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„ ECONOMIC DEVELOPMENT AGENCY ORIGINAL
OF THE CITY OF SAN BERNARDINO
REQUEST FOR COMMISSION ACTION
From: Gary Van Osdel Subject: AGENCY PERSONNEL POLICES
Executive Director
Date: September 15, 1998
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Synopsis of Previous Commission/Council/Committee Action(s):
On September 6, 1989, the Community Development Commission adopted the
Agency's Personnel Policies and Procedures.
On April 15, 1991 the Community Development Commission adopted
Resolutions approving Personnel Policies and Procedures and a Benefit
and Compensation Plan.
On September 14, 1998, the Redevelopment Committee reviewed the
proposed Agency Policies and Procedures and recommended adoption.
Recommended Motion(s):
(Community Development Commission)
MOTION: RESOLUTION OF THE COMMUNITY DEVELOPMENT COMMISSION OF THE
CITY OF SAN BERNARDINO, CALIFORNIA, APPROVING PERSONNEL
POLICIES AND PROCEDURES FOR ALL EMPLOYEES OF THE CITY OF SAN
BERNARDINO ECONOMIC DEVELOPMENT AGENCY, REPEALING RESOLUTION
NOS. 5277, 5279, 5280 AND 5282 RELATING TO AGENCY
ESTABLISHMENT OF POSITIONS AND JOB DESCRIPTIONS, AGENCY
ADOPTION OF CERTAIN PERSONNEL POLICIES AND PROCEDURES FOR
GENERAL UNIT EMPLOYEES AND MID-MANAGERS, AGENCY ESTABLISHMENT
OF COMPENSATION LEVELS AND SALARY RANGES, AND AGENCY
ESTABLISHMENT OF MANAGEMENT AND CONFIDENTIAL EMPLOYEE
COMPENSATION AND BENEFITS PLAN, RESPECTjIVELY, AND RESCINDING
ALL PREVIOUSLY ADOPTED PERSONNEL POLICIEZAND RO CEDURES.
Barbara Lindseth /Gary an Osdel
Ex utive Director
Contact Person(s) : Gary Van Osdel/Barbara Lindseth Phone: 5081
Project Area(s): All Ward(s): 1 - 7
Supporting Data Attached: Staff Report: Resolution
FUNDING REQUIREMENTS: Amount: N/A Source: N/A
Budget Authority: N/A
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Commission Notes:
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GVO:bjl:2479A COMMISSION MEETING
Meeting Date: 9/21/1998
Agenda Item Number: 14e Js-
1
ECONOMIC DEVELOPMENT AGENCY
OF THE CITY OF SAN BERNARDINO
STAFF REPORT
Agency Personnel Polices
On September 6, 1989 a motion was adopted by the Community
Development Commission setting forth personnel polices for the
Redevelopment Agency employees. On April 15, 1991 Resolution Nos.
5277, 5279, 5280 and 5282 were adopted setting forth Economic
Development Agency employee positions, salary ranges, General and
Mid-Management Personnel Polices, and the Management and
Confidential Compensation and Benefit Plan.
Now, it is being recommended that one revised Personnel Policy be
adopted to apply to all Agency employees, including Management and
Confidential Unit employees, Mid-Management Unit employees and
General Unit employees. These Policies will supersede and replace
all previous personnel policies, practices and guidelines adopted
by the Commission, including those Personnel Polices and Procedures
adopted in 1989, the Personnel Policies and Procedures adopted in
1991 for Mid-Managers and General Unit employees, and the
Management and Confidential Employee Compensation and Benefits Plan
adopted in 1991.
The Agency's Executive Director is authorized by these proposed
Polices and Procedures to prepare and issue Administrative
Guidelines supplementing and consistent with these Polices, and the
Executive Director may amend such Administrative Guidelines from
time-to-time as appropriate or necessary.
One change in the proposed Personnel Policies is to make all Agency
employees "at-will" employees and to remove any reference to Civil
Service procedures and "bumping rights". A second change in the
proposed Policies sets a cap of $600.00 on the employer paid
portion of the Agency's' provided health, vision, dental, and
supplemental life insurance monthly premiums. Pursuant to this
change, any employee will pay for any portion of health, vision,
dental, and supplemental life insurance above this cap. All other
Agency provided benefits remain essentially the same.
All attachments are based upon current staffing and salary levels,
but may be changed, modified, amended or abolished in the future by
the Commission by formal resolution.
The Rea e elopment Committee reviewed these Policies and Procedures
on S tember 1 1998 and recommended adoption of the Resolution.
i
Gary/ an Osdel
Executive Director
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GVO:bjl:2479A COMMISSION MEETING
Meeting Date: 9/2111998
Agenda Item Number:
• 1 RESOLUTION NO.
2 RESOLUTION OF THE COMMUNITY DEVELOPMENT COMMISSION OF THE
CITY OF SAN BERNARDINO, CALIFORNIA, APPROVING PERSONNEL POLICIES
3 AND PROCEDURES FOR ALL EMPLOYEES OF THE CITY OF SAN BERNARDINO
ECONOMIC DEVELOPMENT AGENCY, REPEALING RESOLUTION NOS. 5277, 5279,
4 5280 AND 5282 RELATING TO AGENCY ESTABLISHMENT OF POSITIONS AND JOB
DESCRIPTIONS, AGENCY ADOPTION OF CERTAIN PERSONNEL POLICIES AND
5 PROCEDURES FOR GENERAL UNIT EMPLOYEES AND MID-MANAGERS, AGENCY
ESTABLISHMENT OF COMPENSATION LEVELS AND SALARY RANGES, AND
6 AGENCY ESTABLISHMENT OF MANAGEMENT AND CONFIDENTIAL EMPLOYEE
COMPENSATION AND BENEFITS PLAN, RESPECTIVELY, AND RESCINDING ALL
7 PREVIOUSLY ADOPTED PERSONNEL POLICIES AND PROCEDURES.
8 WHEREAS,on September 6, 1989 a motion was adopted by the Community Development
9 Commission setting forth personnel policies for the employees of the now Economic Development
10 Agency; and,
11 WHEREAS,on April 15, 1991 Resolution Nos. 5277, 5279, 5280 and 5282 were adopted
12 setting forth Economic Development Agency employee positions, salary ranges. General and Mid-
13 Management Personnel Policies, and the Management and Confidential Compensation and Benefits
• 14 Plan; and,
15 WHEREAS,relative to all employees of the Economic Development Agency ("Agency"),
16 the Community Development Commission ("Commission") deems it desirable to adopt one revised
17 Personnel Policies and Procedures for said employees of the City of San Bernardino Economic
18 Development Agency ("Personnel Policies and Procedures"); and,
19 WHEREAS, said Personnel Policies and Procedures are adopted by the Community
20 Development Commission pursuant to California Health and Safety Code Sections 33126 and/or
21 34144, to govem the terms and conditions of employment for said employees; and,
22 WHEREAS, these Personnel Policies and Procedures supersede and replace all previous
23 personnel policies, practices and guidelines adopted or promulgated by the Commission or the
24 Agency, including, without limitation, the aforementioned September 6, 1989 motion and
25 aforementioned April 15, 1991 Resolution Nos. 5277, 5279, 5280 and 5282; and
26 WHEREAS, in adopting these Personnel Policies and Procedures, the Commission hereby
• 27 reaffirms its intent to achieve maximum flexibility in the administration of Commission and Agency
M personnel matters.
HTC/ea[CDCPersP.Resl 1 September 16. 1998
• I RESOLUTION OF THE COMMUNITY DEVELOPMENT COMMISSION OF THE CITY
OF SAN BERNARDINO, CALIFORNIA, APPROVING PERSONNEL POLICIES AND
2 PROCEDURES FOR ALL EMPLOYEES OF THE CITY OF SAN BERNARDINO
ECONOMIC DEVELOPMENT AGENCY, REPEALING RESOLUTION NOS. 5277, 5279,
3 5280 AND 5282 RELATING TO AGENCY ESTABLISHMENT OF POSITIONS AND JOB
DESCRIPTIONS, AGENCY ADOPTION OF CERTAIN PERSONNEL POLICIES AND
4 PROCEDURES FOR GENERAL UNIT EMPLOYEES AND MID-MANAGERS, AGENCY
ESTABLISHMENT OF COMPENSATION LEVELS AND SALARY RANGES, AND
5 AGENCY ESTABLISHMENT OF MANAGEMENT AND CONFIDENTIAL EMPLOYEE
COMPENSATION AND BENEFITS PLAN, RESPECTIVELY, AND RESCINDING ALL
6 PREVIOUSLY ADOPTED PERSONNEL POLICIES AND PROCEDURES.
7 NOW THEREFORE, THE COMMUNITY DEVELOPMENT COMMISSION DOES
8 HEREBY RESOLVE, DETERMINE AND ORDER AS FOLLOWS:
9 SECTION 1. The Commission hereby approves the revised Economic Development Agency
10 of the City of San Bernardino Personnel Policies and Procedures for all employees of the City of San
11 Bernardino Economic Development Agency, including Exhibits A, B and C (C 1-C68 inclusive), all
12 as attached hereto as Exhibit 1 and incorporated herein by this reference as if set forth in its entirety.
13 SECTION 2. Resolution Nos. 5277, 5279, 5280 and 5282 relating to Agency establishment
• 14 of positions and job descriptions, Agency adoption of certain Personnel Policies and Procedures for
15 General Unit Employees and Mid-Managers, Agency establishment of compensation levels and
16 salary ranges, and Agency establishment of Management and Confidential Employee Compensation
17 and Benefits Plan, respectively, are hereby repealed.
18 SECTION 3. All Personnel Policies and Procedures applicable to the Economic
19 Development Agency which were adopted on or before September 20, 1998, are hereby rescinded.
20
21
22
23
24
25
26
• 27
28
HTC/ea[CDCPcrsP.Res] 2 September 16. 1998
• I RESOLUTION OF THE COMMUNITY DEVELOPMENT COMMISSION OF THE CITY
OF SAN BERNARDINO, CALIFORNIA, APPROVING PERSONNEL POLICIES AND
2 PROCEDURES FOR ALL EMPLOYEES OF THE CITY OF SAN BERNARDINO
ECONOMIC DEVELOPMENT AGENCY, REPEALING RESOLUTION NOS. 5277, 5279,
3 5280 AND 5282 RELATING TO AGENCY ESTABLISHMENT OF POSITIONS AND JOB
DESCRIPTIONS, AGENCY ADOPTION OF CERTAIN PERSONNEL POLICIES AND
4 PROCEDURES FOR GENERAL UNIT EMPLOYEES AND MID-MANAGERS, AGENCY
ESTABLISHMENT OF COMPENSATION LEVELS AND SALARY RANGES, AND
j 5 AGENCY ESTABLISHMENT OF MANAGEMENT AND CONFIDENTIAL EMPLOYEE
COMPENSATION AND BENEFITS PLAN, RESPECTIVELY, AND RESCINDING ALL
6 PREVIOUSLY ADOPTED PERSONNEL POLICIES AND PROCEDURES.
7 1 HEREBY CERTIFY that the foregoing Resolution was duly adopted by the Community
8 Development Commission of the City of San Bernardino at a meeting thereof, held
9 on the day of 1998, by the following vote, to wit:
10 COMMISSION MEMBERS: AYES NAYS ABSTAIN ABSENT
11 ESTRADA
12 LIEN
13 ARIAS
• 14 SCHNETZ
15 DEVLIN
16 ANDERSON
17 MILLER
18
19
20 Secretary
21 The foregoing Resolution is hereby approved this_day of 1998.
2�
23 Judith Valles, Chairperson
Community Development
24 Commission of the City
25
of San Bernardino
Approved,as to form a l legal Content:
I •
27 By:
Agency Counsel
I
8 /
2
HTC/ea[CDCPeaP.Resj 3 Septembu 16. 1998
A
e
EXHIBIT 1
COMMUNITY DEVELOPMENT COMMISSION
PERSONNEL POLICIES AND PROCEDURES FOR EMPLOYEES OF THE
CITY OF SAN BERNARDINO
ECONOMIC DEVELOPMENT AGENCY
Table of Contents
INTRODUCTION Page 1
PART A GENERAL POLICIES:
Section 1 APPOINTMENTS Page 2
Section 2 EMPLOYMENT AT-WILL Page 2
Section 3 EQUAL EMPLOYMENT OPPORTUNITY Page 3
Section 4 MANAGEMENT RIGHTS Page 3
Section 5 WORKING HOURS AND PAYDAY Page 5
Section 6 EMPLOYEE BENEFITS Page 5
Section 7 VACATION Page 6
Section 8 SICK LEAVE Page 8
Section 9 FAMILY CARE AND MEDICAL LEAVE Page 9
Section 10 PREGNANCY-RELATED DISABILITY
LEAVE OR TRANSFER Page 12
Section 11 PERSONAL LEAVE Page 13
Section 12 BEREAVEMENT LEAVE Page 13
Section 13 JURY DUTY Page 13
Section 14 MILITARY LEAVE Page 13
Section 15 OTHER LEAVES OF ABSENCE Page 14
Section 16 INJURY LEAVE (Workers' Compensation) Page 15
Section 17 PAID HOLIDAYS Page 15
Section 18 FLSA OVERTIME PAY &
COMPENSATORY TIME OFF Page 16
Section 19 USE OF PERSONAL VEHICLES
AND TRAVEL COMPENSATION Page 16
Section 20 CONFLICT OF INTEREST Page 17
Section 21 POLICY AGAINST UNLAWFUL
HARASSMENT Page 18
Section 22 DRUG FREE WORKPLACE Page 19
Section 23 GRIEVANCES Page 19
Section 24 DISCIPLINARY ACTION Page 20
Section 25 LAYOFFS AND REDUCTIONS Page 21
Section 26 RESIGNATION Page 21
Section 27 TUITION REIMBURSEMENT POLICY Page 21
Section 28 OVERAGES AND SHORTAGES Page 22
Section 29 PERSONNEL FILES Page 22
• COMMUNITY DEVELOPMENT COMMISSION
PERSONNEL POLICIES AND PROCEDURES FOR EMPLOYEES OF THE
CITY OF SAN BERNARDINO
ECONOMIC DEVELOPMENT AGENCY
Table of Contents (cont'd)
Section 30 VOLUNTARY LEAVE DONATION
PROGRAM Page 23
Section 31 PRE-EMPLOYMENT PHYSICAL
AND DRUG TEST Page 23
Section 32 AUTOMOBILE ALLOWANCE Page 23
•
• ECONOMIC DEVELOPMENT AGENCY OF THE
CITY OF SAN BERNARDINO
PERSONNEL POLICIES AND PROCEDURES
INTRODUCTION
The following Personnel Policies and Procedures ("Policies") are adopted by the
Community Development Commission ("Commission") pursuant to California Health and
Safety Code § 33126 and/or 34144, to govem the terms and conditions of employment for
employees of the Community Development Commission, Economic Development Agency
("Agency").
These Policies apply to all Agency employees, including Management and
Confidential Unit employees, Mid-Management Unit employees and General Unit
employees, unless specifically stated otherwise.
These Policies supersede and replace all previous personnel policies, practices and
guidelines adopted or promulgated by the Commission or the Agency, including, without
limitation: the Commission's "Personnel Policies and Procedures" adopted in 1989; the
"Personnel Policies and Procedures for the Community Deyelopment Commission of the
City of San Bernardino, Economic Development Agency Mid-Managers", adopted April 15,
• 1991; the "Personnel Policies and Procedures for the Community Development Commission
of the City of San Bernardino, Economic Development Agency General Unit Employees",
adopted April 15, 1991; and the Management and Confidential Employee Compensation and
Benefits Plan, established by Resolution No. 5282.
In adopting these Policies, the Commission hereby reaffirms its intent to achieve
maximum flexibility in the administration of Commission and Agency personnel matters.
The exercise of managerial discretion by the Agency in personnel matters shall be limited
only by the specific and express terms of these Policies.
The Executive Director is hereby authorized to prepare and issue Administrative
Guidelines supplementing these Policies. The Executive Director may amend such
Administrative Guidelines from time-to-time as he or she deems appropriate or necessary.
The Administrative Guidelines shall not be inconsistent with the Policies stated herein. In
the event of any inconsistency between these Policies and the Administrative Guidelines,
these Policies shall govern.
These Policies are not intended to, and shall not be construed to, limit the powers of
the Mayor, acting as Chairperson of the Commission, and the Common Council, acting as
the Commission, under the Charter of the City of San Bernardino and Health and Safety
Code §§ 33200 and/or 34120.
• These Policies, and any benefit or provision herein, may be modified, revised,
amended or abolished in the future by the Commission by formal resolution.
I
• PART A. GENERAL POLICIES:
Section 1. APPOINTMENTS:
A. The Executive Director and all other employees of the Economic
Development Agency shall be appointed by the Chairperson with the approval of the
Community Development Commission. All employees shall serve at the pleasure of the
Chairperson, in accordance with the provisions of Section 256 of the Charter of the City of
San Bernardino.
B. All employees hired by the Agency shall be appointed in accordance with the
job classifications (see Attachment) as may be adopted by the Commission from time to
time. The Chairperson may make changes and modifications, as needed, to job descriptions
listed in the job classifications in order to meet Agency goals and objectives without further
Commission approval.
C. All new employees shall be appointed at a salary set forth for the appropriate
job classification, as may be adopted by Commission resolution or as approved in
connection with the budget adoption process. All salary increases shall be in accordance
with said salary schedule.
• D. The Agency may hire employees on a part-time basis to perform temporary
work or to perform ongoing assignments requiring less than an average of forty hours per
week. Part-time employees shall only be entitled, at Agency expense, to those benefits
required by law or specifically designated in these policies. For purposes of these policies, a
part-time employee is one whose average work week is thirty five hours or less.
E. The Agency may contract with qualified individuals to provide specific
services on a temporary basis not to exceed the equivalent of six months of full-time
employment. Contract employees shall be entitled only to those benefits and privileges
specifically enumerated in the employment agreement.
F. The Chairperson may appoint an employee to a vacant position at a higher
level in an "acting" capacity contingent upon such employee's demonstration of specific
skills or contingent upon an employee's completion of additional educational or training
requirements within a specified period of time. While in an acting capacity, employees may
receive salary adjustments commensurate with the higher level position salary range.
