HomeMy WebLinkAbout06.C- Human Resources DOC ID: 1540
CITY OF SAN BERNARDINO—REQUEST FOR COUNCIL ACTION
Personnel
From: Linn Livingston M/CC Meeting Date: 01/23/2012
Prepared by: Linda Wynn,(909)384-5161
Dept: Human Resources Ward(s): All
Subject:
Human Resources Department Reorganization (Recommended for Approval at the Personnel
Committee Meeting of January 12, 2012 - Committee Members Present: Johnson, Marquez,
Jenkins)
Financial Impact:
The proposed changes will result in an anticipated annual savings of approximately$50,000.
Motion: Delete Risk Manager position, Range 4550, $6896 - $8383/month; establish one
(1) Risk Division Manager position, Range 4570, $7620 - $9262/month;
reclassify Workers' Compensation Manager position, Range 4550, $6896 -
$8383/month, to Risk Division Manager position, Range 4570, $7620 -
$9262/month; delete Workers' Compensation Manager position, Range 4550,
$6896 - $8383/month; establish one (1) Senior Workers' Compensation Adjuster
position, Range 3500, $5374 - $6532/month; reclassify one (1) Workers'
Compensation Adjuster position, Range 3480, $4864 - $5912/month, to Senior
Workers' Compensation Adjuster position, Range 3500, $5374 - $6532/month;
delete one (1) Workers' Compensation Adjuster position, Range 3480, $4864
$5912/month; delete Human Resources Manager position, Range 4530, $6242 -
$7587/month; establish one (1) Human Resources Division Manager position,
Range 4570, $7620 - $9262/month; reclassify part-time Human Resources
Technician to full-time Human Resources Technician, Range 1390, $3105 -
$3774/month; reclassify one (1) Departmental Accounting Technician position,
Range 1370, $2810 - $3416/month, to Administrative Assistant position, Range
1380, $2954 - $3591/month; delete one (1) Departmental Accounting Technician
position, Range 1370, $2810 - $3416/month; authorize the Director of Finance to
incorporate the changes into the FY 2011-12 budget; and authorize the Director of
Human Resources to update Resolution Nos. 97-244 and 2011-218 to reflect this
action.
Synopsis of Previous Council Action:
On January 12,2012, the Personnel Committee recommended this item to be forwarded to the
Mayor and Common Council for adoption.
Background:
The Human Resources Department has made no substantive changes to its organizational
structure since 2004. The Department recently experienced the departure of two key personnel;
Updated: 1/19/2012 by Mays Ochiqui
1540
the Human Resources Manager retired August 2, 2011, followed by the departure of the Risk
Manager two months later. A recruitment was conducted for the Human Resources Manager but
was unsuccessful. The vacancies of these two positions provides for an opportunity to reorganize
the department to improve operational efficiencies by maximizing the current staffing and
improving service delivery while at the same time realizing a cost savings of approximately
$50,000.
The proposed changes are as follows:
Delete Risk Manager position and establish one (1) Risk Division Manager position;
reclassify Workers' Compensation Manager to new position of Risk Division Manager
This change will provide a cohesive claims division by merging the supervision of the safety,
liability and workers' compensation staff'under one division manager. By streamlining both
programs, we will be better able to utilize our limited staff to identify, evaluate and analyze
exposures of losses from all aspects of the City's operations, services and governance. Safety
Officers will be proactively used to identify potential liability/safety issues and provide
training to reduce and/or eliminate loss exposure in addition to providing a comprehensive
reporting to the Mayor and Common Council on all claims creating liability for the City.
Combining these functions is critical to reducing losses and decreasing claims costs
particularly during this budget deficit.
Delete Risk Manager position, Range 4550, $6896 - $8383/month:
Risk Manager
Salary ($8,383 x 12/mo): $100,596
PERS 19,061
Medical 13,102
Salary/Benefits $132,759
(Calculations are based on top step; employees will be placed at the step in compliance
with the MOU.)
The deletion of this position will result in anticipated savings of$132,759.
Reclassify the Workers' Compensation Manager position, Range 4550, $6896 -
$8383/month to Risk Division Manager,Range 4570, $7,620 -$9,262/month:
Workers' Compensation Manager Risk Division Manager
Salary($8,383 x 12/mo): $100,596 Salary ($9,262 x 12/mo): $111.144
PERS 19,061 PERS 21,060
Medical 13.102 Medical 13,102
Salary/Benefits $132,759 Salary/Benefits $145,306
(Calculations are based on top step; employees will be placed at the step in compliance
Updated: 1/19/2012 by Mayra Ochiqui
1540
with the MOU.)
This reclassification results in an anticipated annual expense of$12,547.
Establish one (1) Senior Workers' Compensation Adjuster position; reclassify one W
Workers' Compensation Adjuster position to new position of Senior Workers' Compensation
Adjuster
With the deletion of the Workers' Compensation Manager position, it will be critical for the
Risk Division Manager to have a position that will perform as a lead worker and supervise
the day-to-day activities of the Workers' Compensation staff due to the legally sensitive and
complex claims issues.
