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HomeMy WebLinkAbout07 CLASS. PLAN 09-05-00AGENDA RFPORT NO. 7 09-05-00 TO: FROM: SUBJECT: WILLIAM A. HUSTON, CITY MANAGER ARLENE MARKS, HUMAN RESOURCES MANAGER RESOLUTION 00-63 AMENDING THE CITY'S CLASSIFICATION PLAN RECOMMENDATION: Adopt Resolution No. 00-63 changing the classification title of Human Resources Manager to Human Resources Director, the title of Senior Personnel Analyst to Senior Human Resources Analyst and the title of Personnel Analyst to Human Resources Analyst. Adopt revised classification specifications for the positions titled Human Resources Director, Senior Human Resources Analyst, and Human Resources Analyst. FISCAL IMPACT: None DISCUSSION: The City recently recruited for and hired a new department head position listed in the City's current Classification Plan as Human Resources Manager. Prior to conducting the recruitment for this position, the duties and responsibilities were outlined, however a detailed classification specification was not created. Attached for your review and consideration is a detailed classification specification for this position which is titled as Director of Human Resources. The Director title is recommended to ensure consistency with other similarly situated department head positions. Also attached for your review and consideration are revised classification specifications of the professional support positions (Senior Analyst and Analyst) in the department. Staff is recommending the Council adopt these revised classification specifications and amend the City's Classification Plan to re-title the Human Resources Manager as Director of Human Resources, re-title the Senior Personnel Analyst as Senior Human Resources Analyst and re-title the Personnel Analyst as Human Resources Analyst. Arlene Marks, SPHR Human Resources Manager Attachments U:\Staff Report~mend Class Plan Sept 2000.doc 1 3 4 5 6 7 9 10 11 12 13 14 15 16 17 18 19 2O 21 22 23 24 25 26 27 28 RESOLUTION NO. 00-63 A RESOLUTON OF THE CITY COUNCIL OF THE CITY OF TUSTIN, CALIFORNIA, AMENDING THE CLASSIFICATION PLAN WHEREAS, the City adopted a Classification Plan in 1984 by adopting Resolution No. 84-63; and WHEREAS, the City Council has amended the Classification Plan when appropriate; WHEREAS, it is now desirable to revise and update the Classification Plan; NOW, THEREFORE, the City Council of the City of Tustin, California does hereby resolve that the Classification Plan of the City of Tustin, dated August 20, 1984, is hereby amended to change the classification titles and adopt the position duties, as outlined in the attached classification specifications, as follows: Delete Human Resources Manager Senior Personnel Analyst Personnel Analyst. Add Director of Human Resources Senior Human Resources Analyst Human Resources Analyst Passed and adopted at a regular meeting of the Tustin City Council held on the 5th day of September, 2000. JEFFERY M. THOMAS, MAYOR ATTEST: CITY CLERK S:~City Council Agenda Items\RESOLUTION AMEND CLASS PLAN SEPT 2000.doc CITY OF TUSTIN DIRECTOR OF HUMAN RESOURCES Class specifications are only intended to present a descriptive summary of the range of duties and responsibilities associated with specified positions. Therefore, specifications m~_ not include all duties performed by individuals within a classification. In addition, specifications are intended to outline the minimum qualifications necessary for entry into the class and do not necessarily convey the qualifications of incumbents within the position. DEFINITION: Under administrative direction performs professional human resources work including, but not limited to, planning, directing, organizing and implementing comprehensive City-wide human resource, labor and employee relations management programs and complex analytical tasks in support of a centralized human resources function in the areas of recruitment, selection, employment, classification, compensation, employee and labor relations, equal employment opportunity, affirmative action and diversity, training, workers' compensation and benefits; serves as the City's Chief Spokesperson and lead negotiator for employee and labor relations; serves as a member of the City's executive management team; performs related duties as required. CLASS CHARACTERISTICS: The Director of Human Resources is a department head classification requiring an advanced generalist's knowledge of public personnel management and labor relations. The incumbent performs a variety of high-level administrative and professional duties and directs and supervises staff and activities in the City's Human Resources operations. ESSENTIAL FUNCTIONS: (includes but are not limited to the following) When a position is to be filled the requisite essential functions will be noted in the announcement of position availability. Plans, organizes, directs, supervises, controls and reviews the day-to-day operations of the City's human resources, employee and labor relations programs. Assigns work activities, delegates priorities and works with staff to identify and resolve problems. Supervises and