HomeMy WebLinkAbout05.F- Human Resources DOC ID: 2573 A
CITY OF SAN BERNARDINO—REQUEST FOR COUNCIL ACTION
Personnel
From: Allen Parker M/CC Meeting Date: 08/05/2013
Prepared by: Linda Wynn, (909)384-5161
Dept: Human Resources Ward(s): All
Subject:
Job Description Revisions/Position Classifications: Senior Customer Service
Representative/Dispatcher, Human Resources Analyst, Human Resources Technician, Senior
Human Resources Technician,Background Investigator (#2573)
Current Business Registration Certificate: Not Applicable
Financial Impact:
There is no financial impact to update job descriptions.
Motion: Approve job descriptions as proposed.
Synopsis of Previous Council Action:
On June 27, 2013, the Personnel Committee Chairman recommended that the proposed items be
forwarded to the Mayor and Common Council for adoption.
Background:
Senior Customer Service Representative/Dispatcher
The Public Works Department is requesting approval to transition a part-time, limited term,
Senior Customer Service Representative/Dispatcher position into a full-time,permanent position.
The position is currently filled with a part-time employee within the department. Due to the large
number of customer service requests and calls, this position should be full-time as the part-time
status does not meet the needs of the department.
The part-time position is currently funded through the Sewer Enterprise Fund, part-time salaries.
If the position is approved for full-time status, it will be funded through the Sewer Enterprise
Fund, full-time salaries.
This item was reviewed and approved by the International Union of Operating Engineers
(IUOE), General Unit Bargaining representative, on June 24, 2013.
Human Resources Analyst
This classification is utilized by both Civil Service and the Human Resources Department. The
job description has been updated to accurately reflect the duties specific to each department, and
to designate the need for specialized education/experience, depending on the department to
which the incumbent is assigned.
This item was reviewed and approved by the San Bernardino Confidential Management
Updated:7/31/2013 by Linda Wynn A
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2573
Association (SBCMA), Management/Confidential Unit Bargaining representative, on June 24,
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2013.
Human Resources Technician
This classification is utilized by both Civil Service and the Human Resources Department. The
job description has been updated to accurately reflect the duties specific to each department, and
to designate the need for specialized education/experience, depending on the department to
which the incumbent is assigned.
This item was reviewed and approved by the International Union of Operating Engineers
(IUOE), General Unit Bargaining representative,on June 24, 2013.
Senior Human Resources Technician
This classification is utilized by both Civil Service and the Human Resources Department. The
job description has been updated to accurately reflect the duties specific to each department, and
to designate the need for specialized education/experience, depending on the department to
which the incumbent is assigned.
This item was reviewed and approved by the San Bernardino Confidential Management
Association (SBCMA), Management/Confidential Unit Bargaining representative, on June 24,
2013.
Background Investigator
The Police Department is experiencing a significant reduction in sworn and civilian staff due to
retirement and/or the pursuit of other employment endeavors. Currently, several employees are
tasked with completing background investigations in addition to other duties. In order to
complete background checks in a timely and efficient manner, there is a need to create a number
of part-time Background Investigator positions. Collectively, this will accelerate the background
investigation process, resulting in sworn and civilian employees being hired in a timely manner
and allowing the Police Department to continue providing sufficient levels of police service to
the community it serves.
Suyyorting Documents:
Sr Cust Svc Rep Disp Justification Memo (PDF)
Human Resources Analyst.10657 (REDLINED) 6-27-13 (PDF)
Human Resources Technician(REDLINED)6-27-13 (PDF)
Senior Human Resources Technician(REDLINED) 6-27-13 (PDF)
Background Investigator.Part-time (PDF)
Updated:7/31/2013 by Linda Wynn A
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0 City of San Bernardino
INTEROFFIEC MEMO
PUBLIC WORKS DEPARTMENT
TO: David Cain, Director of Finance v,
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FROM: Tony Frossard,Director of Public Works
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SUBJECT: Full Time Position Authorization: Senior Customer Service
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Representative/Dispatcher N
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DATE: June 5, 2013
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CC: Kelli Bruhl, Civil Service Chief Examiner; File o
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BACKGROUND
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The Operations and Maintenance Division of Public Works had a full time Senior Customer
Service Representative/Dispatcher position but this position was deleted and funding removed 0
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once the Call Center was established. A part time limited term appointment position was created
to assist and help work through the transition once the Call Center was operational. The Call o
Center does not utilize the iWorq system to generate work orders, so the part time position
converts CRMs into work orders which then get assigned to staff. The iWorq system tracks y
materials used, staff time, and is a management tool to track work performed and costs. After the
work order is completed, the Senior Customer Service Representative/Dispatcher closes out the
work order and also closes out the CRM that is related to the specific work order. °
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ANALYSIS >
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The Senior Customer Representative is currently a part time position within Public Works. Due
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to the large number of customer service requests and calls from the public, the Senior Customer co
Service Representative/Dispatcher position should be made a full time position as the part time a
position status does not meet the needs of the Public Works Department. The position also
provides assistance to the Call Center by researching citizen complaints and answers questions Y
that the Call Center is unable to address. Funding for the conversion of this position into full time Q
position is available in the sewer line maintenance fund from which the position is currently
funded.
