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a. Definitions. For purposes of this section, the term “justice-involved individual” means an individual who has been arrested, prosecuted, or incarcerated.
b. The commissioner, in collaboration with the commissioner of correction, shall make available information regarding the city’s administration of civil service examinations to individuals incarcerated for a period of 10 days or longer in any city correctional facility. Such information shall include basic or introductory civil service information sessions; information regarding the examination process, including how to apply for an examination; and any existing schedule of civil service examinations. The department shall conduct presentations with information regarding civil service examinations and the appointment process to such individuals quarterly.
c. The department may offer to waive the fee for a civil service examination for any individual who sits for such examination while incarcerated in a city correctional facility and for any individual who applies for such examination during the 12-month period after being released from the custody of the department of correction.
d. The department shall coordinate with the office of criminal justice and city-contracted programs that serve justice-involved individuals to conduct presentations and make written materials available for individuals enrolled in such services. Such presentations and materials shall contain information regarding civil service examinations and the civil service appointment process.
e. No later than January 31, 2025, and annually thereafter, the commissioner, in collaboration with the commissioner of correction and the coordinator of criminal justice, shall submit to the mayor and the speaker of the council and shall post conspicuously on the department’s website an annual report regarding any civil service examinations administered pursuant to subdivision a of section 9-164 and related programming administered pursuant to this section. Each such report shall include the following information for the previous fiscal year, when applicable and not otherwise prohibited by law:
1. The number of individuals who sat for a civil service examination while incarcerated in a city correctional facility, disaggregated by the corresponding civil service title;
2. The number of individuals who sat for a civil service examination within 12 months of release from the custody of the department of correction, disaggregated by the corresponding civil service title;
3. The number of individuals who participated in a civil service examination information session while incarcerated in a city correctional facility;
4. The number of individuals enrolled in a city-contracted program that serves justice-involved individuals who sat for a civil service examination, disaggregated by the corresponding civil service title; and
5. The number of individuals enrolled in a city-contracted program that serves justice-involved individuals who attended a civil service examination information session.
(L.L. 2023/113, 8/13/2023, eff. 8/13/2023)
Editor's note: For related unconsolidated provisions, see Appendix A at L.L. 2023/113.
a. Definitions. For purposes of this section, the following terms have the following meanings:
Commissioner. The term “commissioner” means the commissioner of citywide administrative services.
Department. The term “department” means the department of citywide administrative services.
Resigning employee. The term “resigning employee” means an employee who has provided notice of resignation from city civil service, but does not include a retiring employee.
Retiring employee. The term “retiring employee” means an employee who has provided notice of retirement from city civil service.
b. No later than January 1, 2024, each agency shall provide to the department copies of any exit surveys or policies that such agency administers in relation to resigning or retiring employees.
c. Upon consideration of any exit surveys or policies received from agencies pursuant to subdivision b of this section, the commissioner shall create a comprehensive exit survey and interview protocol for resigning employees and retiring employees. Such survey and interview protocol shall include, but not be limited to, questions designed to elicit the information required pursuant to subdivision f of this section, including details regarding the quality of the employee’s experience during their employment in city civil service and the employee’s reasons for resigning or retiring from city civil service.
d. 1. Agencies shall offer electronic exit surveys created pursuant to subdivision c of this section to all resigning employees and retiring employees, to be completed on a voluntary basis.
2. Agencies shall make best efforts to offer to conduct exit interviews pursuant to the protocol required by subdivision c to as many resigning employees and retiring employees as practicable throughout the reporting period, and in accordance with the following:
(a) Each agency with 100,000 employees or more shall offer an exit interview to no fewer than 20 percent of such employees;
(b) Each agency with no fewer than 50,000 employees and no more than 99,999 employees shall offer an exit interview to no fewer than 40 percent of such employees; and
(c) Each agency with fewer than 50,000 employees shall offer an exit interview to all such employees.
3. Exit surveys and interviews shall be offered to resigning employees or retiring employees no later than 1 week before the last day of employment of such resigning employee or retiring employee and, if such employee elects to participate in such survey or interview, shall be conducted on or before such employee’s last day of employment.
e. No later than September 15, 2024, and on or before September 15 annually thereafter, each agency shall provide to the department and the equal employment practices commission data from the exit surveys and interviews administered pursuant to subdivision d of this section in a form and manner to be determined by the commissioner.
f. No later than March 30, 2025, and by March 30 annually thereafter, the department shall submit to the equal employment practices commission and to the speaker of the council: (i) a copy of the comprehensive exit survey and interview protocol required by subdivision c of this section and (ii) a report regarding responses from exit surveys and interviews administered during the reporting period pursuant to this section. Such report shall include, but need not be limited to:
1. The following information on resigning employees and retiring employees for the prior calendar year, disaggregated by agency, civil service title, business title, title classification, managerial status, as applicable, and status as resigning employee or retiring employee:
(a) The number of such employees;
(b) The number of such employees who were offered to complete an exit survey;
(c) The number of such employees who were offered an exit interview;
(d) The number of such employees who completed an exit survey; and
(e) The number of such employees who completed an exit interview.