Section 2. EMPLOYMENT AT-WILL:
All employment at the Agency is "at-will." This means that either the employee or
the Agency may terminate the employment relationship at any time, with or without advance
notice, and with or without cause. Employees also may be demoted or disciplined and the
. terms of their employment may be altered at any time, with or without cause, at the
discretion of the Agency. Consequently, no Agency employee has a property interest in
continued employment or in the other terms and conditions of employment. This constitutes
• the sole and exclusive agreement concerning the circumstances under which employment
may be terminated or modified, and supersedes any express or implied agreements, policies
or practices on the subject. No one other than the Commission has the authority to alter this
arrangement, to enter into an agreement for employment for a specified period of time, or to
make any agreement contrary to this policy, and any such agreement must be in writing and
formally adopted by the Commission.
Section 3. EOUAL EMPLOYMENT OPPORTUNITY:
It is the policy of the Agency to provide equal employment opportunity for all
applicants and employees. The Agency does not unlawfully discriminate on the basis of
race, color, religion, sex (including pregnancy, childbirth, or related medical conditions),
national origin, ancestry, age, physical disability, mental disability, medical condition, family
care status, veteran status, marital status, or sexual orientation or any other status protected
by law. The Agency also makes reasonable accommodations for disabled employees.
Finally, the Agency prohibits the harassment of any individual on any of the bases listed
above. For information about the types of conduct that constitute impermissible harassment
and the procedures for addressing complaints of harassment, please refer to the Policy
Against Unlawful Harassment contained in these Policies.
This policy applies to all areas of employment including recruitment, hiring, training,
• promotion, compensation and benefits.
It is the responsibility of every employee to conscientiously follow this policy.
Violation of this policy may lead to disciplinary action, up to and including termination of
employment.
Any employee having questions regarding this policy should discuss them with his or
her supervisor, the Executive Director or the Agency's Affirmative Action Officer.
Section 4. MANAGEMENT RIGHTS:
In order to ensure that the Agency is able to efficiently carry out its functions and
responsibilities as imposed by law, the Agency, through its Chairperson, has the exclusive
right to manage and direct the performance of Agency services and the work force
performing such services. These rights include, but are not limited to, the exclusive right to:
A. Determine the mission of each of its operations;
B. Establish the merits, necessity or organization of any service or activity
provided by law;
C. Direct the work of the Agency employees;
• D. Set standards of service;
z
• E. Determine the overall responsibilities of employees assigned to carry out the
various operations of the Agency;
F. Take disciplinary action consistent with these Policies;
G. Take all necessary action to carry out the function of the Agency in
emergency situations;
H. Determine the methods, means, and personnel by which operations are to be
conducted;
I. Determine the budget and organization of the Agency;
I Lay off employees because of lack of work or for other appropriate
reasons;
K. Determine the content of job classifications;
L. Expand or diminish services;
M. Subcontract any work or operations;
• N. Determine the size and composition of the work force and determine work
assignments;
O. Establish and change work schedules and assignments;
P. Establish the days and hours when employees shall work;
Q. Establish reasonable work and safety rules and regulations in order to
maintain efficiency and economy desirable in the performance of Agency
services;
R. To hire, promote, demote, transfer, terminate and classify employees within
the Agency.
The exercise of the foregoing powers, rights, authority, duties, responsibilities by the
Agency, the adoption of polices, rules, regulations and practices in furtherance therefore, and
the use of judgment and discretion in connection therewith, shall be limited only by the
specific and express terms of these Policies, and then only to the extent such specific and
express terms are in conformance with the law. The Executive Director may exercise, on
behalf of the Agency, the authority granted hereunder, except as limited by law or by these
policies. The power to dismiss Agency employees shall be vested solely in the Chairperson,
• in accordance with the provisions of Section 256 of the Charter of the City of San
Bernardino, who may act upon the recommendation of the Executive Director. The absence
of a recommendation by the Executive Director shall not be considered a limitation on the
Chairperson's power to dismiss.
• Section 5. WORKING HOURS AND PAYDAY:
A. The Agency's days of operation will be Monday through Friday.
B. Alternate work schedules, such as compressed work weeks and nine or ten
hour work days to improve employee morale or to promote the polices of the Air Quality
Management Districts goals to reduce smog and traffic, may be implemented by
management if the goals and mission of the Agency allow such schedules.
C. Agency staff will be paid on the 15th and last day of each month. Whenever
payday falls on a holiday or weekend, payday will be on the preceding workday. A
procedure will be made to effect required time sheets and leave accounting.
Section 6. EMPLOYEE BENEFITS:
A. All regular full-time employees shall be eligible for the following benefits:
Retirement: All regular full-time employees of the Agency are required to be
members of the Public Employees' Retirement System (hereinafter called
"PERS"). The Agency shall pay 100% of the employee share of the PERS
contribution.
• Medical Insurance: The Agency shall provide a group health insurance
program for regular full-time employees and annuitants (retirees). The
Agency shall pay the sum of $16.00 per month toward the medical insurance
premium for annuitants.
Dental and Vision Insurance: The Agency shall provide a group dental and
vision insurance plan for all regular full-time employees.
Life Insurance: The Agency shall provide a group life insurance program for
all regular full-time employees in an amount not to exceed $50,000.
Supplemental life insurance may be purchased by employees, subject to the
monetary cap on Agency contributions to medical, dental, vision and
supplemental life insurance benefits described below.
Cap on Agencv Contributions Toward Medical, Dental. Vision and
Supplemental Life Insurance. Effective January 1, 1999, the Agency's per
employee contribution for medical insurance, dental and vision insurance and
supplemental life insurance premiums shall not exceed, in the aggregate, six
hundred dollars ($600.00) per month per employee.
Subject to PERS regulations and other applicable rules, an employee may
• choose how the Agency's contributions are allocated amongst medical
insurance, dental and vision insurance and supplemental life insurance.
• Lone-Term Disability Insurance: The Agency will provide a group long-term
disability insurance program for all regular full-time employees. The
coverage shall be for 60% of salary. An employee shall not be required to
exhaust their sick leave to receive benefits.
Medicare: All employees appointed on or after April 1, 1986 will be required
to participate in the Social Security Medicare program.
Short-Term Disability Insurance: All employees may participate in the
Short-Term Disability Insurance (SDI) program, at the employee's expense.
Deferred Compensation Plan: The Agency provides an optional deferred
compensation plan for all employees.
Employee Assistance Program (EAR The Agency provides an Employee
Assistance Program (EAP) for all employees.
B. BILINGUAL PAY: Each full time employee, as designated by the Executive
Director and who meets eligibility requirements as developed by the Agency shalt be
compensated at the rate of an additional $25.00 per pay period for each pay period actually
worked.
• Not more than three (3) employees of the Agency may be designated to receive
bilingual pay.
C. Full-time regular employees that are authorized to work part time for reasons
other than mandated by law will be allowed benefits based on a pro-rata basis. Pro-rata
means that the Agency will pay for the percentage of time the employee actually works,
provided the employee agrees to pay for the portion not paid by the Agency. Temporary,
part time or hourly employees shall only be eligible to receive those benefits listed above as
required by law.
D. The above benefit programs and contribution levels may be changed from
time-to-time as approved by the Commission.
E. In addition to the above, the Agency shall provide unemployment insurance
and workers' compensation insurance coverage as required by the State of California.
Section 7. VACATION:
A. Upon completion of six (6) months of continuous full-time employment with
the Agency, regular full time employees will be credited with 40 hours of vacation.
• Thereafter for the first five years of continuous full-time employment, every employee shall
accrue on a monthly basis six and two-thirds (6-2/3) working hours of vacation leave equal
to approximately 80 hours per year.
• After the completion of five years of continuous full-time employment and
commencing as of the sixth year through the fifteenth year, every employee shall accrue on
a monthly basis ten hours of vacation leave equal to 120 hours per year.
Notwithstanding the subparagraph above, upon completion of the tenth (10th) year of
continuous full-time employment, employees shall be allowed 160 hours vacation with pay.
This 160 hours vacation shall be at the completion of the tenth (10th) year only. Thereafter,
through and including the fifteenth year, vacation will be again calculated at the rate of 120
hours per year.
After the completion of fifteen years of continuous full-time employment and
commencing as of the sixteenth year through the twentieth year, every employee shall
accrue on a monthly basis thirteen and one-third (13-1/3) hours of vacation leave equal to
approximately 160 hours per year.
After the completion of twenty years of continuous full-time employment and
commencing as of the twenty first year, every employee shall accrue on a monthly basis
sixteen and two-thirds (16-2/3) hours of vacation leave equal to approximately 200 hours per
year.
B. Vacation accruals may not exceed three times an employee's current annual
entitlement (for example, 240 hours for an employee with less than five years seniority).
Once this three year maximum is reached, all further accruals will cease. Vacation accrual
will recommence after the employee has taken vacation and the accrued vacation has
dropped below the three year maximum.
C. When a scheduled holiday occurs during the vacation of an employee, the
hours shall be paid as holiday hours and shall not be charged as vacation hours.
D. If a full-time regular employee remains in a non-pay status for fifty (50%)
percent or more of the total normal work hours of any pay period vacation credit shall not
accrue for the entire pay period. Authorized vacation, sick leave, holidays or other
compensated time off shall be considered as time worked for the purpose of computing
accrued vacation. Employees will not accrue vacation credit during a compensated disability
leave resulting from a work related injury.
E. Employees who resign or otherwise leave the service of the Agency shall
receive compensation for the unused portion of their accrued vacation leave at the current
rate of pay at the time of separation. In the case of death, the beneficiary will be paid the
unused portion of any employee's accrued vacation leave. Payment of accrued vacation
leave upon termination shall be based upon the hourly rates calculated upon two thousand
eighty (2,080) hours per year of pay at the salary step of such employee as of the date of
termination.
• F. Employees shall have the option of receiving payment at their regular rate of
pay for forty hours (40), for their vacation time once each fiscal year, provided that they
have accumulated a minimum of one hundred twenty (120) hours of vacation credits.
7
• G. Vacation credits may not be taken without prior approval of an employee's
supervisor. Part-time and temporary employees are riot eligible to earn paid vacation credit.
Section 8. SICK LEAVE:
A. Sick leave will accrue at the rate of 4 hours per pay period, or eight (8) hours
per month, for all regular full-time employees. If regular full-time employees remain in a
non-pay status for fifty percent (50%) or more of the total normal work hours in the pay
period, sick leave credit will not be earned for the entire pay period. Part-time and
temporary employees are not eligible to earn paid sick leave.
Authorized vacation, sick leave, holidays or other compensated time off shall be
considered as time worked for the purpose of computing accrued sick leave. Employees
shall not accrue sick leave during the period of compensated disability leave resulting from a
work-related injury.
B. Sick leave means the absence from duty of employees because of illness or
injury, exposure to contagious disease, or attendance upon a member of his or her immediate
family who is seriously ill. Members of an immediate family are considered to be
employee's spouse, grandmother, grandfather, grandchildren, mother, father, sister, brother,
son, daughter, mother-in-law, father-in-law, sister-in-law, brother-in-law, son-in-law and
• daughter-in-law.
Sick leave shall not be considered as a discretionary employee's right, and will be
allowed only in case of actual necessity resulting from personal sickness, disability,
attendance to an immediate family member, or as otherwise provided in this Article.
Whenever an employee uses all allowable sick leave, further absences may be charged
against accrued vacation or other compensated leave. With the approval of the Executive
Director, the employee may take a loss of pay rather than other compensated time off for
illness.
C. All eligible employees who are compelled to be absent from work due to
illness or injury, other than that caused by or resulting from their own illegal actions, shall
be entitled to receive full compensation for each day of accrued sick leave used. A day, as
referred to herein, shall mean a normal eight (8) hour work period.
D. At such time as the employee completes the first year of regular employment,
he or she may exercise the following:
At the end of any fiscal year, an employee who has not used more than
twenty four (24) hours of sick leave (either sick or personal leave charged
against sick leave), may request that eight (8) hours of credit be applied to the
• employee's vacation or sick leave. The eight (8) hours of credit will not be
subtracted from the employee's sick leave accrual. Once an option is selected,
it cannot be changed at a later time during the calendar year.
0
• E. Employees are required to provide a verification from a licensed health care
provider for any absence due to illness or disability in excess of five (5) working days. Sick
pay may be withheld if a satisfactory verification is not received.
F. Payment for Unused Sick Leave Upon Separation From Employment
Management and Confidential Unit. Upon termination of employment, retirement or
death, the Agency shall pay to Management and Confidential Unit employees or to their
estate 50 percent of their accumulated sick leave. There is no cap or service requirement.
The accrual of sick leave will be unlimited with no maximum allowance.
Mid-Managers Unit. Upon termination of a Mid-Manager, with at least five years of
service in the mid-management unit and a minimum of 480 hours of accrued sick leave,
twenty-five (25) percent of accrued sick leave will be paid to the Mid-Manager.
Upon retirement or death, the Agency shall pay to Mid-Managers or to their estate 50
percent of their accumulated, unused sick leave. Payment for unused sick leave will be
made provided that in no event shall such compensation exceed one thousand one hundred
fifty two (1152) working hours of such leave.
General Unit. Upon retirement or death, the Agency shall pay to General Unit
• members or to their estate 50 percent of their accumulated, unused sick leave. Payment for
unused sick leave will be made provided that in no event shall such compensation exceed
one thousand one hundred fifty two (1152) working hours of such leave.
Section 9. FAMILY CARE AND MEDICAL LEAVE:
A. Eli ibg ility
To be eligible for family care and medical leave, an employee must (1) have worked
for the Agency for at least twelve months prior to the date on which the leave is to
commence; and (2) have worked at least 1,250 hours in the twelve (12) months preceding
the leave.
B. Permissible Uses of Family Care and Medical Leave
"Family care leave" may be requested for (1) the birth or adoption of an employee's
child; (2) the placement of a foster child with the employee; or (c) the serious health
condition of an employee's child, spouse, or parent. "Medical leave" may be requested for
an employee's own serious health condition. A "serious health condition" is one that
requires either in-patient care in a medical facility or continuing treatment or supervision by
a health care provider.
• C. Substitution of Paid Leave for Family Care and Medical Leave
Employees may substitute accrued vacation time and sick leave for all family care
and medical leaves.
a
• D. Amount of Leave
Provided all the conditions of this policy are met, an employee may take a maximum
of 12 weeks of family care and medical leave in a rolling 12-month period measured
backwards from the date the employee's leave commences.
The substitution of paid leave for family care or medical leave does not extend the
total duration of family care and medical leave to which an employee is entitled to beyond
12 weeks in a 12-month period. For example, if an employee has accrued four weeks of
unused paid vacation time at the time of the request for family care or medical leave, that
paid vacation time may be substituted for the first four weeks of family care or medical
leave, leaving up to eight additional weeks of unpaid leave.
Family care leave taken for the birth, adoption, or foster care placement of a child
generally must be taken in blocks of at least two weeks' duration; however, the Agency will
provide employees with family care leave for birth, adoption, or foster care placement for
less than two weeks' duration on any two (2) occasions. Family care leaves for the birth,
adoption or foster care placement of a child must be concluded within one year of the birth,
adoption or placement.
Family care or medical leave for the employee's own serious health condition, or for
• the serious health condition of the employee's spouse, parent, or child, may be taken
intermittently or on a reduced schedule where medically necessary. If leave is taken
intermittently or on a reduced schedule, the Agency retains the discretion to transfer the
employee temporarily to an alternative position with equivalent pay and benefits which
better accommodates the employee's leave schedule.
E. Leave's Effect on Pav
Except to the extent that other paid leave is substituted for family care or medical
leave, family care and medical leave is unpaid.
F. Leave's Effect on Benefits
During an employee's family care or medical leave, for up to a maximum of 12
weeks in a 12-month period, the Agency shall continue to pay for the employee's
participation in the Agency's group health plans, to the same extent and under the same
terms and conditions as would apply had the employee not taken leave.
Employees on family care and medical leave accrue employment benefits, such as
sick leave, vacation benefits, or seniority only when paid leave is being substituted for
unpaid leave and only if the employee would otherwise be entitled to such accrual.
•
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• G. Procedure for Requesting Family Care and Medical Leave
1. Notice Requirements
Employees should notify the Agency of their request for family care or medical leave
as soon as they are aware of the need for such leave. For foreseeable events, if possible, the
employee must provide 30 calendar days' advance notice to the Agency of the need for
family care or medical leave. For events that are unforeseeable 30 days in advance, but are
not emergencies, the employee must notify the Agency as soon as he or she learns of the
need for the leave, ordinarily no later than 2 working days after the employee learns of the
need for the leave. If the leave is requested in connection with a planned, nonemergency
medical treatment, the employee may be requested to reschedule the treatment so as to
minimize disruption of the Agency's business.
If an employee fails to provide the requisite 30-day advance notice for foreseeable
events without any reasonable excuse for the delay, the Agency reserves the right to delay
the taking of the leave until at least 30 days after the date the employee provides notice of
the need for family care or medical leave.
All request for family care or medical leave should include the anticipated date(s)
and duration of the leave. Any requests for extensions of a family care or medical leave
• must be received at least five (5) working days before the date on which the employee was
originally scheduled to return to work and must include the revised anticipated date(s) and
duration of the family care or medical leave.
2. Medical Certification
Any request for medical leave for an employee's own serious health condition or for
family care leave to care for a child, spouse, or parent with a serious health condition must
be supported by medical certification from a health care provider. For foreseeable leaves,
employees must provide the required medical certification before the leave begins. When
this is not possible, employees must provide the required certification within 15 calendar
days after the Agency's request for certification, unless it is not practicable under the
circumstances to do so, despite the employee's good faith efforts. Failure to provide the
required medical certification may result in the denial of foreseeable leaves until such
certification 'is provided. In the case of unforeseeable leaves, failure to provide the required
medical certification within 15 days of being requested to do so may result in a denial of the
employee's continued leave. Any request for an extension of the leave also must be
supported by an updated medical certification.
The medical certification to care for a child, spouse, or parent with a serious health
condition shall include (a) the date on which the serious health condition commenced; (b)
the probable duration of the condition; (c) the health care provider's estimate of the amount
• of time needed for family care; (d) the health care provider's assurance that the health care
condition warrants the participation of the employee to provide family care; and (e) in the
case of intermittent or reduced schedule leave where medically necessary, the probable
duration of such a schedule.
• The medical certification for leave for the employee's own serious health condition
shall include (a) the date on which the serious health-condition commenced; (b) the probable
duration of the condition; (c) a statement that, due to the serious health condition, the
employee is unable to perform the functions of his or her position; and (d) in the case of
intermittent leave or reduced schedule leave where medically necessary, the probable
duration of such a schedule. In addition, the certification may, at the employee's option,
identify the nature of the serious health condition involved. If the Agency has reason to
doubt the validity of the certification provided by the employee, the Agency may require the
employee to obtain a second opinion from a doctor of the Agency's choosing at the
Agency's expense. If the employee's health care provider and the doctor providing the
second opinion do not agree, the Agency may require a third opinion, also at the Agency's
expense, performed by a mutually agreeable doctor who will make a final determination.