Reclassify one (1) Workers' Compensation Adjuster position, Range 3480, $4864 -
$5912/month to Senior Workers' Compensation Adjuster position, Range 3500, $5374 -
$6532/month:
Workers' Compensation Adjuster Senior Workers' Compensation Adjuster
Salary($5,912 x 12/mo): $70,944 Salary ($6.532 x 12/mo): $78.384
PERS 13,442 PERS 14,852
Medical 13,102 Medical 13.102
Salary/Benefits $97,488 Salary/Benefits $106,338
(Calculations are based on top step; employees will be placed at the step in compliance
with the MOU.)
This reclassification results in an anticipated annual expense of$8,850.
Establish one (1) Human Resources Division Manager position: delete Human Resources
Manager position
As mentioned, a previous recruitment failed to produce a qualified applicant for the Human
Resources Manager position. Establishing a new position at a higher Division Manager level
will allow the City to hire a person with extensive negotiations experience to serve as a
designated chief negotiator in the negotiation of wages, hours of work and other terms and
conditions of employment with representatives of our seven bargaining units. With the
almost continuous climate of labor negotiations, it is critical that the incumbent in this
position be able to assist the Director in conducting negotiations.
Also important will be the experience and ability to conduct various types of human
resources-related training. Employee training is critical to staff productivity. Financially, we
are no longer able to pay an external trainer for every mandated training class; therefore, the
incumbent of this position must be an experienced trainer. This position will also assume
some functions previously assigned to the Risk Manager such as the Employee Assistance
Program and physical examinations.
Updated: 1/19/2012 by Mayra Ochiqui
1540
The increased salary will allow us to recruit and retain qualified candidates with the
experience and education necessary to be successful.
Delete Human Resources Manager position, Range 4530, $6242 - $7587/month; establish
Human Resources Division Manager,Range 4570, $7,620 - $9,262/month:
Human Resources Manaeer Human Resources Division Manaeer
Salary($7,587 x 12/mo): $91,044 Salary ($9,262 x 12/mo): $111.144
PERS 17,251 PERS 21,060
Medical 13.102 Medical 13.102
Salary/Benefits $121,397 Salary/Benefits $145,306
(Calculations are based on top step; employees will be placed at the step in compliance
with the MOU.)
This results in an anticipated annual expense of$23,909.
Reclassify part-time Human Resources Technician to full-time Human Resources Technician
Reclassifying this position from part-time to full-time will allow the department to perform
the increased responsibilities required of the newly purchased financial system, New World.
Employee information that was previously input into the financial system by Finance staff
will now be the responsibility of Human Resources. Due to this, it is imperative that we
reclassify the current position from part-time to full-time. This will allow the department to
perform the increased responsibilities successfully.
Updated: 1/19/2012 by Mayra Ochiqui
1540
In addition, this position will be responsible for maintaining employee personnel files;
performance evaluation tracking; assistance with employees benefits; employee setup and
separation in the CalPERS system; and answering phones. This position will also provide
critical coverage of the very busy public counter.
Reclassify part-time Human Resources Technician position, Range 1390, $3105 -
$3774/month to full-time status:
Current: Proposed:
Salary ($3,774 x 12/mos/2): $22,644 Salary ($3,774 x 12/mo): $45,288
PERS 8,581
Benefits 3,283 Medical 7,308
Salary/Benefits $25,927 Salary/Benefits $61,177
(Calculations are based on top step; employees will be placed at the step in compliance
with the MOU.)
This reclassification results in an anticipated annual expense of$35,250.
Reclassify one(1)Departmental Accounting Technician to Administrative Assistant
Reclassifying this position is an important piece in the reorganization of the Liability and
Workers' Compensation Divisions, allowing for a broader range of duties to include
administrative support, billing, insurance services, and claims processing.
Reclassify one (1) Departmental Accounting Technician position, Range 1370, $2810 -
$3416/month to Administrative Assistant position, Range 1380, $2954- $3591/month:
Departmental Accounting Technician Administrative Assistant
Salary ($3.416 x 12/mo)• $40.992 Salary ($3,591 x 12/mo): $43,092
PERS 7,767 PERS 8,165
Medical 7,308 Medical 7,308
Salary/Benefits $56,067 Salary/Benefits $58,565
(Calculations are based on top step; employees will be placed at the step in compliance
with the MOU.)
This reclassification results in an anticipated annual additional expense of$2,498.
