The intent and purpose of this chapter is to establish an equitable
and uniform procedure for dealing with personnel matters, to attract
to municipal service the best and most competent persons available,
to assure that appointments and promotions of employees will be based
on merit and fitness, and to provide a reasonable degree of security
for qualified employees, the following system is adopted.
(Ord. 1763 § 2, 2002)
The provisions of this chapter, the position classification
and compensation resolution and personnel rules shall apply to all
offices, employments and positions in the city service except the
following:
(2) Members
of appointive boards, commissions, and committees;
(5) Departments
heads, including city clerk and city treasurer, appointed after November
1, 2002;
(6) Employees
specifically designated as contract employees in the city's classification
plan;
(7) Limited
service (part-time) personnel;
(8) Persons
engaged under contract to supply expert, professional or technical
services for a definite period of time;
(9) Volunteer
personnel who receive no regular compensation from the city.
(Ord. 1763 § 2, 2002)
The city manager shall be the personnel officer. The city manager
may delegate any of the powers and duties conferred upon him or her
as personnel officer under this chapter to any other officer or employee
as qualified by education and/or experience to perform such duties.
The personnel officer, or his or her designee, shall administer the
affirmative action plan, position classification and compensation
resolution, employer-employee relations resolution, personnel rules,
and all other city personnel programs.
(Ord. 1763 § 2, 2002)
The personnel officer shall:
(1) Administer
all the provisions of this chapter and of the personnel rules, regulations,
policies and procedures;
(2) Prepare
and recommend to the city council for adoption personnel rules, regulations,
policies and procedures and revisions/amendments to such rules, regulations,
policies and procedures. Personnel rules shall be adopted by resolution
of city council;
(3) Prepare,
or cause to be prepared, a position classification and salary plan
governing all positions in the classified service and revisions/amendments
thereto. The classifications and salary plan and any revisions thereto
shall not be effective until approved by resolution of the city council;
(4) Serve
as municipal employee relations officer to meet and confer in good
faith as required by Section 3500 et seq., California
Government Code
and to perform related employee relations tasks.
(Ord. 1763 § 2, 2002)
Rules, regulations, policies and procedures governing the personnel
system shall be adopted by resolution of the city council. Such rules,
regulations, policies and procedures shall include, but are not limited
to:
(1) Preparation,
installation, revision and maintenance of a position classification
plan governing all positions in the competitive service, including
employment standards and qualifications for each class;
(2) Preparation,
revision and administration of a compensation plan directly correlated
with the position classification plan, providing a rate or range of
pay for each class;
(3) The
public announcement of vacancies and examinations and the acceptance
of applications for employment;
(4) Preparation
and conduct of examinations and the establishment and use of resulting
employment lists containing the names of persons eligible for appointment;
(5) Certification
and appointment of persons from employment lists, and the making of
provisional and emergency appointments;
(6) Transfer,
promotion, demotion, reinstatement, disciplinary action and layoff
of employees in the competitive service;
(7) Separation
of employees from city service;
(8) Standardization
of hours of work, attendance and leave regulations, working conditions,
and the development of employee morale, welfare and training;
(9) The
maintenance and use of necessary records and forms.
(Ord. 1763 § 2, 2002)
The appointing authority shall be the city council in the case
of appointments to the positions of city manager and city attorney
and shall be the city manager or designee for all other positions,
including that of city clerk and city treasurer. Appointment of department
heads, including the city clerk and city treasurer, shall be subject
to ratification by the city council.
The city manager is hereby authorized to enter into an employment
contract defining the wages, hours and other terms and conditions
of employment with department heads appointed and with those employees
specifically designated as contract employees in the city's classification
plan as long as those terms' and/or conditions' parameters are consistent
with city council-adopted salary and benefit schedules. Any terms
and/or conditions not contained within an already adopted salary and
benefit schedule shall require city council approval at a public meeting.
(Ord. 1763 § 2, 2002; Ord. 1941 § 2, 2010)
The city manager may consider and make recommendations to the
city council regarding the extent to which the city should contract
for the performance of technical services in connection with the establishment
or operation of the personnel system. The city council may authorize
the city manager to contract with any qualified person or agency for
the performance of all or any of the following responsibilities and
duties imposed by this chapter:
(1) The
preparation of personnel rules, regulations, policies and procedures
and subsequent revisions and amendments thereto;
(2) The
preparation of a position classification plan, and subsequent revisions
and amendments thereto;
(3) The
preparation of a plan of compensation, and subsequent revisions and
amendments thereto;
(4) The
preparation, conduct and grading of competitive tests;
(5) Special
and technical services of advisory or informational character on matters
relating to personnel information;
(6) Special
and technical services of advisory or informational character on matters
relating to personnel information, legal consultation concerning personnel
matters, personnel litigation or employee relations.
(Ord. 1763 § 2, 2002)
Except as otherwise hereinafter provided, no person convicted
of a felony or misdemeanor involving moral turpitude shall be eligible
for employment by the city; provided, however, that the appointing
authority may disregard such conviction if it finds and determines
that mitigating circumstances exist. Mitigating circumstances include,
but are not limited to, evidence of rehabilitation, length of time
elapsed since conviction, the age of the person at the time of conviction
or the fact that the classification applied for is unrelated to such
conviction.
The city manager, personnel director, chief of police, heads
of other city departments, city attorney and each appointing authority
of the city are hereby authorized to have access to the "State Summary
Criminal History Information" as provided for in Section 11105, California
Penal Code.
(Ord. 1763 § 2, 2002)
The political activities of city employees shall conform to
applicable provisions of state law including Section 3201 et seq.,
California
Government Code and to any local provision adopted pursuant
to state law.
(Ord. 1763 § 2, 2002)
Whenever the provisions of this chapter are in conflict with
any other provisions of this code, this chapter shall prevail.
(Ord. 1763 § 2, 2002)