Loading...
For the purpose of this chapter, the following definitions shall apply unless the context clearly indicates or requires a different meaning.
ALLOCATION. The assignment of a single position to its proper class in the position classification plan.
APPLICANT. A person who has filed an application to take a civil service examination.
APPOINTING AUTHORITY. The City Manager.
APPOINTMENT. The designation of a person by due authority to become an employee, signing of the proper forms to record that designation and acceptance by the person of the position and conditions as hereinafter provided in these rules.
CHARTER. The charter of the city of Alhambra.
CLASS or CLASSIFICATION. All positions sufficiently similar in duties, authority, responsibility, and working conditions to permit their grouping under a common title and application with equity of common standards of selection, transfer, demotion, promotion and compensation.
CLASSIFIED SERVICE. All positions in the city's service to which article XXIVa of the charter of the city applies and which are not excepted by Initiative Ordinance No. 1873 (§ 2.48.010 of this code).
CODE. The Alhambra municipal code.
COMMISSION. The Civil Service Commission of the city of Alhambra.
CONTINUING SERVICE. The continuing service of a regular employee in a payroll status without interruption except for authorized leaves of absence.
COUNCIL. The City Council of the city of Alhambra.
DAYS. Calendar day unless specified to the contrary herein.
DEMOTION. The movement of an employee from one class to another class having a lower maximum rate of pay.
ELIGIBLE. A person whose name is on an employment list, promotional list or reemployment list.
EMPLOYEE. Any person holding a position in the city's service, either temporary or permanent.
EMPLOYMENT LIST. A list of names of persons who have taken an examination for a class in the classified service and have qualified.
EXAMINATION. The techniques used to select those most likely to succeed in performing duties of positions in the classified service for the purpose of establishing employment lists.
FULL-TIME POSITION. A position requiring the incumbent to work a standard work week for that position as provided for in § 2.50.010 of this code.
HOURLY EMPLOYEES. Those employees who are distinct from regular employees and are paid on an hourly basis.
LAY-OFF. The separation of employees from the active work force due to lack of work or funds, or to the abolition of positions by the City Council for the above reasons or due to organizational changes.
PART-TIME POSITION. A position requiring the incumbent to work less than the standard work week for that position as provided for in § 2.50.010 of this code.
PERMANENT EMPLOYEE. A regular, full-time employee who has successfully completed the probationary period in his or her position after having been appointed from an employment list and has been retained as hereinafter provided in these rules.
PERSONNEL OFFICER. The personnel officer of the city, or if that position is vacant, the City Manager or his authorized designee.
POSITION. A group of duties and respon-sibilities requiring the full-time or part-time employ-ment of one person. A position can only be established by action of the City Council.
PROBATIONARY PERIOD. A working test period during which an employee is required to demonstrate his or her ability to perform the duties of his or her position and is subject to termination without cause.
PROMOTION. The movement of an employee from one class to another class having a higher maximum rate of pay.
PROMOTIONAL EXAMINATION. An exami-nation for a particular class which is open only to regular employees meeting the qualifications for that class.
PROMOTIONAL LIST. A list of names of persons who have taken a promotional examination for a class in the classified service and have qualified.
PROVISIONAL APPOINTMENT. A tem-porary appointment of a person whose name does not appear on an eligible list.
REEMPLOYMENT LIST. A list of names of probationary and regular employees who have been laid off.
REGULAR EMPLOYEE. An employee occupying a position established on a continuing basis, as distinct from an hourly employee.
REINSTATEMENT. The placing on an eligibility list without examination of a former regular employee or probationary employee who has resigned in good standing.
REMOVAL. Termination of employment as a result of disciplinary action. Discharge and dismissal shall be synonymous with removal.
SEASONAL APPOINTMENT. The same as temporary.
SUSPENSION. The temporary separation from the service of an employee for disciplinary purposes.
TEMPORARY APPOINTMENT. An appoint-ment of a person who possesses the minimum qualifi-cations established for a particular class and who has been appointed to a position in that class in the absence of available eligibles for a period of less than six months.
TEMPORARY EMPLOYEE.
(1) An employee who has been appointed to a temporary position or
(2) An employee who has been pro-visionally appointed to a permanent position without having been appointed from an eligible list.
TRANSFER. A movement of an employee from one position to another position in the same class, or from one class to another class having the same maximum salary, similar duties and basic qualifica-tions.
('86 Code, § 2.48.030) (Ord. 3898, passed - - )
(A) Discrimination. All personnel actions, including appointments and promotions in the classified service, shall be made without regard to sex, race, age, national origin, color, religious or political affiliation.
(B) Political activities.
(1) No employee shall participate in political activities of any kind while in uniform.
