agency staff.
2. Interprets data from assessment maps, title reports, engineering surveys, capital improvement
plans and other resources necessary for updating and preparing drawings, layouts, and/or maps for
the Agency.
3. Graphic design and preparation of materials depicting Agency projects useful in communicating
planning and design concepts of Agency and City activities and for presentation at Community
Development Commission/City Council meetings.
4. When required, assists in the performance of inspection work and windshield surveys to obtain
information on conditions of developments or properties in existing or proposed redevelopment
project areas.
5. Prepares charts, graphics, descriptive drawings, isometric views, rendering or architectural
landscaping and parking layouts; provides graphic services when required to assist in the approval
process of plans for developments within redevelopment project areas.
6. Provides drafting/graphic services of concepts showing preliminary buildings, sites, parking and
street layouts from data provided and as necessary to assist development; assists Agency staff in
the research of information regarding redevelopment project areas for developers or staff engaged
in site stodies for developments.
7. Assists Agency staff with the design and production of Agency documents, reports, exhibits and
any updates.
8. Coordinates and assists in the preparation of brochures, magazine and newspaper advertisements,
audio visual, and computer graphic presentations; provides technical and production support for
presentations, conferences and seminars; and if required and approval given, prepares and assists
with City department graphic services.
9. Attends meetings, workshops and conferences in order to stay abreast of changes and
developments in the GIS and graphic design fields.
I
I ,
EXHIBIT "C - 85"
Economic Development Agency
GIS I Graphic Analyst (continued)
10. Routinely adheres to and maintains a positive attitude towards City and Agency goals; and,
perfonns related duties as assigned.
MINIMUM EXPERIENCE AND QUALIFICATIONS:
Bachelor's degree or equivalent from an accredited college or university with major course work in
drafting, computers, computer graphics, graphic design or a closely related field; or seven (7) years as a
Graphic and Design Specialist or similar I equivalent position.
Three (3) years of experience in graphic and design preparation and presentation.
Possession of a valid California class "e" driver's license.
GENERAL QUALIFICATIONS:
Knowledge of:
Uses, principals, techniques and care of drafting instruments and the materials used in graphic
presentation;
Various computer graphic presentation programs and the ability to utilize and the knowledge
of the principals and techniques on PC programs, such as: Word, Adobe Illustrator,
Adobe Photoshop, Adobe Pagemaker;
Principle and techniques of computer aided drafting and design;
Statistical and graphic presentation of materials;
Principles and techniques of material design layout for advertisements, brochures and displays;
Modem office equipment and procedures;
English usage, spelling, grammar, punctuation, and report writing.
Ability to:
Understand and interpret information from assessment maps, property title reports, engineering
surveys and capital improvement plans;
Prepare and update maps; prepare architectural design and engineering drawing; prepare charts,
graphs, descriptive drawings, isometric views and renderings and/or architectural
landscape layouts;
Research and compile information necessary to accomplish Agency projects and/or developments;
Operate graphic computer equipment and audio visual equipment;
Plan, design and produce a variety of highly complex maps, presentations, advertisements and
other display material;
Schedule and program work on a long-term basis;
Independently perform the full range of responsible and difficult analytical and technical work
involving the use of independent judgment and persoual initiative;
Do technical research and prepare comprehensive reports;
Communicate clearly, concisely and effectively, both orally and in writing;
Plan and organize work to meet schedules and timelines;
Gather, organize and analyze information and arrive at sound conclusions;
Establish and maintain effective relationships with those contacted in the course of work.
2
I~
EXHffiIT "C - 86"
Economic Development Agency
GIS I Graphic Analyst (continued)
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
The conditions herein are representative of those thot must be met by an employee to successfully peiform
the essential functions of this job. Reasonable accommodations may be made to enable individuals with
disabilities to peiform the essential job functions.
Environment: Normal office setting; indoor aud outdoor environment; may travel to aud from
site; exposure to noises; work in inclement weather conditions.
Vision: See in the normal visual range with or without correction; vision sufficient to read small
print, computer screens aud other printed documents.
Hearing: Hear in the normal audio range with or without correction.
Physical: Incumbents require sufficient mobility to work in au office setting aud operate office
equipment; require sufficient mobility for walking, Slauding or sitting for prolonged period of
time; travel to meetings outside the Agency offices may be required.
ORGANIZATIONAL RELATIONSHIPS:
The GIS I Graphic Analyst is a general employee in the Economic Development Agency. Supervision is
received from the Real Estate Manager.
Approved: Community Development Commission Date:
3
I...
EXHIBIT "C - 87"
City of San Bernardino
ECONOMITCDEVELOPMENTAGENCY
Human Resource Analyst
SUMMARY JOB DESCRIPTION:
Under supervision and direction, has functional responsibility for the operation of a technical personnel
unit; performs responsible and complex professional work related to position classification, compensation,
employee benefits, recruitment, and test and selection procedures; assists in the formulation, development
and interpretation of personnel rules and policies; assists with and promotes employee relations; and
performs related work as required.