Before permitting the employee to return to work, the Agency also may require the
employee to provide medical certification that he or she is able to return to work.
H. Leave's Effect on Reinstatement
Employees returning from family care or medical leave are entitled to reinstatement
to the same or comparable position consistent with applicable law.
Section 10. PREGNANCY-RELATED DISABILITY LEAVE OR TRANSFER
• A. Eligibility and Duration
1. Leave of Absence
Any employee who is disabled on account of pregnancy, childbirth, or related
conditions may take a pregnancy-related disability leave for the period of actual disability of
up to four months, in addition to any family care or medical leave to which the employee
may be entitled under the Agency's Family Care and Medical Leave policy. Pregnancy-
related disability leaves may be taken intermittently, or on a reduced-hours schedule, as
medically necessary.
2. Temoorary Transfer Before Childbirth
Any employee affected by pregnancy is entitled to transfer temporarily to a less
strenuous or hazardous position or to less strenuous or hazardous duties if the transfer is
medically necessary and the transfer can be reasonably accommodated.
B. Substitution of Paid Leave for Pregnancy-Related Disability Leave
An employee taking pregnancy-related disability leave may substitute any available
sick pay or any accrued vacation time for her leave. The substitution of paid leave for
pregnancy-related disability leave does not extend the total duration of the leave to which an
employee is entitled.
• C. Other Terms and Conditions of Leave
The provisions of the Company's Family Care and Medical Leave policy regarding
the leave's effect on pay, medical certification requirements and reinstatement also apply to
all pregnancy-related disability leaves. However, for pregnancy-related disabilities, there is
no process for obtaining more than one medical opinion.
Section 11. PERSONAL LEAVE:
Personal leave up to a maximum of 24 hours per calendar year may be utilized when
approved by the employee's supervisor and shall be charged to the employee's accrued sick
leave. Personal leave shall not accumulate or carry over from one calendar year to any
succeeding calendar year.
Section 12. BEREAVEMENT LEAVE:
Upon the death of a member of the employee's immediate family, (as defined in sick
leave), up to 40 hours of bereavement leave with pay per calendar year shall be allowed.
The number of hours approved shall be based upon all circumstances made known to the
employee's supervisor. Bereavement leave shall be charged to sick leave and shall not
accumulate from calendar year to calendar year.
• Section 13. JURY DUTY:
A. All full-time employees who are required to serve as a trial juror or as an
inquest juror in a court shall be entitled to provide such service without loss of pay. This
provision shall apply during the period of time in which the employee must be present in
court or in the jury room as a result of such jury service. This provision is not applicable to
grand jury service.
B. Employees must provide reasonable advance notice of any need for such
leave, pursuant to the Agency's standard procedure for requesting leaves. Every employee
shall receive his/her regular pay while serving on jury duty, provided that all jury fees paid
to such employee, less automobile expenses allowed, shall have been remitted to the
.Agency. Employees shall request payment if not automatically provided.
Section 14. MILITARY LEAVE:
A. All employees required to serve in the National Guard or any reserve unit of
the armed forces of the United States will be granted leave according to the provisions of
the California Military and Veterans Code Section 395, et seg. In accordance with the
policies of the armed forces to cooperate with employers, the Agency requires reasonable
advance notice of any proposed absence due to military duty, except in extraordinary
circumstances.
t�
• B. Every employee on temporary military leave of absence, provided that the
period of ordered duty does not exceed 180 calendar days, and who has been in the service
of the Agency for a period of not less than one year immediately prior to the day in which
said absence begins, shall be entitled to receive his/her salary for the first 30 calendar days
of any such absence in any one calendar year. All other benefits paid by the Agency will
continue for up to 180 days.
C. Employees returning to the Agency within the specified time, and who have
been honorably discharged from the military service, shall be reinstated to their former
position without loss of status or seniority, provided they are not physically or mentally
incapacitated as a result of the performance of military duties.
Section 15. OTHER LEAVES OF ABSENCE:
A. Leave of absence without pay constitutes a temporary non-pay status from
full-time employment. Upon request of the employee and the recommendation of the
employee's supervisor, a leave of absence without pay may be granted by the Executive
III Director for a period not to exceed three months. Examples of when a leave of absence
without pay may be granted are:
1. Employees who are temporarily mentally or physically unable to
perform their duties;
2. Military leave when the employee has less than one year of service in
the Agency;
3. For an employee who is a disabled veteran requiring medical treatment;
4. To retain an otherwise desirable employee;
B. Employees who enter the armed forces of the United States during war or
national emergency as declared by the President or the Congress of the United States are
entitled to a leave of absence without pay during the time of such service and for a period
of 90 days thereafter. All employees returning to the Agency within the time herein
specified, and who have been honorably discharged from such service shall be reinstated
without loss of status or seniority, provided they are not physically or mentally incapacitated
from performing the duties of said office or position.
C. The Agency's contribution towards an employee's benefits will continue after
any employee is on a leave without pay status on a pro-rata basis, or as required by any
applicable law (i.e., when on family leave or medical leave). Upon an employee's return to
full-time work, the Agency's contribution towards benefits will continue.
• D. Notwithstanding any other provision of this section to the contrary, the
Agency will continue its contribution for benefits of any employee on leave of absence_due
to any injury or illness arising out of and in the course of his/her employment with the
Agency.
to
• E. An approved leave of absence without pay for less than sixty (60) days in any
calendar year will not be considered a break in service. Leave in excess of sixty (60) days
shall result in the advancement of the employee's anniversary date and compensation
advancement date to such date as will account for the total period of uncompensated time
off. Leave of absence without pay under any laws that contradict this will not apply under
this provision, e.g. pregnancy disability leave, or if the employee is working part-time.
Failure to return to work at the expiration of the approved leave of absence without pay
shall constitute an abandonment of the position and shall be processed as such.
Section 16. INJURY LEAVE (WORKERS' COMPENSATION)•
Full-time employees who sustain an injury in the course and scope of their
employment with the Agency shall receive the equivalent of 100 percent of their normal
salary or wages (including disability payments) for the first three working days of their
absence due to the injury. Effective upon the fourth working day of necessary absence,
employees may utilize their accumulated leave to augment the amount of disability
compensation received. Compensation shall be provided in accordance with the Workers'
Compensation Insurance and Safety Act of California. Leave may be utilized to the extent
that the total sum received when added to workers' compensation disability payments will
result in a payment equal to the employee's regular and normal compensation, but not to
exceed the take-home pay of the employee's last full paycheck.
• The utilization of leave for this purpose shall end with the termination of the
temporary disability or when accumulated leave has been exhausted, whichever occurs first.
Section 17. PAID HOLIDAYS:
A. All full-time employees shall be entitled to eight paid hours for each of the
following holidays:
Holidav Observance
New Year's Day January 1 st
Martin Luther King, Jr. Birthday Third Monday in January
Memorial Day Last Monday in May
Independence Day July 4th
Labor Day First Monday in September
Veteran's Day November 11th
Thanksgiving Day Fourth Thursday in November
Friday after Thanksgiving Day Friday after Thanksgiving
Christmas Eve December 24th
Christmas Day December 25th
New Year's Eve December 31st
Two Floating Holidays As approved by Management
•
is
• When a holiday occurs on a Saturday, the preceding Friday shall be observed. When
a holiday occurs on a Sunday, the following Monday shall be observed. When Christmas
Day and New Years Day fall on a Saturday, then the following Monday will be observed as
a holiday (due to Friday being a holiday for Christmas Eve and New Years Eve).
Floating holidays shall be taken during the calendar year in which they accrue, but
only upon the prior written approval of the employee's supervisor. Floating holidays may
not be carried over to the next calendar year.
B. All employees shall be allowed the holidays specified above at full pay when
such holiday occurs within the regular assigned working period, and provided that the
employee is not on an approved leave of absence without pay or was not otherwise absent
without approval for the working day either immediately preceding or succeeding the
holiday. If it becomes necessary for any employee to work on any of the above designated
holidays, any time worked during said holiday shall be compensated in accordance with the
overtime policies.
C. Whenever the City of San Bernardino, City Council, declares that City Hall
will be closed for the period between the Christmas and New Years Day holidays, the
Executive Director will be allowed to close the Agency or portions thereof for the same
period, provided that Agency operations allow for such closing. Holidays may be adjusted
to coincide with the days of closure.
Section 18. FLSA OVERTIME PAY AND COMPENSATORY TIME OFF:
A. "Overtime Work" shall mean the aggregate service performed by an employee
in excess of eighty hours in a two week work period for full-time employees. No General
Unit employee may work overtime without the express prior approval of the Executive
Director.
B. Management shall have the right to schedule flexible working hours for those
employees who are required to attend meetings or perform other overtime work on an
ongoing basis in order to maximize Agency resources.
C. Those employees allowed "Administrative Time Off' in order to compensate
for overtime worked are not authorized overtime pay, and they are not allowed to accrue
comp time. Management and Confidential Unit employees receive 56 hours of
Administrative Time Off each calendar year, which cannot be carried over to the next
calendar year. Mid-management Unit employees receive 40 hours of Administrative Time
Off each calendar year, which cannot be carried over to the next calendar year.
Section 19. USE OF PERSONAL VEHICLES AND TRAVEL COMPENSATION•
• A. The Executive Director may require any employee to provide his/her own
insured vehicle to conduct Agency business. A manager required to provide his/her own
insured vehicle incident to conducting Agency business may receive either mileage
reimbursement or an automobile allowance. Employees required to provide his/her own
16
• insured vehicle incident to conducting Agency business will receive mileage reimbursement.
The rate of reimbursement will be the same as the amount authorized by the federal tax
codes.
B. Reimbursement for mileage for the use of private automobiles on Agency
business shall be provided in accordance with approved Agency policy. Reimbursement for
travel costs and attendance of conferences by Agency employees during working hours shall
be in accordance with approved Agency policies.
Section 20. CONFLICT OF INTEREST:
A. All employees who, in the course of their duties, are required to participate in
the formulation of or to approve plans or policies for a Redevelopment Project Area must
sign a "Conditions of Employment" form agreeing that they will not acquire any interest in
any property included within a Redevelopment Project Area unless otherwise permitted
pursuant to California Health and Safety Code § 33130.
All employees must submit a written disclosure of any interest they might have
within a Redevelopment Project Area to the Agency and the City Council and such
disclosure shall be entered into the minutes of the Agency and the City Council, pursuant to
California Health and Safety Code § 33130, at the time of their employment with the
Agency.
All employees must additionally agree that they shall not become involved as an
owner, partner, participant, joint venturer, employee or otherwise, and agree not to enter into
any contract or agreement in connection with any development project or property included,
planned to be included or proposed to be included in any type of development project under
the jurisdiction of the Agency during the period of their employment, unless the employee
has owned an interest substantially equal to that being acquired, for three years immediately
preceding the selection of the Project Area pursuant to California Health and Safety Code §
33130(b).
Disclosure is also required, by all designated employees, in accordance with the
conflict of interest code adopted by the Commission and amended from time to time. These
policies are not all-inclusive of possible conflicts. Employees unsure as to whether a certain
transaction, activity or relationship constitutes a conflict of interest should discuss it with
their supervisor or the Executive Director for clarification.
B. Any Agency employee who holds a California real estate broker's or
salesperson's license shall not engage in any real estate brokerage or sales activities within
the City of San Bernardino during the term of his or her employment with the Agency. An
exception can be made when the employee is purchasing or selling property for his/her
personal or family account. Family shall mean husband, wife, grandmother, grandfather,
• mother, father, sister, brother, son, daughter, mother-in-law, father-in-law, sister-in-law,
brother-in-law, son-in-law, or daughter-in-law
17
i
• C. To avoid potential conflicts of interest, employees are required to disclose all
outside employment to the Executive Director prior to accepting outside employment.
Section 21. POLICY AGAINST UNLAWFUL HARASSMENT:
The Agency is committed to providing a workplace free of sexual harassment (which
includes harassment based on gender, pregnancy, childbirth, or related medical conditions),
as well as harassment based on such factors as race, color, religion, national origin, ancestry,
age, physical disability, mental disability, medical condition, marital status, sexual
orientation, family care leave status, or veteran status. The Agency strongly disapproves of
and will not tolerate unlawful harassment of employees by managers, supervisors, or co-
workers. Similarly, the Agency will not tolerate unlawful harassment by its employees of
non-employees with whom the Agency has a business, service, or professional relationship.
Prohibited harassment includes verbal, physical, and visual conduct that creates an
intimidating, offensive, or hostile working environment or that interferes with work
performance. Such conduct constitutes harassment when (1) submission to the conduct is
made either an explicit or implicit condition of employment; (2) submission to or rejection
of the conduct is used as the basis for an employment decision; or (3) the harassment
interferes with an employee's work performance or creates an intimidating, hostile, or
offensive work environment.
• Prohibited harassment can take many forms and may include, without limitation,
slurs, jokes, statements, gestures, pictures, or cartoons regarding an employee's sex, race,
color, national origin, religion, age, physical disability, mental disability, medical condition,
ancestry, marital status, sexual orientation, family care leave status, or veteran status.
Prohibited sexual harassment in particular includes all of these prohibited actions as
well as other unwelcome conduct such as requests for sexual favors, conversation containing
sexual comments, and unwelcome sexual advances.
Any incident of prohibited harassment should be reported promptly to the employee's
supervisor, manager, Executive Director or to the appropriate designated official. The
Agency emphasizes that an employee is not required to complain first to his or her
supervisor if that supervisor is the individual who is harassing the employee.
Every reported complaint of prohibited harassment will be investigated thoroughly
and promptly. In addition, the Agency will not tolerate retaliation against any employee for
cooperating in an investigation or for making a good faith complaint about a violation of
this Policy.
Violation of this Policy Against Unlawful Harassment will result in discipline,
ranging from verbal or written warnings up to and including termination, depending upon
the circumstances.
In addition to notifying the Agency or the appropriate designated official about
harassment or retaliation complaints, affected employees may also direct their complaints to
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• the California Department of Fair Employment and Housing ("DFEH"), which has the
authority to conduct investigations. You can contact the nearest DFEH office at the
locations listed in the Agency's DFEH poster or by checking the state government listings in
the local telephone directory.
Section 22. DRUG FREE WORKPLACE:
A. It is the policy of the Commission to maintain a drug-free workplace. Sale,
possession or use of illegal drugs in the workplace or on working time is prohibited. Any
employee who becomes aware of any violations of this policy should immediately report
them to his or her supervisor, manager or Executive Director. Any employee who violates
this policy shall be subject to disciplinary action up to and including dismissal.
B. In addition, any employee who is convicted under any criminal drug statute
for a violation occurring in the workplace or during any Agency-related activity or event is
required to notify the Executive Director no later than five days after such conviction. Any
employee who violates these requirements shall be subject to disciplinary action up to and
including dismissal.
C. Drug abuse in the workplace may lead to serious safety concerns for the
abuser, fellow employees, and the general public being served by the abuser. Specifically,
• drug users may be causing irreparable damage to their bodies which can lead to serious
illness and even death; and endangering the lives and property of others because of their
impaired mental and physical condition.
D. An Employee Assistance Program is available to provide comprehensive
employee assistance and counseling services to all Agency employees. The program is
designed to help employees and their family members find direction in solving personal or
emotional problems, including drug and alcohol abuse. All employees are encouraged to
utilize this program when faced with such personal problems. Unless otherwise requested
by the employee, all services provided by the Employee Assistance Program are strictly
confidential and will not be disclosed to the Agency staff or management.
E. Nothing in this guideline is intended to diminish the Agency's commitment to
comply and reasonably accommodate qualified disabled individuals. The Agency will
reasonably accommodate qualified disabled employees who must take legal drugs because of
their disability.
Section 23. GRIEVANCES:
A grievance is an alleged violation of the terms of the Personnel Policies. The
following procedure is the exclusive remedy for resolving grievances.
• A. Step One: An attempt shall be made to ascertain all facts and adjust all
grievances on an informal basis between the employee and his/her direct supervisor. Verbal
presentation of the grievance shall be made within five (5) working days after the employee
knew or reasonably should have known of the occurrence giving rise to the grievance. The
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• supervisor shall respond to the grievance within five (5) working days of its presentation.
B. Step Two: If the grievance is not resolved within five (5) working days of its
initial presentation under Step One, the aggrieved party may file a written appeal with the
Executive Director within the next five (5) working days, setting forth the basis for the
grievance. The Executive Director or designee shall meet with the employee, within ten
(10) working days after receipt of the appeal and shall deliver his/her answer, in writing, to
the employee within ten (10) working days after the meeting. The decision of the Executive
Director shall be final and binding.
Section 24. DISCIPLINARY ACTION•
A. It is intended that discipline be imposed primarily for corrective purposes and
to address deficiencies in work performance. It is recognized, however, that certain
infractions may warrant immediate dismissal without first resorting to lesser forms of
discipline, in the exclusive discretion of the Chairperson. Failure of the employee to
respond to the corrective action may also result in further disciplinary action up to and
including termination. The following is a nonexclusive list of the more common causes for
disciplinary action or termination:
a. Action contrary to these Personnel Policies or other rules of the Agency.
• b. Inefficiency or incompetence.
c. Willful disobedience or insubordination.
d. Dishonesty.
e. Violation of the Agency's drug and alcohol policies.
f. Possession and/or use of a firearm or other weapon on Agency premises, in an
Agency vehicle, or while engaged in Agency business.
g. Disorderly, immoral or illegal conduct.
h. Discourteous treatment of the public or fellow employees.
i. Conviction of a felony.
j. Absence without leave for three or more working days.
k. Neglect of duty.
• 1. Action incompatible with, or not in the best interest of, public service.
m. Failure to follow safe working practices or failure to report promptly any injury.
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• B. Nothing in the foregoing paragraph shall limit or restrict the Agency's policy of
at-will employment. Therefore, the Chairperson may discharge, demote, or discipline any
employee without cause, without prior notice, and/or without prior resort to progressive
discipline, as explained in Section 2, commencing on page 2 of these Policies.
Section 25. LAYOFFS AND REDUCTIONS IN FORCE:
A. The Agency's activities are dependent upon various funding sources and
changing developmental needs, some or all of which may from time-to-time be terminated
or reduced without advance notice. In the event of a reduction in anticipated income or a
change in emphasis requiring a reduced staffing level in one or more existing activities, or
any other reason considered as justifying a reduction in force, the Chairperson of the
Commission, with the approval of the Commission, shall have the authority to effect a
reduction-in-force.