(2) No employee shall engage in political activity during working hours or within city offices.
(3) No employee, directly or indirectly, shall knowingly solicit political funds or contributions from other city officers or employees or from persons on city employment lists.
(4) Nothing in this division (B) shall prohibit an off-duty employee from:
(a) Communicating through the mail, or by other means, requests for political funds or contributions to a significant segment of the public which may include city employees.
(b) Soliciting or receiving political funds or contributions to promote the passage or defeat of a ballot measure which would affect the rate of pay, hours of work, retirement, civil service system, or other working conditions of state or city employees.
(5) Nothing in this division (B) shall prohibit a recognized employee organization from soliciting funds and contributions from its own membership during off-duty hours.
(C) Amendment and revision of rules. Recom-mendations for amendment and revision of these rules may be made by the personnel officer after compliance with Cal. Gov't Code §§ 3500 et seq.
('86 Code, § 2.48.040) (Ord. 3898, passed - - ) Penalty, see § 1.12.010
Pursuant to article XXIVa of the Alhambra city charter, the Civil Service Commission shall have the following duties and powers:
(A) The Commission shall hear administrative review appeals as prescribed in this chapter.
(B) In any investigation or hearing conducted by the Commission, the Commission shall have the power to examine witnesses under oath and compel their attendance and/or production of evidence by subpoenas issued in the name of the city and attested by the City Clerk. Refusal of a person to attend or to testify in answer to such a subpoena shall subject the person to prosecution by the city in the same manner as provided for by the general laws of this state.
(C) Each member of the Commission shall have the power to administer oaths to witnesses.
(D) The findings and recommendations of the Commission shall be final.
(E) The Commission shall have the power to provide general rules and regulations for the classifi-cation of employees.
(F) The Commission shall have the power to provide regulations with respect to the civil service examinations on the subjects described in the charter.
(G) The Commission and the Personnel Officer shall determine the records to be maintained for employees in the classified service.
('86 Code, § 2.48.050) (Ord. 3898, passed - - )
The Personnel Officer shall:
(A) Administer all the provisions of this chapter, the personnel rules and regulations adopted here-under, and other personnel matters not specifically reserved to the City Council or the Civil Service Commission;
(B) Provide for the preparation and recommendation of personnel rules and regulations and revisions and amendments thereto as appropriate;
(C) Provide for the preparation and recommendation of a position classification plan, including class specifications and revisions thereto;
(D) Provide for the preparation and recommendation of a compensation plan and revisions thereof, covering all classifications in the classified service;
(E) Provide for the preparation and recommendation of rules and regulations relating to employer-employee relations and equal employment oppor-tunity;
(F) Encourage and exercise leadership in the development of effective personnel administration within the various city departments;
(G) Establish and maintain records of all city employees in which there shall be set forth as to each employee the class, title, pay or status, and other relevant data;
(H) Report periodically to the City Council and/or the Civil Service Commission on the admini-stration of the personnel system and other personnel matters as appropriate; and
(I) Develop and implement other policies and administrative regulations, not inconsistent with this chapter or the charter, as may be proper and necessary for implementation and/or enforcement.
('86 Code, § 2.48.060) (Ord. 3898, passed - - )
(A) Preparation of the plan. The Personnel Officer, or a person or agency employed for that purpose, shall ascertain and record the duties and responsibilities of all positions in the classified service, and after consultation with heads of depart-ments affected, shall recommend a classification plan for such positions. The classification plan shall consist of classes of positions defined by class specifications. The classification plan shall be so developed and maintained that all positions sub-stantially similar with respect to duties, responsi-bilities, authority, and character of work are included within the same class, and that the same schedules of compensation may be made to apply with equity under like working conditions to all positions in the same class.
(B) Adoption of the plan. Before the classifi-cation plan, or any part thereof, shall become effective, it shall first be approved by the City Council. Upon adoption, provisions of the plan shall be observed in the handling of all personnel actions. The plan may be amended or revised as necessary in the same manner as originally established.
(C) Allocation of positions. The Personnel Officer shall allocate each and every position in the classified service to one of the classes established by the plan.
(D) New positions. When a new position is created, before the same may be filled, the appointing authority shall notify the Personnel Officer; and, except as otherwise provided by ordinance or these rules, no person shall be appointed to the position until the classification plan has been amended to provide therefor and an appropriate employment list established.
(E) Reclassification. Positions which have changed materially so as to necessitate reclassification shall be allocated by the Personnel Officer to a more appropriate class in the same manner as originally classified and allocated. Reclassification shall not be used to avoid restrictions surrounding demotions and promotions. Upon the recommendation of the depart-ment head and/or Personnel Officer, the incumbent of a reclassified position may be appointed to that position by the appointing authority with the approval of the City Council.