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FINANCIAL IMPACT
The position is currently funded through the sewer enterprise fund. The GL account is 132-400-
0094-5014 and there is $100,000 budgeted for FY 12/13. As of 5/8/2013, the remaining balance
is $92,800. Public Works will bring forward an item to MCC to approve the budget amendment
of$60,000 from 132-400-0094-5014 into 132-400-0094-5011.
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RECOMMENDATION d
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Approve the full time position of Senior Customer Service Representative/Dispatcher in Public N
Works' authorized position list. o
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SIGNED: 'N
Tony Fr ard, Director of Public Works
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SIGNED: LO
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David Cain, Director of Finance O
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Class Code: 10657
M/CC Date Updated: aRua^� 2^' 2011
City of San Bernardino Signature:
DGtGF, Acting Human Resources Division Manager
Bargaining Unit: Confidential o
EEOC Job Category: Professional a
Class Specification
HUMAN RESOURCES ANALYST
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JOB SUMMARY N
Under general supervision, performs a variety of entry to journey-level professional and o
analytical activities in support of the City's human resource management programs; and
performs related duties as assigned. 0
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DISTINGUISHING CHARACTERISTICS o
Human Resources Analyst is the entry to journey-level class in the professional human resource A
management series. Initially, incumbents perform professional assignments in one or more
human resource program areas while learning City policies and procedures and specific
techniques and legal requirements related to the City's human resource management and Civil
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Service programs. As experience is gained, duties are performed with a significant degree of
independence under general supervision. Incumbents are expected to carry out their M
responsibilities with initiative and creativity, exercising sound professional judgment and
problem-solving skills. Incumbents may be assigned either in the Human Resources or Civil
Service departments. o
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Human Resources Analyst is distinguished from Human Resources Division Manager in that z
an incumbent in the latter class is responsible for managing programs, resources and staff in
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he Human Resources department.
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ESSENTIAL DUTIES AND RESPONSIBILITIES c
The duties listed below are intended only as illustrations of the various types of work that may N
be performed. The omission of specific statements of duties does not exclude it from the 21
position if the work is similar, related or a logical assignment to this class.
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1. Meets with department representatives to evaluate job skill and recruitment needs for
specific classes; plans and implements recruitment strategies and programs, including c
outreach initiatives and new techniques; ensures that all phases of recruitment comply a
with City policies, procedures and rules and applicable federal, state and local laws,
regulations and guidelines; responds to applicant questions and concerns; answers R
inquiries regarding employment opportunities with the City. E
2. Conducts position classification studies; audits and prepares new or modified job =
analysis documents and class specifications; recommends the classification of new or c
modified positions; conducts surveys and studies regarding compensation and other E
human resource management issues; performs analyses and makes recommendations
on salary or benefit program changes; recommends salary range placements and
adjustments; reviews and implements salary structure and merit adjustments in Q
compliance with City policies and procedures; attends and gives input at various
meetings on classification matters; compiles recruitment and retention data and
Human Resources Analyst Page ,
Packet Pg. 177
5.F.b
recommends strategies for improvement; responds to classification, compensation and
! benefits surveys from other organizations.
3. Assists in administering the City's labor relations programs; evaluates changes to
bargaining unit memoranda of understanding and recommends any necessary changes
to human resources policies and procedures; prepares staff reports and resolutions for
City Council approval; researches and develops data and analyses regarding employee o
relations issues and cases; consults with employees and their representatives and
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assists in the resolution of routine grievances, disputes and contract interpretations.