Supporting Documents:
Risk Division Manager JD (PDF)
Sr Workers Compensation Adjuster JD (PDF)
Human Resources Division Manager JD (PDF)
Human Resources Current Org Chart(PDF)
Updated: 1/19/2012 by Mayra Ochiqui
i
1540
Human Resources PROPOSED 2011 Org Chart (PDF)
Risk Division Manager Salary Survey 2011 (PDF)
Sr Workers Comp Adj Salary Survey(PDF)
HR Manager Salary Survey 2011 (PDF)
Updated: 1/19/2012 by Mayra Ochiqui
HtKNak(i�ho
LP �i
0
„ b
Class Code:
Gc^'usn iN,e�° M/CC Date Adopted:
City of San Bernardino Signature:
Director, Human Resources
Bargaining Unit: Management/Confidential
EEOC Job Category: Officials and Administrators
Class Specification
RISK DIVISION MANAGER
JOBSUMMARY
c
Under general direction, plans, develops, implements and manages risk management programs 2
designed to minimize losses and ensure the efficient and economical operation of the City's
liability, property, loss recovery, employee safety and loss control programs; provides leadership
and coordination to the self-insured Workers' Compensation Program; and performs related 5
work as required. 0
DISTINGUISHING CHARACTERISTICS =
Risk Division Manager is responsible for planning, organizing, managing and evaluating the
strategic management and administration of the City's Workers' Compensation and Safety
Industrial Disability Retirement programs and operational risks of a complex city organization
and developing loss control programs to protect the City from exposure to risk that could have
adverse consequences to City operations, financial position or community reputation. =
Assignments are broad in scope and allow for a high degree of administrative discretion in their
execution. d
0
ESSENTIAL DUTIES AND RESPONSIBILITIES
The duties listed below are intended only as illustrations of the various types of work that may
be performed. The omission of specific statements of duties does not exclude them from the
position if the work is similar, related or a logical assignment to this class.
c
1. Plans, organizes, controls, manages and evaluates the work of support staff; participates
in establishing operational plans and initiatives to meet City goals and objectives; o
implements division plans, work programs, processes, procedures and policies required y
to achieve overall department performance results; coordinates and integrates division
functions and responsibilities to achieve optimal efficiency and effectiveness;
participates in developing and monitoring performance against the annual division
budget. £E
2. Plans and evaluates the performance of assigned staff; establishes performance m
requirements and personal development targets; monitors performance and provides a
coaching for performance improvement and development; provides or recommends
compensation and other rewards to recognize performance; takes disciplinary action, up
to and including termination, to address performance deficiencies, subject to
management concurrence, in accordance with the City's human resources policies and
procedures, Civil Service Rules and labor contract provisions.
3. Provides leadership and works with staff to develop and maintain a high-performance,
customer service-oriented work environment that supports achieving the City's mission,
strategic goals and core values.
Risk Division Manager Page 1
4. Plans, develops and coordinates the City's self-insured liability programs; identifies,
selects, implements and monitors programs designed to reduce frequency and severity
of loss to City personnel and property; advises departments on loss control and liability
issues.
5. Manages the financial payments of claims and expenses for liability.
6. Investigates, documents, verifies, reviews, negotiates, adjusts and settles claims against
the City; coordinates efforts with attorneys and independent adjusters; provides
information for settlement of lawsuits; answers interrogatories; appears at mandatory
settlement conferences; attends trials and depositions and coordinates appearance of
City employees; maintains liaison with City legal representatives.
7. Develops and administers loss control and safety programs; coordinates and establishes
procedures to conform with CAUOSHA requirements; evaluates effectiveness of 2
programs and procedures; inspects City facilities and initiates corrective actions to 2
ensure safe working conditions. N
8. Establishes and reviews workers' compensation procedures, policies and practices to `m
ensure compliance with State law and City policies; ensures compliance with pertinent O1
rules and regulations governing workers' compensation benefit and self-insurance
administration; reviews, evaluates, interprets and applies established law to Workers' o
Compensation and Safety Disability Retirement programs. _
9. Develops, implements and monitors cost containment programs to reduce workers' °c
compensation liabilities; monitors and controls charges to industrial accident leave and
light duty benefit accounts; assesses facts and determines necessity for reporting claims
to the excess insurance carrier.
10. Coordinates the Safety Disability Retirement Program, including preparing for formal 2
hearings; assists departments with the reassignment of safety employees to modified
duty assignments within their medical restrictions.
11. Conducts audits and inspections of workers' compensation claims; projects future costs ❑
of workers' compensation for planning and budgeting purposes and recommends
strategies to control costs. rn
12. Designs, develops and presents training programs pertaining to the Workers'
Compensation and Safety Disability Retirement programs, procedures and reporting E
requirements. o
N
GENERAL QUALIFICATIONS o
Knowledge of. s
1. Principles, practices, methods and techniques of developing and administering risk
management and loss control programs.
2. Practices and procedures for managing, administering, analyzing, adjudicating and E
litigating claims. t
3. Principles and practices of insurance underwriting, safety, security and other loss U
prevention methods. a
4. Federal and state laws and regulations governing risk management, asset protection
and workers' compensation.
