In order to establish an equitable and uniform system for dealing
with personnel matters, the following personnel system is adopted
as set out in this chapter.
(Ord. 555 § 3, 2019)
The City Manager is the personnel officer. The City Manager
may delegate any powers and duties to any other officer or employee
of the City. Specific duties of the City Manager may be performed
by others under contract to the City.
The City Manager or delegate must:
B.
Prepare,
or cause to be prepared personnel rules and procedures and any revisions
to the rules or procedures;
C.
Recommend
to the City Council personnel policy issues involving financial commitments
such as, but not limited to, pay rates, and employee benefit programs;
D.
Administer
all provisions of this chapter and the personnel rules not specifically
reserved to the City Council;
E.
Prepare
and revise, or cause to be prepared and revised, a position classification
and compensation plan, including class specifications;
F.
Have
the authority to discipline employees in accordance with this chapter,
the personnel rules of the City, or any applicable memorandum of understanding;
G.
Provide
for the recruitment and selection of City employees and perform any
other duty that may be required to administer the personnel system;
and
H.
Request from the State Department of Justice a copy of the State Summary Criminal History Information for any position—regular or part-time—involving the care or supervision of children, minors, the elderly, the handicapped, or the mentally impaired, or for any other position with the City wherein such information is deemed important to the selection process. The City Manager or designee shall utilize the process and procedure set forth in Article 3 of Chapter 1 of Title 1 of Part 4 of the Penal Code (commencing with Section 11100).
(Ord. 555 § 3, 2019)
The provisions of this chapter apply to all offices, positions
and employees in the service of the City except:
A.
Members
of the City Council;
B.
The
City Manager;
C.
The
City Attorney and any assistant or Deputy City Attorney;
D.
All
City management;
E.
Members
of appointive boards, commissions and committees;
F.
Persons
engaged under contract to supply expert professional, technical, or
any other services;
G.
Volunteer
personnel;
H.
Emergency
employees who are hired to meet the immediate requirements of an emergency
condition, such as extraordinary fire, flood, or earthquake which
threatens life or property;
I.
Employees,
other than those listed elsewhere in this section, who are not regularly
employed in permanent positions. "Regularly employed in permanent
positions" means an employee hired for an indefinite term into
a budgeted position, and who has successfully completed the probationary
period and been retained as provided in this chapter and personnel
rules;
J.
Any
position primarily funded under a State or Federal employment program;
K.
Any
person exempt on the effective date of the ordinance codified in this
section.
(Ord. 555 § 3, 2019)
The City Manager is authorized to amend the City of Santee Personnel
Rules adopted on or about July 26, 1989; provided, however, that any
policy matters involving the commitment of financial resources must
be recommended to and approved by the City Council prior to implementation.
The policies governing the personnel system must include, but not
be 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,
revision and administration of a plan of compensation directly correlated
with the position classification plan providing a rate or range of
pay for each class;
C.
Recruitment
and selection procedures;
D.
Certification
and appointment of persons from employment lists, and the making of
provisional appointments;
E.
Establishment
of probationary testing periods;
F.
Evaluation
of employees during the probationary testing period and thereafter;
G.
Transfer,
promotion, demotion, reinstatement, disciplinary action and layoff
of employees in the competitive service;
H.
Separation
of employees from the City service; and
I.
The
establishment of any necessary appeal procedures.
(Ord. 555 § 3, 2019)
The City Manager acts as the appointing authority for appointments
made pursuant to this section.
A.
Appointments
to vacant positions in the competitive service must be made in accordance
with the personnel rules. Appointments and promotions must be based
on merit and fitness to be ascertained so far as practicable by competitive
examination.
B.
The
appointing authority of employees in the competitive service is the
City Manager. The City Manager may delegate the appointing authority
to any other employee of the City.
(Ord. 555 § 3, 2019)
All regular appointments, including promotional appointments,
are for a probationary period in accordance with applicable provisions
of the personnel rules. Determinations as to satisfactory completion
or extension of the probationary period, and/or rejection of an employee
during the probationary period, must be consistent with the applicable
provisions of the personnel rules.
(Ord. 555 § 3, 2019)
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, or in some other position
in the competitive service, for a period equal to the probationary
period prescribed in the personnel rules for his or her class, will
assume regular status in the competitive service in the position held
on such effective date, and will 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 will be
regarded as probationers who are serving out the balance of their
probationary periods as prescribed in the rules before obtaining regular
status. The probationary period will be computed as set forth in the
personnel rules.
C.
No position
in the competitive service has been removed from the competitive service
through enactment of these revisions to the competitive service.
(Ord. 555 § 3, 2019)
The City Manager has the authority to discipline any regular
employee for cause in accordance with procedures included in the personnel
rules or current memorandum of understanding, including any right
to appeal discipline as established in the rules or memorandum of
understanding.
(Ord. 555 § 3, 2019)
Employees not included in the competitive service under Section 2.24.030 of this chapter serve at the will of their appointing authority.
(Ord. 555 § 3, 2019)
Except as the City Council may otherwise provide, the City Council
may abolish any position or employment in the competitive service
and the employee holding such position for employment may be laid
off, demoted or transferred without right of appeal.
(Ord. 555 § 3, 2019)
Layoff and reemployment actions follow the process outlined
in the personnel rules or the applicable memorandum of understanding.
(Ord. 555 § 3, 2019)
The political activities of City employees must conform to pertinent
provisions of State law and any local provisions adopted pursuant
to State law.
(Ord. 555 § 3, 2019)