B. In the event of a layoff or reduction in staff, the Executive Director shall
provide at least two weeks' advance written notice to the employee or employees to be
affected thereby, or equivalent notice of any demotion necessitated by a layoff or reduction
in staff. Should an immediate layoff without advance notice be required, the employee shall
receive two weeks' severance pay in lieu of notice.
• Section 26. RESIGNATION:
An employee who desires to terminate employment with the Agency may submit a
written, signed resignation to their immediate supervisor prior to the intended resignation
date. Before termination, the employee is required to fill out the appropriate Agency
termination of employment forms and return all equipment, keys, identification cards and
any other Agency property.
Section 27. TUITION REIMBURSEMENT POLICY:
Because of the desire to encourage employees to further their education and work
related training, the Agency may reimburse full-time employees for educational tuition and
related course book expenditures after successful completion of the required course work.
All courses must be approved in advance, in accordance with Agency procedures.
ivlanaeement and Confidential Unit. All participants shall be reimbursed 100% for
selected tuition costs and text books for previously approved job related courses which will
increase the value of the employee to the Agency, provided that the employee achieves a
passing grade of "B" or better.
Mid-Manaurs Unit. When an employee is required by the Agency to attend a
particular course or seminar, the expense shall be borne entirely by the Agency.
• Reimbursement for all other courses will be for the cost of tuition or registration fees
and the required texts and related material for each course. Additional expenses such as
meals and parking fees are not reimbursable.
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• Costs for required texts are eligible for one hundred percent (100%) reimbursement.
Tuition or registration costs of fifty dollars ($50.00) or less are eligible for one
hundred percent (100%) reimbursement. Tuition costs in excess of fifty dollars ($50.00) are
eligible for seventy-five percent (75%) reimbursement.
An employee who desires to seek tuition reimbursement under the provisions of this
section must complete an Educational Reimbursement Form, and submit it to his or her
immediate supervisor for advance approval.
General Unit. When an employee is required by the Executive Director to attend a
particular course or seminar, the expense shall be home entirely by the Agency.
Reimbursement for all other courses will be for the cost of tuition or registration fees
and the required texts and related material for each course. Additional expenses such as
meals and parking fees are not reimbursable.
Costs for required texts are eligible for one hundred percent (100%) reimbursement.
Tuition or registration costs of fifty dollars ($50.00) or less are eligible for one
hundred percent (100%) reimbursement. Tuition costs in excess of fifty dollars ($50.00) are
• eligible for seventy-five percent (75%) reimbursement.
An employee who desires to seek tuition reimbursement under the provisions of this
section must complete, an Educational Reimbursement Form, and submit it to his or her
immediate supervisor for advance approval.
Section 28. OVERAGES AND SHORTAGES:
The Agency agrees that employees assigned to receive and/or disburse funds for the
Agency shall not be held liable for shortages, except in the case of fraud, embezzlement,
any other illegal act, or gross negligence. All overages shall be the property of the Agency.
This section does not relieve the employee from being accountable for errors for purposes of
performance evaluations and disciplinary actions.
Section 29. PERSONNEL FILES:
Employees are authorized to review their personnel files at reasonable intervals.
Employees may request one copy of data in their personnel files at no charge. No employee
shall have any comment adverse to his/her interest entered in his/her personnel file, or any
other file used for personnel purposes by the Agency, without the member having first read
and signed the instrument containing the adverse comment, except that such entry may be
made if, after reading such instrument, the member refuses to sign it. Should an employee
• refuse to sign, that fact shall be noted on the document, and signed or initialed by the
supervisor or the person who made the document.
22
• Section 30. VOLUNTARY LEAVE DONATION PROGRAM:
Voluntary leave donation program may be implemented by the Executive Director for
the benefit of staff, who due to unforeseen circumstances have long term medical needs that
may be causing severe financial difficulty. The program may not cause a net increase in
Agency provided benefits to flow to staff.
Section 31. PRE-EMPLOYMENT PHYSICAL AND DRUG TEST
All offers of employment shall be conditioned upon the applicant undergoing a pre-
employment physical examination, at the Agency's expense, which will include a test for
illegal use of drugs. An applicant who does not successfully complete the drug test will not
be hired. The other results of the pre-employment physical will be handled and used in
compliance with the laws protecting persons with disabilities and the Agency's policy of
non-discrimination and reasonable accommodation.
Section 32. AUTOMOBILE ALLOWANCE
Subject to prior written request and authorization, management employees (Executive
Director of the Agency, Executive Director of Main Street Department, Directors of
Development and Administrative Services, and Office of Business Development Manager)
• are eligible for a fixed monthly equivalent Automobile Allowance. The current allowance
authorized by the Commission will be available. Officers receiving such Allowance are not
eligible to use an Agency-owned vehicle or.to receive mileage reimbursement. The
Executive Director may require any employee to drive an Agency vehicle to and from work,
if it is determined that the employee is "ON CALL" and/or it is in the best interest of the
Agency operations.
This Allowance is separate from reimbursement for car rental or other travel
expenses incurred in connection with authorized business travel.
•
23
EXHIBIT "A"
•
(AMENDED)
STAFFING POSITIONS FOR THE
ECONOMIC DEVELOPMENT AGENCY
1. Economic Development Agency Management
a. Executive Director
b. Director, Development Division
C. Director, Administrative Services Division
d. Manager, Office of Business Development
e. Executive Director, Main Street
2. Economic Development Agency Confidential
a. Assistant to the Agency Administrator
b. Staff Assistant
C. Special Events Coordinator
d. Accounting/Collections Officer
e. Secretary
3. Economic Development Agency Mid-Management
a. Project Manager (2)
b. Graphics and Design Coordinator
.
C. Contract Administrator
d. Senior Accountant
e. Community Development Specialist
f. Main Street Project Coordinator
4. Economic Development Agency General Unit
a. Development Specialist
b. Court Street Square Operator
C. Graphic and Design Specialist
d. Accounting Technician
e. Senior Account Clerk
f. Typist Clerk III
g. Administrative/Records Management Clerk
2463A
•
EXHIBIT "B"
Economic Development Agency
• Classification Range and Salary Schedule
as of September 8, 1998
Classification & Position A @ C Q t3
Range
Executive
M 4200 Executive Director $8,038 $8,430 $8,863 $9,306 $9,771
C 3251 Asst. to Agency Admin $3,994 $4,195 $4,405 $4,626 $4,857
Office of Business Development
M 4100 OBD Manager $5,385 $5,654 $5,937 $6,234 $6,546
Management
M 4175 Dir of Dev Dept $6,656 $6,990 $7,339 $7,706 $8,091
C..:__.
3175 .-.-Staff Asst. _.., . . $2,632, $2,763 ._.$2,902_. . ...$3,047_- .....$3,200___.
Development Div
MM 2180 Proj Mngr $4,231 $4,442 $4,664 $4,897 $5,142
G 1185 Dev Spec $3,452 $3,624 $3,805 $3,996 $4,195
Adman Sery Division
M 4125 Admin Sery Dir $5,777 $6,066 $6,370 $6,688 $7,023
MM 2180 Cont Admin $4,231 $4,442 $4,664 $4,897 $5,142
• MM 2150 Grap Des Coor $3,845 $4,037 $4,239 $4,451 $4,674
MM 2150 Sr Acct $3,845 $4,037 $4,239 $4,451 $4,674
C 3210 Acct/CollOfficer $3,288 $3,453 $3,625 $3,806 $3,997
G 1180 Graphic Des Spec $2,792 $2,932 $3,078 $3,232 $3,394
G 1155 Acct Tech $2,630 $2,761 $2,901 $3,045 $3,197
G 1150 Sr Acct Clerk $2,412 $2,532 $2,659 $2,792 $2,932
G 1140 Admin/Rec Mgt Clerk $2,061 $2,164 $2,272 $2,387 $2,506
Block Grant Consolidated Program Division
MM 2160 Comm Dev Specialist $3,970 $4,168 $4,376 $4,595 $4,825
Main Street
M 4100 Exec Dir $5,385 $5,654 $5,937 $6,234 $6,546
MM 2180 Project Coor $4,231 $4,442 $4,664 $4,897 $5,142
MM 2010 Special Events $2,412 $2,532 $2,659 $2,792 $2,932
G 1120 CtStSgOper $1,591 $1,671 $1,754 $1,842 $1,934
All Divisions
G 1140 Clerk Typ III $2,061 $2,164 $2,272 $2,387 $2,506
C 3020 Secretary $2,131 $2,237 $2,350 $2,468 $2,592
cc: CI&Rng.wk3
M - Management
C- Confidential
MM- Mid-Management
O - General
Exhibit C-1
•
SBEO0001/381/dc
10/31/90 1150
ECONOMIC DEVELOPMENT AGENCY
AGENCY ADMINISTRATOR
JOB DESCRIPTION•
To plan, manage, supervise and coordinate the functions and
activities of the Economic Development Agency; to coordinate economic
development activities with other City departments; and to provide
highly complex staff assistance to the office of the Mayor and to the
Common Council.
SUPERVISION RECEIVED AND EXERCISEn:
Receives general direction from the Mayor.
Exercises direct and indirect supervision over professional
and clerical staff.
SPECIAL QUALIFICATIONS:
. This position differs from other Agency positions in
requiring strong self-motivation, a high degree of knowledge in
economic development matters,, hands-on experience in negotiation and
management and a strongly developed ability to be creative and
innovative in furthering the City's economic development goals. This
position further requires the ability to exercise independent judgment
and authority.
EXAMPLES OF DUTIES:
Duties may include, but are not limited to, the following:
a) Plan, manage and coordinate goals and objectives of the
Agency; design and implement Agency policies and procedures
necessary to provide Agency . services and further Agency
goals; prepare a statement of Agency objectives and time
frames for the accomplishment thereof.
b) Manage and supervise City economic development activities and
projects, community development and redevelopment projects
and the activities of the City's Convention and Visitor's
Bureau, the Main Street Project and Economic Development
Council.
C) Supervise the preparation of the Agency's budget and the
preparation of forecasts of future Agency financial needs and
goals, including an analysis of the sources of Agency
Agency Administrator
- 1 -
Exhibit C-2
revenue; monitor and approve expenditures; develop plans for
staffing, equipment, materials and supplies.
d) Review and oversee Agency activities to ensure compliance
with City goals, policies and procedures, as well as local,
State and Federal regulations; supervise the preparation and
filing of necessary reports and otherwise ensure Agency
compliance with applicable law.
e) Manage, supervise and participate in the preparation of
appropriate reports and studies related to Agency activities;
analyze reports and prepare recommendations for implementing
necessary actions on programs in response thereto.
f) Supervise the providing of_ information and technical
assistance to the Mayor, Common Council, City commissions,
committees and departments and senior City staff in matters
related to the Agency's activities and programs.
g) Act as the City's representative to outside agencies and the
business community to foster economic growth and progress;
meet with citizen groups and other members of the public to
explain the Agency's policies, procedures and objectives.
. h) Coordinate the various departments and functions of the
Agency so as to foster efficiency and cooperative efforts in
the furtherance of the Agency's goals.
i) Select, train and motivate senior staff; provide guidelines
and procedures for the selection and training of other Agency
professional and clerical staff; establish and supervise
dijciplinary and termination procedures.
J) Perform related duties as necessary or requested.
OUALIFICATIONS:
Snowledae of:
Modern and highly complex principles and practices of urban
economic development.
Principles of personnel administration, supervision and training.
Legislation related to urban development and redevelopment.
Principles and practices of budget preparation and administration.
•
Agency Administrator
— 2
Exhibit C-3
Ability to:
Supervise, train and evaluate professional and clerical staff.
Interpret applicable laws, rules and regulations.
Prepare and analyze reports, statements and correspondence.
Develop and administer an Agency budget.
Communicate clearly and concisely, both verbally and in writing.
Establish and maintain effective working relationships with those
contacted in the course of work.
MINIMUM EXPERIENCE AND TRAINING REOTIREMEh S•
The minimum combination of experience and training for this
Position is as follows:
Education-
A Bachelor's degree or equivalent from an accredited college
or university with major course work in economics, urban
• planning, public administration or a closely related field.
Experience:
Ten years of experience in urban economic development with
substantial management responsibilities, preferably as the
supervisor of a department engaged in economic development or
redevelopmcnt. Eight years of experience would be acceptable
if the applicant possesses a masters degree in a field
specified above.
F--VL MNTDASAMW%CWJ%MJ
•
Agency Administrator
3
Exhibit C-4
• ECONOMIC DEVELOPMENT AGENCY
DIRECTOR, DEVELOPMENT DEPARTMENT
JOB DESCRIPTION:
Under direction of the Economic Development Agency Administrator, to manage, supervise and
coordinate the functions and activities of the Development Department, of the Economic
Development Agency; to implement a variety of community and economic development and
housing programs; to assure governmental and private sector financing for Agency and City
departments; and to provide highly complex staff assistance to the office of the Mayor, Common
Council and to the Agency Administrator.
SUPERVISION RECEIVED AND EXERCISED:
Receives general direction from the Agency Administrator.
Exercises direct and indirect supervision over the Department's professional and clerical staff.
SPECIAL QUALIFICATIONS:
This position differs from other Agency positions in requiri ng a high degree of knowledge of
redevelopment and community development practices, a strong ability to interface and negotiate
with the business and development community and a willingness to be innovative in the creation
of development and redevelopment programs. This position further requires the ability to
exercise independent judgment and authority.
EXAMPLES OF DUTIES:
Duties may include, but are not limited to, the following:
a) Plan, manage and coordinate goals and objectives of the Department consistent with the goals
and policies of the Agency; design and implement Department policies and procedures
necessary to provide Department services and further Department goals; prepare a statement
of Department objectives and time frames for the accomplishment thereof.
b) Manage and supervise specific community development and redevelopment activities and
projects; supervise Development Department staff in developing and implementing a variety
of community development and redevelopment programs.
Exhibit C-5
c) Direct and review project activities including funding, property acquisition and disposition,
relocation and project improvements, to ensure compliance with Department policies and
goals; oversee the analysis of development or redevelopment proposals and cost projections;
secure and administer project funding.
d) Create a system of prioritizing projects and proposed projects to effectively allocate the
Department's assets in a manner consistent with Agency and City goals.
e) Supervise the preparation of forecasts of future Department financial needs and goals,
including an analysis of the sources of Department revenue; monitor and approve
expenditures; develop plans for staffing, equipment, materials and supplies.
f) Review and oversee Department activities to ensure compliance with City and Agency goals,
policies and procedures as well as local, State and Federal regulations; supervise the
preparation and filing of necessary reports and otherwise ensure Department compliance with
applicable law.
S) Manage, supervise and participate in the preparation of appropriate reports and studies related
to Department activities; analyze reports and prepare recommendation_s for implementing
necessary actions on programs in response thereto.
h) Supervise the providing of information and technical assistance to the Mayor, Common
Council, City commissioners, committees, Agency Administrator and senior City staff in
matters related to the Department's activities and programs.
i) Coordinate the relocation of property owners and tenants displaced by Department
development or redevelopment activities.
j) Meet with members of outside agencies, the public and the business and development and
redevelopment goals, policies and procedures.
k) Select, train and motivate Department staff, provide guidelines and procedures for the
selection and training of personnel.
1) Develop bids and specifications for development and redevelopment activities; administrate
contracts and progress payments.
m) Perform related duties as necessary or requested.
•
I
Exhibit C-6
• OUALMICATIONS:
Knowledge of:
Modem principals and practices of community development and redevelopment.
Legislation related to community development and redevelopment.
Principals of personnel administration, supervision and training.
Principals and practices of budget preparation and administration.
Ability to:
Supervise, train and evaluate professional and clerical staff.
Interpret applicable laws, rules and regulations.
Prepare and analyze reports, statements and correspondence.
• Develop and administer a Department budget.
Communicate clearly and concisely, both orally and in writing.
Establish and maintain effective working relationships with those contacted in the course of work.
MINIMUM EXPERIENCE AND TRAINING REQUIREMENTS:
The minimum combination of experience and training for this position is as follows:
Education:
A Bachelor's Degree or equivalent from an accredited college or university with major course
work in economics, urban planning, public administration or a closely related field.
Experience:
Ten years experience in community development or redevelopment with substantial management
responsibilities including extensive involvement in negotiation of contracts, and supervision of
personnel.
Eight years of experience would be acceptable if the applicant possesses a masters degree in a
field specified above.
Exhibit C-7
ECONOMIC DEVELOPMENT AGENCY
DIRECTOR, ADMINISTRATIVE SERVICES DIVISION
JOB DESCRIPTION:
Under direction of the Agency Administrator manages, supervises and coordinates the functions
and activities of the Administrative Services Division of the Economic Development Agency, and
provides staff assistance to the Agency Administrator.
SUPERVISION RECEIVED AND EXERCISED:
Receives general direction from the Agency Administrator.
Exercises direct supervision of the Administrative Services Division's professional and clerical
staff.
SPECIAL QUALIFICATIONS:
This position requires a thorough knowledge of California redevelopment finance and
• redevelopment agency accounting practices in addition to a background in contract compliance
for various types of redevelopment agency agreements, CDBG, UDAG and EDA programs,
investment portfolio management and bond issue compliance. The position requires the technical
background and personnel skills necessary to supervise specialists in various areas, including
contract compliance, accounting, property tax analysis and graphics and design, and an ability to
effectuate the policies of the Agency in a manner which addresses the concerns of the public.
EXAMPLES OF DUTIES:
Duties may include, but are not limited to, the following:
a) Plan, manage and coordinate the goals and objectives of the Administrative Services
Division consistent with the goals of the Agency; design and implement Division
policies and procedures necessary to provide Division services and further Division
goals; prepare a statement of Division objectives and time frames for the
hm nt
acco m li thereof
accomplishment o
P
b) Manage and supervise staff in the monitoring of all municipal bond financing incurred
in furtherance of Agency objectives, including tax allocation bonds, single and
multifamily mortgage revenue bonds, certificates of participation, taxable bonds and
borrowings from conventional lenders.
• c) Manage, supervise and direct the preparation of appropriate reports to the State
Controller, the Statement of Indebtedness to the County and the annual audit and other
studies or reports related to housing, economic development and redevelopment issues
• Exhibit C-a
•
and Division activities; analyze reports and prepare recommendations for implementing
necessary actions or programs in response thereto.
d) Supervise the providing of information and technical assistance to the Mayor, Common
Council, Agency Administrator, Executive Director and Senior City staff in matters
relating to the investment activities, financial condition, budget considerations and the
financial ability to implement Agency programs.
e) Supervise and direct the preparation of tax increment revenue cash flow analyses for
each redevelopment project area, identify irregularities in tax increment receipts and
assessed value figures and monitor development project completion to obtain valid
projections of tax increment growth.
