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HomeMy WebLinkAbout13- Civil Service ORIGINAL C I T Y OF S A N B E R N A R D I N O PERSONNEL ACTION LIST TO: The Honorable Mayor and Common Council FROM: H. Doug Chandler, Civil Service Chief Examiner SUBJECT: List of Personnel Actions For Council Agenda of MAY 6, 1996 DATE: April 18, 1996 COPIES: Personnel, Civil Service Board, MIS, Sherry Roberts, Personnel and Training, File CERTIFICATION BY CIVIL SERVICE CHIEF EXAMINER: I hereby certify that the CLASSIFIED Personnel Actions listed below and numbered as item 01 thru 13 conform with all personnel policies adopted by the Mayor and Common Council and are in conformance with all administrative regulations of the City of 'San Ber Signed / �� c Date FORM (MOTION: That the Personnel Actions submitted by the Civil Service Chief Examiner in accordance with Civil Service Rules and Personnel Po- licies adopted by the Mayor and Common Council of the City of San Ber- nardino be approved and ratified. GENERAL FUND NAME/DEPARTMENT REQUESTED ACTION 1. Robertson, Douglas APPOINTMENT: Administrative FACILITIES MANAGEMENT Analyst, Range 4380, Step 1, $2954/mo. , Eff: 5-1-96. 2 . Dwyer, Lavon APPOINTMENT: Police Officer, POLICE Range P-1, Step 1, $3271/mo. , Eff: 5-20-96. 3 . Gomez, Michael APPOINTMENT: Park Maintenance PARKS, RECREATION AND Leadworker, Range 1319, Step COMMUNITY SERVICES 1, $2179/mo. , Eff: 5-7-96. 4 . Andres, Mark J. APPOINTMENT: Liability Claims RISK MANAGEMENT Specialist, Range 1371, Step 3, $3114/mo. , Eff: 5-8-96. 5. Cravens, Robert PROMOTION: Identification Tech- POLICE nician II to Identification Tech- nician III, Range 2376, Step 1, $2896/mo. , Eff: 5-13-96. 1 ;*/3 51 c'/96 Cont'd Personnel Actions Agenda of 05106196 6. Avery, George PROMOTION: Firefighter to Fire FIRE Captain, Range P-4, Flat Rate, $4895/mo. , Eff: 5-4-96. 7. Sassoon, Lori APPOINTMENT/PROVISIONAL: CITY ADMINISTRATOR Senior Administrative Analyst, Range 4421, Step 1, $3624/mo. , Eff: 5-7-96. 8. Houser, Dennis VOLUNTARY DEMOTION: Dispatcher II POLICE to Community Service Representative I, Range 1292, Step 5, $2315/mo. , Eff: 5-6-96. 9. Kasnicka, Sally APPOINTMENT (Part-Time/Non-Career) : POLICE Police Transcriber, Flat Rate, $10. 00/hr. , Eff: 5-20-96. 10. Meyers, Lisa A. APPOINTMENT (Part-Time/Non-Career) : POLICE Police Transcriber, Flat Rate, $10. 00/hr. , Eff: 5-20-96. 11. Field, Lynet APPOINTMENT (Part-Time/Non-Career) : PARKS, RECREATION AND Senior Recreation Leader, Step 1, COMMUNITY SERVICES $5.72/hr. , Eff: 4-22-96. 12 . Johnson, Annette APPOINTMENT (Part-Time/Non-Career) : PARKS, RECREATION AND Recreation Aide, Step 1, $4 . 68/hr. , COMMUNITY SERVICES Eff: 4-17-96. REFUSE FUNDS-NO ACTIONS: FEDERAL FUNDS-NO ACTIONS M.I.S. FUNDS: 13 . Santos, Ericson L. APPOINTMENT: Intermediate ADMINISTRATION/M. I.S. Programmer, Range 3395, Step 1, $3183/mo. , Eff: 5-20-96. PERSONNEL ACTIONS AGENDA 05/06/96 2 CITY OF SAN BERNARDINO PERSONNEL ACTION LIST (UNCLASSIFIED) FOR COUNCIL AGENDA OF: .......................................... 3E ?lt146 CERTIFICATION BY DIRECTOR OF PERSONNEL: I hereby certify that the UNCLASSIFIED Personnel Action(s) listed below conform with all personnel policies adopted by the Mayor and Common Council and are in conformance with all administrative regulations of the City of San Bernardino. Signed: ,�1� �h ,9Fa) �, �;�r�L�/ Date: 4/23/96 UNCLASSIFIED MOTION: In addition to the classified actions, below is a list of unclassified personnel action(s) , submitted by the Director of Personnel, which comply with City policies. I recommend that the Mayor and Common Council approve the below listed personnel action(s) . NAME/DEPARTMENT REQUESTED ACTION 1. Jenkins, Linda J. APPOINTMENT: Human Relations MAYOR/Affirmative Action Coordinator (U) , Range PT, Step 3, $12 .80/hr. , eff. 5-7-96. APR 2-? tit r; 4:56 PD:UNCLASSIFIED POSITION JUSTIFICATIONS The following are the justifications for appointments to be reviewed by the Mayor and Common Council at the May 6, 1996 Council meeting: CLASSIFIED Administrative Analyst, Facilities Management Position History: This position was reclassified from an Administrative Operations Supervisor II (AOS II) to an Administrative Analyst following the retirement of the AOS II. The reclassification saves the City $12,000 annually in personnel costs. Furthermore, this position has been vacant for nine months, with a salary savings of$26,805. Justification: This position will oversee the Parking Control program for the City. This program generates $430,000 in annual revenue for the City. This position has significant opportunities for revenue enhancements: A) DMV Holds - Holds placed by the City on registrations at DMV are not consistently maintained. Consequently, the City does not receive payment for parking citations. By working with DMV to improve this, this position could increase the City's revenue by as