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Home My WebLink About07.E- Civil Service 7. DOC ID: 2327 CITY OF SAN BERNARDINO—REQUEST FOR COUNCIL ACTION Personnel From: Kelli Bruhl M/CC Meeting Date: 04/15/2013 Prepared by: Leticia O. Briggs, (909) 384- 5248 Dept: Civil Service Ward(s): All Subject: Personnel Actions - Classified(#2327) Current Business Registration Certificate: Not Applicable 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 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 COMMUNITY DEVELOPMENT 1. Martin, Travis APPOINTMENT (Part-Time/Non-Career): Apprentice, Range PT, Flat Rate, $15.00/hr., Benefits: Medicare, Unemployment=minimal cost; Eff: 4/16/13. 2. Power, Chantal APPOINTMENT (Part-Time/Non-Career): Intern, Range PT, Flat Rage $15.00/hr., Benefits: Medicare, Unemployment=minimal cost; Eff: 4/16/13. 3. Quade, Lane PROVISIONAL APPOINTMENT (Part-Time/Non-Career): Development Services Technician, Range 1410, Flat Rate$24.05/hr., Benefits: Medicare,Unemployment=minimal cost; Eff: 4/16/13. 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: 4/16/13. POLICE 7. Alvillar, Debra REINSTATEMENT: from Community Service Officer I, Range 1360, 21, $3250/mo., to Community Service Officer II, Range 1390, Packet Updated:4/10/2013 by Kelli Bruhl l?g.197 2327 Step 21, $3774/mo., Ef£ 4/16/13. 8. Mejia,Natasha APPOINTMENT (Part-Time/Non-Career): Police Dispatcher I, Range PT, Step 1, $18.83/hr., Benefits: Medicare, Unemployment= minimal cost; Ef£ 4/16/13. 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£ 4/16/13. 10. Contreras, Rodrigo PROMOTION: from Maintenance Worker I, Range 1350, Step 6, $2671/mo., to Sewer Maintenance Worker, Range 1400, Step 1, $3264/mo., Eff: 4/16/13. INTEGRATED WASTE FUNDS: NO ACTIONS FEDERAL FUNDS: NO ACTIONS Supportinp_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) L Quade, Lane (PDF) Updated:4/10/2013 by Kelli Bruhl ■ CITY OF SAN BERNARDINO TO: Allen Parker City Manager FROM: Robert Eisenbeisz &0� Interim Director of Public Works SUBJECT: Public Works �� w Justification for Personnel Action Jacob' COUNCIL AGENDA: April 1,2013 Classification Maintenance Worker II N J Justification a (Explanation of need for position) This position is critical in the sense that the Maintenance Worker II oversees other crew LO members and Sheriff Work Release workers. Having a person to oversee the work c release workers is a requirement of the contract with the Sheriff's Department. N M How long has the position been vacant? December 18, 2012 0 Why is it critical to fill this position? Without adequate supervision the City is not able to utilize as many Sheriff Work Release workers. What options were considered? This is no other option if work release workers are to a be used. c d E 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 0 If hiring at a salary above step 1,why? Hiring at step 1 cz . . z� f3 � Z 3 M vR Packet Pg. 199 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 N J Effective Date: 4-16-13 a a M r Position: Debra Alvillar—Reinstatement to CSO II Ln 0 ti Justification: M N 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: a Personnel Action Form p CAP ... V w rn °.'� ' ^v rn 10 •try T � THE SBPD IS COIvI IITTED TO PROVIDING: PROGRESSIVE QUALITY POLICE SERVICE; A SAYE ENVIRONMENT TO IMPROVE THE QUALITY OF LIFE; A REDUCTION IN CRIME THROUGH PROBLEM RECOGNITION AND PROBLEM SOLVING Packet Pg.200 j 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 Q Effective Date: 4-16-13 a M r LO Position: Natasha Mejia to Part-Time Status 0 Justification: N M N The police department has had several dispatchers leave the organization unexpectedly, which has required an expenditure of overtime to maintain the appropriate staffing levels. 0 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 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; 2 however, there is a lengthy training process which would leave the unit shorthanded requiring Q the expenditure of overtime. Attachment: Personnel Action Form X. ` tom`) /mp "' •C Z x, cb 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 Packet Pgt 201 7.E.c SAN BERNARDINO CITY FIRE DEPARTMEIfT, Q A!4 9' 26 Interoffice Memorandum cuF = x To: Allen Parker,City Manager From: George Avery,Acting Fire Chief SUBJECT: Justification of Personnel Action a CL DATE: April 10,2013 r 0 Classification: N M Paramedic/Firefighter Trainee L d Justification: > M n The Fire Department seeks to hire (3) Paramedic/Firefighter Trainees,effective April 16,2013. These 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 r expenditures within the Fire Department, and provide additional Paramedic/Firefighters available for L daily staffing of fire stations. 