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HomeMy WebLinkAbout35-Council Office .liW . ... ,~ITY OF SAN BERJARDINO '..)- MEMORANDUfLJ To Honorable Mayor Evlyn Wilcox, and Members or the Common Council From James F. Penman City Attorney Subject Date Lawsuits Naming City December 7, 1987 Approved Date In late May, 1987, then City Attorney Ralph H. Prince advised you that the City Attorney's Office was defending 25 cases in-house. At approximately the same time he gave me a list of less than 100 cases which were, to his knowledge, the entire list of cases then filed against the City. Since that time, this office has conducted an exhaustive search to verify this list. This search has been hampered due to the volume of work in the office, the lack of a full staff the first several months of my term and the priorities of the Moratorium, Hotel and other matters as assigned by the Mayor and Council. This office and the Risk Management Office together (the files have now been combined in the City Attorney's Office) have files on 170 cases currently pending against the City. These include all Of the cases we were informed about by Mr. Prince as well as cases filed since June 1, 1987. Over the past three weeks we have discovered Superior Court files on an additional 287 cases for which we have no files in this office nor in the Risk Management files. We have determined that of the 287 cases, 82 are not active, and 3 have final judgments. This leaves a total of 205 cases which appear to be still active. We also discovered that 13 of the newly discovered cases have upcoming hearing dates that we were previously unaware of. Some of the cases have outside attorneys representing the City. Others we are presently attempting to discover who, if anyone, is representing the City. ~ If these cases do not have outside attorneys we will assign office staff to as many as is possible. If feasible we will pull back into the office as many of these new cases that are assigned to outside counsel as is possible. These new discoveries make it extremely unlikely that we will be able to utilize the budgeted City Attorney Investigators for matters other than case investigations. It also means that two investigators may not be able to handle all of these cases, not to mention the number of attorneys budgeted. ~.,\...;cl. . ./1 '\.';j . J :;~~?F -=#-:3!J "'-, ......' / Mayor and Common Council Lawsuits Naming City December 7, 1987 Page 2 of 2 pages The budget for the City Attorney's Office and for litigation was predicated on certain assumptions. Those assumptions were based on the information provided us by Mr. Prince in late May. Obviously, those assumptions have now been proven false. We are continuing to analyze the 205 additional cases we have discovered. I expect that we will be able to bring motions to dismiss some of these due to failure to prosecute. In addition, we have learned that 45 of those cases, although filed, have not yet been served on us. Nonetheless, those cases are active. We have not yet done a search of the Municipal or Federal courts to determine if they have cases that we are unaware of. We are also named as defendants in cases in other counties and in Federal jurisdictions other than the Central District (Los Angeles), usually with co-defendants. A summary of the cases the City is presently involved in are as follows: Civil cases we have files on: 170 (64 by outside counsel) Civil cases we do not have files on: 205 (unknown how many assigned to outside counsel) Total active cases 375 The 375 cases lis~d above do not include the active criminal prosecutions that this office is involved in. The 375 cases listed above do include City of San Bernardino vs California Construction Management, Inc., a case which has about 35 defendants and we are about to amend that complaint to allege new defendants. I will keep you informed as additional information is obtained. Respectfully Submitted If /r\ ..