4. Interprets and explains policies, procedures, rules and regulations to City management,
staff and the public in assigned areas of responsibility; analyzes proposed legislation °
and regulations for impacts on City human resources and civil service programs, aPA 0
policies and rules and makes recommendations for any required changes.
5. Assists in administering City equal employment opportunity and Americans with 'o
Disabilities Act (ADA) policies and programs; investigates the less difficult employee
complaints; prepares a variety of reports related to equal employment opportunity and c
ADA; advises departments on job-related hiring interview and other employment
practices; generates and compiles statistical reports. o
6. Participates in administering City benefit plans and programs. A
7. Performs special research and conducts studies as assigned; drafts a variety of reports,
memoranda and other materials.
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When assigned to the Civil Service Department: N
1. Assists in administering the activities of the department; meets with department heads or M
their representatives to develop and implement job related applicant testing strategies;
reviews and revises/develops test methods and instruments based on up-to-date job
analyses; oversees and assists with screening, testing and selection processes, o
evaluates results and ensures compliance City policies and procedures, the Civil Z
Service Rules and with state and federal selection guidelines and requirements;
oversees the selection G# and briefing process of interview panel members And their w
briefing PFOGesses. W
2. Attends board meetings and maintains information on actions taken by the Civil Service I-
Board; maintains records of agendas and minutes of board meetings; maintains and c
updates log books, including records of disciplinary actions. 7
3. Assists the Chief Examiner in implementing directions from the Board on testing, �•
recruitment and other matters; serves and- as office manager and provides work c
direction, guidance and training to other department staff. Q
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GENERAL QUALIFICATIONS
Knowledge of:
1. Principles, practices and techniques of public human resources management and/or
civil service programs, including recruitment, testing and selection, classification and o
job analysis, compensation and benefits analysis and administration. E
2. Basic labor relations principles and practices, including contract administration. _
3. Applicable federal, state and local laws, regulations and City decisions.
4. Research methods and data analysis techniques. E
5. Uses and operations of a computer and standard business software applications
including word processing and spreadsheet applications.
6. Principles and practices of sound business communication; correct English usage, a
including spelling, punctuation and grammar.
7. Customer service principles, practices and etiquette.
!-Human Resources^na!yst 'age 2
Packet Pg. 178
8. City human resources policies, Civil Service Rules and department practices and
procedures.
Ability to:
1. Analyze problems, evaluate alternatives and make sound, appropriate
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2. Exercise sound independent judgment and initiative within established guidelines.
3. Understand, interpret and explain the application of policies, procedures, rules and
requirements pertaining to assigned areas of responsibility. m
4. Represent the department effectively in meetings with other departments and union
representatives. o
5. Understand and follow written and oral instructions. n
6. Communicate effectively orally and in writing. o
7. Prepare clear, concise and accurate analytical reports, correspondence and other
written materials. 0
8. Exercise tact and diplomacy in dealing with sensitive, complex and confidential y
personnel issues and employee situations. c
9. Maintain confidential information. A
10. Establish and maintain effective working relationships with managers, employees, union
representatives, applicants, representatives of other agencies, vendors and others
encountered in the course of work. ti
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MINIMUM QUALIFICATIONS
Education, Training and Experience: ti
A typical way of obtaining the knowledge, skills, and abilities outlined above is graduation
from a four-year college or university with major coursework in public or business o
administration, human resources, psychology or a related field; and at least two years of Z
progressively responsible human resources and/or civil service manors°meRt experience LZ
in recruitment and selection , benefits, or employee relations. ; or an e�+valent w
sembination of training and expeFienGe Experience in a governmental setting is preferred.
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Accreditation shall be by a national or regional accreditation body that is recognized o
by the Secretary of the United States Department of Education. y
Licenses, Certificates; Special Requirements. c
A valid California driver's license and the ability to maintain insurability under the City's y
vehicle insurance program may be required for certain assignments.
j PHYSICAL DEMANDS W
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
I accommodations may be made to enable individuals with disabilities to perform the essential 3
unctions.
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While performing the duties of this class, employees are regularly required to sit; talk or hear, in E
person and by telephone; use hands repetitively to finger, handle, feel or operate computers
and other standard office equipment; and reach with hands or arms. The employee frequently is a
required to walk and stand.
Specific vision abilities required by this job include close vision and the ability to adjust focus.
Hum@ n Resources Analyst Page 3
Packet Pg. 179
5.F.b
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.