0a c 1. Bashaw,Aloysius m 2. LeBlanc, Brent 3. Marquez,Javier in 0 4 3 CU W M m a.: c a� E a Packet Pg.202 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 N Q Justification °' M (Explanation of need for position) Ln This position is critical in the sense that sewer maintenance must be done to keep the le pipes flowing. When pipes are not cleaned,the materials begin to come up and out of the 0 manhole. N M N How long has the position been vacant? December 12,2012 0 c Why is it critical to fill this position? The number of sewer spills have increased one 0 person retired and one person resigned. U �a d What options were considered? No other option available to address current needs. 0 U 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. r r City/Community services? , a Is this the result of Personnel Committee action?No =� `� :.x If hiring at a salary above step 1,why? Hiring at step 1 �> C .N This position has approval in the adopted to the Pendency Plan. C, i9i xrJ*x W 7- CA Racket Pg.203 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 N_ Classification 'J Q a. Cq Apprentice(Paid) LO Justification 0 ti N M N How long has the position been vacant? Effective April 16, 2013 N M Why is it critical to fill this position? What options were considered? CF 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. What is the potential impact of keeping the position vacant in terms of a City/Community services? a Leaving this position vacant will cause additional,wait time for all services at 3`a floor counter. Is this the result of Personnel Committee action? No If hiring at a salary above step 1,why? N/A Packet Pg.204 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 n Effective Date: 4-16-13 a M r Position: Natasha Mejia to Part-Time Status 0 Justification: N M N The police department has had several dispatchers leave the organization unexpectedly, which s has required an expenditure of overtime to maintain the appropriate staffing levels. r �o Z 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 W 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 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: Personnel Action Form W. /mp rvs x, _. 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 PCB}.2055 "i CITY OF SAN BERNARDINO TO: Allen J. Parker City Manager FROM: M. Margo Wh e Director SUBJECT: Community Development Department Justification for Personnel Actions COUNCIL AGENDA: April 15, 2013 Classification J Intern (Paid) 1- Pow, a a M r to r Justification ° ti N How long has the position been vacant? Effective April 8, 2013 Why is it critical to fill this position? What options were considered? 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 3 technicians would strike a critical blow to public service. a. What is the potential impact of keeping the position vacant in terms of E City/Community services? r Leaving this position vacant will cause additional wait time for all services at 3'-d a floor counter. Is this the result of Personnel Committee action? No If hiring at a salary above step 1,why? N/A Packet Pg.206 CITY OF SAN BERNARDINO TO: All J. Parker Pi-�--es Manager FROM: Funk Interim Director SUBJECT: Community Development Department Justification for Personnel Actions COUNCIL AGENDA: April 15,2013 Classification N Development Services Technician higher acting to Building Inspector H Q Development Services Technician Provisional Appointment a Ln Justification 0 A Building Inspector was recently placed on Administrative Leave,which has left the department with two building inspectors to divide approximately 45 N inspections daily. 1 How long has the position been vacant? N/A CY d 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 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`Pg._207: 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 (5%higher acting pay equates to step 1) a M Lane Quade: Mr. Quade previously assumed the duties of the Development Services 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. a� c J c0 CY G d E t V t4 r Q Packet Pg.208