~ .... i.. '<' ~ :, V James F. Penman City Attorney ~ ~. ~ ~ ~ITY OF SAN BE~ARDINO:~ MEMORANDUPt..J To t'M.. p~ Subject LesT o:t CJCSES From Lek c/o., /(~~R~ Jl:t.. Date I "13/er Approved Date /70 J.vruu-- Or -Hl~ ~ c.<ues WI!! HItVE. RE:coRD of in 5.8. CotOft.'( )ecpeMo'-' ~uP.TS \ 6Lf c:ll,..e bt.il1~ hettldled by outsic/e c()('(l1sel, as ShDt.(Il1 bv "'he CQt(D/ .f.ll~ 01\ ~, WCOV.5 o(e.s~. I~)'\'\ SGtAE +Ua-"t +tos ~ evr 1/ V"R'( o~c.(!.. +-h~ c::iq tq ~ r'GlW\ +-11 4' '" e"7w .ea.M.4.. lCIe ...{lSCOVEA EO has beeH c<Mtl /Y-ceal ~{A"''''He~. O~ +ke "g7- ~isCt:)ve(le4 Gqses, rhet'-t t.v~r' e Lf 5"" ~ ~~ ~ <:J.erl{s ShdWeJ +h~ ol1l'f 4Gt-,'D11 ~1(.e11 ';"0 be "C6mpI4i..+ -t'i/ed I Sunft'h4&.fs issueJ II ~ NO ,rD()~ t>t servt,'f? ~lletil . ,.. ~Wtt ~l7l' --;ff 3~-- ~ITY OF SAN BE~ARDINO J.. MEMORANDUffr~ To Jim ~e)1 IYWI1 Subject Cas-<? LIS r From Le.k. ".;IU Kc:ttS'IJ6R (,... Date DiU, '+ I 1c(6r Approved Date Of rhe ~ 8t-JlCt. flelU(Y di>.euve't'.e..l Cqses J ~ 0 5",,-,\ are Qct-lve_ g.A~wer-e lIer 01'\ +l1e couWties (()Mpl.{t-e~\ Ust, rneaHil13 1-M<:~t -th"1 r..aJ reaJ1ee;{ :,ome 5oPl, of DI5f4'>(flol1 <-{Hel (,04(d be cOi1J,~/-f:;\~d \~ad"iVe . 3 Qa wet'~ Ho"1"" W'-itlt<<d i 11 t'h e fleco,.d showed +tIC< I <-' "1 CAd"} e r)1-fJ-l, r cC/S'e s . (J'foi9il1a! -rq flj \]eCet4Se Tf1€ ),qo! b eel1 -1'-,'led ~ J<.tV).2 \) (l ~.'<< ill:-- ,.. :tt ...'-.' .- , < .-'/ -ClrY OF SAN BERNARDI."O - REQUJ:.$T FOR COUNCIL AC"lION From: Councilman ,Jack Reilly SU~Kt: Personnel Committee Report ;rt~ Dept: Council Office Date: November 25, 1987 i \' ~ - 0 I '-' :'> u W :;l: c ) , , Synopsis of Previous Council action: RKommen-:led motion: That minutes of Personnel Committee meeting held November 19, 1987 be received and filed. ~ " ~, ./ ~ ~. . ,--. ,,--.., \~,- " Signature Contact person: Phil 3>.rvi:i!G Phone: lR4-'i?nR Supporting data attached: Yes Ward: NtA FUNDING REQUIREMENTS: Amount: N/A Sou rce: Finance: Council Notes: 75.0262 Agenda Item NO,~S- "'-- .1"'" L .'- " ,..; PERSONNEL COMMITTEE November 19, 1987 ATTENDEES: Councilman Jack Reilly - Chairman; Councilman Torn Minor; Councilwoman Valerie Pope-Ludlam; City Clerk - Shauna Clark; City Attorney - Jim Penman; City Administrator - Ray Schweitzer, Deputy City Administrator/Development Jim Richardson; Public Works Director/City Engineer Roger Hardgrave, Assistant City Engineer Gene Klatt; Public Services Director - Manuel Moreno; Acting Personnel Director Roger DeFratis; Community Development Director Ken Henderson; Affirmative Action Officer Juanita Scott; Council Executive Assistant - Phil Arvizo; The Sun - Pat McGreevey. 1. SALARY RATE STUDY - DIRECTOR OF COMMUNITY DEVELOP- MENT - The Committee recommended Salary Range 4166, Step 5 for the Director of Community Development position effective the first pay period in January 1988. 2. PART-TIME SALARIES - CUSTODIANS AND SECURITY GUARDS The Committee recommended approval of the salary adjust- ments presented by Mr. Wayne Overstreet. (Attached) 3A. AMENDMENT TO RESOLUTION 6413 - ADDING POSITIONS OF PROGRAMMER I (R3l27/$2343-$2853/MO) AND CITY ATTORNEY INVES- TIGATOR (R3l43/$2853-$3478/MOl The Committee recommended approval of both positions. The Programmer I position was recommended at Range 3127. The City Attorney Investigator position was recommended at Range 3134. The requirement for the Investigator to be a peace officer was discussed and the recommendation was to delete that requirement. 