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Employees work under typical office conditions and the noise level is usually quiet. a
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�eFRNARD�tO
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Class Code: 30207
�o°LADED ITS�g•� M/CC Date Updated: danuary24, 211
City of San Bernardino Signature:
Acting Human Resources Division
Manager DiFeGtGF of H imaR ReSO FGes N
Bargaining Unit: General o
EEOC Job Category: Technician
Class Specification o
HUMAN RESOURCES TECHNICIAN c
JOB SUMMARY 3
Under general supervision, performs a variety of highly responsible and difficult technical and °-
administrative duties in support of the City's human resource management and civil service >
programs; and performs related work as assigned. c
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DISTINGUISHING CHARACTERISTICS 0
Human Resources Technicians perform a wide range of very responsible duties in support of
the City's human resources and civil service programs. The incumbents perform difficult
assignments in administering specialized employment-related programs, including screening
appl+santsapplications, administering a variety of selection ^F^ esassessments, N
reviewing and inputting benefits enrollments and maintaining reports and databases regarding �-
department programs, activities and processes. Incumbents are expected to perform job
assignments without close supervision using knowledge of City human resources and civil N
service rules, policies, asd humaR FeseuFGe practices and procedures learned through
experience. w
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Human Resources Technician is distinguished from Senior Human Resources Technician in o
that incumbents in the latter class independently perform paraprofessional assignments W
requiring the use of human resource and civil service principles and practices gained through
education and experience.
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ESSENTIAL DUTIES AND RESPONSIBILITIES
The duties listed below are intended only as illustrations of the various types of work that may
be performed, depending on whether assigned as a Technician in Human Resources or
Civil Service. The omission of specific statements of duties does not exclude it from the i
position if the work is similar, related or a logical assignment to this class. N
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1. Performs a variety of technical and administrative activities associated with the delivery
of human resource and civil service program services, such as recruitment and E
selection, benefits administration and performance evaluations; explains City/civil =
service programs, policies and procedures to employees, applicants and the public;
responds to letters and phone calls regarding application and employment processes,
employee benefits and general human resources and civil service policies, procedures t
and regulations; assists with forms completion and answers questions.
2. Types new recruitment announcements, ensuring that previous information is up-to-date, Q
accurate and appropriate; types, formats and assembles supplemental materials;
uploads recruitment announcements to websites; a-mails announcements to City
locations and unions and mails recruitment information to interested individuals.
Human Resources Technician Page 1
Packet Pg. 181
3. Provides information and service over the counter and by telephone; provides
applications, recruitment brochures and flyers to the public; accepts and reviews
applications for completeness: answers inquiries about vacancies and requirements for
employment; screens applications for minimum qualifications and prepares
acceptance/disqualification notices; schedules candidates for test administration; assists
in assembling testing materials and rater packets; proctors test administration and c
scores tests or arranges for scoring; calls City departments and other agencies to obtain °
interviewers to serve on oral panels; updates candidate status in computer system a
following each test part and generates status notices to candidates; adds successful N
candidates to eligible lists; schedules eligibles for physical and psychological tests. o
4. Reviews benefits enrollment and change forms for accuracy, completeness, timeliness
and required documentation; enters enrollment and change data; sends COBRA
notification letters and maintains notification records. 3
5. Reviews and processes requests for tuition reimbursement; verifies required approvals °
and reimbursement eligibility applicable under a variety of labor agreements; maintains j
records and prepares summaries of tuition reimbursement expenditures for employees r
by bargaining unit; notifies managers and employees if maximum reimbursement
amounts have been exceeded or there are other eligibility problems. °
6. Assists professional human resources and civil service staff in gathering and verifying
data and maintaining records and files on programs and plans.
7. Data enters information on appointments, assignments, transfers, leaves of absence,
dismissals, layoffs, resignations and other personnel information; furnishes information n
and answers inquiries related to examinations, selection and/or personnel transactions;
maintains confidential personnel records, selection documentation and specialized
human resources and civil service files; compiles statistical and other data and
prepares reports. o
8. Performs a variety of administrative support functions including word processing, Civil c
Service Board agendas and a variety of reports and correspondence; maintains logs of z
tests administered; processes invoices for physical and psychological tests administered -'
by outside organizations.
GENERAL QUALIFICATIONS
Knowledge of.' 2
1. Basic human resources and civil service policies, procedures and practices related to M
the administration of recruitment, selection, benefit programs and related functions.