0 Provide liaison and coordination with State and Federal agencies involved in contract
compliance for any grant or loan programs.
g) Coordinate financial audits with outside auditors.
h) Supervise the expenditure and investment of funding obtained by the Agency in
manners consistent with applicable rules and regulations.
• i) Supervise and administer all aspects of the Department's word processing computer
system, including hardware and software for word processing, accounting, and data
processing.
j) Responsible for development and maintenance of the file system.
k) Supervise and administer all accounting and compliance matters dealing with the 20%
Low and Moderate-Income Housing Fund, Community Development Block Grant
Program, Main Street, Inc., Economic Development Administration Programs or other
federal funds, including, the determination of valid expenditures and projects, time limits
for expenditures, investment of funds, and assure compliance with all affordability
covenants and regulatory agreements.
1) Supervise the preparation of the Agency budget and budget planning activities,
including the providing of information and technical assistance to the Agency
Administrator and the Agency's other Divisions; periodically review and monitor the
Agency budget and make appropriate recommendations.
m) Supervise an Accounting Section and all daily general ledger accounting functions,
including, accounts payable, accounts receivable and payroll.
• n) Supervise the Contracts Department
0 )Manage and supervise a Graphics and Design Section that is responsible for the design
Exhibit C-9
and preparation of Agency marketing and promotional materials, audio-visual
presentations of Agency economic development and housing matters, and engineering
and design of certain Agency sponsored projects.
p) Select, train and motivate Division staff, provide recommendations for guidelines and
procedures for the selection and training of personnel.
q) Perform related work as required.
OUALIFICATIONS:
Knowledge of
Current principles and practices of redevelopment agency accounting, investment
practices and public agency financial administration.
Laws and regulations related to the administration of the 20%Low and Moderate-Income
Housing Fund.
Budget practices and budget planning and implementation.
• Principles of personnel administration, supervision and training.
Ability to:
Supervise, train and evaluate professional and clerical staff.
Interpret applicable laws, rules and regulations.
Prepare and analyze financial reports, investment activity statements, County
Auditor-Controller tax increment disbursement statements, and related correspondence.
Communicate clearly and concisely, both verbally and in writing.
Establish and maintain effective working relationships with those contacted in the course
of work.
MINIMUM EXPERIENCE AND TRAINING REQUIREMENTS:
The minimum combination of experience and training for this position is as follows:
Education:
A Bachelor's degree or equivalent from an accredited college or university with major
course work in economics, municipal finance, accounting, public administration or a
Exhibit C-10
1
•
closely related field.
Experience:
Six (6) years experience, including substantial management responsibilities in local
government accounting, contract compliance and property tax analysis or equivalent
private sector experience.
Of said six (6) years total experience, at least two (2) years experience must be
demonstrated in direct supervision of subordinate personnel in some financial, contract
compliance or accounting situation.
•
•
Exhibit C-11
ECONOMIC DEVELOPMENT kMGY
. OFFICE OF BUSINESS DEVELOPMENT MARAGER
JOB DESCRIPTIOR
To develop and implement a short and long range City-wide Economic
Development Strategic Plan; to manage development projects of significance to
the City's economic development efforts, including developer solicitations,
feasibility and benefit analysis; to develop and implement a marketing
strategy for the Agency emphasizing business retention and development; to
develop and implement programs to provide business with site selection, job
training and permit processing assistance; to coordinate with other City
departments; to provide highly responsible and complex support to the Agency
Administrator of the Economic Development Agency.
SUPERVISION RECEIVED AND EXERCISED•
Under general direction from the Agency Administrator, plans, develops
and evaluates economic development strategies and programs.
SPECIAL QUALIFICATIONS•
This position differs from other Agency positions in requiring high
self-motivation, a high degree of knowledge in economic development matters,
ability to perform difficult and complex administrative assignments in the
design and implementation of a comprehensive economic development program
within the policies established by the Community Development Commission.
Assignments are received in terms of desired objectives and work is subject to
review for results achieved. The work is accomplished through coordination of
efforts of Agency and City departments with the activities of other public and .
privite agencies.
Examples of Duties:
Duties may include but are not limited to:
a) Prepare and implement an economic development strategy.
b) Prepare and implement a comprehensive grants program for both public
and private grants.
c) Actively recruit desirable business and industry through developing
and implementing comprehensive marketing programs and materials ials such
as promotional events, brochures, advertising, videos, exhibits, etc.
d) Pursue activities designed to actively address concerns of existing
business such as regulatory relief and technical assistance.
e) Pursue and develop financial assistance programs, coordinating with
public and private resources.
• f) Conduct special studies such as economic feasibility studies, market
studies, industrial target studies, cost/benefit analyses.
g) Facilitate permit processing through coordination with City
departments and other government agencies. .
Exhibit C-12
h) Facilitate job gaining assistance.
k) Develop and maintain market-related data base.
i) Coordinate with outside economic development agencies such as the
Private Industry Council, State Department of Commerce, San Bernardino
County Department of Economic and Community Development, Chamber of
Commerce, etc.
J) Prepare comprehensive written and oral reports and present
recommendations to the Community Development Commission, other public
agencies and community groups.
k) Assist in the development of the Economic Development budget.
1) Respond to citizen and development-related inquiries.
m) Perform related duties as required.
Qualifications:
Knowledge of:
Knowledge of development processing; Land development and permit
processing, development financing and feasibility analysis, Economic
Development, business outreach and marketing, 'knowledge of principals of
economic development promotion; Economic Development project management,
• market and feasibility analysis, business retention strategies, techniques or
negotiation, supervision, pro forma analysis, contract negotiation and
administration, real estate practices, governmental procedures, effective
interdepartmental coordination.
Ability to:
Above average ability in oral and written expression; ability to
coordinate multiple projects; ability to tactfully foster cooperative
responses from various participants in development processing; ability to
supervise subordinate staff; ability to deal effectively with developers,
lenders, property owners, other City staff, public officials and the general
public.
MINIMUM EXPERIENCE AND TRAINING REQUIREMENTS:
The minimum combination of experience and training for this position
Is as follows:
Education
Bachelors Degree required in Public Administration, Business
Administration, Economics, Planning or related field. Five years of
increasingly responsible government or private sector experience.
• Experience:
Five (5) years experience in the administration of Economic
Development p Programs and activities 8 1 ities including supervision of
supervisory, professional, and clerical employees.
Possession of a valid California Motor Vehicle Operator's License is
required.
Exhibit C-13
ECONOMIC DEVELOPMENT AGENCY
EXECUTIVE DIRECTOR, MAIN STREET
JOB DESCRIPTION•
Plan, implement, execute, direct, manage, coordinate and supervise the
programs and activities of the Downtown revitalization, using the Main Street
Four Point Urban Plan.
Main Street was formed to revitalize Downtown San Bernardino; to improve the
economic and social environment; create a safe and comfortable place to work,
shop, live, be entertained and invest; to decrease vacancy; increase business
and economic activity; increase investment; increase social activity and the
tax base.
SUPERVISION RECEIVED AND EXERCISED:
Receives general direction from the Agency Administrator.
Exercises direct and indirect supervision over the Main Street professional
and clerical staff.
SPF,CIAL QUALIFICATIONS:
This position differs from other Agency positions in requiring high energy,
entrepreneurial skills, innovation, and be sensitive to business needs. Must
• be highly motivated and a self starter with the ability to work
independently. Possess leadership skills and have a thorough knowledge of the
working of local government.
EXAMPLES OF DUTIES•
The Executive Director will have the following duties/responsibilities which
he/she will effectively discharge under the supervision of the Agency
Administrator. Work is performed with considerable discretion and significant
latitude exists for individual judgement and initiative.
a) Develop, direct and successfully implement the "Main Street's" activities
and work program.
b) Plan, implement, manage and control the Economic Development Agency's Main
Street goals and objectives, develop and implement the policies and
procedures necessary to meet these goals and objectives.
c) Recruit potential new businesses, development and investment into the
Downtown San Bernardino Main Street area.
d) Job creation - decrease vacancy - recruit businesses.
e) Develop, implement, and coordinate public relations, advertising, image
activities and marketing of the Agency and Downtown San Bernardino.
f) Act as ombudsman in helping resolve problems between businesses and local
government.
g) Manage the day-to-day operation of Main Street.
Executive Director, Main Street - 1 - 0202
Exhibit C-14
h) Coordinate and supervise Main Street consultants and contractors.
• i) Administer all contracts of the Main Street Department.
j) Prepare annual budget and work program and submit for approval by the
Agency Administrator and Community Development Commission.
k) Prepare and analyze reports for Main Street, Agency Administrator and
Community Development Commission.
1) Perform related work as necessary to implement the goals of the Agency and
carry out the work program.
m) Interpret applicable laws, rules and regulations.
n) Such other matters as may be deemed necessary by the Agency Administrator.
An annual evaluation of the Executive Director's performance will be conducted
by the Agency Administrator and given, in writing, to the Executive Director.
OUALIFICATIQNS•
Knowledge of
Modern, highly complex and comprehensive principles and practices of Urban
Economic Restructuring and Revitalization.
Must have knowledge of urban design and be able to coordinate from conceptual
to implementation Street Scape and Public Works Projects.
Must be knowledgeable in the planning and execution of promotions and special
events.
Skills required:
Must have experience in business management and a thorough knowledge and
understanding of retail, real estate, leases, landlord-tenant relations,
property management, historic preservation, urban planning. Must be
thoroughly knowledgeable and have experience in marketing, economic
development, business development, and business recruitment.
DESIRABLE EXPERIENCE AND TRAINING QUALIFICATIONS:
The minimum combination of experience and training for this position is as
follows:
Must possess and have experience in urban revitalization laws.
A minimum of 5 years of experience in downtown revitalization and economic
development, as well as a minimum of 5 years experience in the private
• business sector with exposure to issues and problems normally encountered
by business owners or operators.
Executive Director Page - 2 - 0202
Exhibit C-15
• EDUCATION:
A Bachelors Degree or equivalent from an accredited college or university,
with major course work in economics, urban planning, public administration or
a closely related field. Experience may be substituted for a degree on a
three year to one year basis, for up to two years of college credit.
SPECIAL QUALIFICATIONS REOUIRED:
a) Business Management
b) Urban planning
c) Urban designs/public works
d) Business development
e) Retail
f) Property Management
g) Tenant recruitment
h) Marketing - principles of economic development and business recruitment
i) Adaptive and reuse/historic preservation
J) Capital and operating budgets
k) Overall principles of downtown management
1) Managing people and resources - best use of available resources.
m) Ability to relate to all levels - from small business operators to
developers and elected officials.
n) Establish and maintain effective working relationships with those
contacted in the course of work.
• Executive Director, Main Street Page - 3 -
0202 - pg 30
•
Exhibit C-16
Z
Job Descriotion:
Under general direction, to perform a vide range of administrative assignment
Including research, investigation and analysis relative to Agency and
City-vide policies and procedures, agency and departmental operations and
special projects; act for the Agency Administrator in the administration of
assigned areas of responsibility; and to perform related work as required.
Svoervieion peeeived and r + ,_A:
Under general direction from the Agency Administrator, prepares
reports as directed, conducts surveys, attends meetings, and performs a vide
range of Administrative duties for the Agency. The Assistant to the Agency
Administrator is the principal staff assistant in the office of the Agency
Administrator; working under the supervision of the Agency Administrator,
serving as liaison with Department Heads, Boards and Commissions and Common
Council; may supervise subordinate administrative and clerical personnel as
assigned.
Sceeial Ovalifi •�i`ogw.:
This position differs from other Agency positions in requiring the
ability to perform difficult and complex administrative assignments as part of
• a comprehensive economic development program within the polices estabilished
by the Agency and community development commission. The work is accomplished
through coordination of efforts of agency and city departments with the
activities of other public and privite agencies.
C
XKAMoles of i e:
Duties may include but are not limited to:
a) Prepare a variety of reports and analyses;
b) Collect and analyze data on existing programs and services;
C) Conduct surveys of practice in other jurisdictions;
d) Prepare proposals for nev and adjusted services, including finance,
staffing, and organizational requirements;
Assistant to the Agency Administrator
— 1 — ,
•
Exhibit C-17
i
e) Pavia fidget requests with department ; 'a;
• f) Prepare reports reeoseadiag aQuatments in budget proposals,
g) Investigates porposals for new programs, services and prepares draft
documents;
h) Attends meetings on behalf of the Agency Administrator and
accomplishes such follov-up implementation as my be required as a
result of such meetings;
1) Provides continuity of management policy and direction in the absence
of the Agency Administrator;
J) Performs related duties as required.
Oualificatio++■
Eaovledee ef•
Principles and practices of public management, adminstrative analysis
and research; Principles of budgeting, accounting, economic and personnel
administration and supervision.
Abilito to:
Analyze a variety of administrative problems and make sound policy
and procedural recommendations regarding their solution; Assume increasing
• work load and responsibility; Express ideas effectively, orally and in written
form; Interpret and carry out oral and vritten instruction; Establish and
maintain effective working relationships vith employees, officials, other
agencies, and the general public;
C Minimum ��erience a d Sraini. ■ v ouiremenr :
Education:
Bachelors degree in public administration or a closely related field,
or the equivalent experience may be substituted on a year for year
basis.
Exverimce:
tour (4) years experience in Economic/Redevelopment programs at a
county or municipal level.
Possession of a valid California Motor Vehicle Operator's License is
required.
Assistant to the Agency Administrator
0164Q - 2 -
Exhibit C-18
r
SBEO0001/D0C/400/es
03/06/91 1:25
DEYEI�PMENT D P trT�ram
STAFF ASSIST ►�'�
JOB DESCRTPTION:
Serve as Staff Assistant to the Executive Director of the
Development Department. Perform administrative work requiring
independent judgment and knowledge of the San Bernardino Economic
Development Agency and Development Department; to have functional
responsibility for significant aspects of the clerical work of the
unit; to file and maintain records; to provide service and assistance
to the general public; to perform related work as required.
SUPERVISION RECETV 'D AND EX wC :
Receives general direction from the Executive Director.
• Supervises other clerical staff.
SPECIAL• 0 ktTFTCATIONS:
This position requires provision of administrative support
for the Executive Director and the performance of various
administrative duties in connection therewith. The position requires
personnel skills and the ability to work closely with staff and
superiors, the ability to act and interface between the Executive
Director and other Department staff and to have some knowledge of the
area of community development or redevelopment p activities.
EXAMPLE OF DUTTFS
Duties may include, but are not limited to, the following:
a) Supervise clerical and stenographic employees in the
performance of clerical procedures.
b) Analyze and resolve problems arising from work in
progress.
C) Adjust work assignments, procedures and priorities to
expedite work flow.
Staff Assistant
- 1 -
Exhibit C-19
•
d) Make recommendations to the Executive Director and
implement policies and procedures
Director. Of the Executive
e) Commission and Redevelopment Committee Community
f) Provides administrative
Planner position. support to Department senior
g) Maintain calendars and schedules of appointments,
meetings, room use, equipment use and events;
travel arrangements; make
h) Set priorities for, train and review standard clerical
techniques involving classifying, processing, retrieving
and controlling large volumes of records.
i) Prepare work schedules.
J) Participate in training and evaluation of personnel.
k) Supervises department front
operation. office/receptionist
•
1) Provide secretarial support to the Executive Director of
i the Development Department, performing secretarial and
administrative duties.
m) Screen all telephone calls to the Executive Director;
ascertain nature of call and determine appropriate
action. Refer important business calls to the Executive
Director or in his/her absence, take messages for
his/her attention.
n) Compose correspondence requiring use of judgment based
upon a thorough understanding of the functions and
procedures of the unit, for review by Executive
Director, if necessary;
o) Compile information for a variety of regularly scheduled
and special narrative and statistical reports, locating
sources of information, coding and classifying data,
devising forms to serve data and determine in proper
format for finished reports;
P) Maintain confidentiality of privileged information, work
independently with a minimum of instruction.
Staff Assistant
2 -
Exhibit C-20
•
q) Attend meetings and conferences as directed, prepare
agendas and take notes at various meetings.
r) erate a typewriter, calculator, computer terminal,
word processor and other office machines.
s) Design office forms;
OUAL•IFICATIONS:
Knowledge of:
Standard administrative and clerical techniques involving
classifying, indexing, processing, retrieving and controlling
a large volume of records.
Basic public relations techniques and telephone etiquette.
Basic principles of supervision and training.
Ability to•
• Perform simple arithmetic calculations;
Perform general clerical work involving the use of a word
processor;
Retrieve and give information over the telephone in a
courteous manner;
Assign, check, correct and participate fully in the work with
subordinates;
Write legibly; take shorthand;
Proofread and detect errors in typing, spelling, grammar and
punctuation;
Establish and maintain filing system; maintain accurate
records;
Operate a computer terminal accurately and efficiently;
Prepare and analyze reports, statements and correspondence;
Communicate clearly and concisely, both verbally and in
writing;
• Perform difficult clerical work with speed and accuracy;
Staff Assistant -
Exhibit C-21
Compose correspondence requirin a g •
assigned office; good knowledge of the
Work with considerable independence;
Develop solutions to problems which do not require deviation
from policy and develop office procedure;
Understand and carry out oral and written instructions;
Establish and maintain effective relationships with those
contacted in the course of work.
ffiNIMi_]_M f?�ry ANn
AINING
"IR
FEducation
Graduation from a high school or a GED equivalent.
words of 60 words per minute and stenographic s Typing
per minute. peed of 100
Pxneriec,
Minimum of six (6) years responsible stenographic a
as a Senior Secretary, Administrative Secretary or Executive 0
clerical experience of which three (3) years must have been
Secretary in a City/County setting.
ZBP00o0Im0a400%
nv0a�s�ass
Staff Assistant
4 _
Exhibit C-22
ECONOMIC DEVELOPMENT AGENCY/MAIN STREET DEPARTMENT
• SPECIAL EVENTS COORDINATOR •
JOB DESCRIPTION
REQUIREMENTS
Must possess a basic knowledge of urban revitalization and the National Main
Street Program. Experience in marketing, public relations and/or advertising
would be preferred. Must be capable of working with local business people and
community organizations and be articulate, both orally and in the written
form, as well as present a professional demeanor. Must be well organized and
detail oriented. Basic secretarial skills are required.
REPORTING TO:
Main Street Project Coordinator
ESSENTIAL FUNCTIONS:
Research, plan and execute various special events as may be determined by the
Executive Director in order to increase excitement downtown, stimulate
economic activity, improve quality of life downtown and nurture the culture
and arts. Duties will include:
• A) Thorough research and planning and execution of special events that •
will meet the criteria as specified.