5. Legal and regulatory requirements for employee occupational health and safety
programs.
6. City policies and procedures for reporting property damage and personal injury.
7. Methods of identifying exposure to loss and investigating correcting industrial and
environmental hazards.
8. Principles and practices of public administration, including budgeting, contracting and
maintaining public records.
- Risk Division Manager Page 2 -
9. Principles and practices of effective management and supervision.
10. City human resources policies and procedures, Civil Service Rules and labor contract
provisions.
11. Jurisdiction, functions and procedures of the Workers' Compensation Appeals Board.
Ability to:
1. Develop, recommend, implement and evaluate comprehensive, Citywide loss control
programs such as safety and accident prevention, property protection and conservation
and fire prevention measures.
2. Develop systems, procedures, policies and programs to reduce risk exposures.
3. Analyze, classify and rate risks, exposure and loss expectancies; interpret insurance
contract language. 2
4. Conduct research of loss prevention and control issues, evaluate alternatives and reach 2
sound conclusions and recommendations for improvement.
5. Represent the City effectively in hearings and litigation of claims; negotiate the
settlement of claims, with or without legal counsel. O
0
6. Collect, evaluate and interpret data in statistical and narrative form.
7. Understand, interpret, explain and apply complex laws, regulations, policies and o
procedures applicable to the development and implementation of occupational health
and safety, loss prevention and liability and adjudication.
8. Prepare clear, concise and comprehensive correspondence, reports, studies and other
written materials.
9. Exercise sound, expert independent judgment within general policy guidelines.
10. Exercise tact and diplomacy in dealing with sensitive and complex issues and situations. 00
11. Establish and maintain effective working relationships with City officials, department
managers, staff, attorneys, insurance representatives, employees, the public and others
encountered in the course of work. o
12. Plan, organize and manage the activities of staff, as well as engage in administration of
the City's self-funded Workers' Compensation Program. o
13. Evaluate difficult and complex cases and determine necessity for permanent disability =
awards. R
14. Prepare legal and medical evidence for presentation before the Workers' Compensation o
Appeals Board. y
0
MINIMUM QUALIFICATIONS Y
Education, Training and Experience:
A typical way of obtaining the knowledge, skills and abilities outlined above is graduation
from an accredited four-year college or university with a major in business or public E
administration, or a closely related field; and at least five years of progressively responsible t
public agency risk management, workers' compensation or safety experience, at least two of m
which were in a supervisory or program/project management capacity; or an equivalent a
combination of training and experience.
An Associate in Risk Management (ARM) Certificate is highly desirable.
Accreditation shall be by a national or regional accreditation body that is recognized by the
Secretary of the United States Department of Education.
Licenses; Certificates; Special Requirements:
Risk Division Manager _ Page 3
A valid California driver's license and the ability to maintain insurability under the City's
vehicle insurance policy.
PHYSICAL DEMANDS
The physical demands described here are representative of those that must be met by an
employee to successfully perform the essential functions of this class. Reasonable
accommodations may be made to enable individuals with disabilities to perform the essential
functions.
While performing the duties of this job, the employee is regularly required to sit; talk and hear,
both in person and by telephone; use hands to finger, handle and feel computers and standard
business equipment; and reach with hands and arms. The employee is frequently required to F
stand and walk and may occasionally lift and carry materials and supplies weighing up to 25 2
pounds. H
M
Specific vision abilities required by this job include close vision and the ability to adjust focus. p1
0
U
r
WORK ENVIRONMENT �
The work environment characteristics described here are representative of those an employee x
encounters while performing the essential functions of this class. Reasonable accommodations
may be made to enable individuals with disabilities to perform the essential functions.
Employees work under typical office conditions, and noise level is usually quiet. Employees :
occasionally travel by car to other sites where they may be exposed to dust, fumes, traffic, noise U-
and inclement weather conditions.
d
of
0
d
rn
m
c
m
c
0
N
0
Y
UJ
(Y
C
d
>_
L
U
R
Z'
Q
Risk Division Manager Page 4
P�
S
O
O
2
- _ s Class Code:
M/CC Date Adopted:
City of San Bernardino Signature:
Director, Human Resources
Bargaining Unit: Management/Confidential
EEOC Job Category: Paraprofessionals
Class Specification
SENIOR WORKERS' COMPENSATION ADJUSTER o
N
JOB SUMMARY
m
Under general supervision, examines and adjudicates workers' compensation claims of injured d
employees; monitors claims expenditures; coordinates treatment and benefits regarding
employment-related illnesses or injuries with physicians, supervisors, employees and attorneys; _
and performs related duties as assigned. o
e
DISTINGUISHING CHARACTERISTICS
Senior Workers' Compensation Adjuster is a paraprofessional position and performs a full range
of claims adjusting duties and supervising, requiring sound judgment and analytical skills and a o
detailed knowledge of workers' compensation law, regulations and court divisions. .2
v
ESSENTIAL DUTIES AND RESPONSIBILITIES
The duties listed below are intended only as illustrations of the various types of work that may °
be performed. The omission of specific statements of duties does not exclude them from the `m
position if the work is similar, related or a logical assignment to this class.
