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DOC ID: 2327 A
CITY OF SAN BERNARDINO—REQUEST FOR COUNCIL ACTION
Personnel
From: Kelli Bruhl MICC Meeting Date: 05/06/2013
Prepared by: Leticia O. Briggs, (909) 384-
5248
Dept: Civil Service Ward(s): All
Subject:
Personnel Actions - Classified (At Meeting of April 15, 2013, Item Continued to April 22, 2013;
Item Continued to May 6, 2013) (#2327)
Current Business Registration Certificate: Not Applicable
Financial Impact:
Motion: Continue to May 6, 2013, to allow the Finance Director to completely review the
financial impact of the personnel actions.
CERTIFICATION BY CIVIL SERVICE CHIEF EXAMINER: I hereby certify that the
CLASSIFIED Personnel Actions listed below and numbered as item 4 through 10 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
REVISED 511113 (Items #1-3 removed)
1 r.f ti T,,.,.,,;., A PO NLT, .fLALT/D,,,.t T;., e/A7en l''ar i 1.
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'. Power-, C- nt, l X414 G.A.A.—AT(P-art PigicenTTer^c-cCare
Atem, Range PT-,T t Rage 1 c nnnP
3. Quade-, Lane AR0V1S10,M4L,4AP01A9;4A&ALT
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FIRE
4. Bashaw, Aloysius APPOINTMENT (Part-Time/Non-Career):
5. Le Blanc, Brent Firefighter/Paramedic Trainee, Range PT,
Flat Rate, $29.478/hr., Benefits: Medicare,
6. Marquez, Javier Unemployment=minimal cost; Eff: 4/23/13.
POLICE
Now
Updated: 5/1/2013 by Leticia O.Briggs A a � �°''
2327
7. Alvillar, Debra REINSTATEMENT: from Community Service
Officer I, Range 1360, 21, $3250/mo., to
Community Service Officer II, Range 1390,
Step 21, $3774/mo., Ef£ 4/23/13.
8. Mejia,Natasha APPOINTMENT (Part-Time/Non-Career):
Police Dispatcher I, Range PT, Step 1,
$18.83/hr., Benefits: Medicare,Unemployment=
minimal cost; Eff: 4/23/13.
PUBLIC WORKS
9. Adams, Jacob PROMOTION: from Maintenance Worker I, Range
1350, Step 21, $3092/mo., to Maintenance Worker
II, Range 1380, Step 11, $3257/mo., Ef£ 4/23/13.
10. Contreras, Rodrigo PROMOTION: from Maintenance Worker 1, Range
1350, Step 6, $2671/mo.,to Sewer Maintenance
Worker, Range 1400, Step 1, $3264/mo.,
Ef£ 4/23/13.
INTEGRATED WASTE FUNDS: NO ACTIONS
FEDERAL FUNDS: NO ACTIONS
REVISED 511113 (Items #1-3 removed)
Supporting Documents:
Adams, Jacob (PDF)
Alvillar, Debra (PDF)
Bashaw, Aloysius LeBlanc, Brent Marquez, Javier (PDF)
Contreras, Rodrigo (PDF)
Martin, Travis(PDF)
Mejia,Natasha (PDF)
Power, Chantal (PDF)
Quade, Lane (PDF)
Updated: 5/1/2013 by Leticia O. Briggs A � .
CITY OF SAN BERNARDINO
TO: Allen Parker
City Manager
FROM: Robert Eisenbeisz
Interim Director of Public Works
SUBJECT: Public Works
Justification for Personnel Actio -- Adams, Jacob
COUNCIL AGENDA: April 1,2013 --
Classification
Maintenance Worker II
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Justification a
(Explanation of need for position) o,
This position is critical in the sense that the Maintenance Worker II oversees other crew
members and Sheriff Work Release workers. Having a person to oversee the work o
release workers is a requirement of the contract with the Sheriff's Department.
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How long has the position been vacant? December 18, 2012
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Why is it critical to fill this position? Without adequate supervision the City is not able
to utilize as many Sheriff Work Release workers.
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What options were considered? This is no other option if work release workers are to a
be used.
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What is the potential impact of keeping the position vacant open? Less clean-up
work of weeds and dumping will be possible. Q
City/Community services?
Is this the result of Personnel Committee action?No r>
If hiring at a salary above step 1,why? Hiring at step I a ,
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City of San Bernardino
San Bernardino Police Department
Interoffice Memorandum
To: Allen Parker, City Manager
From: Robert Handy, Chief of Police
Subject: Request for Reinstatement(Debra Alvillar)
Date: March 28, 2013
Copies:
Council Date: 4-15-13
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Effective Date: 4-16-13 Q
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Position: Debra Alvillar—Reinstatement to CSO II LO
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Justification: N
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Debra Alvillar previously held the position of CSO II in the Police Department. She was
demoted to CSO I as a result of force reductions that occurred in 2012.A CSO II position o
has come available and Ms.Alvillar has rights to the position per Civil Service Rule 511. ,.
