(a) Appointment. The Director shall be a full-time employee appointed by and be answerable to the Mayor, subject to confirmation by a majority vote of the City Council.
(b) Qualifications. The Director shall have at least five (5) years of human resource management experience and shall hold a minimum of a bachelor's degree in human resources, business administration, or public administration.
(c) Duties. The Director shall have the following responsibilities which may from time to time be added to or diminished by City Council:
(1) Personnel. The Director shall recommend, evaluate, and participate in staff development for the City. The Director shall coordinate recruitment efforts with Department Heads, accept resumes and applications, and assist with the interview process. The Director shall develop a master employment application form which shall be used in all departments containing vital information necessary to administer the personnel records of the City. The Director shall be responsible for creating and ensure the completion of an Annual Review Process to evaluate the job performance of each permanent non-bargaining employee of the City. The Director shall also maintain a file of such records, which file shall include for each employee, evaluations, rewards, disciplinary actions, commendations and any other correspondence or pertinent information that may from time to time come to the attention of the Director with respect to any specific employee.
The Director shall assist department heads in carrying out their responsibilities regarding personnel matters. The Director shall establish a uniform system of maintaining accurate records for all employees dealing with the use and accumulation of all leave types available to employees.
The Director shall be responsible for the administration and coordination of all employee benefits for all departments within the City. The Director shall be the City's Privacy Officer per Health Insurance Portability & Accountability Act (HIPAA) regulations.
The Director shall be responsible for maintaining all records for the processing of claims for Workers' Compensation and unemployment compensation. The Director shall, when it is appropriate, appear before the State agencies responsible for Workers' Compensation and unemployment compensation, representing the City's interest relative to claims made for unemployment and Workers' Compensation.
(2) Equal Employment Opportunity. The Director shall be responsible for maintaining any and all records with respect to the compliance by all departments regarding both employment and contracts with the City with equal employment opportunity requirements of both the State and Federal Government.
(3) Insurance. The Director shall maintain in his or her office the master copy of hospitalization and life insurance policies maintained by the City, , as well as other employee benefit plans or coverage which may from time to time be obtained by the City.
(4) Risk Management. The Director shall be responsible for administering and overseeing risk management programs, policies, and functions. The Director shall periodically review and make recommendations to the Mayor and City Council for improvement of City policies, procedures, and practices on personnel matters. The Director shall communicate changes in City personnel policies and procedures to department heads, and periodically, as appropriate, further communicate with said department and division heads to monitor compliance with said personnel policies and procedures.
(5) Public Meetings. The Director shall attend all regular and special meetings of the Civil Service Commission and to be a resource to the Commission on all matters before it. Attend the meetings of other City boards, commissions, committees and Council upon direction by the Mayor.
(6) Annual Report on Staffing. On the date of submission of the annual budget estimate, or within fourteen (14) days thereafter, the Director shall submit a written report of anticipated staffing to City Council for the forthcoming calendar year, covering all City staffing of full-time, seasonal, temporary, and part-time (less than 1040 hours annually) employees. The report shall contain:
A. The anticipated staffing by classification/position for the year in which the report is produced,
B. The actual number of employees in each listed classification/position as of the date of the report and shown in the City Organizational Charts adopted by City Council,
C. An indication of each classification/position on the report that was never filled during the previous year from which the report is produced.
D. The anticipated staffing by classification/position for the forthcoming calendar year, and
E. The average merit increases awarded to non-bargaining employees under Chapter 115 for the current year, including the number of employees who received above the average, the average, or below average, and
F. The amount included in the annual budget submitted to Council for approval for merit increases for non-bargaining employees.
The report of anticipated staffing will be advisory only, except that the anticipated number of employees in any classification/position will not be exceeded, and new positions will not be created, without first providing a revised report that clearly indicates the staffing adjustments to City Council for approval. The annual report on staffing and any revisions will be placed on file with the Clerk of Council. In the event of an absence or vacancy of a Director of Human Resources, the annual report on staffing shall be provided by the Mayor.
(Ord. 2023-115. Passed 7-13-23.)