HomeMy WebLinkAbout05.F- Civil Service 5.F
DOC ID: 2492
CITY OF SAN BERNARDINO—REQUEST FOR COUNCIL ACTION
Personnel
From: Kelli Bruhl M/CC Meeting Date: 06/03/2013
Prepared by: Leticia O. Briggs, (909) 384-
5248
Dept: Civil Service Ward(s): All
Subject:
Personnel Actions - Classified(#2492)
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_.L 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
CITY MANAGER'S OFFICE
1. Nguyen, Jimmy APPOINTMENT (Part-Time/Non-Career):
Intern, Range PT, Flat Rate $12.00/hr.,
Benefits: Medicare, Unemployment=minimal
cost; Eff: 6/4/13.
COMMUNITY DEVELOPMENT
2. Weidemann, Laura REINSTATEMENT: Engineering Assistant II1,
Range 1480, Step 16, $5631/mo., Eff: 6/4/13.
3. Power, Chantal PROVISIONAL APPOINTMENT: Development
Services Technician, Range 1410, Step 1,
$3431/mo., Eff: 6/4/13.
Sa1arv: $41208
Benefits: $14960
Total: $56168
POLICE
4. Darby, Deanna APPOINTMENT (Part-Time/Non-Career):
5. Peary, Kristie Police Dispatcher II, Range PT, Step 21,
$25.66/hr., Benefits: Medicare, Unemployment=
minimal cost; Eff: 6/4/13.
6. McAllister, Jean APPOINTMENT (Part-Time/Non-Career):
Police Dispatcher II, Range PT, Step 18,
$25.43/hr., Benefits: Medicare, Unemployment=
minimal cost; Eff: 6/4/13.
7. Dallas, Lauren PROMOTION/FLEX: from Police Dispatcher I
Updated: 5/30/2013 by Kelh Bruhl I Packet Pg.49
2492
(Flex),Range 1400, Step 1, $3264/mo.,to Police
Dispatcher II, Range 1420, Step 1, $3606/mo.,
Eff: 6/4/13.
INTEGRATED WASTE FUNDS: NO ACTIONS
FEDERAL FUNDS: NO ACTIONS
Supporting Documents:
Dallas, Lauren(PDF)
Darby, Deanna (PDF)
McAllister, Jean (PDF)
Nguyen, Jimmy (PDF)
Peary, Kristie (PDF)
Power, Chantal (PDF)
Weidemann, Laura (PDF)
Updated: 5/30/2013 by Kelli Brahl Packet Pg. 50
-
S.F.a
City of San Bernardino
San Bernardino Police Department
Interoffice Memorandum
To: Alan Parker, City Manager
From: Robert Handy, Chief of Police
Subject: Justification for Personnel Action
Date: May 21, 2013
Copies: File
Name of individual proposed for appointment promotion *higher acting etc.
• Lauren Dallas J
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Position/Classification Title
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• Dispatcher II o
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Classification Number N
• 30768
Step# Requested (if above step 1, explain why. *Higher acting pay is step 1 of y
the higher level position or 5% if step 1 is less than a 5% increase.) If you are
requesting an advance step for a new employee, please provide as much detail o
as possible, e.g., the candidate's salary in his/her current position, unique
qualifications or education, etc. E
• Step 1 $20.80 per hour a
Budget Account Number
• Salary 001-210-0084-5011
• Health Insurance 001-0084-5027
• Medicare 001-210-0084-5029
• Unemployment 001-210-0084-5028
• PERS (deferred comp) 001-210-0084-5026
Justification/Reason for Request
The Police Dispatcher 1/11 (Flex) classification allows for an employee to promote
from Police Dispatcher I to Police Dispatcher II once the criteria listed below has
been met:
E
THE SBPD IS COMMITTED TO PROVIDING:
PROGRESSIVE QUALITY POLICE SERVICE;
A SAFE ENVIRONMENT TO IMPROVE TI-IF QUALITY OF LIFE;
Packet Pg. 51
Page 2
➢ Successful completion of one year probationary period as a Police
Dispatcher I with the city of San Bernardino
Lauren Dallas completed her one year probationary period on March 27,
2013.
➢ Successful completion of the POST Public Safety Dispatcher Course
Lauren Dallas completed the Public Safety Dispatcher Course on
December 7, 2011
➢ Successful demonstration of proficiency using established materials
provided by a Police Dispatch Supervisor.
Lauren Dallas completed all phases of training and successfully
demonstrated each phase to a Police Dispatch Supervisor.
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INSTRUCTIONS M
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Complete memo and submit to Human Resources for review and approval o
with:
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Copy of conditional offer letter for new hires -'
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APPROVALS Date °
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After review, HR will confirm with the Finance Department that the position
is vacant, funded, and approved to fill. Once Finance provides verification,
HR will submit all documents to the City Manager for approvaL Once
approved by the City Manager, Human Resources and Civil Service will
process for MCC approval.