B) Publication of special events calendar.
C) Participation in, and adherence to, a special events budget for
fiscal year as defined by Executive Director.
D) Execution of special events as agreed including close liaison with
all interested parties including City Administrator, Fire Department,
Police Department, local businesses, etc. that may be impacted by
the staging of these events. Ensure the permit process is correctly
executed at all levels including City and County, and that all
insurance requirements are fully met.
E) Prepare Marketing Plan and Execution Plan of special events to
include publicity through press releases to local newspapers, public
service announcements on local radio and television stations,
production and distribution of flyers and publicity
materials/advertising as approved by the Executive Director and as
specified in the budget.
F) Ensure that all special events within the criteria of Main Street
guidelines and Main Street Goals and Objectives, and reflect a
positive image of both Main Street and the City of San Bernardino.
-1- •
Exhibit C-23
• G) Coordinate the proposed Court Street Square by soliciting special •
events through various community, arts and cultural organizations for
staging on the Square. Assist in the setting-up and break-down of
Court Street Square events. Oversee the janitorial, security and
maintenance functions of the Court Street Square.
H) Maintain records on events, i.e. , number attending, revenues
collected, etc. , and submit to Executive Director monthly.
I) Maintain the special events files and see that all revenues collected
from special events are correctly recorded and signed over for
processing and banking in a timely manner.
JOB KNOWLEDGE AND SKILLS REQUIRED:
The Special Events Coordinator will have education and experience in the
following: Sales, marketing, public relations, catering management,
secretarial skills, urban revitalization, special event production as well as
be well connected with the arts and entertainment industry. He/she will be
sensitive to the issues confronting local businesses as well as City
officials. Must be innovative, energetic, well organized and possess
excellent communication skills. Able to work independently.
EXPERIENCE:
• Require five years progressively responsible experience. •
WORKING CONDITIONS:
Overtime heavy at times. Special events requires outdoor oversight in all
weather.
i
The position is exempt from the Fair Labor Standards Act. A Class "3"
California Drivers License is required.
SPECIAL EVENTS COORDINATOR -2-
0202 - pg 43
Exhibit C-24
• Economic Development Agency •
Development Department
Administrative Services Division
Accounting/Collections Officer
JOB DESCRIPTION:
Under the direction of the Senior Accountant, monitor, verify and
reconcile loan collection activities (accounts receivable) of the Agency.
Prepare, monitor and verify the payroll of the Agency and Mall Security
Guards, and prepare and maintain all related reports. Monitor and verify
assessed valuation and tax increment revenues for properties and
developments within redevelopment project areas. Assist in investment
policies and procedures and budget and budget planning actions. Assist
in preparation of community redevelopment law reports, various
professional accounting functions, and Agency wide audits.
SUPERVISION RECEIVED AND EXERCISED:
Receives general direction from the Senior Accountant.
SPECIAL OUALIFICATIONS:
This position requires a thorough knowledge of professional
governmental accounting practices, California redevelopment law and
finance, and Federal/State grant accounting practices. In addition, a
background in contract compliance, investment portfolio management, and
Federal/State Grant Programs is desirable. The position requires a
technical background and an ability to effectuate policies of the
Economic Development Agency in a manner which addresses the concerns of
the public.
EXAMPLES OF DUTIES•
Dcties may include, but are not limited to, the following:
a) Activities relating to the monitoring, maintaining and
reconciliation of all loans receivable of the Agency.
Including, but not limited to: the monitoring of payments
received by the Agency; the issuing of loan statements; the
monitoring of impounds funds received on account, the interest
allocated to those impound accounts, and payments from those
impound accounts; the reconciliation of loan activities; the
monitoring and taking of the necessary steps in loan
delinquencies and foreclosures; the interaction with loan
clients concerning their loan activities; the preparation of
related loan correspondence; the preparation of demands; the
• preparation of Agency reports concerning all loan activities; •
and, analyzing the loan program and making recommendations
thereto.
Exhibit C-25
• Development Department •
Job Description
Accounting/Collections Officer
Page - 2-
b) Preparation, monitoring and reconciliation of all payroll
activities of the Agency. Preparation and monitoring of all
payroll reports, and assistance with payroll inquiries, the
issuance of W-2's, and personnel updates relating to payroll
activities. Analyze the payroll program and make recommendation
thereto.
c) Provide information and technical assistance in matters relating
to investment activities, financial conditions, budget
considerations and financial ability to implement Agency
programs.
d) Cause the preparation of tax increment revenue cash flow
analysis for each redevelopment project area, obtain valid
projections of tax increment growth and identify irregularities
in tax receipts of assessed valuations, and take necessary
corrective actions. Preparation of related reports, and
monitoring of receipts and disbursements to taxing entities,
low/moderate housing funds and fiscal agents.
• e) Monitor and assist the expenditure and investment of funding
obtained by the Agency in manners consistent with Agency. rules
and regulations, and accounting policies and practices.
f) Assist in the preparation of the Agency's budget and budget
planning activities, including providing technical assistance to
Agency personnel.
g) Perform related duties as necessary or requested.
ODALIFICATIONS•
Knowledae of
Current accounting theory, principles and practices of governmental
accounting and the application to a wide variety of accounting
transactions and problems; principles of account classification.
Governmental budgeting, bookkeeping and cost accounting.
Current principles and practices of redevelopment law.
Ability to:
• Apply generally accepted accounting principles and techniques to •
various situations.
Exhibit C-26
• Development Department •
Job Description
Accounting/Collections Officer
Page - 3 -
Analyze and evaluate accounting problems and develop pertinent
accounting and related data in the preparation of reports and
statements.
Apply and adapt established methods to a variety of accounting
transactions and other problems.
Make arithmetic calculations with speed and accuracy.
Prepare and analyze financial reports, investment activity,
statements and related correspondence.
Interpret applicable laws, rules, regulations and procedures.
Communicate clearly and concisely, both verbally and in writing.
Establish and maintain effective working relationships with those
contacted in the course of work.
• MINIMUM EXPERIENCE AND TR_sIAIAG REQUIREMENTS: •
The minimum combination of experience and training for this position
is as follows:
Education:
A Bachelor's degree or equivalent from an accredited college or
university with major course work in accounting, finance, public or
business administration, or a closely related field.
Two (2) years experience in a professional accounting environment.
• 1835A •
Exhibit C-27
SECRETARY
JOB DESCRIPTION:
Serve as Secretary for the Economic Development Agency.
Perform a variety of secretarial and administrative work requiring independent
judgement.
SUPERVISION RECEIVED AND EXERCISED:
Receives general direction from Division Managers and may supervise clerical
staff.
SPECIAL QUALIFICATIONS:
This position requires provision of secretarial support for the Economic
Development Agency and the undertaking of various clerical and administrative
duties in connection therewith. The position requires personnel skills and
the ability to work closely with other staff and superiors.
EXAMPLE OF DUTIES•
Duties may include, but are not limited to, the following:
A) Provide secretarial support for the Economic Development Agency,
• performing miscellaneous secretarial and administrative duties. •
B) Set priorities and deadlines for day to day work flow of the office; be
responsible for taking dictation, transcribing shorthand on a word
processor and typing a variety of materials and documents. Typing
assignments including contracts, proposals, legal documents, resolutions
in special forms, all of which may be of a confidential nature.
C) Organize and coordinate arrangements for Development Department meetings
and other special meetings, including matters such as location, schedule,
agenda and attendance.
D) Gather needed information from various sources and always prepare routine
reports.
E) Draft replies to routine incoming correspondence not requiring
personalized attention of superiors and compose procedural and routine
memoranda. Respond to routine requests for information. Prepare and type
responses from source material in a timely matter. Anticipate the need
for information.
F) Screen telephone calls; ascertain nature of call and determine appropriate
action. Refer important business calls to appropriate person or in
his/her absence, take messages for his/her attention.
G) Record and draft minutes of Department meetings, meetings of developers,
• and all other meetings as needed. •
SECRETARY
— 1 —
0202
Exfiibit C-28
H) Mark news articles on matters relating to Department activities and
maintain ongoing index of such-articles.
• I) Establish and maintain own filing system, as well as specialized chron •
file.
J) Protect the confidentiality of the office and business operations at all
times, releasing information only to those individuals with a legitimate
business need to know.
K) Perform related work as assigned.
QUALIFICATIONS:
Knowledge of:
The principles of office organization, administration, public relations
and the duties, priorities, commitments, policies and program goals of the
Economic Development Agency.
Ability to:
Possess outstanding interpersonal relationship skills and the ability to
meet and deal effectively with people, both internal and external to the
Development Department.
Work effectively with other employees towards the accomplishment of goals
and objectives.
• Follow oral and written directions. Must possess the ability to establish •
and maintain effective public relations, meet the public with courtesy and
tact, facilitating all interactions between the Economic Development
Agency and the community.
MINIMUM EXPERIENCE AND TRAINING REQUIREMENTS:
Education
Graduation from high school or GED equivalent.
Experience:
Minimum of four (4) years responsible and clerical experience. Typing
speed of 60 words per minute. Ability to transcribe and take dictation as
required.
Thorough knowledge of business, correspondence (grammar, spelling,
punctuation, vocabulary), forms modern office practices, procedures,
methods, techniques, effective work processes and filing systems; standard
office equipment, including word processor and faxmachines. Computer
programs such as Wordperfect, etc. This position is"Exempt" under the
Fair Labor Atandards Act, (FLSA) .
SECRETARY
— 2 —
• 0202 — pg 36 •
Exhibit C-29
DEVELOPMENT DEPARTMENT
• DEVELOPMENT DIVISION •
PROJECT MANAGER
JOB DESCRIPTION:
Under supervision, initiate, develop, manage and control housing, community
development and redevelopment projects and exercise control over property
acquisition, property management, relocation, disposition and owner
participation agreements, demolitions and on/off site contractual activities,
lease and rental agreements, construction activities and property records and
perform related work as required.
SUPERVISION RECEIVED AND EXERCISED:
Receives general direction from the Director of the Development Department.
SPECIAL QUALIFICATIONS:
This position requires a high degree of knowledge of redevelopment and
community development practices, of real property development and management
principles and techniques and methods of land acquisition and disposition as
well as a strong ability to interface and negotiate with the business and
development community. This position further requires the ability to exercise
• independent judgment and authority. •
ESSENTIAL FUNCTIONS:
Duties may include, but are not limited to, the following:
A. Develop and implement new community development and redevelopment projects
which are beneficial to the implementation of the goals and objectives of
the Development Department.
b. Undertake and supervise the planning and implementation of development
activities, real estate transactions, marketing appraisals and acquisition
of property;
C. Interface and negotiate with the development community and implement
Department goals and procedures with respect to potential development
proposals.
d. Negotiate community development and redevelopment projects and agreements
of a highly technical and complex nature.
e. Assist and implement long range and short range land use planning
activities and economic development strategies;
f. Supervise and assist in preparation of reports with federal, state and
local governments; coordinate surveys, marketing, recruiting, retention of
• existing businesses;
Project Manager — revised 7/19/95 — 1 —
Exhibit C-30
• g. Monitor and supervise various community development and redevelopmen•
financing programs such as community development block grant programs.
h. Implement and assist in property management activities and relocation
activities;
i. Supervise staff in day-to-day efforts in developing and implementing
community development and redevelopment programs and projects;
J . Inspect on/off site contracts in progress; assist in review of contracts
and progress reports and maintain proper records;
k. Maintain a program for continual monthly monitoring of all development
related agreements;
1. Cause the preparation of contract documents for the acquisition and
disposition of property, property management and owner participation;
m. Perform related work as required.
Knowledge of:
Municipal, political and governmental processes.
Housing, community development and redevelopment policies, rules and
• regulations. •
Methods and techniques of contract interpretation including documents relating
to acquisition, disposition, leases and loan transactions.
Knowledge of property management principles and methods including those
pertaining to leases, rentals and vacant land.
i
Knowledge of structural demolition methods and requirements.
Ability to:
Negotiate technical and complex development agreement with development
community representatives.
Supervise property development and management.
Communicate effectively with other employees, property owners and the general
public.
Ability to deal tactfully and effectively with general public and work
effectively with other employees.
Project Manager - revised 7/19/95 - 2 -
• 0202 •
Exhibit C-31
MINIMUM EXPERIENCE AND TRAINING REQUIREMENT:
The minimum combination of experience and training requirements for this
position are as follows:
Education:
A Bachelor's degree or its equivalent with a major in political science,
marketing, real estate, urban planning, economics or business administration.
Experience:
Five years of experience in housing, community development and redevelopment
activities or activities relating to real estate development.
Project Manager - revised 7/19/95 - 3 -
0202
Exhibit C-32
SSE00001/DOC/402/es
03/6/91 1056
ADMINZSTBATIVE SERVZC S DIVI IOH
GRAPHICS A_►?D DFCIGN Ctinnnrra-JOB
Under DESCRrpTION•
Under general supervision, provide conceptual graphic
and
illustrations (audio-visual and display) for a wide variety of p
Commission activities; provide drafting services in areaseCof
architectural and engineering services.
SUPERVISION R£rr yEp AND ix Sr
Receives general direction from the Administrative services
Division Manager.
Exercises direct supervision over
Specialist. the Graphics and Desig�
•
SPECZ, L OV rrFICATmWe
This position requires knowledge of drafting principles and
practices involved in the preparation of architectural design and
engineering drawings, uses, techniques, and care of drafting
instruments and materials used in graphics preparation (models, wall
displays, air brush, hand lettering) , specialize in animation and
graphics for film and audio-visual presentation.
EXAMPLES OF DUTIES:
Duties may include, but are not limited to, the following:
a) Interpreting data from assessment maps, title reports,
engineering surveys, capital improvement plans and other
resources necessary for updating old and preparing new
maps.
b) Preparation of presentations on Development Department
projects, including graphics and brochures (camera
concepts on pCommissionmactivities,Planning and design
Graphics and Design Coordinator
Exhibit C-33
• c) Performance of in work and windshield surveys to
obtain information on conditions in existing or proposed
project areas.
d) Preparation of charts, graphics, descriptive drawings,
isometric views, renderings of architectural landscaping
and parking layouts.
e) Preparation of illustrations for display at Commission
and Council meetings.
f) Maintenance of current proposed and existing building
layouts of all project areas.
g) Assistance in the review and coordination of activities
for the approval of plans for all developments in
Project areas.
h) Coordination and conduct of research on utilities,
street improvements, assessors and parcel maps as
necessary to accomplish and
projects. complete development
i) Coordinate provision of, or provide drafting and art
services of preliminary buildings, site, parking an
• street layouts as necessary to assist developers wi4
preliminary designs.
J) Assist in research with, and provide information
regarding the City's project areas to developers engaged
in site studies for picture developments.
k) Preparation and assistance in the design, content,
concept, and production of Agency Annual Report and
Quarterly statement updates.
1) Coordinate and assist in preparation of brochures,
Magazine and newspaper ads, slide show and newsletter
and perform related work as required.
DUALTETCATTONS:
Knowledge of:
Drafting principles and practices involved in preparation of
architectural design and engineering drawings.
Uses, techniques and care of drafting instruments and
materials used in graphics preparation.
Graphics and Design Coordinator
2 -
Exhibit C-34
• Ability .,; •
title Uderstand
repo rts,and interpret information from assessment maps
plans. reports, surveys and capital improvement
Prepare and update maps; prepare architectural design
engineering drawings; Pr
drawings, isome spare charts, graphs, descriptive
tric views and renderings
landscaping layouts. of architecturala
Research and compile info
Commission projects. rmation necessary to accomplish
Establish and maintain good working king relationships with other
Operate audio/visual equipment.
Communicate effectively in written. and oral forms.
IBC �� '�'RnrNTNC RFnrtrosL
The minimxperience and
Position to as followum s:combination of experience for t14
• Fduca ion;
Equivalent of an Associated Arts degree in graphic design and
presentation.
Ea'oeri n
Five Years of experience in graphics and design presentation.
•sr0000,inoawz -
MM"I lace
Graphics and Design Coordinator •
3
Exhibit C-35
SBE00001/DOC/404/es
03/06/91 0935
ADMTNTSTRATTVP SERVIC c DZVISIO2�
CONTRACTS 1r1MTtaTe- ---
JOB DESCRTPTION•
Administrative r direction n Divis on Executive Director and the
administration Of contracts and housing, omunityV development and
redevelopment projects in Connection with the functions and activities
of the Development Department.
SUPERVISION RFCFTVED AND EXERCTCrn.
Receives general direction from the Administrative Services
Division Manager.
staff. Exercises direct supervision of the Contract Specialist •
•
SPECIAL. OUALSFICATIONS:
requiring Taisblend osition
of administrative ability, knowledge t Of s the in
redevelopment and community development processes, laws and regulations
and the ability to act and interface with the Executive Director, the
Administrative Services Division Manager
well g and other D
as aerobe Department
members of the public.
P t staff, as
p lic.
EXAMPLES OF DUTIF
Duties may include, but are not limited to, the following:
a) Supervise staff in day to day efforts in developing and
implementing Community development and redevelopment
programs and projects; monitor and evaluate the
performance of programs.
C) Review all forms of community development/redevelopment
contracts and make recommendations as to their
implementation.
Contracts Administrator
- 1 -
Exhibit C-36
• d) Administer the
community development and rede el pmentncontractssing,
e) Prepare and supervise preparation of agendas, reports
and correspondence pertaining to the housing' , community
development and redevelopment projects; analyze
community needs and make recommendations
Executive Director and the Division !tanager to the
!or to
ose needs; evaluate
which may seat th the success of
Programs and projects.
f) Participate in negotiations concerning projects as
directed by the Executive Director and Division Manager,
g) Confer with City departments and governmental agencies
regarding proposed and existing projects or programs as
directed by the Executive Director and Division Manager.
h) Review Department activities. or proposed projects for
compliance with
lava. City policy and local, state and federal
1) Review contracts pertaining to debt service and tax
increment obligations Of the review owner participation agree ents m dispositions
•
analyze mthe servicing sand dcollection ofnall Department
loans and obligations.
J) Review the administration of twenty percent set-aside
requirement implement all regulatory agreements Pertaining thereto;
development block grant requireents and twenty Percent
set-aside housing affordability covenants. y Percent
k) Perform related work as required.
Modern
QT78LZFI�AT�Y;
r developmentples and practices of community development and
Legislation related to community development and
redevelopment.
Principles of personnel administration, supervision and
training.
Contracts Administrator
Z _
Exhibit C-37
• Principles and practices of •
administration. budget preparation
and
supervise and evaluate professional and clerical staff.
