In order to establish and maintain an equitable and uniform
procedure for dealing with personnel matters; to attract to municipal
service the best and most competent persons available; to facilitate
efficient and economical services to the public; to assure that appointments
and promotion of employees will be based on merit and fitness; to
provide a reasonable degree of security for qualified employees, defining
the obligations, rights privileges, benefits and prohibitions which
are placed upon all employees in the competitive service of the city,
to recognize at the same time, within the limits of administrative
feasibility, the fact that individuals differ, that no two individuals
react alike to reward and discipline or to motivation and encouragement
and for this reason to give considerable latitude to the personnel
officer in the interpretation of this system, the personnel system
set forth in this chapter is adopted.
(Prior code § 1-3.34)
The city manager shall be the personnel officer. The city manager
may delegate any of the powers and duties conferred upon him as personnel
officer under this chapter to any other officer or employee of the
city or may recommend that such powers and duties be performed under
contract. The personnel officer shall have full responsibility for
all personnel matters not otherwise delegated in this chapter. These
duties shall include, but not be limited to, the following:
A.
Attend
all meetings of the personnel committee as an ex-officio member and
act as its secretary;
B.
Prepare
or cause to be prepared a position classification plan, including
class specifications. The plan shall become effective upon approval
by the city council by resolution;
C.
Prepare
or cause to be prepared a plan of compensation, covering all classifications
in the competitive service. The plan shall become effective upon approval
by the city council and shall be revised as necessary annually during
preparation and approval of the municipal budget;
D.
Prepare
and recommend to the city council personnel rules and amendments thereto
as necessary;
E.
Provide
for publication or posting of notices of tests for positions in the
competitive service, the reception of applications therefor, the conduct
and grading of tests, the certification to the appointing authority
of a list of persons eligible for appointment to the appropriate position
in the competitive service, and the transfer, promotion, demotion,
reinstatement, discipline, and layoff of employees in the competitive
service.
(Prior code § 1-3.35)
A.
There
is created a personnel committee to consist of seven members and two
alternates. The committee shall consist of the following members:
1.
The
personnel officer who shall also serve as secretary to the committee;
2.
Two
members of the exempt service to be appointed by the personnel officer;
3.
One
member of the competitive service to be elected by a majority vote
of the full-time permanent employees in the competitive service;
4.
One
member of the city's competitive service appointed by the personnel
officer;
5.
Two
alternates shall be selected, one by the personnel officer and one
by a majority vote of the full-time employees in the competitive service,
to serve in case one of the committee members is unable or ineligible
to serve;
6.
One
member of each recognized employee organization elected by a majority
vote of the full-time permanent employees in each recognized employee
organization.
B.
The
committee shall adopt rules of procedure and shall appoint a chairman
from among its members. The rules of procedure shall include a provision
for declaring a seat on the committee vacant because of extended or
frequent absences. All members of the committee shall be full-time
permanent employees of the city. The election of members and alternates
to the personnel committee shall be conducted by the personnel committee.
(Prior code § 1-3.36)
The committee shall determine the order of business for the
conduct of its meetings and shall meet monthly unless called more
frequently by the chairman or a majority of its members. The functions
of the committee shall be:
A.
To conduct
the fact-finding hearings and any other investigations as are necessary
to determine the facts and make recommendations in all matters brought
before the committee under the formal grievance procedure, as provided
in Chapter 15 of the Personnel Rules;
B.
Upon
its own motion, or when requested by the city council or city manager,
to investigate and make recommendations on any matter of personnel
policy, including revisions of the personnel rules except as they
relate to wages, hours and working conditions;
C.
To assume
the responsibility for the creation, implementation and oversight
of a city employees' safety program.
(Prior code § 1-3.36a)
With respect to wages, salaries and working conditions, employees
and employee representative of the city shall be governed by the provisions
of Section 3500 et seq., of the Government Code and by rules adopted
pursuant thereto by the city council.
(Prior code § 1-3.37)
An employee shall have the right of appeal in such circumstances
and pursuant to the procedures provided for by rules adopted pursuant
hereto.
(Prior code § 1-3.37a)
The provisions of this chapter and rules pursuant hereto shall
apply to all officers and employees in the service of the city with
the exception of those spelled out in the rules as members of the
exempt service.
(Prior code § 1-3.38)
Personnel rules shall be adopted by a resolution of the city
council. Amendments thereof may be suggested by any person. Proposed
amendments shall be considered by the personnel committee and the
city manager and may be presented to city council with the recommendations
and findings of the committee and the city manager. Such amendments
and revisions shall be processed as provided in the personnel rules.
These rules shall establish regulations governing the personnel system,
including, but not limited to:
A.
Preparation,
installation, revision and maintenance of a position classification
plan covering all positions in the competitive service, including
employment standards and qualifications for each class;
B.
Preparation,
installation, revision and maintenance of a plan of compensation directly
correlated with the position classification plan providing a rate
or range of pay for each class;
C.