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CITY OF SAN BERNARDINO
TO: Allen Parker
City Manager
FROM: Captain Raymond King
SUBJECT: Justification for Personnel Action
Name of individual proposed for appointment,promotion, *higher acting, etc.
• Jean McAllister
• Kristie Peary
,4,r'I'Deanna Darby:!
Position/Classification Title a.
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• Dispatcher II Part-time CD
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Classification Number
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• 00768
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Step#Requested(If above step 1, explain why. *Higher acting pay is step 1 of the o
higher level position or 5%if step 1 is less than a 5%increase.) If you are requesting an
advance step for a new employee,please provide as much detail as possible, e.g.,the
candidate's salary in his/her current position, unique qualifications or education, etc.
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• Step 21 $25.2865 per hour E
Budget Account Number Q
• Salary 001-210-0084-5014
• Medicare 001-210-0084-5029
• Unemployment 001-210-0084-5028
• PERS (deferred comp) 001-210-0084-5026
Justification/Reason for Request
The police department has had several dispatchers leave the organization unexpectedly,
which has required an expenditure of overtime to maintain the appropriate staffing levels.
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
Packet Pg. 54
requested that dispatchers 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 a
recruitment to fill the vacant full time positions; however, there is a lengthy training
process which would leave the unit shorthanded requiring the expenditure of overtime.
INSTRUCTIONS
Complete memo and submit to Human Resources for review and approval with:
- Personnel Action Form (PAF)
- Current organization chart showing where the position fits into the department
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- Copy of conditional offer letter for new hires
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After review, HR will confirm with the Finance Department that the position is vacant, M
funded, and approved to fill. Once Finance provides verification, HR will submit all
documents to the City Manager for approval. Once approved by the City Manager,
Human Resources and Civil Service will process far MCC approval. °.
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APPROVALS Date
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CITY OF SAN BERNARDINO
TO: Allen Parker
City Manager
FROM: Captain Raymond King
SUBJECT: Justification for Personnel Action
i Name of individual proposed for appointment,promotion, *higher acting etc.
4 Jean McAllister
• Kristie Peary
• Deanna Darby n
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Position/Classification Title a
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• Dispatcher II Part-time
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Classification Number
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Step#Requested(If above step 1, explain why. *Higher acting pay is step 1 of the
higher level position or 5%if step 1 is less than a 5%increase.) If you are requesting an n
advance step for a new employee,please provide as much detail as possible,e.g.,the a
candidate's salary in his/her current position,unique qualifications or education, etc.
• Step 21 $25.2865 per hour E
Budget Account Number a
• Salary 001-210-0084-5014
• Medicare 001-210-0084-5029
• Unemployment 001-210-0084-5028
• PERS (deferred comp) 001-210-0084-5026
Justification/Reason for Request
The police department has had several dispatchers leave the organization unexpectedly,
which has required an expenditure of overtime to maintain the appropriate staffing levels.
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
Packet Pg. 57
requested that dispatchers 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 a
recruitment to fill the vacant full time positions; however, there is a lengthy training
process which would leave the unit shorthanded requiring the expenditure of overtime.
INSTRUCTIONS
Complete memo and submit to Human Resources for review and approval with:
- Personnel Action Form (PAF)
- Current organization chart showing where the position fits into the department
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- Copy of conditional offer letter for new hires J
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After review,HR will confirm with the Finance Department that the position is vacant, M
funded, and approved to fill. Once Finance provides verification, HR will submit all
documents to the City Manager for approval. Once approved by the City Manager,
Human Resources and Civil Service will process for MCC approval. °.
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APPROVALS Date
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CITY OF SAN BERNARDINO
TO: Allen Parker
City Manager
FROM: Brandon Mims
Deputy Director of Housing
SUBJECT: Justification for Personnel Action
Name of individual proposed for appointment,promotion, *higher acting, etc.
• JIMMY NGUYEN
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Position/Classification Title
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Classification Number c
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• 00019
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Step#Requested(If above step 1, explain why. *Higher acting pay is step 1 of the E
higher level position or 5%if step 1 is less than a 5%increase.) If you are requesting an E
advance step for a new employee,please provide as much detail as possible, e.g.,the c
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Justification/Reason for Request
A program intern is being used in place of the assist planned administrative assistant to,
with administrative functions.
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INSTRUCTIONS
Complete memo and submit to Human Resources for review and approval with:
- Personnel Action Form(PAF)
- Current organization chart showing where the position fits into the department
- Copy of conditional offer letter for new hires
After review,HR will confirm with the Finance Department that the position is vacant,
funded, and approved to fill. Once Finance provides verification, HR will submit all
'documents to the City Manager for approval. Once approved by the City Manager,
Human Resources and Civil Service will process for MCC approval.