a
1. Reviews and records claims of City employees for injuries occurring in the course and
scope of their performance of City jobs; reviews injury reports for completeness and =
consistency; examines claims to determine if they comply with applicable laws, rules and
regulations of the State of California; analyzes personal injury records, doctors' reports o
and previous compensation cases to determine basis for acceptance or rejection of E
workers' compensation benefits. o
U
2. Develops documentation from physicians, departments and witnesses; resolves
discrepancies in data; requests investigations to verify questionable claims data; informs x
employees injured on the job of their rights and benefits under workers' compensation
law; advises departments regarding procedures and reporting deadlines involving work
injuries. rn
3. Maintains financial control on open files; monitors medical treatment; utilizes judgement v
and experience to establish case reserves; reviews all physicians' reports to analyze E
medical diagnoses and prognoses; confers with physicians, hospital staff, attorneys,
departments and employees to determine status of cases. >
4. Authorizes payment of medical bills, temporary ry disabili ty, permanent disability ty and death <
benefits; coordinates payroll, return-to-work and absence information involving
employees absent due to an on-the-job injury or illness; directs clerical employees in
processing work injury claims; maintains permanent files and records of claims data and
benefits issued.
5. Prepares cases for litigation; arranges special investigative medical examinations;
attends Workers' Compensation Appeals Board hearings; researches pertinent statutes
Senior Workers'compensation Adjuster - Page 1
as necessary; rates permanent disability claims in accordance with the Labor Code, the
Schedule for Rating Permanent Disability and case law.
6. Prepares cases for legal defense; assists in the preparation of appeals cases before the
Workers' Compensation Appeals Board; secures documentary evidence of births,
deaths, marriages and divorces in fatality cases.
7. Evaluates advisory and informal ratings as a basis for claims settlement; rates
permanent disabilities pursuant to California Rating Schedule; approves payment for
medical services, temporary disability and permanent disability awards subject to
delegated authority as determined by the Risk Division Manager.
8. Develops, maintains, and analyzes statistical data on claims expenditure trends and o
provides appropriate report and recommendations; stays abreast of current Workers' .�
Compensation and civil claims litigation.
9. Senior Workers' Compensation Claims: Assigns and reviews the work of Adjusters and
Technicians; trains and provides technical assistance to new and journey-level v
Adjusters. W
10. Coordinates the City defense appeal for safety disability retirement denials and makes
x
presentations before the retirement appeals board. c
11. Assists the Risk Division Manager with the implementation of special programs such as N
in-house litigation; determines which claims for adjudication will be litigated by in-house
staff.
12. Assists in the supervision and maintenance of statistical and budget records and o
participates in studies of industrial accident matters. '0
13. Provides feedback on performance at the time of employee evaluations. d
14. Available for on-call services. K
0
GENERAL QUALIFICATIONS
Knowledge of. H
1. Provisions of the California State Labor Code and applicable case law pertaining to a
occupational injuries, vocational rehabilitation and claims.
2. Medical and legal terminology related to workers' compensation claims processing and 2
adjusting.
3. Principles, practices, methods and techniques of claims management. o
4. Methods and procedures for processing workers' compensation claims and for rating E
disabling injuries and illnesses. 0
5. Jurisdiction, functions and procedures of the Workers' Compensation Appeals Board.
d
Ability to: Y`o
1. Understand, interpret, explain and apply federal, state and local law, rules and court
decisions applicable to the adjudication of workers' compensation and disability claims. ur
2. Read and interpret medical records, case investigations and physical capacity
evaluations and reach sound conclusions regarding eligibility for benefits payments and E
return-to-duty capability.
3. Calculate eligible benefits and establish accurate and reliable case reserves in a
accordance with accepted reserving practices and standards.
4. Communicate effectively, orally and in writing.
5. Negotiate effectively on behalf of the City within established limits.
6. Prepare clear, concise, accurate and comprehensive documentation, records, reports
and other written materials.
7. Maintain highly confidential and sensitive information, records and files
Senior Workers'Compensation Adjuster Page 2
I
8. Exercise tact and diplomacy in dealing with sensitive, complex and confidential issues
and employee situations.
9. Establish and maintain effective working relationships with City staff, department
personnel, attorneys, physicians, injured employees and their family members, and
others encountered in the course of work.
10. Develop, maintain, and analyze statistical data on claims expenditure trends and provide
appropriate report and recommendations; stay abreast of current Workers'
Compensation and civil claims litigation.
11. Assist in the supervision and maintenance of statistical and budget records and
participate in studies of industrial accident matters.