Interpret applicable laws, rules and regulations.
Prepare and analyze reports# statements and correspondence.
Prepare and draft redevelopment and community development
contracts and agreements.
Communicate clearly and concisely, both verbally and in
writing.
' �� '1'R�INING R£nrrrDrvr.
The minimum combination of experience and training for this
Position is as follows:
F. 0 ation:
• A Bachelor's degree or equivalent from an accredited college
or university with or course
Planning, publi work in economics, urban
c administration or a closely related field.
Five (5) years of progressively responsible professional
and/or administrative experience in
and/or redevelopment programs, community redevelopment
including two years in a
supervisory capacity.
see Ulmoa u
mbb/91 C➢JJ
Contracts Administrator
3
Exhibit C-38
SHE00001/D0C/403/es
03/6/91 945
ADMINIS arnsr SERVICFS DIVISTp�
SENIOR A rntt�tTS ...
J0zrR DTTON:
Under Development utiesdund. the Administsrative services Division of the
Development Department. professional
STJPERVTCION Rre+Frt.rn a,
r'T
Division Managere8 general direction from the Administrative services
Exercises direct supervision of the Accounting Technician and
the Senior Accounts Clerk.
• SPECIAL OVALIFICATTnte.
accounting position requires a high degree of knowledge of
g practice as well as knowledge of California redevelopment
finance, redevelopment agency and Federal/State grant accounting
Practices. position requires a technical background, personnel skills
ability to eff
necessary to supervise specialists in the accounting field and an
ectuate the policies of the Department in a manner which
addresses the concerns of the public.
EXAMPLES OF nnT��:
Duties may include, but are not limited to, the following:
a) Organize and supervise assigned departmental accounting
services such as general accounting and cash receipting
of accounts; review receivables; maintain budgetary and
expense controls.
b) Develop and evaluate accounting systems; conduct
research and provide data for expenditures and cash
requirements and long-term indebtedness.
Senior Accountant
- 1 -
Exhibit C-39
• c) Participate in preparation
projections. Of annual budget and review
d) Maintain general and subsidiary ledgers, ournals
budgetary and cost accounting records in accordance with
generally haccepted cmputacco develop practices, both manually
balances; post and maintain records arious accounts
and funds,
•) Conduct assigned internal audits and spend accounting
studies assigned by the Administrative Services Division
Manager; designing the projects, conducting necessary
investigations/research and preparing reports of
findings and recommendations.
f) Reconcile subsidiary and control accounts; assist in
administration Of service contracts.
9) Prepare reports of cash receipts and expenditures;
maintain accounting control; maintain accountpayable
records; audit invoices, purchases orders Payable
statements covering the Department's financial status•
h) Assist in preparation Of the Department budget,
analyzing budget requests and developing revenue
projections and other data.
i) Provides information regarding the status Of financial
accounts; prepare financial statements and reports.
J) Operates calculators and various other office machines;
supervises and controls operation Of computer VS45;
monitors operating status Of VS451 disc drive, terminals
and printers; must be able to clear printers and
terminals of minor problems and be able to identify
larger problems relating to the disc drives and VS45
that will require a service call.
k) Maintains confidentiality and job security control.
1) Have knowledge to be able to assist the Administrative
Services Division Development Analyst, Supervise Senior
Account Clerk and Accounting Technician and assist
may encounter and work with lconsultant auditors, pro they
data, records and explanation of Providing
procedures,
m) Perform related work as required.
•
Senior Accountant
2 -
Exhibit C-40
QUALIFICATIONS:
• Enowledoe of:
Accounting theory,
accounting principles and practices of municipal
and their application to a vide variety of
accounting transactions and problems; principles of account
classifications.
Governmental budgeting, bookkeeping and cost accounting.
Modern office management procedures, practices and equipment.
Ability te•
Supervise subordinate personnel, including Accounting
Technician and Senior Account Clerk.
• Apply generally accepted accounting principles and techniques
• to various situations.
Analyze and evaluate accounting problems • and develop
pertinent accounting and related data in the preparation of
reports and statements.
Apply and adapt established methods to a variety of
accounting transactions and problems.
Exercise sound judgment in evaluating accounting and control
systems. -
Prepare clear and concise financial statements and
statistical and audit reports; complete and analyze financial
reports and budgets.
Examine and verify financial documents and reports.
Make arithmetic calculations with speed and accuracy.
Accomplish original work in the developin of ac
procedures and forms. g counting
Plan and direct the work of, and supervise, assign and train
professional accounting and clerical personnel.
HIN EXPERSFNCE AND TRAINTNG RrOUTREMEWTR: -
The minimum combination of experience and training for this
Position is as follows:
• Senior Accountant
3 -
Exhibit C-41
*dv ation-
A Bachelorts degree or equivalent !n accounting,
Public or business administration. finance,
SIDerience
Four (4) years experience in a professional accounting
environment.
Of said four years total experience, at least two years
experience must be demonstrated in direct supervision of
subordinate personnel and
environment. some financial or accounting
UZOOMDOCAM
mnss� su
•
•
Senior Accountant .
4 -
Exhibit C-42
COMMUNITY DEVELOPMENT SPECIALIST
City of San Bernardino
Economic Development Agency
JOB DESCRIPTION
Performs administrative, analytical and related staff work necessary to various redevelopment,
housing, federal/state grant or related Community Development programs. Responsible for the
implementation of redevelopment, housing or federal/state grant programs, preparations of
federal/state grant application, compliance reporting, etc. Controls related redevelopment and
community development programs directly related to general agency operation.
SUPERVISION RVISION F EI D AND EXERCISED
Receives direct supervision from the Director of Development, supervises the Senior Planner,
Community Development Analyst, and clerical staff as required.
SPECIAL QUALIFICATIONS
• Position requires a knowledge of redevelopment, housing or federal/state program regulations
such as those related to federal CDBG, HOME and Homeless Shelter programs and 3 to 5 years
direct experience in such programs. Must exercise discretion and independent judgement in
everyday work situations.
ESSENTIAL FUNCTIONS
• Maintains liaison with City department and other agencies to obtain and develop
information necessary to planning and operation of various redevelopment, housing or
federal/state grant programs. Serve as lead staff contact in liaison with departments.
• Develops rules, regulations, procedures, forms, records and reports in accordance with
applicable federal, state and local laws or regulations.
• Analyzes or directs analysis of proposals for feasibility and cost effectiveness.
• Prepares or directs preparation of various federal/state grant-in-aid/entitlement
applications including but not limited to those related to HUD Consolidated Plan, HOME
Program, Homeless Shelter, etc.
• Directs preparation of scope of service, bid packages or contracts necessary for
construction, consultant or related services needed to implement various redevelopment,
• housing or federal/state grant programs.
Exhibit C-43
COMMUNITY DEVELOPMENT SPECIALIST
• City of San Bernardino
Economic Development Agency
• Directs the organization and provision of technical assistance to citizen planningladvisory
groups, non-profit and community based organizations. Serves as staff liaison to the
Community Development Citizen Advisory Committee.
• Prepares staff reports, special studies, public information or related items. Makes
presentations to Common Council, Commission or other policy boards as required.
• Ensures monitoring programs, expenditures, contract compliance and reporting.
• Performs other related duties as required.
MINIMUM EXPERIENCE AND TRAINING REQUIREMENTS
The minimum combination of experience and training requirement for this position are as follows:
Education
• A Bachelor's Degree with emphasis in accounting, business administration, public
administration, planning, engineering or related field. Master Degree desirable.
Valid California drivers license.
Mid-Management -Exempt Position
CDSPECDPs
•
Exhibit C-44
ECONOMIC DEVELOPMENT AGENCY
. PROJECT COORDINATOR, MAIN STREET
JOB DESCRIPTION
Under the direction of the Executive Director coordinate downtown
revitalization programs utilizing economic restructuring and historic
preservation as integral components of downtown economic development. The
Project Coordinator is the principal on—site person responsible for
coordinating all on—site projects locally.
Reporting to: The Executive Director
SUPERVISION RECEIVED AND EXERCISED:
Receives general direction from the Executive Director.
SPECIAL QUALIFICATIONS:
This position requires high energy, entrepreneurial skills, innovation, and be
sensitive to business needs. Must be highly motivated and a self starter with
the ability to work independently. Possess a variety of business skills and
have a thorough knowledge of the working of local government.
EXAMPLES OF DUTIES•
• The Project Coordinator will have the following duties/responsibilities which
he/she will effectively discharge under the supervision of the Executive
Director. Work is performed with discretion and latitude exists for
individual judgement and initiative.
I. BUSINESS RECRUITMENT/RETENTION
A. Assist with the recruitment and establishment of new small
businesses in the project area from the planning process
through financing and permits to opening.
B. Assist with the retention of businesses wishing to relocate
due to expansion or other circumstances.
C. Assist individual tenants or property owners with physical
improvement projects through personal consultation or
through professional design consultants. Provide advice on
necessary financial mechanisms including series of Main
Street improvement grant packages. Assist in obtaining the
necessary permits.
Project Coordinator — 1 — 0202D
•
Exhibit C-45
II. SPECIAL EVENTS
• A. Through Main Street and other interested parties coordinate
promotional events such as seasonal festivals, sidewalk
sales, family and cultural events with the goal of
improving excitement, business levels, and quality of life
downtown.
B. Work closely with local media to assure maximum coverage.
Encourage design excellence in all aspects of specialk
event promotion in order to advance an image of quality
downtown.
C. Administer all aspects of special events including permits,
liaison with city officials such as Fire, Police, City
Administrator. Chair Special Events Committee, produce
quarterly calendar of special events.
III. MARKETING/PROMOTION
A The research, writing, layout, and production of the
quarterly Main Street Business Reports. Distributing
reports to local business operators and other interested
parties.
B. Writing articles and press releases to keep the public
• constantly aware of the program. Representation of the
program at trade shows, exhibitions, etc.
C. Coordinates advertising/marketing material including
brochures, flyers, posters, etc. as required.
D. In conjunction with the CVB market the downtown area as a
venue for conferences, conventions and seminars to boost
both retail economic activity and increase the tax base.
IV. ORGANIZATION — Responsible for administrative aspects of
operating the program including:
A. Maintaining books of account; preparation of quarterly
expenditure reports for submission to the Executive
Director, Board of Directors and Agency Administrator; cash
flow maintenance and bank reconciliations; assisting in
preparation of annual budget; payroll and monthly tax
submissions.
B. Assist in the preparation of monthly and quarterly activity
reports to Board of Directors, and Agency Administrator.
C. Conduct research on various topics as directed.
• Project Coordinator — 2 — 0202D
Exhibit C-46
• D. Supervise permanent and temporary employees, participate in
personnel and project evaluation.
E. Maintain local records and reports. Ongoing updating and
expansion of Main Street data base, technical resource
files and library.
OUALIFICATIONS-
Knowledge of;
Must possess a thorough knowledge of urban revitalization, the National Main
Street Urban Program, and business administration.
Ability to:
Requires ability to work well with business people, the general public and
city and county officials. Must be articulate both orally and in the written
form and present a professional demeanor.
DESIRABLE EXPERIENCE AND TRAINING OUALIFICATIONS:
The desirable combination of experience and training for this position is as
follows:
• The Project Coordinator should have education and/or experience in the
following areas: architecture, historic preservation, economics, finance,
public relations, design, journalism, planning, business administration,
retailing or political science. Seven years experience is required. The
Project Coordinator will be sensitive to design and/or preservation
issues. He/she must be sensitive to the issues confronting business
operators, property owners, public agencies and community organizations.
The Project Coordinator must be entrepreneurial, energetic, imaginative,
well organized and capable of functioning in an independent manner.
Execellent communication skills are essential and supervisory skills are
desirable.
Project Coordinator - 3 -
0202 - pg 34
•
Exhibit C-47
DEVELOPMENT DEPARTMENT
DEVELOPMENT DIVISION
DEVELOPMENT SPECIALIST
JOB DESCRIPTION:
Under the general direction of the Director of the Development Department,
to assist in the implementation of housing, community development and
redevelopment programs; and to monitor and enforce contracts related
thereto and perform other related work as required.
SUPERVISION RECEIVED AND EXERCISED:
Receives direct supervision from the Director of the Development
Department.
SPECIAL QUALIFICATIONS:
This position differs from other Development Department position in
requiring a degree of knowledge in housing, redevelopment and community
development practices and familiarity with contracts pertaining to such
practices. Position further requires the ability to exercise independent
judgment and authority.
ESSENTIAL FUNCTIONS:
Duties may include, but are not limited to, the following:
• a) Assist in the administration and management of housing, community
development and redevelopment programs and practices;
b) Assist in the initiation, negotiation and implementation of contracts
and agreements pertaining to housing, community development and
redevelopment activities.
c) Review, verify and recommend for approval, reimbursement billings
submitted in accordance with approved development and loan agreements;
d) Monitor preconstruction and construction conferences to insure
compliance with Development Department goals and policies as well as
equal opportunity requirements and wage requirements.
e) Responsible for job site visits and periodic contractor and employee
interviews; insure contractors and major subcontractors submit weekly
payroll reports on all employees to meet Davis—Bacon requirements;
f) Compile lists of minority contractors; provide information to insure
minority contractors are aware of available work;
g) Receive monthly status reports from contract organizations; prepare
files for state and federal review, documenting housing, community
development and redevelopment activities on matters of equal
employment opportunity, wages, citizen participation, etc. ;
• h) Notify community of availability of use of Block Grant Funds and
invite proposals; screen proposals, determine eligibility; monitor
Block Grant Fund activities;
DEVELOPMENT SPECIALIST — 1 — 0202D
revised 7/19/95
Exhibit C-48
i) Confer with Cit departments and community ins utions or agencies
regarding housing, community development and i.development related
programs;
. j) Examine and interpret property records and title reports and other
real estate documentation;
k) Coordinate citizen participation with community groups within
redevelopment project areas, including scheduling of meetings,
information workshops and troubleshooting coordinate participation
and small business seminars including promotion organization and
followup;
1) Assist in the planning and implementation of development activities,
real estate transactions, marketing appraisals and acquisition of
property;
m) Assist in the implementation of long range and short range land-use
planning activities and economic development strategies; and
n) Perform related work as required.
QUALIFICATIONS:
Knowledge of:
Acts, rules and regulations pertaining to housing, community development
and redevelopment programs;
• Housing and Community Development Act of 1974, as amended and federal
regulations promulgated thereunder;
National Environmental Protection Agency and California Environmental
Quality Act environmental review processes for community development
projects.
Ability to:
Development and effectively implement housing, community development and
redevelopment plans and objectives;
Understand and implement citizen participation plans in project approval
process;
Work with community groups and elected officials or elected official
appointees;
Analyze and monitor various approved community development projects;
Implement various federal requirements affecting use of federal community
development funds.
MINIMUM EXPERIENCE AND TRAINING REQUIREMENTS
The minimum combination of experience and training for this position is as
follows:
DEVELOPMENT SPECIALIST - 2 - 0202D
revised 7/19/95
Exhibit C-49
i
Education _
• A Bachelor's degree, with a major in public or business administration,
economics, urban or regional planning or a closely related field.
Experience:
Three (3) years responsible experience in implementing community and
economic development programs or redevelopment programs; monitoring and
administering contract compliance with equal opportunity/affirmative
action programs. Additional qualifying experience may be substituted for
required education on a year for year basis up to a maximum of two years.
Possession of a valid California Class Three driver's license.
DEVELOPMENT SPECIALIST - 3 - 0202D
revised 7/19/95
•
Exhibit C-50
Main Street
Main Street, Inc.
201 North "F' Street, Suite 104
San BernarEino,-CA 92401-2008
Tel (909) 384-5037 • Fax(909) 888-2576
JOB DESCRIPTION
COURT STREET SQUARE OPERATIONS
REQUIREMENTS: Must possess a general understanding of the Main Street Goals &
Objectives and purpose of the existence of Court Street Square and
purpose of Main Street's special events program. Must possess personal
pride in facility and community. Must be personable and able to work
harmoniously with users of square and citizens of the community. Must
be physically strong and able to perform heavy tasks and perform under
• tight timeframes. Also, must be well organized and have strong work
habits. Must possess a basic knowledge and skills to handle general
maintenance and landscape maintenance. Must be available to work a
flexible schedule.
REPORTING TO: Main Street Project Coordinator
ESSENTIAL
FUNCTIONS: The Court Street Operator will be responsible for general maintenance and
janitorial buildings, concession trailers, restrooms and landscaping to keep
facility and ground well maintained to portray a positive image of Court
Street Square, parking lot and surrounding areas.
DUTIES: ' Special Events Maintenance
' Be in attendance at special events and help where required
* Setup and dismantling of stage and sound equipment, seating,
tables, kiosks, etc.
* Post event cleanup of square and surrounding area
• * Other duties as assigned by supervisor to guarantee an cffccti%cl%'
run operation
Exhibit C-51
Job Description
Court Street Square Operations
Page 2
REPAIRS: * Plumbing: Foundations, irrigation systems, public restrooms,
drinking fountains
* lectrical: Light fixture, electrical outlets, sound system for events
GENERAL
MAINTENANCE: Regular sweeping, litter removal done regularly as operation of square.
* leaning/washing furniture, pavement, including graffiti removal,
areas where food is served and eating will be washed daily, while
other areas may require weekly washing; other tasks performed as
necessary.
* Regular cleaning of restrooms, keeping them stocked with hand
• soap and tissue
* trash receptacle to be empties daily, or as necessary during events.
Receptacles to be scrubbed on a regular basis.
* Change kiosk message as required
LANDSCAPING: * Watering, weeding, edging, and general landscape maintenance
* Lawn mowing on a regular basis
* Planting and maintenance of flower planters as required
* General pruning of trees and shrubs as required
vnh
7/17/96
OFMAMO.s
•
Exhibit C-52
•
SBE00001/DOC/424
03/5/91 500
ADMZNISTRnTZVE 6ERVI -MSTO
GRAPHICS AND DR. ZGN SPFCI.ATIST
JOB DESCRIPTION:
Under supervision, provide graphic and design services for a
wide variety of projects and Department activities; provide drafting
services in connection with promotional and marketing activities.
SUPERVISION RFl`Frvsn ■t --
Receives general direction from the Administrative Services
Division Manager and the Graphics and Design Coordinator.
• SPECIAL OU T.IFICAT ONS:
This position requires knowledge of drafting principles and
practices as well as care of drafting instruments and materials used in
graphics preparation (models, wall displays, air brush, hand lettering)
knowledge of animation and graphics for film and audio-visual
presentation. Ability to undertake projects prepared for display or
presentation purposes, slide shows and videos for the Department and
City needs.