Attachment: '
Personnel Action Form Q
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THE SBPD IS COMMITTED TO PROVIDING:
PROGRESSIVE QUALITY POLICE SERVICE;
A SAFE ENVIRONMENT TO IMPROVE THE QUALITY OF LIFE;
A REDUCTION IN CRIME THROUGH PROBLEM RECOGNITION AND PROBLEM SOLVING
Packet Pg. 168
City of San Bernardino
San Bernardino Police Department
Interoffice Memorandum
To: Allen Parker, City Manager
From: Robert Handy, Chief of Police
Subject: Request for Part-Time Status(Natasha Mejia)
Date: March 28, 2013
Copies:
Council Date: 4-15-13 N
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Effective Date: 4-16-13 a
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Position: Natasha Mejia to Part-Time Status r.
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Justification:
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The police department has had several dispatchers leave the organization unexpectedly, which
has required an expenditure of overtime to maintain the appropriate staffing levels.
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A minimum number of dispatchers on duty during a shift are required for the safe operation of
the dispatch center. In an effort to maintain minimal staffing levels, it is requested.that Natasha
Mejia, who is leaving full time employment, be allowed to continue employment on a part time a
basis. The part time dispatchers, when available, would be used in lieu of overtime. Full time d
dispatchers who transition without break in service are not required to have background checks.
The department is currently conducting recruitment to fill the vacant full time positions;
however, there is a lengthy training process which would leave the unit shorthanded requiring a
the expenditure of overtime.
Attachment: =L
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Personnel Action Form °X
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THE SBPD IS COMMITTED TO PROVIDING:
IDING:
PROGRESSIVE QUALITY POLICE SERVICE;
A SAFE ENVIRONMENT TO IMPROVE THE QUALITY OF LIFE;
A REDUCTION IN CRIME THROUGH PROBLEM RECOGNITION AND PROBLEM SOLVING
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SAN BERNARDINO CITY FIRE DEPARTME APR Q
Interoffice Memorandum
CIVIL SERVICE .
To: Allen Parker,City Manager
From: George Avery,Acting Fire Chief
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SUBJECT: Justification of Personnel Action
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DATE: April 10,2013 M
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Classification:
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Paramedic/Firefighter Trainee
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Justification:
The Fire Department seeks to hire (3) Paramedic/Firefighter Trainees,effective April 16,2013. These 3
positions will fill (3) Paramedic/Firefighter vacancies within the Fire Department. These positions
have been vacant for more than 12 months. The approval of this request will reduce overtime
expenditures within the Fire Department,and provide additional Paramedic/Firefighters available for
daily staffing of fire stations. 0°
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1. Bashaw,Aloysius m
2. LeBlanc, Brent D
3. Marquez,Javier Cn
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CITY OF SAN BERNARDINO
TO: Allen Parker
City Manager
FROM: Robert Eisenbeisz
Interim Director of Public Works
SUBJECT: Public Works
Justification for Personnel Actions - Contreras, Rodrigo
COUNCIL AGENDA: April 1,2013
Classification
Sewer Maintenance Worker y
Justification
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(Explanation of need for position) T
This position is critical in the sense that sewer maintenance must be done to keep the
pipes flowing. When pipes are not cleaned, the materials begin to come up and out of the
manhole. N
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How long has the position been vacant? December 12,2012 0
Why is it critical to fill this position? The number of sewer spills have increased one 0
person retired and one person resigned. N
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What options were considered? No other option available to address current needs.
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What is the potential impact of keeping the position vacant open? The number of
sewer spills will continue to rise with less people working on keeping them clean. This
poses a serious health and safety risk.
City/Community services? Q
Is this the result of Personnel Committee action?No rs'
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If hiring at a salary above step 1,why? Hiring at step 1 C x
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This position has approval in the adopted to the Pendency Plan. 'M
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CITY OF SAN BERNARDINO
TO: Allen J. Parker
City Manager
FROM: James Funk
Interim Director
SUBJECT: Community Development Department
Justification for Personnel Actions
COUNCIL AGENDA: April 15, 2013
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Classification
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Apprentice (Paid)
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Justification
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How long has the position been vacant? Effective April 16, 2013 N
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Why is it critical to fill this position? What options were considered?
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In November 2012, the front counter lost 40% of its staff. The receptionist
position is being filled by volunteers. The loss of one of three remaining
technicians would strike a critical blow to public service.