2. Uses and operations of a computer and standard business software applications
including word processing and spreadsheet applications. 3
3. Business arithmetic. °
4. Standard office management practices and procedures.
5. Correct English usage, including spelling, punctuation and grammar.
6. Sound customer service practices and etiquette. E
7. City human resources policies, Civil Service Rules and department practices and =
procedures. r
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Ability to: E
1. Operate a computer using word processing and other business software and other
standard office equipment. a
2. Plan and organize work to meet deadlines.
3. Understand, interpret and explain the application of policies, procedures and plan
provisions pertaining to assigned areas of responsibility.
Human ReGources Technician Page 2
Packet Pg. 182
4. Prepare and maintain accurate and complete records.
5. Perform specialized data entry rapidly and with a high degree of accuracy.
6. Communicate effectively orally and in writing.
7. Understand and follow written and oral instructions.
8. Maintain confidential information.
9. Deal tactfully and courteously with difficult and sensitive people and situations. c
10. Establish and maintain effective working relationships with managers, employees, union o
representatives, applicants and others encountered in the course of work. a
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MINIMUM QUALIFICATIONS o
Education, Training and Experience:
A typical way of obtaining the knowledges, skills and abilities outlined above is graduation
from high school or G.E.D. equivalent; and two years of increasingly responsible technical/ 3
administrative support experience to include at least one year in a human resources or o
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civil service office performing duties specific to in a human reseHFGe ^ffi^° OR the j
adFniRir,tFatiE)R of benefits administration and/or recruitment and selection and payFell o
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Licenses; Certificates; Special Requirements:
A valid California driver's license and the ability to maintain insurability under the City's It
vehicle insurance program may be required for certain assignments.
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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 N
accommodations may be made to enable individuals with disabilities to perform the essential
functions. o
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While performing the duties of this class, employees are regularly required to sit; talk or hear, in o
person and by telephone; use hands repetitively to finger, handle, feel or operate computers W
and other standard office equipment; and reach with hands or arms. The employee frequently is
required to walk and stand.
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Specific vision abilities required by this job include close vision and the ability to adjust focus.
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WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee 3
encounters while performing the essential functions of this class. Reasonable accommodations o
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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. E
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Human Resources Tachrician Page
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Class Code: 10656
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D i N M/CC Date Updated: clanuaFy 24, 2011
City of San Bernardino Signature:
Acting Human Resources Division Manager
Bargaining Unit: MaRagemeR Confidential °
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EEOC Job Category: Technician •°'
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Class Specification o
SENIOR HUMAN RESOURCES TECHNICIAN c
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JOB SUMMARY o
Under general supervision, performs a variety of highly responsible and complex technical and
administrative duties in support of the City's human resource management and civil service >
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programs; and performs related work as assigned. N
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DISTINGUISHING CHARACTERISTICS U)
Senior Human Resources Technicians performs paraprofessional assignments in support of the a',
City's human resources and civil service programs. An incumbent is responsible for performing
complex assignments in administering specialized human FeSGUFGes programs, including
recruitment and employee benefits, and also may assist in carrying out specialized human N
resource programs and processes requiring a detailed understanding of human resources policy
and labor contract provisions. Incumbents are expected to perform job assignments without
close supervision using in-depth knowledge of City human resources and civil service rules, N
policies, and hwmaR FeSOUFGe practices and procedures learned through experience. Work
requires the application of sound judgment and decision-making as well as highly effective W
customer service skills in carrying out assigned responsibilities. ?
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Senior Human Resources Technician is distinguished from Human Resources Analyst in that
incumbents in the latter class independently perform professional assignments requiring the use
of management and human resource and civil service theory and principles gained through
professional education and experience.
ESSENTIAL DUTIES AND RESPONSIBILITIES
The duties listed below are intended only as illustrations of the various types of work that may
be performed, depending on whether assigned as a Senior Technician in Human
Resources or Civil Service. ,°n
The omission of specific statements of duties does not exclude it from the position if the work is
similar, related or a logical assignment to this class.
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1. In consultation with professional human resource and civil service staff and applicable =
department representatives, reviews and develops recruitment plans and outreach `o
methods to attract qualified candidates to meet departmental needs; verifies approved a
vacancies and obtains authority to fill; creates recruitment announcements, ensuring that N
all information is up-to-date, accurate and appropriate; uploads recruitment
announcements to websites; places and proofreads recruitment advertising on-line and E
in newspapers and professional/trade publications; reviews, reconciles and processes
invoices for payment; creates and maintains a current vacancy listing and posts on the a
City website and in public folders; maintains recruitment records; represents the City at
job fairs and other outreach recruitment events.