3B. AMENDMENT TO RESOLUTION 6433 - ADDING POSITIONS OF PROGRAMMER I AND CITY ATTORNEY INVESTIGATOR - The Committee recommended adoption of the amendment. 3C. AMENDMENT TO RESOLUTION 10584 - ADDING THE POSITIONS OF CITY ATTORNEY INVESTIGATOR, PROGRAMMER I AND SENIOR ACCOUNTANT AND DELETING THE POSITION OF ACCOUNTANT II - The Committee recommended adoption of the amendment. i..,,,.... ,.r, '- /-', '-' 4. ESTABLISHMENT OF TRAFFIC ENGINEERING SECTION - The Committee recommended approval of the concept of a Traffic Engineering Section with the new Traffic Engineer developing an implementation plan for presentation in the 89-90 budget presentation. The concept presented would transfer to Public Works/Engineering the present Public Services functions, equipment and positions. An additional nine positions would be created to absorb the additional duties now performed by the striping and signing crews so there would be no loss to Public Services. This plan is to be fully coordinated between departments prior to the budget pres~ntation next year. 5. AFFIRMATIVE ACTION GOALS - The Committee reviewed a report from the City's Affirmative Action Officer and recom- mended it be received and filed. The Committee recommended that a quarterly report on progress be presented to the Committee. The Committee recommended that the Council go on record as actively supporting the program and its goals. (Report attached) 6. INSURANCE FOR SURVIVING SPOUSES OF RETIREES - VERBAL '. REPORT - Item continued to next meeting. 7. RECOGNITION OF EMPLOYEES - Continued. 8. SALARY RATE APPEAL OF CITY CLERK - The Committee recommended a salary increase to Range 4177, Step 3 to be effective the first pay period in 1988. The Committee discussed establishing a separate, individualized salary schedule for elected department heads. Meeting adjourned. , Resp ctfully submitted, (d- ~~p:~' ouncilman ~c~,: lly Chairman Personnel Commi tee JR:ej I C I T Y 0.. SAN BERNARDINO P' \tROFFICE MEW "WfDUM , 8710-140~/ \."."... TO: Council Personnel Committee James Robbins, Deputy Administrator/Administrative Services SUBJECT: Public Buildinqs Part/Time Positions FROM: City DATE: October 20, 1987 (7233) COPIES: Ray SChweitzer, city Administrator, Public Works Director;Public Buildings Superintendent ------------------------------------------------------------- The attached memorandum from Wayne Overstreet sets out his request to make adjustments in the part ti.. salary ranqes for the positions of security Officer, Assistant Security Supervisor and Custodial Aides. The adjustment requested for the Security Officer is consist- ent with the adjustments qiven to other ..ployees. The. Assistant Security Supervisor position vas previOUSly identified as a Senior Security Officer. This does result in a slight modification of responsibilities. The monetary adjustment is similar to that requested for the Security Officer. The CUstodial Aide position has been revised from three separate positions to one position with 5 steps. The fi.e steps would be made over 3 month increments with the top step of $4.30 beinq provided after one year of service. These proposed modifications, job title. and salary levels are recommended for an effective date of January 1988 rather than immediately. However, for consistency with other ..ployee proqrama, we would recommend that the adjustments be placed on the next cha"ge for the part time salary ~.so ution. ~..- c. I2ILA AMES ROBBINS Deputy City Adainistrator JR/md ,. 