('86 Code, § 2.48.070) (Ord. 3898, passed - - )
(A) Application forms. Applications shall be made on forms provided by the Personnel Office. Such forms shall require information covering educa-tion, training, experience, and other pertinent information. All applications must be signed by the person applying.
(B) Qualification and disqualification.
(1) The Personnel Officer may reject any application which indicates that the applicant:
(a) Does not possess the qualifications required for the position;
(b) Is addicted to the habitual excessive use of drugs or intoxicating liquor;
(c) Has been convicted of a felony;
(d) Has been convicted of a crime involving moral turpitude;
(e) Made any material false statement therein; or
(f) Has not satisfactorily completed his or her application.
(2) Whenever an application is rejected, the applicant shall be so advised. Incomplete applications may be returned to the applicant for completion; provided, however, the time limit for receiving applications has not expired. All applicants must attest, under penalty of perjury, to the truthfulness of the statements made in the application. Such attestation will be evidenced by the applicant's signature.
('86 Code, § 2.48.080) (Ord. 3898, passed - - )
(A) Recruitment and selection. Competition for positions in the classified service shall be open to all applicants who meet the qualifications established for the position for which application is made. There may be open examinations or promotional examina-tions.
(B) Promotional examinations. Promotional examinations may be conducted upon recommenda-tion of the affected department head and approval of the Personnel Officer. Only regular employees who meet the requirements set forth in the promotional examination announcements may compete in pro-motional examinations.
(C) Continuous examination process. With respect to selected entry-level position classifications, the Personnel Officer may administer successive identical examinations to qualified applicants upon application, or at such times as the Personnel Officer may deem appropriate. The resulting scores shall be combined on an employment list with a notation as to date of examination. The removal of names shall be in accordance with rules governing employment lists. Applicants who fail an examination conducted under this subsection shall be ineligible to retake the examination for a period of six months after the date when the first examination was taken. Constructive notice shall be provided prior to the administration of the continuous examination process.
(D) Types of examinations. Examinations shall be used and conducted to aid in the selection of qualified employees, and shall consist of recognized selection techniques; including, but not limited to, achievement and aptitude tests, or other written tests, personal interviews, performance tests, physical agility tests, evaluation of daily work performance, work sampler, or any combination of these which will, in the judgment of the Personnel Officer, test fairly the qualifications of candidates. Physical, medical and psychological tests may be given as part of any examination. In any examination, the Personnel Officer may include, in addition to competitive tests, a qualifying test or tests, and set minimum standards therefor.
(E) Conduct of examinations. The Personnel Officer shall be responsible for weighting the examinations and for the manner, methods, and by whom examinations shall be prepared and admini-stered. The City Council may contract with any competent agency or individual for the preparation and administration of examinations.
(F) Scoring examinations and qualifying scores. A candidate's score in a given examination shall be the average of his or her score for each competitive part of the examination. Failure in one part of the examination shall be grounds for declaring such applicant as failing the entire examination or as disqualified for subsequent parts of the examination.
(G) Physical examinations. Applicants will be advised of physical requirements and may be offered employment conditioned upon their passing a physical examination designed to test for job-related physical requirements.
(H) Notification of examination results. Each candidate in an examination shall be given written notice of whether he or she passed or failed. Where allowed by law or contract, examinees competing for promotional positions may examine, within five days of the examination date, question and answer sheets and rating notes with which to review and verify the accuracy of the scoring process.
('86 Code, § 2.48.090) (Ord. 3898, passed - - )
(A) Employment lists. As soon as possible after the completion of an examination, the Personnel Officer shall prepare and keep available an employ-ment list containing the names of eligibles who qualified in the examination.
(B) Duration of employment lists. An employ-ment list shall remain in effect for six months, unless abolished sooner by the Personnel Officer because it contains less than three eligibles. Employment lists may be extended, prior to their expiration, upon the recommendation of the affected department head and with the approval of the Personnel Officer, for additional six-month periods, but in no event shall an employment list remain in effect for more than two years.
(C) Reemployment lists. The names of employees who have been laid off shall be placed on appropriate reemployment lists in reverse order of their dates of layoff.
(D) Removal of names from lists. The name of any person appearing on an employment list shall be removed if the person:
(1) Requests that his or her name be removed;
(2) Fails to respond to the notice of appointment consideration mailed to his or her last- known address;
(3) Made false statements on his or her application or other material submitted in support of his or her qualifications for the position;
(4) Fails to appear for work after notifica-tion;
(5) Declines appointment and does not request further consideration; or
(6) Is on a promotional list and terminates city employment.