evaluates, directly or through subordinates, departmental staff. Provides leadership and technical expertise for a centralized human resource function in the areas of recruitment, selection, employment, classification, compensation, employee and labor relations, equal employment, affirmative action, diversity, training, workers' compensation, benefits, and other human resource/labor relations areas. Administers regulations, programs and contracts associated with, but not limited to, Fair Labor. Standards Act (FLSA), Family Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), Equal Employment Opportunity (EEO), Affirmative Action (AA), Personnel Rules, Memoranda of Understanding (MOU), Consolidated Omnibus Budget Reconciliation Act (COBRA), Cafeteria benefit plan, deferred compensation, retirement, Workers' Compensation (WC), State Disability Insurance (SDI), Unemployment Insurance (UI), and other associated programs. Researches, analyzes and makes recommendations to City management regarding. City-wide personnel and employee relations policies and practices. Prepares letters, memorandums, and administrative procedures. Serves as chief spokesperson and lead negotiator in meet.and confer sessions with employee organizations; develops negotiating .strategies, costs out proposals, labor packages and labor demands. Arranges and coordinates meetings/hearings related to negotiations, mediation and/or arbitration cases. Meets with employees and employee organizations to discuss and resolve grievances and problems. U:\class specs\Director of Human Resources.doc Director of Human Resources Page 2 of 3 Supervises, reviews and/or analyzes management and employee requests for classification and pay changes, directs or conducts studies and make recommendations. Maintains the City's classification and compensation plan including the position control listing. · Supervises, plans, conducts, and/or coordinates personnel investigations. Responds to regulatory agencies as appropriate. · Supervises, plans and/or conducts recruitment activities for City job classes and develops job-related examinations. · Supervises, plans and/or coordinates training and development programs for City staff. Assists in assessing and addressing training needs by department. In conjunction with the City's Finance department, administers employee benefit plans and programs; collaborates with broker and providers to obtain competitive quotes on employee benefit plans and programs. · Reviews proposed and new legislation and regulations and implements accordingly for compliance. Attends and participates in meetings with citizens, City Council, committees, staff and other public or private agencies; researches and prepares reports related to human resources and labor issues; makes public presentations before a variety of audiences including, but not limited to, the City Council. · Provides leadership to collaborative labor-management workplace teams. · Supervises, organizes and/or conductS annual open enrollment meetings, training in new policies, procedures and/or application of regulations. Maintains a current knowledge of City budget; prepares proposed fiscal year work programs; administers, monitors and controls departmental budget accounts; authorized purchase of equipment, services and supplies; approves time sheets and expense reports. · Provides staff support to the Retirement Review Committee. WORKING CONDITIONS: Position requires prolonged sitting, standing, walking, reaching, twisting, turning, kneeling, bending, squatting, and stooping in the performance of daily activities. The position also requires grasping, repetitive hand movement and fine coordination in preparing statistical reports and data using a computer keyboard. Additionally, the position requires near vision in reading correspondence and statistical data on the computer. Acute hearing is required when providing telephone service and communicating in person. The need to lift, drag and push files, computer reports or other materials weighing up to 10 pounds also is required. QUALIFICATION GUIDELINES: (The fo/lowing are minimal qualifications necessary for entry into the classification) Education and/or Experience Any combination of education and/or experience that has provided the knowledge, skills, and abilities necessary for acceptable job performance. Example combinations include: Graduation with a bachelor's degree from an accredited college or university preferably with a major in human resources, labor relations, business or public administration or a closely related field and at least five years of progressively responsible professional public personnel/human resources management experience, two of which were in a supervisory capacity. A Master's degree in Public Administration is highly desirable. U:\class specs\Director of Human Resources.doc Director of Human Resources Page 3 of 3 KNOWLEDGE/ABILITIES/SKILLS: (The following are a representative sample of the KAS's necessary to perform essential duties of the position) Knowledcle of: Complex principles and practices used in public personnel management including