1t~ I . , . , 1..../ C I '1' Y O(~" SA" I! r~ A ~ D I I~ROF'ICE MEM~NDUM 1701-221 " 0 / FROM: Jim Robin., Deputy City Administrator Wayne Overstreet ,-0: SUBJECT: SALARY ADJUSTMENTS FOR PART-TIME EMPLOYEES, SECURITY OFFICERS AND CUSTODIAL AIDES DATE: COPIES: August 20, 1987 (7172) Dir.ctor of Public Works, Police Chief, Custodial Supervisor, Sgt. Kinsman ------------------------------------------------------------- Reference following (Mall and indicated our conversation of August 17, 1'.7. Request the part-time salaries be adjusted for Security Offic.r Downtown Parking District) and Custodial Aides as on the attached. " Funding and salary adjustments are reflected in the PlY 87-88 budget and was briefed to the Mayor and Council in our presentation. Adjustments should be made and .ff.ctiv. at the time of Council approval for management, mid-management, .nd general employees salary adjustments, as p.r our discus- 8ion. WAY OVERS'l'REB'1', supt. Public Buildings/parking Control VOI.at ril., Corr.p. 1-1 .3 Prsn1. '-'5,',10 . ,. C" . . "..... '-" :) ,) ~COKMENDED SALARY ADJUSTMENTf SECURITY OFFICERS , CUSTODIAL AIDES Security Officers Mall and Downtown Parking District Step 1....7.50 Step 2....8.00 Step 3....8.50 Step 4... .'.00 Step 5.. ..'.50 Assistant Security SUDervisor District Mall and Downtown Parking Step 1....8.00 Step 2....8.75 Step 3.. ..'.50 Step 4...10.25 Step 5. ..11. 00 " Custod fal Aid.. Step 1..Bire at ..................3.50 Step 2..After 3 aonth.............3.70 Step 3..After , .onth. ...........3.'0 Step 4..After , aonth............t4.10 Step 5..After 1 year ............t4.30 ." r"',\ ',-J /,.x~ 1!EC'O.-AOlflH. 0."'" ::~7 /I~: I S D" 4.' " ' 'I.; "', \...- . ,...... '. AFFIRMATIVE ACTION - WHY AND HOW? The Mayor, Common Council and the Civil Service Board of the City of San Bernardino find that the practice of unfair discrimination in employment aqainst qualified persons by reasons of aqe, race, creed, color, handicap, sex, marital status, ancestry or national oriqin, substantially and adversely affects the qeneral welfare of the City. Xt is the intent of the City to protect the riqhts of all individuals to obtain employment, to be free from employment discrimination and to encouraqe the full, non-discriminatory utilization of the productive resources of the City for the benefit of the City. In implementinq this plan, City hirinq authorities are encouraqed to evaluate employ..s and appli- cants based upon individual qualifications only. ~!: c ~"~ ~ '~ ,~ THE AFFIRMATIVE ACTION PROGRAM LEGAL BASIS The City ot San Bernardino's Attirmative Action Program was initially established by Resolution '11534 in 1973. In 1977, the Mayor and Common Council adopted an updated Attirmative Action Plan tor Equal Opportunity by Resolution '13039, thereby repealinq Resolution '11534. The plan was amended in 1981 by Resolution '81-641, the otticia1 City Policy statement aqainst .exua1 harassment. ReSOlution '13039 reattirmed a. policy the City's commitment to the principle. ot equal employment opportunity and the use ot aftirmative action a. one method to achieve tho.e principals. In its eftorts to achieve equal employment opportunity, the City ot San Bernardino is guided by Resolutions '13039 and '81-641 and other applicable local, state and tederal laws prohibitinq discrimination in employment. \..