Se-gior Hur;ar,Resources Technician Page 1
Packet Pg, 1 44
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2. Provides information and service over the counter and by telephone; provides
applications, recruitment brochures and flyers to the public; accepts and reviews
applications for completeness; answers inquiries about vacancies and requirements for
employment; data enters applicant information into the GivA &te44 for
examination processing.
3. Explains benefit plans and options to new and current employees; reviews benefits °
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enrollment and change forms for accuracy, completeness, timeliness and required a
documentation; enters enrollment and change data and forwards forms to Finance for
billing purposes; follows up with employees to resolve problems, obtain missing o
information or provide notice of benefit elections that cannot be approved; acts as liaison M
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with third-party administrators, carriers and employees to resolve benefits plan N
problems; conducts analyses of the City's benefit program as assigned; orients and 'o
enrolls new employees in PERS; creates employee benefit files. L_
4. Processes separating employees for payroll and benefits purposes; enrolls retiring >
employees in retiree health care plans; updates PERS and third-party administrator °
databases; manages and responds to unemployment insurance claims filed. o
5. Responds to employment verification requests in accordance with City policy and .2
procedures; maintains verification logs and records.
6. Participates in administering the annual benefits open enrollment process; distributes
information packets and worksheets and meets with employees to answer questions and
assist in completing benefits change forms; audits forms for completeness and required N
documentation and forwards to the third-party administrator and to Finance for billing M
purposes; assists in coordinating the annual health fair with vendors; talks with
employees, answers questions and provides additional information and resource N
referrals. �o
7. Coordinates performance evaluation processes; notifies department heads of upcoming W
due dates; tracks receipt of completed evaluations and prepares follow-up notices on ?
past due evaluations; verifies that current evaluations are on file for management and o
confidential employees for award of step increases. W
8. Monitors personnel actions, including new hires, promotions, leaves and other changes, c
submitted to City Council for approval; processes required transactions and prepares •0
personnel files for new employees.
9. Coordinates the provision of discount tickets for sale to City employees; meets with
representatives of amusement parks and signs consignment program contracts; orders,
sells and accounts for receipt of ticket sales; prepares and distributes a monthly Human
Resources newsletter. �
°
GENERAL QUALIFICATIONS Of
Knowledge of.- r_
1. Policies, practices, techniques and terminology applicable to the administration of a E
variety of human resource management and civil service programs, including =
recruitment, selection, position control, compensation, payroll, benefits programs and o
related functions. r_
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2. Basic methods and practices of public human resources
administration and applicable federal, state and local laws and regulations.
3. Operations, capabilities and requirements of specialized City employment and benefits E
systems. U
4. Uses and operations of a computer and standard business software applications
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including word processing and spreadsheet applications.
5. Basic research methods and data analysis techniques.
Senior,-iuman Resources Technician Page 2
Packet Pg. 185
6. Principles and practices of sound business communication; correct English usage,
including spelling, punctuation and grammar.
7. Recordkeeping and filing practices and procedures and associated legal requirements.
8. Sound customer service practices and etiquette.
9. City human resources policies, Civil Service Rules and department practices and c
procedures. 0
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Ability to: y
1. Operate a computer using word processing and other standard business software and o
other office equipment. c
2. Plan and organize work to meet deadlines with limited supervision. H
3. Understand, interpret and explain the application of policies, procedures and plan 'o
provisions pertaining to assigned areas of responsibility. I-
4. Learn, utilize and train others in the use of computer systems and tools for >
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administration of benefits and other employment programs and activities. N
5. Represent the department effectively in meetings with other departments, vendors and c
consultants. .0
6. Understand and follow written and oral instructions.
7. Communicate effectively orally and in writing. 0:
8. Prepare clear, concise and accurate reports, correspondence and other written ti
materials. LO
9. Exercise tact and diplomacy in dealing with sensitive, complex and confidential LN
personnel issues and employee situations.