0
MINIMUM QUALIFICATIONS
'c
Education, Training and Experience:
m
A typical way of obtaining the knowledge, skills and abilities outlined above is graduation 0
from high school or G.E.D. equivalent; completion of college-level coursework in a relevant ix
area of study, and at least three years of progressively responsible workers' compensation =
claims handling experience; or an equivalent combination of training and experience. o
Possession of a Self-Insurance Administrator's Certificate may be substituted for one year of
the required experience.
Licenses; Certificates; Special Requirements: c
A valid California driver's license and the ability to maintain insurability under the City's 'n
vehicle insurance policy. >,
Claims Adjusters must successfully complete the Self-Insurance Administrator's °
Certificate within one year of employment and 30 hours additional training every two `m
years.
D
PHYSICAL DEMANDS a
c
The physical demands described here are representative of those that must be met by an -°
employee to successfully perform the essential functions of this class. Reasonable m
accommodations may be made to enable individuals with disabilities to perform the essential o
functions. E
0
While performing the duties of this job, employees are regularly required to sit for prolonged
periods; talk and hear, both in person and by telephone; use hands to finger, handle and feel x
computers and standard business equipment; and reach with hands and arms. The employee is 0
frequently required to stand and walk and occasionally may lift and carry materials and supplies
weighing up to 25 pounds. rn
c
Specific vision abilities required by this job include close vision and ability to adjust focus. E
r
WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee a
encounters while performing the essential functions of this class. Reasonable accommodations
may be made to enable individuals with disabilities to perform the essential functions.
Employees work under typical office conditions and the noise level is usually quiet. The
employee may occasionally visit sites with exposure to dust, fumes, noise and traffic and
exposure to inclement weather including heat, cold and wet conditions.
Senior Workers'Compensation Adjuster Page 3
�� Mpino
SP
O
A
- a Class Code:
�OON�cu r�e�° M/CC Date Adopted:
City of San Bernardino Signature:
Director, Human Resources
Bargaining Unit: Management/Confidential
EEOC Job Category: Officials and Managers
Class Specification
HUMAN RESOURCES DIVISION MANAGER o
JOB SUMMARY
Under general direction, plans, organizes and manages assigned areas of the City's human rn
resources management program, including recruitment, classification and compensation, °m
benefits, training and development, employee and labor relations, performance evaluation and
related programs and services to management and employees; provides professional advice to i
City managers and supervisors on complex human resource and employee relations policy and o
procedural issues; and performs related duties as assigned.
DISTINGUISHING CHARACTERISTICS
Human Resource Manager plans, organizes, manages and evaluates human resources `o
programs and services in areas of assigned responsibility and collaborates with others to "_
ensure the effective integration of departmental delivery of services on a City-wide basis. The
incumbent is responsible for developing and implementing programs, policies and procedures o
consistent with the City's and department's business goals and objectives. The incumbent is
expected to provide sound professional advice and consultation to City executives, managers
and supervisors on a broad range of complex organizational, human resource management and
employee/labor relations matters frequently entailing issues of significant potential litigation risk,
cost and exposure to adverse public reaction. Assignments are broad in scope and allow for a c
high degree of administrative discretion in their execution. =
N
ESSENTIAL DUTIES AND RESPONSIBILITIES
The duties listed below are intended only as illustrations of the various types of work that may
be performed. The omission of specific statements of duties does not exclude them from the 9
position if the work is similar, related or a logical assignment to this class. 0
v
1. Plans, organizes, controls, manages and evaluates the work of assigned Human
Resources staff; with subordinate staff, participates in establishing operational plans and E
initiatives to meet department goals and objectives; implements departmental plans, _
work programs, processes, procedures and policies required to achieve overall c
department performance results; coordinates and integrates department functions and E
responsibilities to achieve optimal efficiency and effectiveness; participates in developing
and monitoring performance against the annual departmental budget.
2. Plans and evaluates the performance of assigned staff; establishes performance a
requirements and personal development targets; monitors performance and provides
coaching for performance improvement and development; provides or recommends
compensation and other rewards to recognize performance; takes disciplinary action, up
to and including termination, to address performance deficiencies, subject to
management concurrence, in accordance with the City's human resources policies and
procedures, Civil Service Rules and labor contract provisions.
Human Resources Division Manager - Page 1
I Provides leadership and works with staff to develop and maintain a high performance,
customer service-oriented work environment that supports achieving the City's mission,
strategic goals and core values.
4. Manages the day-to-day activities of human resources staff engaged in development
and implementation of employee recruitment plans, including outreach recruitment to
obtain qualified candidates; ensures that all phases of recruitment and application
acceptance comply with applicable federal, state and local laws, regulations and
guidelines; personally conducts recruitment activities for executive and complex
professional-level classes as required.