REPRESENTATIVE DUTIES:
Duties may include, but are not limited to, the following:
I. Provides courteous and expeditious customer service to the general public and Agency staff.
2. Researches, analyzes, audits and participates in the maintenance of the Agency's classification
plans; conducts job classification analysis; prepares or revises class specifications; develops
classification recommendations and reports.
3. Analyzes, audits and makes recommendations for compensation administration; develops,
analyzes and responds to salary and benefit surveys, including classification comparability;
recommends salary range placements and adjustments; implements and reviews salary structure
and merit adjustments.
4. Evaluates and recommends changes to personnel rules and regulations; prepares staff reports and
resolutions for Community Development Commission approval.
5. Analyzes and interprets State and Federal legislation and regulations regarding employment
practices; makes reconnnendations and implements changes.
6. Plans and coordinates selection and recruitment activities.
7. Interprets personnel policies and procedures; responds to requests for information and assistance
from employees, management, outside agencies and the public.
8. Attends meetings, workshops and conferences in order to stay abreast of changes and
developments in the human resources field.
9. Coordinates employee benefits administration activities; assists Agency employees with
insurance, retirement and other benefit problems
10. Answers questions and provides information to the public, staff, governing bodies; investigates
complaints and recommends corrective action as necessary to resolve complaints.
II. Routinely adheres to and maintains a positive attitude towards City and Agency goals; and,
performs related duties as assigned.
I
EXHIBIT "C - 88"
Economic Development Agency
Hnman Resonrce Analyst (continued)
MINIMUM EXPERIENCE AND OUALIFlCATIONS:
A Bachelor's degree or equivalent from an accredited college or university with major course work in
personnel, business or public administration, or a closely related field.
Three (3) years of professional experience in employee recruitment, selection, employee relations,
classification or other major human resources functions.
Possession of a valid California class "C" driver's license.
GENERAL OUALIFICATIONS:
Knowledge 0(:
Principles, systems and methods of classification, wage and salary administration, recruitment,
section and employee benefits;
Principles and practices of classification and compensation;
Techniques of recruitment and interviewing;
Principles and practices of public administration as related to human resources;
Applicable federal, state and local laws, regulations, ordinances and policies relating to public
Personnel administration;
Modern office equipment and procedures;
English usage, spelling, grammar, punctuation, and report writing;
Ability to:
Interpret and apply Agency human resource programs and policies to employees and the general
public;
Conduct classification analysis;
Utilize a variety of computer software programs;
Exercise good judgment, flexibility, creativity, and sensitivity in response to changing situations
and needs;
Independently perform the full range of responsible and difficult analytical and technical work
involving the use of independent judgment and personal initiative;
Do technical research and prepare comprehensive reports;
Communicate clearly, concisely and effectively, both orally and in writing;
Plan and organize work to meet schedules and timelines;
Gather, organize and analyze information and arrive at sound conclusions;
Establish and maintain effective relationships with those contacted in the course of work;
Understand and carry out oral and written instructions;
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
The conditions herein are representative of those that must be met by an employee to successjUlly perform
the essential jUnctions of this job. Reasonable accommodations may be made to enable individuals with
disabilities to perform the essential job jUnctions.
Environment: Normal office setting.
2
EXHIBIT "C - 89"
Economic Development Agency
Human Resource Analyst (continued)
Vision: See in the normal visual range with or without correction; vision sufficient to read small
print, computer screens and other printed documents.
Hearing: Hear in the normal audio range with or without correction.
Physical: Incumbents require sufficient mobility to work in an office setting and operate office
equipment; require sufficient mobility for walking, standing or sitting for prolonged period of
time; travel to meetings outside the Agency offices may be required.
ORGANIZATIONAL RELATIONSIDPS:
The Human Resource Analyst is a Confidential employee in the Economic Development Agency.
Direction is received from the Executive Director or Deputy Director.
Approved: Community Development Commission Date:
3
EXHIBIT "C-90"
City of San Bernardino
ECONOMIC DEVELOPMENT AGENCY
Enterprise ZonelEconomic Development Project Manager
JOB DESCRIPTION:
Under direction and general supervision, initiates, develops, manages and controls the Enterprise Zone,
commercial, industrial and housing projects, redevelopment, economic development, and other federal/state
grant activities; performs all aspects of entitlement activities; negotiates and fInalizes property acquisition,
property management, relocation, and property disposition activities; manages demolition and on/off site
construction activities; undertakes property and asset management including leasing, sale, maintenance and
rehabilitation activities; performs business retention, business attraction, and business support activities;
and performs related duties as required.