~ "-, '-' ~ ,,~' AFFIRMATIVE ACTION PLAN GOALS , EVALUATION GOALS The Affirmative Action Plan provide. the fraaework for establishinq 1987-1988 affirmative action qoa1., and commit- tinq City department. to make qood faith effort. for achiev- inq those qoal.. The qoal. have been .et in cooperation and coordination with the head. of the City Departaent.. The qoals were .et based upon population .tati.tic. for the city of San Bernardino, usinq those stati.tic. from the 1980 census. These population statistic. are: 51' for faaales, 24' for Hispanics, 14' for Black.. Numerical qoal. are not .et for ainority qroup. compri.inq le.. than 2' of the City'. population. Asian., American Indian. and other ethnic qroups comprise less that 2'. However, in the work force analysi., these qroups are combined and total about 2'. The City'. commitment to affirmative action i. ba.ed on the belief that a deliberate, concerted course of let ion i. necessary to overcome the effect. of unintentional di.cri- lainatory employment practice. and policies and to attain a balanced workforce. Equal Employment Opportunity alone, will not reverse the effect. of pa.t di.crimination. Therefore, the 1987-88 Affirmative Action Plan e.tablish.. the followinq tarqeted area. of ..phasi.: JtECRUITMENT AND SELECTION .~fort. will be ..de at increasift9 the n\Dlber of .inority and r...le appointaent., with .pecial efforts on upper level o~ticial and Adaini.trator po.itions. Ifationwide executive .earab recruitaent can be -.ployed to 10cate applicant. for the.e position.. Inquizy ot aqencie. ..lected to perform the.e .earche. to determina their .Ucces. in recruitinq and placinq .inoritie. and women .hould be ..de. Attention will be qiven to recruitinq women in non- traditional po.itions. / TRAINING Annual training in Equal Employment Opportunity and annual training on Prevention of Sexual Haras.ment vill complement the implementation of the Affirmative Action Plan. Training in Human Relation. to include Cu.tomer .ervice a. well a. acceptable level. of treatinq co-worker. vill be offered to 400 city employee. durinq the 1987-1988 fi.cal year. INTERIM GOAL SETTING AND EVALUATION Interim goal. were .et for each department based upon anticipated vacancies for fi.cal year 1987-19.1. The.e are qoals and not quota.. Each department head i. expected and has agreed to make good faith effort. to achieve the.e goal.. Monitoring on a quarterly ba.i. vill reveal vhich departments need some special effort to recruit minority and ~e.ale applicant.. Monitoring on a monthly ba.i. for departments vill be made ~or those department. where .evere under utilization exi.t.. Areas where deficiencies .xi.t have be.n identified and sp.cial .ffort. vill be made to corr.ct those d.ficiencie., Lncluding id.ntification of the proc..... that have contri- buted to minority and f..al. under-r.presentation. ~. .uccess of the Affirmativ. Action .ffort. i. mea.ured by the number of minorities and women in the work force and the 1evel of position~ occupied by minorities and women. Po.i- tive gains will be achieved by attention to all aspect. of J>8rsonnel deci.ion makinq and by unvavering coaaitaent by City policy maker., manaq.r. and ..ploy... to achieve proqram goal.. "yond beinq a deaocratic nece..itr and legal imperative, a rullr repre.entative work force ut liae. untapped abiliti.. C>>~ m noriti.. and femal.. previou.ly .xcluded t.raa public ..ployment opportunitie.. '!'he City need. the talent. and abilities of all it. people to Cr.at. and maintain a produc- tive work fore., worthy of the public confidence that can be qen.rated. ; , I.-- !'~ ." v ~ INTERIM GOALS 1987 - 1988 For purposes of this Plan, an interim goal is a flexible, numerical objective, based on anticipated vacancies and availability of protected group members in the population. It indicate. the good faith effort. to be applied to the hiring and advancement of protected group.. A goal is dis- tinct fro. a quota which i. a court-ordered, externally imposed mandate. Figure '1 pre.ents a summary of vacancies with interim goals projected through the 1987-1988 fiscal year. Department Heads were asked to project the number of antici- pated jOb vacanci.s, and, in conjunction with the