5. Participates and plays a leadership role administering in the City's employee relations `o
program and activities; monitors the employee relations environment, researches N
situations and initiates proactive resolution of developing issues; consults with and c
facilitates agreement on appropriate action by managers and supervisors on employee
grievance and discipline issues; coaches managers and supervisors on effective d
supervisory and employee relations principles and practices; consults with employees z
and their representatives to identify and resolve employee/employer-related problems =
and issues; serves as designated chief negotiator in the negotiation of wages, hours of o
work, and other terms and conditions of employment; formulates and implements v°
effective bargaining strategies and techniques; performs a variety of costing and other
analyses in support of negotiations; administers the provisions of labor contracts; works
with and assists counsel representing the City in arbitration cases; conducts o
investigations of complex disciplinary, grievance and EEO cases, prepares "
documentation and advises managers on appropriate action.
it
6. Conducts position classification studies; recommends classification and salary changes
based on studies and analyses; prepares new or modified class specifications for Civil
Service Board approval; supervises the conduct of special surveys and studies rn
regarding compensation and other human resource management issues; provides
classification, compensation and benefits information to other organizations.
7. Administers the City-wide position control system; reviews personnel action forms to
ensure accuracy and appropriate authorization; prepares vacancy reports; compiles m
quarterly vacancy reports for the City Manager and for the mid-year and annual budget >
process. 'o
8. Administers the City's benefits program; conducts research, evaluates plan and costing
alternatives and recommends benefits program changes, participates in negotiating
benefit plan provisions and rates; researches and ensures compliance with HIPPA and v
other federal and state benefits plan requirements; plans, organizes and manages the of
annual open enrollment process and health fair.
9. Coordinates the Employee Assistance Program (EAP) and its related training and E
contractual requirements. _
10. Manages development, implementation and evaluation of City training and development c
programs; oversees design and development of training and instructional materials; E
conducts training; directs the delivery of training by outside instructors; oversees E
administration of the City's performance evaluation programs.
11. Participates in the development and implementation of human resources policies and a
procedures; advises, coaches and trains managers and supervisors on legal
requirements and sound professional practices affecting a broad array of human
resources processes; reviews proposed legislation and regulations for impacts on the
City's human resources programs and practices; represents the City with other
governmental agencies and the community on human resources-related matters.
- Human Resources Division Manager Page 2 -
12. Confers with and interprets policies, procedures and regulations to City management,
staff and the public; coordinates and prepares staff reports to the City Council's
Personnel Committee; prepares unclassified employee lists for Mayor and Council
approval; attends meetings and answers questions from members of the Civil Service
Board.
13. Oversees and participates in the development and administration of assigned budgets;
in association with the Human Resources Director, participates in the development and
administration of the department budget; approves the forecast of funds needed for
staffing, equipment, materials and supplies; approves expenditures and implements
budgetary adjustments as appropriate and necessary. `o_
14. Supervises maintenance of City employee personnel files and related position and 2
employee information databases, ensuring conformance with all privacy requirements. c
15.Acts for the Human Resources Director in that individual's absence. rn
16. Develops, monitors and reviews medical examination policy standards; evaluates, °w
interprets and applies pertinent laws regarding pre-employment physical examinations;
negotiates contracts and monitors performance of medical facility administering physical =
exams.
0
a
GENERAL QUALIFICATIONS
Knowledge of.
1. Theory, principles, practices and techniques of public human resource management, o
including recruitment, selection, equal employment opportunity, employee relations, .2 MA
classification and job analysis, compensation, benefits design and administration,
training and development and performance planning and appraisal.
2. Principles and practices of labor management relations, including negotiation and °
contract administration techniques.
3. Federal, state and local laws, regulations and court decisions applicable to assigned
areas of responsibility.
4. Principles and practices of public administration, including budgeting, purchasing and
maintenance of public records. 3
5. Research methods and analysis techniques.
6. City functions and associated human resource management issues. °
7. Basic principles and practices of internal consulting.
8. Trends and practices in public sector human resource management.
9. Principles and practices of sound business communication. y
10. Principles and practices of effective management and supervision.
11. City human resources policies and procedures, Civil Service Rules and labor contract `a
provisions. E
x
Ability to:
1. Design, plan and implement effective human resources programs in assigned areas of
responsibility. E
2. Analyze and make sound recommendations on complex human resources management
issues. a
3. Understand, interpret, explain and apply City, state, and federal policy, law, regulation
and court decisions governing the City's human resource management program.
4. Present proposals and recommendations clearly, logically and persuasively in public
meetings.
5. Consult effectively with executives, managers and supervisors to develop solutions to
complex organizational and people management issues.
Human Resources Division Manager Page 3
6. Represent the City effectively in dealings with labor organizations on a variety of issues.
7. Develop and implement appropriate procedures and controls.
8. Prepare clear, concise and comprehensive correspondence, reports, studies and other
written materials.
9. Exercise sound independent judgment within general policy guidelines.
10. Exercise tact and diplomacy in dealing with sensitive, complex and confidential
personnel issues and employee situations.