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CITY OF SAN BERNARDINO
TO: Allen Parker
City Manager
FROM: Captain Raymond King
SUBJECT: Justification for Personnel Action
Name of individual proposed for appointment,promotion, *higher acting, etc.
• Jean McAllister
Ar Kristie Peary
• Deanna Darby y
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Position/Classification Title Q
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• Dispatcher II Part-time o
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Classification Number N
0 • 00768 �
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Step#Requested(If above step 1, explain why. *Higher acting pay is step 1 of the Y
higher level position or 5%if step 1 is less than a 5%increase.) If you are requesting an
advance step for a new employee, please provide as much detail as possible, e.g., the
candidate's salary in his/her current position,unique qualifications or education,etc. a
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• Step 21 $25.2865 per hour E
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Budget Account Number a
• Salary 001-210-0084-5014
• Medicare 001-210-0084-5029
• Unemployment 001-210-0084-5028
• PERS (deferred comp) 001-210-0084-5026
Justification/Reason for R uest
The police department has had several dispatchers leave the organization unexpectedly,
which has required an expenditure of overtime to maintain the appropriate staffing levels.
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
P66ket fg.62
requested that dispatchers 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 a
recruitment to fill the vacant full time positions; however, there is a lengthy training
process which would leave the unit shorthanded requiring the expenditure of overtime.
INSTRUCTIONS
Complete memo and submit to Human Resources for review and approval with:
- Personnel Action Form (PAF)
- Current organization chart showing where the position fits into the department
- Copy of conditional offer letter for new hires n
J
After review, HR will confirm with the Finance Department that the position is vacant, a
funded, and approved to fill. Once Finance provides verification, HR will submit all
documents to the City Manager for approval. Once approved by the City Manager, c
Human Resources and Civil Service will process for MCC approval. c
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APPROVALS Date
Human Resources
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CITY OF SAN BERNARDINO
TO: Allen J. Parker
City Manager
FROM: Tony Stewart
Acting Director
SUBJECT: Community Development Department
Justification for Personnel Actions
COUNCIL AGENDA: June 3, 2013
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Name of individual proposed for appointment,promotion, *higher acting, etc. a
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Chantal Power
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Position/Classification Title to
��ier Service Technician—Provisional Employee
Classification Number
#30890
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Budget Account Number Q
#001 180 5011 0029
Justification/Reason for Request
How long has the position been vacant?
On May 2, 2013, Mike Hansen, Building Inspector II for the Community Development
Department retired from service with the City. As a result, on May 20, 2013,the Council
approved filling this vacant position with Fernando Nievas,who had also previously been
a Building Inspector II, but was bumped to the position of Community Development
(CD) Technician due to the Pendency Plan. As a result of Mr. Nievas resuming
responsibility as a Building Inspector II, the CD Technician position he formerly held is
now vacant. This is a budgeted position.
Packef ft 65
Why is it critical to fill this position? What options were considered?
The Department has three full-time CD Technician positions. Prior to the Pendency Plan,
the Department had four full-time CD Technicians and two part-time Planning Aides.
The primary function of these positions is to assist walk-in customers at the public
counter. These Technicians assist customers with inquiries regarding Planning, Building
& Safety, Land Development and Public Works. Typical duties include researching
building and land use permits, issuing building and land use permits, zoning verifications,
taking in development applications, etc. In between customers, the Technicians respond
to inquiries received via email and phone, issue minor permits for Public Works,perform
more detailed research, etc.
It is critical that this position be filled, as the public counter is currently understaffed. In
the month of March, 2013, there was an average of 73 customers daily, and the average
wait time was 25 minutes. As a result of the recent vacancy,there are currently only two
CD Technicians working at the public counter. Due to the high number of customers and N
long waiting times, the Senior Plans Examiner, Assistant and Senior Planners, and Land
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Development engineers, along with volunteer interns are frequently called out to the
counter to provide back-up assistance to the Technicians. As a result, there are delays in M
the interns being able to return phone calls and emails to those customers, plans for
building permit issuance are now sent out to consultants for checking, and there is the CD
potential for delaying the processing of development applications since the case planners
are spending their time assisting the public at the counter.
Staff contacted the former staff member who was laid off from this position due to the
Pendency Plan; however, this former staff member has been re-employed at a different
city and therefore, did not express interest in being re-hired by the City of San
Bernardino. As a result, staff is initiating a formal recruitment to fill this position. While o
the recruitment is ongoing, for the reasons stated herein, it is critical that this position be a
filled, at least on a provisional basis, to maintain the best a level of customer service
possible. Additionally, Ms. Power has been a part-time volunteer intern with the City of =
San Bernardino's Community Development Department for approximately a year now,
has experience with the duties she would be assuming as a full-time provisional a
employee, and has expressed interest in applying for the permanent DST position. For
these reasons, employing Ms. Power on a provisional basis will enable the Department to
fully staff the public counter with trained employees,to best serve the public.