Affirmative Action Officer, to establish goal. for under represented groups. If a department is under represented in a category with an anticipated vacancy, the department i. strongly encouraged to consider a qualified protected cla.s, member to rill that vacancy, either through recruitment or through promotion. '~,f f' ' v .' DEPARTMENTAL UTILIZATION or BLACXS, HISPANICS AND FEMALES American Indians, Oriental. toqether make up less than 2' ot population and are presently represented to that percentage in the work torce. GOALS BLACKS J/f HISPANICS 2U FEMALES 5U DEPARTMENT ANIMAL CONTROL ATTORNEY BUILDING , SAFETY CEMETERY CITY ADMINISTRATOR CITY CLERK , BLACKS 9 11 , HISPANICS 45 Y , FEMALES 45 101 6 17 17 o o o 11 44 o 8 15 20 54 COMMON COUNCIL (STAFF) 20 COMMUNITY DEVELOPMENT 22 ~GENCY SERVICES 14 "NANCE ADMIN. 8 - PURCHASING 0 no NON-SWORN 7 -SWORN 8 LZBRARY 9 JaYOR 25 PARltS/REC. 22 PERSONNEL 17 P1ANNING 0 22 60 44 29 42 30 7 o 83 75 o 15 20 16 16 23 8 26 24 50 58 45 30 6 POLICE NON-SWORN 5 - SWORN 5 18 17 13 ( Vacancle. and Goa'. Projected by Department. for 18 1f-88 , TOlal I VaclnCles I AnhCIDlled VIClnci.1 willi I '.",I"/MinOfity Goel -- I I I I Eilller Total i I , 'emalel Goal I , , Black I HIIDlnic: : ,.",... MinOflty POSItions , I I , I I , ! ANIMAL CONTROL , 3 1 Z 3 I : CEMETERY I 1 1 . Z , CITY ADMINISTRATOR r 3 1 , 1 CITY CLERK ! 1 1 or 1 ! I , 1 C~ITY DEVELOPME~n 1 1 i 1 I , I , EMERGENCY SERVICES 1 1 1 or 1 I 1 FIRE DEPARTMENT ZO 4 5 1 10 FINUCE I Z 1 1 1 , Z I GARAGE 3 1 1 1 I Z , LIBRARY I 4 1 I , I 1 . I PLANJUHG 5 1 1 i Z i Z , POLICE i 30 lO 10 I 15 ,ZO ' I PUBLIC BUILDINGS 7 I 4 PUBLIC WORKS/ENG. 3 1 1 WATER DEPARTMENT 9 6 . I I I I I I ".-.- ,~ , , '-- / GOALS 47' 24t 5U DEPARTMENT , BLACU , HISPANICS , FEMALES PUBLIC BUILDINGS 15 37 27 PUBLIC SERVICES 19 63 5 PUBLIC WORKS/ENG. 5 12 10 PUBLIC WORKS/GARAGE 4 25 7 RISK MANAGEMENT 14 14 57 S.B.I.T.A. 14 14 57 TREASURER 57 0 71 WATER 9 36 24 { ( ,.~ > a: o a .. ~ c () o .. .. > . . - . > ... c z c z o - ~ ; ... i= :t )C . . . . o c c - ," " -----. '~I II ~ 1 , I , I , '" "'I '" - '"'I N, '"'I N ~"T ~' I I , 1 , 1 I , I 'J -/ "', ... .../ , -I -, '"" .../ t'l'ti ! i I ! NI 1 1 I , "'1 !I -I ..., "'I ..., - \0 . "1 eft' (II I i , '"'I . 0/ ~ I~ ~I ~I , , s ... ::i ~I \0' _I ...1 - N! "'1 \0' N j , ... I Go 10 co "" - ... .. '" 9 00 2 '"' ~... 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COPIBS. ------------------------------------------------------------- 1. PURPOSE: To recognize de.erving employee. and to: a. Bnhance the accompli.hment. of city e.ployee.. b. Encourage individual. to .tri.e for greater effec- tiveness and efficiency. c. Stress unity of the city vork force. d. Prai.e individual.. .' 2. RESPONSIBILITIBS. a. The Personnel Department villa (1) Admini.ter the progra.. (2) B.tabli.h a .election committ... (]) Announce .ubmi..ion ti... for each Avard. (4) Work vitb Chamber of Coamerce in ,oliciting ,local merchant. to donate grltaitie... .~aWft in ,a.'J-~pb ._ b. ~e City A4mini.trator vlll. (1) Manage tbe program. (2) Provide the .e1eotloD co-.itt.. tion criteria and rating for.ula. (3) Select a vlnner In ca.e of a tie. ( vlth evalaa- 3. AWARD CATBGORIBS. a. Manager of the quarter/year. fbi. category in- Clude. employee cla..ified a. manager. mid-manager and those confidential employees who fill a posi- tion a. a manager. -::Ifr'7 ~ INTEROPFICB MEMORAJbdM. "07-I'Ol~ Employee Recognition 'rogra. July 17, 19" page 2 b. Public aafety emP10ree of the quarter/year. Thi. category inClude. . 