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What is the potential impact of keeping the position vacant in terms of
City/Community services? Q
Leaving this position vacant will cause additional wait time for all services at 3rd
floor counter.
Is this the result of Personnel Committee action? No
If hiring at a salary above step 1,why? N/A
Packet Pg. 172
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City of San Bernardino
San Bernardino Police Department
Interoffice Memorandum
To: Allen Parker, City Manager
From: Robert Handy, Chief of Police
Subject: Request for Part-Time Status(Natasha Mejia)
Date: March 28,2013
Copies:
Council Date: 4-15-13 y
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Effective Date: 4-16-13 a
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Position: Natasha Mejia to Part-Time Status r.
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Justification: ti
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The police department has had several dispatchers leave the organization unexpectedly, which M
has required an expenditure of overtime to maintain the appropriate staffing levels.
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A minimum number of dispatchers on duty during a shift are required for the safe operation of c
the dispatch center. In an effort to maintain minimal staffing levels, it is requested.that Natasha 7
Mejia, who is leaving full time employment, be allowed to continue employment on a part time
basis. The part time dispatchers, when available, would be used in lieu of overtime. Full time
dispatchers who transition without break in service are not required to have background checks. _
The department is currently conducting recruitment to fill the vacant full time positions; a
however, there is a lengthy training process which would leave the unit shorthanded requiring a
the expenditure of overtime.
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Attachment: .z .-::• '
Personnel Action Form
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THE SBPD IS COMMITTED TO PROVIDING:
PROGRESSIVE QUALITY POLICE SERVICE;
A SAFE ENVIRONMENT TO IMPROVE THE QUALITY OF LIFE;
A REDUCTION IN CRIME THROUGH PROBLEM RECOGNITION AND PROBLEM SOLVING i
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CITY OF SAN BERNARDINO
TO: Allen J. Parker
City Manager
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FROM: M. Margo Wh e
Director
SUBJECT: Community Development Department
Justification for Personnel Actions
COUNCIL AGENDA: April 15,2013
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Classification
Intern(Paid)
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Justification o
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How long has the position been vacant? Effective April 8, 2013 N
Why is it critical to fill this l?osition? What options were considered?
In November 2012, the front counter lost 40%of its staff. The receptionist L
position is being filled by volunteers. The loss of one of three remaining 3
technicians would strike a critical blow to public service. a°
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What is the potential impact of keeping the position vacant in terms of E
City/Community services?
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Leaving this position vacant will cause additional wait time for all services at 3'-a a
floor counter.
Is this the result of Personnel Committee action? No
If hiring at a salary above step 1,why? N/A
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CITY OF SAN BERNARDINO
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TO: All J.Parker
Ci Manager
FROM: �lJ mes Funk
Interim Director
SUBJECT: Community Development Department
Justification for Personnel Actions
COUNCIL AGENDA: April 15,2013
Classification A
Development Services Technician higher acting to Building Inspector II
a
Development Services Technician Provisional Appointment a
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Justification
A Building Inspector was recently placed on Administrative Leave,which has left ti
the department with two building inspectors to divide approximately 45 N
inspections daily. --
How long has the position been vacant? N/A
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Why is it critical to fill this position? What options were considered?
Allowing Fernando Nievas(current Development Services Technician)to be d
placed in a"Higher Acting"capacity as a Building Inspector II,will place a _
trained and qualified inspector into the position and ensure a minimum number of a
carry-over inspections. Mr.Nievas is also bilingual,adding another asset to the a
.field.
Another option is to contact one of our consultants and request an inspector. This
would result in the inspector having to learn our computer system, city layout and
policies. The learning curve and processing time would be approximately two to
three weeks. Unfortunately, with staff reductions this would be detrimental to the
inspection times.
During the period Mr.Nievas is"higher acting"as a Building Inspector II a fully
trained counter person is needed to assume the duties of the Development
Services Technician as his assignment will leave only one technician, already
down from four. As the workload is increasing,the department is requesting the
provisional appointment of Lane Quade,who was a Development Services
Packet Pa-1,75
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Technician in the department prior to being laid-off in November 2012 due to
budget reductions.
What is the potential impact of keeping the position vacant in terms of
City/Community services?
The maximum amount of daily inspections is 15 to 17 per inspector. With only
two inspectors the department will have to carry over inspections and extend
inspection times, making it difficult to schedule high profile projects which
demand inspections within a 24 hour period.
Is this the result of Personnel Committee action?NO
If hiring at a salary above step 1,why?
Fernando Nievas: N/A y
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(5%higher acting pay equates to step 1) a
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Lane Quade:
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Mr. Quade previously assumed the duties of the Development Services T_
Technician for seven years and is completely trained in the permit process °.
for Community Development,Public Works and Planning and,therefore, M
will require no training.
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