much as $100,000. B) Collection rate - The City currently collects only 58% of citation penalties assessed. Improvement of the collection rate by even 10% will net the City as much as $45,000 in increased revenue. Since the position has been open for nine months, the workload normally carried out by this position has been assumed by the division head and other personnel, to the detriment of other City projects and functions. Current staff are unable to give the parking program the full attention it needs due to the heavy workload in other areas of the division. Entered into Record at 5.AP / Council ICmyDevCms Mtg: by re Agenda Item 0 City ClerkIC119 Secy City of San Bernardino j Park Maintenance Leadworker, Parks Recreation & Community Services Justification: The Park Maintenance Leadworker has been vacant for ten (1) months, at a cost savings of $28,818 (salary and benefits). The position of Park Maintenance Leadworker provides daily supervision of park maintenance crews; replaces supervisor and maintenance staff that are off due to illness, industrial injury or vacation; performs park maintenance tasks along with other maintenance staff; is responsible for herbicide and insecticide applications; deliver/pickup supplies such as custodial supplies, equipment and motor fuels to various park facilities; clarifies and addresses citizen concerns. The Park Maintenance Supervisor is currently performing some of the above tasks which in turn limits his ability to manage effectively the larger areas of his responsibility. Liability Claims Specialist, Risk Management Justification: During the last ten years, the number of claims filed with the City has increased from an average of approximately 250 to 500 claims per year. During the same ten-year period, the cost of outside (independent) adjusters/third party administrators has increased approximately 20% (from $35 to $42 per adjuster hour). In-house claims administration (including personal handling to the extent of time available) and control makes possible "proactive" investigation of possible liability exposures and immediate adjusting action to mitigate the amount of that exposure. The bottom line is a cash savings of at least $25,000 per year, depending on the circumstances. Senior Administrative Analyst Administration Justification: The position of Assistant to the City Administrator has been vacant since October 1995. A new, downgraded position was established by the Mayor and Common Council at their meeting of April 22, 1996, to replace the vacant position of Assistant to the City Administrator. Also, a salary savings is created for the first year of $17,807. Justification for this position was R.,:,. .previously.distributed to Council on April 15, 1996. Intermediate Programmer, Management Information Systems (MIS) Justification: Department budgets have remained flat or had cuts for the last five years, requiring the departments to work smarter with less resources. Technology has been the focus as a tool to assist the departments in attempting to maintain adequate service levels while facing shrinking resources. Technology requires technical support staffing. All of the following workload has been added, without adding personnel to support it, in the last six-year period: A) City-wide electronic mail, word processing and spreadsheet capabilities B) A fiber backbone and complex networked infrastructure C) New financial software & corresponding conversion effort D) New permit tracking software & corresponding conversion effort E) All radios city-wide, including 800Mhz F) Optical document imaging projects in PD, City Clerk's Office and Finance, with more to follow G) Public safety MDT's H) Support of 600 + office automation users vs. only 50 six years ago I) Support of hundreds of new terminals, printers and PC's, with many more to follow The average number of MIS employees in like size cities across the state is 18-22. Our MIS division a total of only nine positions including the one on today's agenda. There are a total of three high-level technical employees attempting to support this entire City's computer systems and software environment. UNCLASSIFIED Human Relations Coordinator, Affirmative Action/Mayor Justification: The Human Relations Coordinator's position has been funded as a full-time position with benefits. As the Commission's role had not yet been focused, it was a decision to keep the Human Relations Coordinator's position part-time, which for FY 1994-95 resulted in a cost savings of approximately $15,000. The role of Human Relations Commission is now focused and the hiring of a Human Relations Coordinator is in progress. It is also desirable at this point to keep the position part-time as a further cost savings. The position should remain budgeted full-time with the potential role of the Human Relations Coordinator being expanded to achieve their goals and objectives.