1 public .afety .mployee.. c. Employee include. employe.. of th. quart.r/year. Thi. cat.gory general .mployee. and tbo.e confid.nti.l not filling po.ition .. aan.g.r. 4. ELIGIBILITY CRITERIA. a. All .mploy.e. r.gularly .mploy.d by the City for on. full ye.r. b. Quart.rly winner will b. nominated. for ye.rly award. c. Individual may not b. nominat.d for two cons.cutive cycl... for the aame award ~ d. Bl.ct.d and ezecutive .mploy....(d.p.rt..nt h.ad) . are not .ligibl.. . 5. SELECTION CRITERIA. a. An individual may be ..l.ct.d within the purview of one or all of the following. (1) P.r.onal accompli.hment. (2) Demon.trated out.tanding perfor.anc.. (]) Significant contribution to the City/com- munity. (4) Maintain higb .tandard. of perlonal conduct. (5) Specific acco~lilhaent. duriDg the period. b. Wh.n ..lecting the individual, consider. (1) Their hone.tr, .incerity &D4 "rd work. (2) !beir progre.. for advanceme.t. (]) !beir .kill. and the pride they tat. in their work. 6. NOMINATION PROCEDURES. a. Anyon. .ay r.comm.nd employees for nomination to the department head. l/ INTEROPPICI MEMORA~MI 8'07-l'O~ Employee Recognition progr.. July 17, UIS Page 3 ./ b. Department head each category. at tached. ) will nominate only one employee in (See department cbecklist form c. Nominations will be submitted in writing to Person- nel Department. d. Personnel Department will convene the selection committee. 7. NOMINATION PROCESSI a. Nomination letter must be prepared as shown in attachment. b. Additional support information ..y be submitted. Quarterly awards will be considered forI (1) January through March. (2) April through June. (3) July through September. (4) October through December. d. Nomination must be received by the 15th day of the .onth following the ending month. c. .' e. Yearly awards .ust be received by December 15. 8. SELBCTION COMMI'1"1'BBI J. -b 'f. .. M1_t~n /;1 ......:~" H" ,', /'~'? I.:. ~ '~J . (Ct'tb. .........-ip.Ofi.t 1eut thr.. (3) ....r..1 ~ ,L~t~~;J c. ".luate no.inee. Oft infor..tioD submltted. ,,~1r~~ d. 0.. evalu.tioD crlterl. and r.tlDg formal. provlded , by Clty Adminl.tr.tor. . eo Select one winner 1ft e.ch c.tegory. , 0 AWARDS I a. Quarterly winner will receive I / ',\ \".,/ IM'l'EROrPICI MEJlORAt&dM. U07-180t-" laploye. a.cognition 'rogr.. July 17, UU page 4 (1) (2) (3) C.rtificat. of r.cognition .igned by Mayor. Mon.tarr award. in the amount of '250. rre. d nner for two .pon.ored by local re.- tau rant. b. Yearly winn.r will rec.iv.r Cl) C.rtificate of recognition .igned by Mayor. (2) Ingraved plaque froa City Council. (3) Monetary award. in th. a~unt of t500. (4) rre. dinn.r for two .pon.ored by local re.- taurant. (5) Gift c.rtificat. denot.d by local .erchant. 10. PRESENTATION AND POBLICITY. a. Th, ,enonn.1 Dir.ctor "Ul. Cl) Prepare all letter. and citation.. (2) Arrange for all gratuitie.. (3) Porward entire package to City Ad.ini.trator. b. Award. may b. pr..ented in an appropriate ceremony. c. Name. and pictur.. of winn.r. may be di.played in an appropriate location until n.zt winn.r. d. Nomin.. "ho wa. con.idered, but did not win, .ay b. given a c.rtificat. of r.cognitioD. e. Winner...y b. publiciz.d in PigeoD 'r..., local new.paper and radio r.1.a.... .' ><. 11. OTS" COHSlDlM'I'IO.. a. Special recognitloD"Y b. ,iven to tho.. individ- aal. an4 e8Ploy... wbo. (1) '.rfora rout in., r.petitioa. and tediou. tuka . (2) Sit on board. and co..itt.... (3) Vo1unteett tbeir ..rvic.. to tb. City. Recognition may b. given on a monthly ba.i. or for sp.cific action. ~t~:. r' .7 ..\0-' .,.:. .. . :JI-\J(' ~.1 .11 I .' - #- "..' ~ \ . b. , ' .J .'