HomeMy WebLinkAbout07.B- Civil Service DOC ID: 1920
CITY OF SAN BERNARDINO—REQUEST FOR COUNCIL ACTION
Personnel
From: Kelli Bruhl M/CC Meeting Date: 08/20/2012
Prepared by: Leticia O. Briggs, (909) 384-
5248
Dept: Civil Service Ward(s): All
Subject:
Personnel Actions - Classified
Financial Impact:
Motion: Approve the classified personnel actions, as submitted by the Chief Examiner, in
accordance with Civil Service rules and Personnel policies adopted by the Mayor
and Common Council of the City of San Bernardino.
CERTIFICATION BY CIVIL SERVICE CHIEF EXAMINER: I hereby certify that the
CLASSIFIED Personnel Actions listed below and numbered as item 1 through 3 conform
with all personnel policies adopted by the Mayor and Common Council and with all
administrative regulations of the City of San Bernardino.
GENERAL FUND:
NAME/DEPARTMENT REQUESTED ACTION
CIVIL SERVICE
1. Ortiz, Treasure APPOINTMENT(Part-Time/Non-Career):
Intern, Range PT, Flat Rate, $12.00/hr.,Benefits:
Medicare,Unemployment=minimal cost;
Eff: 8/21/12.
FIRE
2. Sedano, Manuel REDUCTION IN FORCE/VOLUNTARY
DEMOTION: from Public Education Officer,
Range 1440, Step 21, $4843/mo., to Fire
Prevention Technician,Range 1410, Step 21,
$4170/mo., Eff: 8/21/12.
3. Brown, Steve PROMOTION: from Paramedic/Firefighter,
Range P2, Step 5, $7931/mo., to Fire Captain,
Range P4, Flat Rate, $9037/mo., Eff: 8/21/12.
INTEGRATED WASTE FUNDS: NO ACTIONS
FEDERAL FUNDS: NO ACTIONS
Supportin¢Documents:
Treasure Ortiz 082012 (PDF)
Steve Brown 082012 (PDF)
Updated: 8/15/2012 by Leticia O.Briggs Packet Pg. 80
CITY OF SAN BERNARDINO
TO: Andrea Travis-Miller
Interim City Manager
FROM: Kelli Bruhl
Civil Service Chlef�xam Per
SUBJECT: Civil Service Department
Justification for Personnel Actions
COUNCIL AGENDA: August 21,2012
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Classification N
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Intern Part-Time o
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Justification
Appointment authorized by Interim City Manager to assist the Chief Examiner with cm
the reduction in force process. It is critical that additional staffing be provided to
Civil Service in order to expedite the processing and implementation of lay-offs. N
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This individual has previously served as a Civil Service intern and is now a Masters' o
degree candidate at California State University, San Bernardino in Public r
Administration. She has already been trained to research personnel documents to 0
assist in the determination of seniority in classification and City service.
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7.B.b
CITY OF SAN BERNARDINO
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TO: Andrea Travis-Miller
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Interim City Manager c
FROM: Paul Drasil Y? La rn
Interim Fire Chief
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SUBJECT: Fire Department N
Justification for Personnel Action
COUNCIL AGENDA: August 20,2012
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Classification Q
To: Fire Captain w
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Justification _._ �_._. 00
The Fire Captain position is a critical position in the fire department. The position
serv%,. as a fire company supervisor; supervises and directs the worX of firefighters,
paramedic/firefighters and fire engineers assigned to a fire company. The Fire
Captain responds to fire alarms, medical aids and other emergency calls.
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• How long has the position been vacant? 3 Days,through August 20,2012 0
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• Why is it critical to fill this position? This position is critical to fill to m`
maintain continuity on the crew and reduce the impact of the overtime costs >
associated with backfilling the position with existing personnel. rn
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• What options were considered? The only other option available is to fill the E
vacant position with overtime due to "constant staffing"provisions in the
MOU. A
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• What is the potential impact of keeping the position vacant in terms of
City/Community services? The potential impact of keeping the position
vacant is that it reduces the pool of available personnel to be recalled in the
time of need. In addition,the fire crew integrity and/or safety may suffer do
to the continuous staffing change in that Fire Captain position.
• Is this the result of Personnel Committee action?No.
• If hiring at a salary above step 1,why? This position will be hired at top step
according to the annual 186 survey and provisions outlined in the Fire MOU.
Packet Pg.82
• Due to the fiscal emergency and the bankruptcy filing there is a real
possibility that the employee being promoted could be demoted due to
personnel cuts to our department. I have spoken with the individual and he
fully understands that this could occur,and he is willing to accept this
promotion in light of this. He would retain re-instatement rights for 2 years
from the time of demotion.
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