10. Organize and maintain accurate and complete specialized files and records. N
11. Maintain confidential information. �o
12. Establish and maintain effective working relationships with managers, employees, union w
representatives, applicants, third-party administrators, vendors and others encountered Z
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in the course of work. c
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MINIMUM QUALIFICATIONS =
Education, Training and Experience:
A typical way of obtaining the knowledges, skills and abilities outlined above is graduation .2
from high school or G.E.D. equivalent; completion of college-level coursework or
professional certification in human resources or a closely related field; and fours years
of increasingly responsible technical/administrative support experience in a human
resources or civil service office performing duties specific to 9F in the adMiRistFatiOR Gf
benefits administration and/or recruitment and selection payFoll aGtffiv es; or two years
experience as a Human Resources Technician in the Human Resources or Civil
Service Department for the City of San Bernardino valeRt G9MbiRatmeR of a
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Licenses; Certificates; Special Requirements: `0
A valid California driver's license and the ability to maintain insurability under the City's rn
vehicle insurance program may be required for certain assignments.
PHYSICAL DEMANDS E
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 Q
accommodations may be made to enable individuals with disabilities to perform the essential
functions.
Senior Human Resources Technician Page 3
Packet Pg. 186
5.FA
While performing the duties of this class, employees are regularly required to sit; talk or hear, in
person and by telephone; use hands repetitively to finger. handle. feel or operate computers
and other standard office equipment; and reach with hands or arms. The employee frequently is
required to walk and stand. e
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Specific vision abilities required by this job include close vision and the ability to adjust focus.
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WORK ENVIRONMENT o
The work environment characteristics described here are representative of those an employee c
encounters while performing the essential functions of this class. Reasonable accommodations N
may be made to enable individuals with disabilities to perform the essential functions. o
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Employees work under typical office conditions and the noise level is usually quiet.
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Savior Human Resources Technician Page 4
Packet P 1. 187
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CIASS Code:
°^DEn►N,8`°. M/CC Date Adopted:
City of San Bernardino Signature:
Acting Human Resources Division Manager
Bargaining Unit: Part-time
EEOC Job Category: Part-time
Class Specification u,
BACKGROUND INVESTIGATOR, PART-TIME o
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JOB SUMMARY
Under direction of the Chief of Police, coordinates, conducts, and compiles background o
investigations for candidates under consideration to work within the Police Department;
performs related duties as designated by the Chief of Police.
DISTINGUISHING CHARACTERISTICS
Background Investigator is a part-time position responsible for reviewing candidate's >
background forms, credit reports, and other records/reports. The incumbent must possess $
knowledge applicable to the job such as state/federal laws, as well as City policies and
procedures. g
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The incumbent is also responsible for interviewing a candidate's past or present employers, co-
workers, neighbors, and/or obtaining references from those individuals. The incumbent may
develop information that could disqualify candidates per Peace Officer Standards and Training
(POST) guidelines. The incumbent will maintain organized records on the candidates and be
able to objectively present the information to Police Department executive staff.
ESSENTIAL DUTIES AND RESPONSIBILITIES
The duties listed below are intended only as illustrations of the various types of work that may a
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be performed. The omission of specific statements of duties does not exclude it from the
position if the work is similar, related or a logical assignment to this class. a�
.
1. Explains policies and procedures to applicants via telephone, email, or in person. c
2. Reviews completed background interview forms and checks for completeness, accuracy,
inconsistencies, errors, omissions, and falsifications. :3
3. Screens candidates to ensure they meet the Peace Officer Standards and Training a�
(POST) guidelines. �
4. Follows local, state, and federal laws, as well as Equal Employment Opportunity laws. m
5. Obtains and reviews records and reports from other agencies (such as the FBI,
Department of Justice, and state and municipal agencies) to determine if the candidate
was a witness, victim, suspect, involved party, or perpetrator of any crime.
6. Obtains and reviews arrest reports, witness statements, and other documents to v
determine if the candidate has the appropriate background to work in the Police Q
Department.
7. Obtains and reviews credit reports and evaluates financial responsibility.
8. Interviews employers, co-workers, neighbors, law enforcement officials, military
personnel, members of the candidate's family, and personal references.
9. Develops second- and third-level references and makes additional inquiries to assist in
determining credibility of statements.
Background Investigator, Part-time Page 1
Packet Pg. 188
1 ,
10. Observes each person being interviewed for the presence or absence of physical
indicators of truthfulness.
11. Prepares a detailed summary of information based upon objective analysis and
evaluation of candidate's background, as well as statements from others contacted
during the course of the background investigation.
12. Prepares detailed and complete statements for each person being interviewed in order
to allow a reviewer to draw reasonable and logical conclusions about the candidate.