Public
announcement of all tests and acceptance of applications for employment;
D.
Preparation
and conduct of tests and the establishment and use of resulting employment
lists containing names of persons eligible for appointment;
E.
Certification
for appointment of persons from employment lists, and the making of
provisional and emergency appointments;
F.
Probationary
periods and the administration thereof;
G.
Transfer,
promotion, demotion, reinstatement, discipline and layoff of employees
in the competitive service;
H.
Standardization
of hours of work, attendance and leaves, regulations, working conditions
and the development of employee morale, welfare and training;
I.
The
establishment of adequate personnel records;
J.
The
establishment of a grievance procedure.
(Prior code § 1-3.39)
A.
Appointments
to vacant positions in the competitive service shall be made in accordance
with the personnel rules. Appointments shall be made on the basis
of merit and fitness to be ascertained so far as practicable by competitive
examination. Examinations shall be used to aid in the selection of
qualified employees and shall consist of selection techniques which
will test fairly the qualifications of the candidates. Achievement
tests, aptitude tests, written tests, personnel interview, performance
tests, physical agility tests, work samples, evaluation of daily work
during the probationary period, or any combination of these and other
tests, as well as physical or medical tests may be given as part of
any examination.
B.
In any
examination the personnel officer may include, in addition to the
competitive tests, a qualifying test or tests and set the minimum
standard therefor. Appointments shall be made by city council or by
the officer in whom the power to make appointments is vested.
C.
In the
absence of appropriate employment lists, a provisional appointment
may be made not to exceed six months, by the appointing authority
of a person meeting the minimum training and experience qualifications
for the position. A provisional employee may be removed at any time
without the right of appeal or hearing. During the period of suspension
of an employee or pending final action on proceedings to review suspension,
demotion or discharge of any employee, such vacancy may be filled
by the appointing authority subject to the provisions of this chapter
and the personnel rules.
(Prior code § 1-3.40)
All original appointments shall be for a probationary period
of 12 months' actual service, as provided in the personnel rules.
All promotional appointments shall be for a probationary period of
six months' actual service, as provided in the personnel rules.
(Prior code § 1-3.40a)
A.
Any
person holding a position included in the competitive service who,
on the effective date of the ordinance codified in this chapter, shall
have served continuously in such position for a period of time equal
or greater than the probationary period prescribed in the rules for
his or her class shall assume regular status in the competitive service
in the position held on such an effective date without qualifying
tests and shall thereafter be subject in all respects to the provisions
of this chapter and the personnel rules.
B.
Any
other persons holding positions in the competitive service shall be
treated as probationers serving out the balance of their probationary
time periods as prescribed in the rules before obtaining regular status.
The probationary period shall be computed from the date of employment
or appointment.
(Prior code § 1-3.41)
A.
The
appointing authority may for cause demote, dismiss, reduce in pay
or suspend without pay for 30 calendar days or less any permanent
employee as provided in the personnel rules.
B.
The
provisions of this section shall not apply to reductions in pay which
are part of a general plan to reduce salaries and wages or to eliminate
a position.
(Prior code § 1-3.42)
Whenever, in the judgment of the city council it becomes necessary,
the city council may abolish any position or employment in the competitive
service.
(Prior code § 1-3.43)
The political activities of the city officers and employees
shall conform to pertinent provisions of the state law which include,
but are not necessarily limited to provisions against:
A.
Soliciting
or knowingly receiving from other officers or employees political
funds or contributions;
B.
Participation
in political activities of any kind while in uniform;
C.
Directly
or indirectly using official authority or influence to secure for
any person or to prevent from securing by any person any position
or nomination within the city.
(Prior code § 1-3.44)
No person in the competitive service or seeking admission thereto
shall be appointed, promoted, demoted or discharged, or in any way
favored or discriminated against because of political opinions or
affiliations, or because of race, color, ancestry, nationality, origin,
or religious belief.
(Prior code § 1-3.45)
The purpose of the staff safety committee shall be to assume
overall responsibility for the city's safety program. The staff
safety committee shall also serve as a task force for the implementation
of the California Occupational Safety and Health Act of 1973.
(Prior code § 1-3.46)
The staff safety committee is responsible for overseeing a city-wide
safety program. The committee shall undertake such projects which
will carry out its responsibility, including, but not limited to:
A.
Inventory
existing hazards either mechanical or procedural which violate the
Occupational Safety and Health Act;
B.
Based
upon said inventory, develop a work program to eliminate safety deficiencies;
C.
Review
and bring current the city's safety manual;
D.
Develop
a more comprehensive safety education program for city employees.
(Prior code § 1-3.47)
B.
The
chairman of the staff safety committee shall be the assistant to the
city manager (personnel). The committee shall adopt rules of procedure
governing the conduct of its business.
(Prior code § 1-3.48)
The position of safety officer shall be held by the chairman
of the staff safety committee. The safety officer shall have line
authority to impose compliance by all city departments and personnel
with the safety procedures and practices of the city.
(Prior code § 1-3.49)