What is the potential impact of keeping the position vacant in terms of
City/Community services?
As noted above, there is a potential for a serious negative impact if the position is left
vacant in that staff will not be able to either: assist the public in a reasonable amount of
time at the counter/over the phone/via email; or assist applicants with development
applications. Most likely, the impact would be felt more by the customers assisted at the
counter/over the phone/via internet, since the state's Permit Streamlining Act requires
that development applications be processed in a certain amount of time. However, in
2
Packet Pg. 66
either instance, unnecessary delays would result in more complaints about customer
service and could result in a reduction in development in the City, and thus, a loss in
revenues.
Is this the result of Personnel Committee action?
No.
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INSTRUCTIONS
Complete memo and submit to Human Resources for review and approval with:
- Personnel Action Form (PAF)
- Current organization chart showing where the position fats into the department
- Copy of conditional offer letter for new hires
After review, HR will confirm with the Finance Department that the position is vacant,
funded, and approved to fall. Once Finance provides verification, HR will submit all
documents to the City Manager for approval. Once approved by the City Manager,
Human Resources and Civil Service will process for MCC approval.
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APPROVALS Date a
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CITY OF SAN BERNARDINO
TO: Allen J. Parker
City Manager
FROM: Tony Stewart
etmg Director
SUBJECT: Community Development Department
Justification for Personnel Actions
COUNCIL AGENDA: June 312013
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Name of individual proposed for appointment, promotion, *higher acting etc. a
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Laura Weidemann M
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Position/Classification Title
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Engineering Assistant III N
Classification Number `;
#30436 M
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Step 16 is requested, as this is the rate Ms. Weidemann was paid in this position prior to
being bumped as a result of the Pendency Plan. E
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Budget Account Number a
#001-180-0001-5011
Justification/Reason for Request
How long has the position been vacant?
On May 27, 2013, Delisa Bryant, Engineering Assistant III for the Community
Development Department will be leaving service with the City for a position with the
City of Claremont. This is a budgeted position.
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Why is it critical to fill this position? What options were considered?
The Department has one Senior Civil Engineer, one Engineering Assistant III, and one
NPDES Coordinator. Prior to the Pendency Plan, the Department also had an
Engineering Associate and a NPDES Inspector I position. The Land Development
Division serves as a "go-between" between the Community Development and Public
Works Departments. The Senior Civil Engineer and Engineering Assistant III are
responsible for reviewing all development applications (during pre-approval and post-
approval processes) for compliance with all applicable regulations as they relate to on-
site improvements, such as grading, drainage, handicap accessibility (i.e., sidewalks),
landscaping, hardscape and paving, water quality management plans, etc. In addition,
Land Development staff spend a considerable amount of time working with customers at
the public counter and over the phone/internet, processing development impact fees
(which can be considerable depending upon the size of the project), fielding general
public works-related questions, performing back-up processing of public works-related
permits, and many other miscellaneous duties.
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It is critical that this position be filled, as the Land Development Division is severely
short-staffed as it is. Building activity has not slowed down in the City. In fact, o
currently,the City is experiencing a large amount of building activity, ranging from room c
additions at single-family residences, to tenant improvements for new businesses to N
occupy vacant spaces in existing buildings, to several new retail stores, a new VW auto N
dealership and several large industrial buildings (including Amazon's second facility in
the City), with more activity on the way. Staff is currently experiencing a hardship with
accommodating the existing workload and the Senior Civil Engineer alone will not be _J
able to physically handle the current amount of activity, let alone additional activity when
the economy picks up. E
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Since staff is requesting that the current vacancy be filled with Ms. Weidemann, who
previously held this position prior to the Pendency Plan layoffs, no other options were
considered.
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What is the potential impact of keeping the position vacant in terms of r
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City/Community services? a
As noted above, there is a potential for a serious negative impact if the position is left
vacant in that staff will not be able to either: assist the public in a reasonable amount of
time at the counter/over the phone/via email; or assist applicants with development
applications. In either instance, unnecessary delays would result in more complaints
about customer service and could result in a reduction in development in the City, and
thus, a loss in revenues.
Is this the result of Personnel Committee action?
No.
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INSTRUCTIONS
Complete memo and submit to Human Resources for review and approval with:
- Personnel Action Form(PAF)
:Current organ ation chart showing where the position fts into the departments
Copy of conditional offer letter for new hires
After review,HR will confirm with the Finance Department that the position is vacant,
funded, and approved to fill Once Finance provides verification, HR will submit all
documents to the City Manager for approval. Once approved by the City Manager,
Human Resources and Civil Service will process for MCC approval.
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APPROVALS Date a.
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