11. Establish and maintain effective working relationships with all levels of City
management, elected officials, bargaining units and their representatives, other
governmental officials, employees, applicants, the public and others encountered in the o
course of work. m
N
L
MINIMUM QUALIFICATIONS m
Education, Training and Experience: v
A typical way of obtaining the knowledges, skills and abilities outlined above is graduation X
from an accredited four-year college or university with a major in public or business =
administration, human resources, psychology, or a closely related field; and at least seven o
years of progressively responsible human resource management experience, including chief u�
labor negotiator experience, at least two of which were in a lead or program management
capacity; or an equivalent combination of training and experience. Experience in a public
agency is highly desirable. o
.N
Accreditation shall be by a national or regional accreditation body that is recognized by the
Secretary of the United States Department of Education. o
Licenses; Certificates; Special Requirements:
A valid California driver's license and the ability to maintain insurability under the City's
vehicle insurance policy.
L
Certifications in human resource management issued by IPMA-HR or SHRM are highly
desirable. a
0
PHYSICAL DEMANDS d
The physical demands described here are representative of those that must be met by an
employee to successfully perform the essential functions of this class. Reasonable
accommodations may be made to enable individuals with disabilities to perform the essential
c
unctions. „
E
While performing the duties of this job, the employee is regularly required to sit; talk or hear, _
both in person and by telephone; use hands to finger, handle and feel computers and standard c
business equipment; and reach with hands and arms. The employee is frequently required to E
stand and walk.
Specific vision abilities required by this job include close vision and the ability to adjust focus. a
WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee
encounters while performing the essential functions of this class. Reasonable accommodations
may be made to enable individuals with disabilities to perform the essential functions. The
employee works under typical office conditions, and the noise level is usually quiet.
Human Resources Division Manager Page 4
(uogeziue6Joaa NH : 01790 IL uoisinaa] 4Aego Gip 4uajjno saainosaa uewnH :yuawyaeuy
a�
a
F-I Y
U
W
V � C
a
U
0 04�+ 0-y �`
T p Q % 0 O y
hx � „a � zq°O.� cVia
c 0
3 3 0
� = o
V F+ V c
A '
L N
wN v,
U - v
m
x �
ax d
x
O �
x a
N
d a pi ❑ � to m
N
O
N
T
< c m__ NH : m0 . __, _a6JO aeGaaad __euem aOwq ,
46 -L4
� Cd � /\ k\ \
& E � t72 !
o ; r )) ¢ \ \ e « ■ § !
O 20tuo f$ k ) § 2 Q p
) / (94
04 \ � <
2�\\ E3E] � SEE 2[ E | (E (
\.5.4 « « « ƒ k ! } ¥ § 2 `
) / § A2 ) § ) / A / ]
A AAA AAA * : ƒ^ � ( ] / k
¥ � y
z �
2 u
� )) z rn ■ ® z
c
q & ¥
�
= U
R \
q7 4
yVD / `
09 ;
«
RISK DIVISION MANAGER SALARY SURVEY
ANNUAL SALARY
City of Ontario Risk Management Director $110,832
City of Pomona Risk Manager $112,992 -E.2
City of Moreno Valley Risk Division Manager $113,94C N
City of Riverside Risk Manager $113,604 m
AVERAGE: TOP STEP $112,842
x
0
Recommended Salary Range N
AGENCY m= TIT OPOSED 2
Cit of San Bernardino Risk Division Manage $100,596 $111 ,144
0
N
T
d
(q
N
N
fn
d
R
C
R
C
O
N
O
Y
_N
C
E
E
L
U
L'.
Q
SENIOR WORKERS' COMPENSATION ADJUSTER SALARY SURVEY
ANNUAL SALAR
TOP
City of Pomona Workers' Compensation Sup ervisor $76,092
City of Riverside Workers' Compensation Supervisor $92,016
County of San Bernardino Workers' Compensation Adjuster III $74,922 ,`o
County of Riverside Senior Claims Ad'uster $77,364
M
AVERAGE: TOP STEP $80,099 T
0
0
x
Recommended Salary Range o
e
AGENCY `
0
City of San Bernardino Sr. Workers' Compensation Adjuster $78,384 A
v
T
d
7
LT
F
N
'6
a
n
E
0
U
x
`w
Y
O
tq
C
E
E
L
u
n
a
HUMAN RESOURCES DIVISION MANAGER SALARY SURVEY
ILANNUAL SALARY
Iiik TOP -
City of Pomona Human Resources Manager $112,992
City of Riverside Principal Human Resources Analyst $119,652
City of Corona Human Resources Manager $101,61E 2
0
AVERAGE: TOP STEP $111,420 -4
N
C
N
01
0
Recommended Salary Range
o:
x
0
v
N
City of San Bernardino Human Resources Division Manager $91,044 $111,144
0
0
Mn
v
fL
0
N
T
N
f'
Vl
N
y
d
F
C
R
2
m
t
u
R
Q