As authorized by Government Code Section 45001, and in order to establish an equitable and uniform system for dealing with personnel matters and to comply with applicable laws relating to the administration of the personnel process, the personnel system set out in this chapter is adopted.
(Ord. 40 § 1, 1985)
The terms used to administer the personnel system shall be defined in the personnel rules.
(Ord. 40 § 1, 1985)
The city manager shall administer the city personnel system and may delegate any of the powers and duties to a personnel director or personnel officer, or may delegate the appointing authority to any other officer or employee of the city. The city manager shall:
A. 
Act as the appointing authority for the city;
B. 
Administer all the provisions of this chapter and of the personnel rules not specifically reserved to the city council;
C. 
Prepare and recommend to the city council personnel rules and revisions and amendments to such rules;
D. 
Prepare or cause to be prepared a position classification plan, including class specifications and revisions of the plan;
E. 
Have the authority to discipline employees in accordance with this chapter and the personnel rules of the city;
F. 
Provide for the publishing or posting of notices of tests for positions in the competitive service; the receiving of applications therefor; the conducting and grading of tests; the certification of a list of all persons eligible for appointment to the appropriate position in the competitive service; and performing any other duty that may be required to administer the personnel system.
(Ord. 40 § 1, 1985)
The provisions of this chapter shall apply to all offices, positions and employments in the service of the city, except those specifically excluded in the personnel rules adopted pursuant to this chapter.
(Ord. 40 § 1, 1985)
Personnel rules shall be adopted by resolution of the city council. The rules may 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 of a compensation plan, including minimum, maximum and intermediate salary or wage rates;
C. 
Appropriate announcement of the selection process 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 and appointment of persons from employment lists and the making of provisional appointments;
F. 
Establishment of probationary testing periods;
G. 
Evaluation of employees during the probationary testing period and thereafter;
H. 
Transfer, promotion, demotion, reinstatement, disciplinary action and layoff of employees in the competitive service;
I. 
Separation of employees from the city service;
J. 
The establishment and maintenance of adequate personnel records for purposes of accounting and legal requirements;
K. 
The establishment of any necessary appeal procedures.
(Ord. 40 § 1, 1985)
A. 
Appointments to vacant positions in the competitive service shall be made in accordance with the personnel rules. Appointments and promotions shall be based on merit and fitness, to be ascertained so far as practicable by competitive examination. Examinations may be used and conducted to aid in the selection of qualified employees and shall consist of selection techniques which will test fairly the qualifications of candidates, such as achievement and aptitude tests, written tests, personal interview, performance tests, physical agility tests, evaluation of daily work performance, work samples or any combinations of these or other tests. The probationary period shall be considered an extension of the examination process. Physical, medical and psychological tests may be given as a part of any examination.
B. 
In an examination the city manager or his/her designee may include, in addition to competitive tests, a qualifying test or tests, and set minimum standards therefor.
C. 
The appointing authority of employees in the competitive service is the city manager. The city manager may delegate the appointing authority to any other officer or employee of the city.
(Ord. 40 § 1, 1985)
All regular appointments, including promotional appointments, shall be for a probationary period as determined by the personnel rules. During the probationary period, the employee may be rejected at any time without the right of appeal or hearing.
(Ord. 40 § 1, 1985)
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 of 18 months, shall assume regular status in the competitive service in the position held on such effective date without qualifying test, 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 regarded as probationers who are serving out the balance of their probationary periods. The probationary period for any such person shall be one year from the date of appointment or employment, or three months from the effective date of the ordinance codified in this chapter, whichever occurs later.
(Ord. 40 § 1, 1985)
The city manager or any appointing power shall have the authority to demote, discharge, reprimand, reduce in pay or suspend, any regular employee for cause in accordance with procedures included in the personnel rules.
(Ord. 40 § 1, 1985)
A. 
Any employee in the competitive service shall have the right to appeal a demotion, reduction in pay, suspension or discharge for disciplinary or medical reasons, except in those instances where the right of appeal is specifically prohibited by this chapter or the rules adopted thereunder.
B. 
All appeals shall be processed in accordance with the requirements and procedures as set forth in the personnel rules adopted pursuant to this chapter.
(Ord. 40 § 1, 1985)
Layoff and reemployment actions shall follow the process outlined in the personnel rules.
(Ord. 40 § 1, 1985)
The political activities of city employees shall conform to pertinent provisions of state law and any local provision adopted pursuant to state law.
(Ord. 40 § 1, 1985)
The city manager shall consider and made 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 contract with any qualified person or public or private agency for the performance of all or any of the following responsibilities and duties imposed by this chapter:
A. 
The preparation of personnel rules and subsequent revisions and amendments thereof;
B. 
The preparation of a position classification plan, and subsequent revisions and amendments thereof;
C. 
The preparation, conduct and grading of competitive tests;
D. 
The conduct of employee training programs;
E. 
Special and technical services of advisory or informational character on matters relating to personnel administration.
(Ord. 40 § 1, 1985)