(E) Alternative recruitment and selection for police officers. Upon the recommendation of the Chief of Police and concurrence by the Personnel Officer, variations from the standard recruitment in the selection process shall be permitted for the entry-level position classification of police officer. Candi-dates for the following methods of entry must meet the minimum requirements for the classification and entry method and must successfully complete an examination process designed by the Personnel Officer.
(1) Lateral entry. The position of police officer may be filled by lateral entry, providing the applicant possesses a P.O.S.T. Basic Certificate and is currently serving as a sworn officer in the state of California.
(2) Pre-service. The position of police officer may be filled by pre-service candidates; providing the applicant has successfully completed the P.O.S.T. Certified Basic Training Course (not to exceed one year from date of application) for a full-time, salaried peace officer as authorized by Cal. Penal Code § 13510 and the training outline in Cal. Penal Code § 832.
(3) Reserve peace officer. The position of police officer may be filled by a reserve peace officer, providing the applicant has successfully completed a P.O.S.T. basic training course as authorized by Cal. Penal Code § 832.6(a)(1), is certified by the Commission on Peace Officers Standards and Training as a level one reserve peace officer, possesses a valid P.O.S.T. basic reserve, first-aid, and CPR certificates; and has a minimum of one year of service as a reserve police officer or deputy sheriff with a city or county within the state of California and is serving as such at the time of his or her employment.
(4) Police cadet or parks and recreation officer.
(a) The position of police officer may be filled by a police cadet or a parks and recreation officer, providing the applicant has a minimum of six months of service as a police cadet or parks and recreation officer and is employed as such by a city or county within the state of California at the time of his or her employment.
(b) A separate eligibility list shall be established for those candidates that quality for the position of police officer under the lateral entry, pre-service, reserve peace officer, or police cadet or parks and recreation officer process.
(F) Alternate recruitment and selection for public safety dispatchers. Upon the recommendation of the Chief of Police and concurrence by the Personnel Officer, variations from the standard recruitment and selection process shall be permitted for the entry-level position classification of public safety dispatcher. Candidates for the following methods of entry must meet the minimum require-ments for the classification and entry method and must successfully complete an examination process designed by the Personnel Officer.
(1) Lateral entry. The position of public safety dispatcher may be filled by lateral entry, providing the applicant possesses a P.O.S.T. Basic Dispatcher Course Certificate and has a minimum of one year of service as a full-time, salaried public safety dispatcher with the state of California at the time of his or her employment.
(2) Police cadet or police service officer.
(a) The position of public safety dispatcher may be filled by a police cadet or a police service officer, providing the applicant has a minimum of two years of service as a police cadet or police service officer and is employed as such by a city or county within the state of California at the time of his or her employment.
(b) A separate eligibility list shall be established for those candidates who qualify for the position of public safety dispatcher under the lateral entry or police cadet or police service officer process.
(G) Alternate recruitment and selection for fire fighters. Upon recommendation of the Fire Chief, and concurrence by the Personnel Officer, variations from the standard recruitment in the selection process shall be permitted for the entry level position classification of fire fighter. Candidates for the following methods must meet the minimum requirements for the classification and entry method, and must successfully complete an examination process designed by the Personnel Officer.
(1) Lateral entry. The position of fire fighter may be filled by lateral entry; providing the applicant possesses a California State Fire Fighter I Certificate, is currently certified as an E.M.T.-1 or higher, and has a minimum of one year of service as a full-time, salaried fire fighter within the state of California at the time of his/her employment.
(2) Pre-service. The position of fire fighter may be filled by pre-service candidates; providing the applicant possesses a California State Fire Fighter I Certificate or equivalent, and is currently certified as an E.M.T.-1 or higher, and has a minimum of two years of service as a full-time, salaried fire fighter, with no more than three years interrupted service.
(3) Fire fighter cadet.
(a) The position of fire fighter may be filled by a fire cadet; providing the candidate possesses a California State Fire Fighter 1 Certificate, is currently certified as an E.M.T.-1 or higher, has a minimum of six months as an Alhambra Fire Cadet, or a minimum of one year as a volunteer or paid cadet or auxiliary with a city, county or district within the state of California and is serving as such at the time of his/her employment.
(b) A separate eligibility list shall be established for those candidates that qualify for the position of fire fighter under the lateral entry, pre-service or fire fighter cadet process.
(‘86 Code, § 2.48.100) (Ord. 3898, passed - - ; Am. Ord. 4151, passed - - ; Am. Ord. 4197, passed - - ; Am. Ord. 4268, passed 3-28-94; Am. Ord. 4484, passed 8-7-06; Am. Ord. 4735, passed 5-14-18)
Loading...