2. A summary and analysis of information obtained from exit surveys and interviews administered to resigning employees and retiring employees in the prior calendar year. Such summary and analysis shall make best efforts to address the reasons for resignation or retirement given by surveyed and interviewed employees, which may include, but are not limited to: career change; decision to pursue further education; remote work policies; leave policies; caregiving responsibilities; wages and other compensation; conflict with colleagues; conflict with management; perceived unsafe working conditions; concerns about possible harassment or discrimination; workload; loss of city residency; and commute time.
(L.L. 2023/130, 10/15/2023, eff. 10/15/2023)
a. Definitions. For purposes of this section, the following terms have the following meanings:
Collateral line employee. The term “collateral line employee” means an employee holding a lower grade competitive class title in a related or collateral line of promotion of a vacant position in a competitive class title, as determined by the commissioner.
Commissioner. The term “commissioner” means the commissioner of citywide administrative services.
Comparable position employee. The term “comparable position employee” means an employee holding a competitive class title that is comparable to a title held by a direct line employee or collateral line employee, as determined by the commissioner.
Department. The term “department” means the department of citywide administrative services.
Direct line employee. The term “direct line employee” means an employee holding a lower grade competitive class title in direct line of promotion of a vacant position in a competitive class title, as determined by the commissioner.
b. The commissioner shall post conspicuously on the department’s webpage dedicated to the city civil service and submit to the mayor and the speaker of the council a report that contains information in relation to the department’s administration of promotion examinations pursuant to sections 51 and 52 of the civil service law. Each such report shall be posted no later than January 31, 2026, and January 31 of each even-numbered year thereafter, and shall contain the information required by this section for the previous 2-year period.
c. For each vacancy in a competitive class title that may be filled by promotion and that the city attempts to fill, the following information shall be reported, as far as practicable, pursuant to this section:
1. The titles held by:
(a) Direct line employees;
(b) Collateral line employees; and
(c) Comparable position employees;
2. The gender and racial or ethnic demographics of such:
(a) Direct line employees;
(b) Collateral line employees: and
(c) Comparable position employees;
3. The determination required by subdivision 1 of section 52 of the civil service law that:
(a) It was practicable to fill such vacancy from among direct line employees; or
(b) It was impracticable or against the public interest to limit eligibility for promotion to such vacancy to direct line employees;
4. For each such determination and where applicable, the factors considered upon making such determination including, but not limited to:
(a) Whether or not expanding eligibility for promotion to collateral line employees or comparable position employees would promote greater diversity in the career advancement of employees, and if not, why not; and
(b) Whether or not the prescription of minimum training and experience qualifications for eligibility for promotion would promote greater diversity in the career advancement of employees, and the minimum training and experience qualifications considered for prescription, and if not, why not;
5. For each such vacancy filled by open competitive examination pursuant to section 51 of the civil service law:
(a) The appointing officer who submitted a written request to the commissioner to conduct an open competitive examination for filling such vacancy instead of a promotion examination, and the stated reasons for such request;
(b) Whether or not any employee submitted a written request to the commissioner for a promotion examination rather than an open competitive examination, and the reasons why such employee believes it to be practicable and in the public interest to fill such vacancy by promotion examination; and
(c) The factors upon which the commissioner’s determination to conduct an open competitive examination instead of a promotion examination was based.
(L.L. 2024/077, 7/6/2024, eff. 7/6/2024)
a. Definitions. As used in this section, the following terms have the following meanings:
Commissioner. The term “commissioner” means the commissioner of citywide administrative services.
Department. The term “department” means the department of citywide administrative services.
Workplace culture. The term “workplace culture” means an agency’s workplace environment and atmosphere as perceived by its employees, including but not limited to, shared values and beliefs, employee attitudes, relationships between colleagues, relationships between managers or supervisors and subordinates, job duties, perceptions of equitable pay, and working conditions.
b. No later than July 1, 2025, the commissioner shall create a workplace culture survey to be administered online, the responses to which shall be confidential. Such survey shall be designed to elicit information related to workplace culture. Survey instructions shall emphasize that employee responses will remain confidential, not be shared with managers or supervisors for any purpose, including, but not limited to, performance evaluation or employee discipline, and be used only by the department to report a summary analysis without including any information identifying any employee. Such survey shall include, but need not be limited to, questions designed to elicit:
1. The employee’s views on their agency’s workplace culture;
2. The employee’s views on their agency’s management practices;
3. Whether the employee has considered pursuing a managerial or supervisory role within their agency;
4. The employee’s perceived barriers to promotion, if any;
5. The employee’s views on diversity and equity within their agency;
6. Any workplace culture or equity-related concerns that may cause the employee to consider departing from their position or agency; and
7. The employee’s views on any improvements that could be made to the agency workplace culture.
c. No later than September 1, 2025, and September 1 of each odd-numbered year thereafter, the department shall coordinate with agencies to distribute a link to the survey required by subdivision b of this section to all employees, to be completed on a voluntary basis.
d. No later than January 1, 2026, and January 1 of each even-numbered year thereafter, the commissioner shall submit to the mayor, the speaker of the council, the head of each agency, and the equal employment practices commission a report summarizing, at a minimum, the information received from the surveys administered pursuant to subdivision c of this section, disaggregated by agency. Such report shall not contain any information identifying any employee.
(L.L. 2024/076, 7/6/2024, eff. 7/6/2024)