EXAMPLES OF DUTI
Duties may include, but are not limited to, the following:
a) Interpreting data from assessment maps, title reports,
engineering surveys, capital improvement plans and other
resources necessary for updating old and preparing new
maps.
b) Updating old and existing maps and preparation of new
maps ranging from simple maps to detailed maps of
redevelopment project areas.
C) Preparation of presentations on Development Department
• readects, including graphics and brochures (camera
concepts on helpful m p
e Development Department activiti .
Graphics ad design
viti s
Graphics and Design Specialist
Exhibit C-53
d) Performance of inspection work and windshield surveys to
obtain information on conditions in existing or proposed
project areas.
e) Preparation of charts, graphics, descriptive drawings,
isometric views, renderings of architectural landscaping
and parking layouts.
f) Assistance and conduct of research on utilities, street
improvements, assessors and parcel maps as necessary to
accomplish and complete development projects.
g) Coordinate provision of, or provide drafting and art
services of preliminary buildings, site, parking and
street layouts as necessary to assist developers with
preliminary designs.
h) Assist in research with, and provide information
regarding the City's project areas to developers engaged
in site studies for picture developments.
i) Preparation and assistance in the design, content,
concept, and production of Agency Annual Report and
Quarterly statement updates.
J) Follow through projects for initial concept to
completion, including idea sketches, comps, production
of mechanical art for 1-color to 4-color process
printing.
k) Determine appropriate solution for projects in terms of
cost effectiveness and quality control through use of
graphic design elements, copy writing and photography.
1) Organize design time and production schedules to meet
deadlines; outline printing specifications for printing
pods.
m) Design and .produce ads for tabloids and magazines for
specific target audiences.
n) Assistance in the coordination and preparation of
brochures, magazine and newspaper ads, slide show and
newsletter and perform related work as required.
OUALIFICATIONS•
Knowledge of:
Graphics and Design Specialist
2 -
Exhibit C-54
•
Drafting principles and practices involved in preparation of
architectural design and engineering drawings.
Uses, techniques and care of drafting instruments and
materials used in graphics preparation.
ability o;
Understand and interpret information from assessment maps,
title reports, engineering surveys and capital improvement
plans.
Prepare and update maps; prepare architectural design
engineering drawings; prepare charts and
drawings, isometric raphs, descriptive
i t
views and rend P ive
landscaping 1 Brings of architectural,
_ P 9 ayouts. tectural
Research and compile information -necessary
'
Department projects. r5' to accomplish
Establish and maintain good working relationships with other
employees.
Communicate effectively in written and oral forms.
•
— F 'PRAINT ;G R OUTREMIl
The minimum combination of experience and training for this
Position is as follows:
Education•
Graduated from High School.
Three ears
Expo— rienc�;
presentation of experience in graphics and design
Possession of a valid California Drivers License is required
SSBOODMIDOCt434
C31WSI SW
Graphics and Design Specialist
- 3 -
Exhibit C-55
•
.SBE00001/DOC/410
03/5/91 500
EDMZNISTRaTi 6ERVICES DZV crnv
ECCOLII'r1'ING TFCHNZCIA►�
JOB
direction of
Division the sSenior Accountant and
varied assignments in technical sub-professona perform Hanoi lcaccountind
and auditing work and perform related work as required.
�ERVZ—SZON 1;ECEIV�r� 1►. p�ER TCFn.
Receive general direction from the Senior Accountant and the
Administrative Services Division ]tanager.
Exercises a limited amount of supervision over the Senior
Account Clerk.
•
. SPECIA7 OLTnT Ti`T aTTn�
This position requires a thorough knowledge of accounting
Practice as well as knowledge Of California redevelopment finance and
redevelopment agency and Federal/State
Position requires a technical back round ant accounting practices. The
supervise others in the accounting field and the knowl dgenof advanced to
Office procedures.
EXAMPLE
Duties may include, but are not limited to, the following:
a) Perform a variety of general accounting and auditing
work requiring thorough understanding of the accounting
system;
b) Accept and receive loan payments and post to appropriate
funds, ledgers, subsidiary ledgers, and
client files; individual
•
Accounting Technician,
Administrative Services -Division
- 1 -
Exhibit C-56
•
C) maintain master list of all client amortization
schedules and impound accounts; calculate and verify
principal, interest and impound payments; prepare and
balance daily cash receipts; produce aging and impound
reports on monthly and quarterly basis;
d) Assign account numbers to new loans;
e) Prepare schedules of cash received, cash fund balances,
principal balances and interest received; research,
prepare and provide individual clients with rep
interest; orts of
f) Verify and maintain schedules on payments made to sub-
recipients of CDBG programs;
g) Set up programs, general vouchers and account numbers;
prepare accounts receivable_ billings; verify and
maintain schedules on distribution of loan proceeds;
h) Prepare credit memoranda on unused funds to be entered
against accounts receivable; research, calculate and
prepare demands for payment;
• i) Verify mortgages and disposition of loan proceeds;
prepare requests for reconveyance;
J) Prepare periodic financial reports; set up amortization
schedules;
k) Verify loan balances with amounts receivable balances
for disposition of funds;
1) Participate in
Year and Closing of
accounts, preparing schedules epari analyzing
entries, reconciling and balancing accounts g general
X) Reconcile Department checking accounts and insurance
Plans (health, dental, vision, life, ADiD and LTD) ;
n) accounting
receipts; bal ncevarous system; i clud ding ydaily,
monthly, quarterly and annually;
o) Assist programs and correct problems with applications
affecting general ledger;
P) Operate computer terminal and related equipment and
perform related work as required.
•
Accounting Technician,
Administrative Services Division
Z _
Exhibit C-57
OUALIFICATIONS•
Bnowledae of:
Principles and practices of general and enterprise
accounting;
Advanced office procedures;
Full range of policies, procedures, practices, rules,
regulations and laws applicable to the area of
responsibility;
Computer terminal operating methods;
Advanced record keeping methods. -
Ability to•
Apply accounting, auditing and financial analysis principles
to specific work assignments;
. Operate a computer terminal accurately and efficiently;
Perform responsible technical level accounting;
Work with a high degree of independence;
Operate a calculator by touch;
Establish and maintain filing system;
Understand and carry out oral and written instructions;
Establish and maintain effective relationships with those
contacted in the course of work;
Independently implement new policies, practices and
procedures.
MINIMUM E7PERrENCE M TRAINING REQUIREMENTS:
The minimum combination of experience and training for this
Position is as follows:
Accounting Technician,
Administrative Services Division
6t it C-58
Edu_ c�ati2n•
Graduation from high school or GED equivalent plus two
college level accounting courses.
Slmerience•
Three Years advanced l clerical ccn eir a
two Y a sasan account Clark with the City Bernardino. iof
Typing speed of thirty (30) words per minute is required.
sse000mmOCMIO
m�Ai osoo
Accounting Technician,
Administrative Services Division
4
Exhibit C-59
SBE00001/D0C/409/es
03/06/91 1055
ADMINIgnATiyF SERVIC DIVI IOh
SENIOR
JOB DESCRIPTION:
and responsible general
ccounting duties relative o fiscal management Of the Development Department.
SUPERVISION RECE V En-AND EX
Receives general direction from the Senior Accountant and the
Administrative Services Manager.
SPECIAL OUALTFI AT ONS:
This position requires a thorough knowledge of modern office
• methods and procedures used in financial and statistical work; methods
practices and terminology used in financial and statistical work and
principles and practices of double entry bookkeeping.
EXAMPLES OF nUTTrS:
Duties may include, but are not limited to, the following:
a) Assist in the design, installation, maintenance and
revision of general and cost accounting systems;
establish and maintain special ledgers and accounting
records;
b) Assist in the management of investment activities,
budgetary control and distribution of cost and controls;
assist in the maintenance of control ledgers for
accounts and notes receivable, accounts and notes
payable and land investments;
C) Assist in the preparation of Department payrolls and
related reporting; assist in control of bid deposits,
document deposits and option deposits;
• Senior Account Clerk
Administrative Services Division
- i -
Exhibit C-60
•
d) Review, verify and enter invoices into the computer for
payment on a weekly basis; assist in maintaining various
controls including cash receipt vouchers, check
vouchers, deposit slips and purchase orders;
e) Assist in maintaining contract control cards and vendor
analysis for the log9s and related work and reports;
f) Assist in the reconciliation of bank accounts, fiscal
agent and trust accounts; assist in the control or cash
deposits and disbursement of funds; develop various
monthly reports including trial balances, balance
sheets, income statements, reconciliation of joint
activity, expenditures, source of funds, cash position,
investment activity and budget status;
g) Analyze accounts and research problems back to source
data;
h) Maintain the VS 45 Computer, which includes bringing up
system in the morning and taking down system at night;
to accounts i) Assist various personnel in resolving problems related
Payable;
J) Perform related work as required.
OUAi.IFI ET7�pC
$Howls_ dve_c�f:
Accounting theory, principles and practices and their
application to a vide variety of
problems. accounting transactions and
Principles of account classification.
Governmental budgeting, bookkeeping and cost accounting.
Ability o;
Post figures and make arithmetic calculations with speed and
accuracy, both manually and on computer.
Operate various office machines with speed and accuracy;
compare names and numbers; accomplish alphabetical and
numerical sorting;
analyze accomplish difficult financial work;
and evaluate accounting problems and develop
•
Senior Account Clerk
Administrative services Division
2
Exhibit C-61
• Pertinent Ctadata in rearation or
reports a statements; complete and analyze fins cial
reports;
Learn varied office procedures and accounting . system
requirements;
Write legibly and follow oral and written instructions;
Work effectively with other employees.
MINIMUM EXPERZENCF AND mar
The minimum combination of experience and training for this
Position is as follows:
Education:
Graduation from a high school or GED; 10 college units in
accounting, finance, public or business administration.
Fxner rjm:
Three years of progressively responsible experience in
maintaining and reviewing financial and statistical reports
• and related accounting work.
82BOOMunoa409
Senior account Clerk
Administrative Services Division
3
Exhibit C-62
•
SBE00001/D0C/434/es
03/06/91 1045
TYP
Under eneral
.TOS DESCRTanrnv.
clerical work involving thaPer oft to Perform varied, responsible,
responsibility for a significant aspect of thercleri al work olothe
unit, which may involve
Perform related work as supervision of a small clerical staff; and to
required.
��SZON RFrrTst... ;�-ry� ��FR TCFn.
Supervision is received from a professional or supervisory
staff members.
DPECI 7. nnarZFICATION :
• assistance nd Pie tion requires provision of secretarial Support
T connection therewith. erformance of various administrative duties ain
the ability work closely with is affaand superiors.riors.
P personnel Knwledge skills
Of the
area of community development and redevelopment activities is
beneficial.
EXBMPL•ES OF DtfTrrc.
Duties may include, but are not limited to, the following:
a) Acts as a receptionist to the public, taking and
responding to calls, screening inquiries, taking
messages, scheduling appointments and answering
questions that require searching for and abstracting
technical data.
b) Receives, opens, dates stamps and distributes incoming
mail and processes outgoing mail; arranges in priority
order, assembles background information and distributes
to appropriate personnel.
C) charts forms, schedules, reports, lists, manuscripts,
, graphs, contracts, statistics and general
Typist Clerk (III) _
- 1 -
Exhibit C:-63
correspondence; types, files, records,
maintains sensitive and privileged informacomputes and
tion.
d) Composes correspondence requiring usa of judgment based
on a thorough understanding of the functions and
procedures of the unit, for review by supervisor.
a) Compiles and types agendas and minutes.
!) Operates a variety of office equipment such as
microcomputers,l transcription equipments and specialized
Office equipment of an assigned unit.
9) Proofreads materials for clerical accuracy and spelling;
copies, collates staples and otherwise binds and
distributes a variety of materials.
h) Files materials into filing system, develops filing
system for record storage and retrieval, codes
documents, purges tiles and shreds documents.
i) Compiles information for a variety of regularly
• scheduled and special narrative and statistical reports,
locating sources of information, coding and classifying
data, devising forms to serve data and determining
proper format for finished reports.
J) Sets up and maintains records of the unit concerning
purchases, budget accounts, and inventory and
requisitions office supplies.
k) ledgers
follow-up files and othertre records of �theiunit
and checks and compares records and documents for
accuracy; maintains records of staff attendance and
absences, compiling and submitting periodic reports for
payroll purposes.
1) Designs office forms, maintains calendars and schedules
of appointments, meetings, room use, equipment use and
events.
m) Maintains personnel files of Unit Staff.
n) Makes travel arrangements, initiates purchase requests,
makes work assignments, sets priorities for, trains and
reviews work of other personnel.
•
Typist Clerk (III)
2
Exhibit C-64
•
Enowledce ot.
Modern office methods, procedures and correct
english usage,. spelling, equipment;
grammar and punctuation.
Basic mathematics.
Preparation of business correspondence.
Standard clerical techniques involving classifying, indexing,
processing, retrieving and
records. controlling a large volume of
Receptionist and telephone techniques.
Word processing techniques.
Basic principles of supervision and training.
Ability
Perform simple arithmetic calculations.
• Perform general clerical work involving the use of the word
processor.
Receive and give information over the telephone in a
courteous manner.
subordinates. correct and participate fully in the work of
Write legibly; proofread and detect errors in typing,
spelling, grammar and punctuation.
Establish and maintain filing systems, maintain accurate
records.
Operate a computer terminal accurately and efficiently.
Read, understand and apply moderately difficult materials.
Perform difficult clerical work with speed and accuracy.
Compose correspondence requiring a
assigned office. good knowledge of the
Work with considerable independence, develop solutions to
Problems which do not require deviation from policy and
develop office procedures.
Typist Clark (III)
3 -
Exhibit C-65
• Understand and
carry out oral and written instructions.
Establish and maintain effective relationships with those
contacted in the course of work.
MINrMM r PER2ENS' P aNn '"D11SYn r
Education
Graduation from high school or GED equivalent.
Experience•
Two (2) years of recent intermediate level clerical
experience or one (1) year Typist Clark II with the city of
San Bernardino; typing speed of 50 vords per minute.
Possession of a certificate in word processing may be
required by completion of probationary period.
aeeooco»ocxw.
mma�si you
•
•
Typist Clerk (III)
4
Exhibit C-66
Economic Development Agency
Development Department
Administrative Services Division
• Administrative/Records Management Clerk
JOB DESCRIPTIOIP:
Under general supervision to perform varied, responsible, clerical
work; to have functional responsibility for a significant aspect of the
clerical work of the unit; to perform records management and microfilming
duties; and, to perform related work as required.
SUPERVISIOA RECEIVED AND EXERCISED:
Supervision is received from a professional or supervisory staff
member.
SPECIAL QUALIFICATIONS:
This position requires understanding of records management,
microfilming, or other forms of records storage, the provision of
secretarial support and assistance and the performance of various
administrative duties in connection therewith. The position also
requires personnel skills and the ability to work closely with staff and
superiors. Knowledge of the area of community development and
redevelopment activities is beneficial.
•
EXAMPLES OF DUTIES•
Duties may include, but are not limited to, the following:
a) Receives record files from all divisions of the Agency; prepares
files for microfilming, or other forme of records management and
storage; verifies record/microfilming log; verifies processed
microfilm for accuracy; determines disposition of original file;
maintains central index of microfilmed files and cassettes;
prepares and types reports; computerizes microfilmed cassettes;
and performs other records/microfilming duties as necessary.
b) Acts as a receptionist for the administrative services division
by taking and responding to calls, screening inquiries, taking
messages, scheduling appointments; and answering questions.
C) Types forms, schedules, reports, lists, manuscripts, charts,
graphs, contracts, statistics and general correspondence; types,
files, records, computes and maintains sensitive and privileged
information.
d) Composes correspondence requiring use of Judgment based on a
thorough understanding of the functions and procedures of the
• unit, for review by a supervisor.
Exhibit C-67
Development Department
Job Description
Administrative/Records Management Clerk
• Page - 2
e) Compiles and types agendas and minutes.
f) Operates a variety of office equipment such as typewriters,
calculators, word processors, CRT's, microcomputers,
transcription equipment and specialized office equipment of an
assigned unit.
g) Proofreads materials for clerical accuracy and spelling; copies,
collates, staples and otherwise binds and distributes a variety
of materials.
h) Files materials into filing system, develops filing system for
record storage and retrieval, codes documents, purges files and
shreds documents.
i) Compiles information for a variety of regularly scheduled and
special narrative and statistical reports, locating sources of
Information, coding and classifying data, devising forms to
serve data and determining proper format for finished reports.
J) Sets up and maintains records of the unit concerning purchases,
budget accounts, and inventory, and requisitions office supplies.
• k) Sets up, maintains and posts data to logs, lists, ledgers.,
follow-up files and other records of the unit and checks and
compares records and documents for accuracy; maintains records
of staff attendance and absences, compiling and submitting
periodic reports for payroll purposes.
1) Designs office forms, maintains calendars and schedules of
appointments, meetings, room use, equipment use and events.
m) Makes travel arrangements, initiates purchase requests, makes
work assignments, sets priorities for, trains and reviews work
of other personnel.
QUALIFICATIONS•
Knowledge of:
Modern office methods, procedures and equipment; correct english
usage, spelling, grammar and punctuation. Microfilming techniques
and knowledge of equipment desirable.
Basic mathematics.
Preparation of business correspondence.
• Standard clerical techniques involving classifying, indexing,
processing, retrieving and controlling a large volume of records.
Exhibit C-68
Development Departmen,
Job Description
Administrative/Records Management Clerk
• Page - 3 -
Receptionist and telephone techniques.
Word processing techniques.
Ability to•
Perform simple arithmetic calculations.
Perform general clerical work involving the use of the word processor.
Receive and give information over the phone -in a courteous manner.
Write legibly; proofread and detect errors in typing, spelling,
grammar and punctuation.
Establish and maintain a filing system, maintain accurate records.
Operate a computer terminal accurately and efficiently.
Read, understand and apply moderately difficult materials.
Perform difficult clerical work with speed and accuracy.
•" Compose correspondence requiring a good knowledge of the assigned
office.
Work with considerable independence, develop solutions to which do not require deviation from policy and develop office
blems
procedures.
Understand and carry out oral and written instructions.
Establish and maintain effective relationships with those contacted
in the course of work.
MINIMUM ERPERIOCE M TRAIITIN_Q REQUIREMENTS:
Education:
Graduation from high school or GED equivalent.
Experience:
Two (2) years of recent intermediate level clerical experience or one
(1) year Typist Clerk II with the City of San Bernardino; typing
speed of 50 words per minute.
•
1835A