13. Organizes all investigative material in accordance with established procedures.
14. Completes background packages for review and final recommendation.
15. Prepares the final background investigation package for presentation to the Chief of o
Police. a
16. Communicates regularly with management and the candidate to keep them informed of
the status of the background investigation. c
17. Measures the candidate's background against job dimensions set forth by the Peace
Officer's Standards and Training (POST) guidelines.
18. Coordinates his/her schedule to ensure efficient use of time while traveling. ;
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GENERAL QUALIFICATIONS o
Knowledge of: �
1. Selection standards as set forth by the Peace Officer Standards and Training (POST) °
guidelines. >
2. Confidentiality laws pertaining to personnel records, requests for information from other W
departments, the public, or the media regarding candidates.
3. Rationales for confidentiality sufficient to ensure the integrity and personal privacy of
candidate background investigation files and all information contained therein. `=
4. Principles and practices of confidentiality sufficient to recognize actions that may
compromise the integrity of the investigation or investigation file documents. r
5. Various technical specialists available to assist in an investigation and when to request
such assistance. °-
6. Basic principles of police investigation methods and procedures, interviewing and °
interrogation techniques, Federal and State Government Code, Labor Code, Americans M
with Disability Act, customer service principles, and effective communication skills.
7. Modern office equipment including computer and applicable software.
8. Proper English to include correct spelling and grammar.
9. Sound safety practices. c
Ability to:
1. Read, comprehend, and interpret detailed, complex written material. m
2. Prepare clear and concise written reports.
3. Analyze complex ideas and information and present findings in a succinct,
understandable format, both verbally and in writing. _
4. Effectively evaluate suitability of a candidate and prepare sound recommendations 2
based on research and analysis. a
5. Simultaneously consider numerous facts, perceive patterns and relationships, and
develop ideas about past occurrences based on numerous small pieces of information or
evidence.
6. Access information through various computer systems.
7. Compare and interpret information, recognize and examine discrepancies, and draw
logical conclusions.
Background Investigator, Part-time Page 2
Packet P 3. 189
I
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8. Manage time effectively to complete work within stringent deadlines; organize, prioritize,
perform multiple tasks, and combine investigations to ensure timely completion; balance
workload and handle several cases concurrently.
9. Use appropriate investigative techniques to capture an accurate image of the
candidate's background.
10. Communicate and deal tactfully, persuasively, and effectively with coworkers,
supervisors, management, and the public.
11. Demonstrate cultural sensitivity through tact and courtesy when dealing with individuals
from various social, cultural, racial, and economic backgrounds.
12. Work cooperatively as a part of a team. o
13. Remain calm and focused when interviewing distraught or uncooperative persons. a
14. Demonstrate effective interpersonal skills required to discuss matters of a sensitive and N
sometimes inflammatory nature with candidates and others contacted during the course o
of the investigation.
15. Observe body language when interviewing individuals, detecting signs of truthfulness
and credibility.
16. Conduct interviews in a manner that places people at ease and encourages cooperation.
17. Keep the interview focused on the material to be covered. >
18. Listen, in person and on the telephone, and pay close attention to what is being said. o
19. Perceive when the person being interviewed has not understood the question. c
20. Rephrase and clarify questions, and follow-up on unanswered questions or conflicting 0
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statements.
MINIMUM QUALIFICATIONS
Education, Training and Experience: ,Ln
A typical way of obtaining the knowledge, skills and abilities outlined above is graduation
from high school or a G.E.D. equivalent.
Two (2) years of law enforcement experience with a minimum of one (1) year of
investigation experience in a public safety environment; or a
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Two (2) years of experience conducting or supervising the POST background investigation 2M
process.
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Licenses, Certificates, Special Requirements:
A valid California driver's license and the ability to maintain insurability under the City's
insurance policy. as
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PHYSICAL DEMANDS m
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 E
functions.
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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 repetitively to finger, handle,
and feel computers and standard business equipment; and reach with hands and arms. The
employee is frequently required to stand and walk and may be required to lift any supplies and
materials weighing up to 15 pounds.
Background Investigator, Part-time Page 3
Packet Pg. 190
Specific vision abilities required by this job include close vision and the ability to adjust focus.
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.
Employees work under typical office conditions, and the noise level is usually quiet. The
employee is also required to work in outside conditions, exposed to wet and/or humid
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conditions, where the noise level may be loud. c
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Background Investigator, Part-time Page 4
Packet Pg. 191