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)
A. 
The staff safety committee shall be composed of the following personnel:
1. 
Assistant to the city manager (personnel);
2. 
Director of field services;
3. 
Public works field superintendents;
4. 
Fire department safety officer;
5. 
Police department safety officer;
6. 
Chief building inspector.
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)