...:. , '- "_ 4. ,1.1.. _ .. \" ,/ INTERorrICI "EMORA~". "07-1'~ Employee aecognition 'rogr.. July 17, UII '.ge 5 j "j c. Individu.l conaidered for speci.l recognition muat be. (1) Employed beyond the f month. prob.tion.ry period. (2) A bo.rd and/or committee .ember .ppointed by . City official. (3) A volunteer for a apecific or long standing function recognized by a City official. d. Selection will be b.sed on tbe criteria in p.ra- graph S. lh..We. More tban one aelection JlJIft be made. ~ ('--'-'" -"'.......s ( e. An individu.l c.n be .-'t~llJ by . fellow e.ployee, supervi.or, City official or department be.d. Selection need not be in writing. f. The dep.rtment will request, in writing, the .w.rd .' fro. the City Adminiatrator giving tbe name, de- partmen~lJlW'lnd a brief r."OIl for tb. .ward. 'lb. .w.rd ~consist of. (1) ."'L09 anJ!u 4 ~:"'~; ..I- .1:- ,//P.d (2) Certific.te 8lgned by M.yor/-..... i""n, g. The selection need not b. publicized. . c' ,j Date of Nomination l:aployee'. NAllIe De;artJlIent Dlploytllent Date ~ FOR WHICH EMPLOYEE IS BEING NOMINATED: A. Ac!llIinhtrator IManager of the (Quarter IYear) for a. EhIployee of the (Quarter/Yea.!:) for On the line. below, li.t act. or achievement. for which you believe th:is employee .hould receive an award. BE SPBCIFIC. TeU WHAT the eIlIployee has done, WHEN and WHERE it was done, and WHY it wa. impor- tant andlor valuable. Give detail. for all accompli.hment.. Where co~sideration i. based primarily on management or leader.hip quali- tie. and abilitie., describe impact on perfor.ance of the Department, D19i.ion, or .ervice. and effect. on City and public. O.e extra pas>er if neees.ary. Write legibly I . raie l c o ''''\ '...,I (Attach any additional 1nfonuat10n to .upport no~1nation.) Noeinator (.1gnature) Phone No. Department S~rvi.or'. comment.1 (Briefly de.cribe any additional comment. thAi: you feel ..y enhance the _ployee.. selection.>> . 8ignature Date c CITY OF SAN BUNAJU>INO QUART1""'LY /YEAn-Y ANA"-- PItOGJWII Depar~ent Head Nemination Cbeckli.t I:mployee'. Nalne I:mployee'. Dept. and/or Division COluplete the following. Place a 1./1 if an item vas con.idered or an IXI if an itu. was not con.idered in the block on the right. COIIUlIent vhere appro. ri..t~. APPEARA-~CE: Consider ~nployee'. personal and public appearance. (II he/lhe neat and well groolned?) ATTENDA.~CE: Cons ider etllployee' s attendance record. (I. he/lhe often tardy, u.e excess sick leave, or often absent frow vork place?) ATTITUDE: Consider ~oployee's attitude toward fellow worker I and the public, (I. be/.he courteous, helpful and pleasant?) DISCIPL~NE: Consider any di.ciplinary action taken again.t _ployee. (Has , be/.be been counseled, reprimanded or 4i.cipline41) I / fUGGES?~ONS: (Ha. employee made any suggestion. that have or vill affect he DepArtment, City or publicn ~ ~~:~~' (Ba. eMployee received letter. of appreciation, C~n4atiOD I . 'ERFOMANCE I (Did the elllployee perfona above the level expected at hia/her ']ib taslt?) PERFORMANCE I (Did the ~ployee perfo~ above the level expected at hi./her lOb ta.It?) (.; I ~SPONSI8ILITY: · .ervice..) ,,,",, L '\..,i ...,;_",' ._ (Con.ider how the employ.. handle. .pecial project. and - ! LEADERSHIP QUALITIES/ABILITIES: (Con.ider the employee'. leader.hip role Within the DepartJllent.) COMMUNITY/SOCIAL ACTIVITIES: (Yearly Award) (Con.ider employee'. involve- ..nt incommunity affair. and .ocial organization..) EDUCATION: (Consider employee'. pur.uit to further hi./her profe..ional and fob related education.) ADDITIONAL COMMENTS: . . - . Department Bead v " I \.,' ~ "1. 'II I 1'g. , -I .. i~~ i~~ c '" . I ~ ~ III 8 ... . tj a ~ r: ... u . . Ii ... I c o .... . .... > .~ Q '" o .... I ! 1& '" . c i J ~ '" " ; , '. . I i I I, , .I I/) I I \... ,; o " cr. CD o-l lI' .... u .. o . '" I "',I: I . i : : I I ~ i. ~ -..f"IJ o....~ I : ~ ~ f ! ~ i I j I ! 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