REPRESENTATIVE DUTIES:
Duties may include, but are not limited to, the following:
I. Provide courteous and expeditious customer service to the general public and Agency staff.
2. Develop and implement new Enterprise Zone, community development and redevelopment
projects, which are benefIcial to the implementation of the goals of the City and of the Agency;
develop, implement and perform business retention, business attraction and business support
activities.
3. Recruits potential businesses under the Enterprise Zone; markets the Enterprise Zone to promote a
positive image; promotes business-to-business relationships and cooperation; works to attract and
retain businesses; conducts extensive business and employee outreach efforts, informs businesses
of local and state incentives of the Enterprise Zone; reviews applications and determines
Enterprise Zone eligibility; develops Enterprise Zone budgets; coordinates services by
participating govermnental agencies; participates with the applicant through the process to ensure
a smooth customer service experience; assists with the coordination activities with other
redevelopment projects and economic development programs in the Enterprise Zone; ensures
compliance with all regulations, rules, policies and procedures of such programs and projects; set-
up and maintain all federal and state programs in on-line computer network as required; monitor
proper enviromnental clearance requirements.
4. Prepare federal, state grant applications, in accordance with all federal, entitlement, state or local
rules, regulations, policies and procedures; make recommendations as to specific funding levels,
feasibility and cost effectiveness of activities, programs and projects; prepare all necessary reports
and maintain records.
5. Undertake and supervise the plarming and administration of development activities and real estate
transactions including acquisition, subdivision, disposition, relocation, management, land use, and
improvement for real property; interface and negotiate with developers with respect to potential
development proposals; negotiate community development and redevelopment agreements of a
higWy complex and technical nature; develop creative fInancing methods to promote business and
development; develop contracts and agreements as a result of negotiations.
6. Perform small business attraction and retention; support and assist small businesses to develop and
grow through education and training.
EXHIBIT "C - 91"
Economic Development Agency
Enterprise ZonelEconomic Development Project Manager
7. Review proposals for development, consultants, federal grant funds, projects or programs and
determine feasibility and cost effectiveness; implement long and short-range land use planning
goals, economic development strategies and asset management activities.
8. Inspect on/off site contracts and construction in progress; assist in the review of contracts and
progress reports and maintain proper records; manage real property escrows and refinancing.
9. Work with citizen groups, legislative bodies and other community based organizations for the
proper flow of information requested or required in accordance with policies and procedures; work
with various agencies, contractors, or non-profit groups to develop and implement loan programs;
review loan documents and programs for compliance with all rules, regulations, policies and
procedures; make presentation to such groups, as necessary.
10. Routinely adhere to and maintain a positive attitude towards City and Agency goals; and, perform
related duties or work as required.
MINIMUM EXPERIENCE AND QUALIFICATIONS:
A Bachelor's degree or equivalent from an accredited college or university with major course work in
business admiuistration, public admiuistration, finance, economics, urban planning or a closely related
field.
Five (5) years of increasingly responsible professional experience in Enterprise Zone activities, Community
Development Block Grant programs, federal and/or state grant programs, redevelopment, economic
development and/or housing programs. Two (2) years of experience in direct supervision of subordinate
personnel is required.
Possession of a valid Class "C" California Driver's License. For out of State applicants, a valid driver's
license is required. A valid Class "C" California Driver's license must be obtained within ten (10) days of
appointment (CA Vehicle Code 12405c).
GENERAL QUALIFICATIONS:
Knowledge of:
Enterprise Zone rules, regulations, practices and processes;
Community Development Block Grant, and other federal/state grant program
regulations, rules, policies and procedures;
General redevelopment and redevelopment low-moderate housing fund laws,
regulations, policies and procedures;
Economic development, business attraction and retention, and revitalization
policies and procedures;
Attraction of small businesses and assistance with motivation, development and
financing methods;
Real estate, enviromnental, relocation and demolition rules and regulations;
Methods and techniques of contract interpretation, including acquisition,
disposition, construction, financing and property management;
Modem office equipment and various computer programs.
2
EXHIBIT "C - 92"
Economic Development Agency
Enterprise ZonelEconomic Development Project Manager
Ability to:
Implement policies and procedures and make reconnnendations for change or
corrective action;
Review loan requests, loan documentation, proposals, contracts, agreements and
make sound recommendations;
Express ideas on technical subjects clearly and concisely, orally and written;
proper nse of grammar, spelling, punctuation, and precise report writing;
Negotiate technical and complex development agreements;
Gather, organize and analyze information and arrive at sound conclusions;
Establish and maintain effective working relationships with those contacted in the
course of work.
ORGANIZATIONAL RELATIONSIDPS:
The Enterprise Zone/Economic Development Project Manager is a mid-management position in the
Economic Development Agency under the direction of the Executive Director or Deputy Director.
Approved: Connnunity Development Commission Date:
3