job and position analysis, recruitment and selection, affirmative action, classification, compensation, employee and labor relations, complaint investigations, compensation and employee benefits, performance planning and appraisal, negotiating techniques and costing, modern trends in human resource program development. Principles of organizational and administrative research, analysis and methodology report writing methods and practices, management and organizational analysis and design. State and Federal laws, regulations and standards pertaining to equal employment opportunity, fair labor standards, affirmative action, labor relations, employee benefits, Workers' Compensation, and safety. Ability to: Analyze and make sound recommendations on complex human resource issues; evaluate alternatives and make appropriate, creative recommendations; exercise sound independent judgement and initiative within established guidelines; interpret City rules, policies and procedures and applicable local state and federal legislation; exercise tact and diplomacy in dealing with sensitive and complex personnel issues and employee situations. Manage a major function within the City. Communicate effectively orally and in writing; plan, organize, and carry out studies and analysis; prepare clear, complete, and technically accurate reports correspondence, analytical studies and other written materials using standard office and computer equipment; analyze data, develop recommendations based on findings, and reach sound and defensible conclusions; collect data; work effectively with various governmental agencies, private firms, 'and the general public; analyze situations and take effective action; speak before groups, organizations, regulatory bodies and professional meetings, respond constructively to conflict and develop effective resolutions. Skill to: Operate an office computer and a variety of word processing, data management and other software applications. SPECIAL REQUIREMENTS: Possession of or ability to obtain a Class C California driver's license and a satisfactory driving record. FLSA: Exempt Form 700 Required Department Head - UnrepreSented Adopted: U:\class specs~)irector of Human Resources.doc CITY OF TUSTIN HUMAN RESOURCES ANALYST SENIOR HUMAN RESOURCES ANALYST Class specifications are only intended to present a descriptive summary of the range of duties and responsibilities associated with specified positions. Therefore, specifications may not include all duties performed by individuals within a classification. In addition, specifications are intended to outline the minimum qualifications necessary for entry into the class and do not necessarily convey the qualifications of incumbents within the position. DEFINITION: Under general supervision (Analyst) or direction (Senior Analyst) participates in a variety of difficult and complex professional and analytical assignments in support of.a comprehensive City-wide human resource, labor and employee relations program including, but not limited to, performing complex analytical tasks for studies and surveys in the areas of recruitment, selection, employment, classification, compensation, employee and labor relations, equal employment opportunity, affirmative action and diversity, training, workers' compensation and benefits; performs related duties as required. CLASS CHARACTERISTICS: The Senior Human Resources Analyst is a journey level classification requiring significant knowledge of public personnel management and employee and labor relations. The Senior Human Resource Analyst works independently on assignments with limited direction; assignments may result in compilation of data for a report and/or recommendations for action by management. The Senior Human Resources Analyst is distinguished from the Human Resources Analyst by the Senior Human Resources Analyst responsibility for the supervision of staff and/or the coordination of projects, programs and/or workloads of other staff. The Human Resources Analyst receives more direction on projects and assignments tend to be more routine and limited in scope. ESSENTIAL FUNCTIONS: (includes but are not limited to the following) These functions may not be present in all positions in multiple position classes. When a position is to be filled, the requisite essential functions will be noted in the announcement of position availability. Provides technical expertise and assistance for a centralized human resource function in the areas of recruitment, selection, employment, classification, compensation, employee and labor relations, equal employment, affirmative action, diversity, training, workers' compensation, benefits, and other human resource/labor relations functions. Assists in the administration of regulations, programs and contracts associated with, but not limited to, Fair Labor Standards Act (FLSA), Family Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), Equal Employment Opportunity (EEO), Affirmative Action (AA), Civil Service Rules (CSR), Memoranda of Understanding (MOU), Consolidated Omnibus Budget Reconciliation Act (COBRA), Cafeteria benefit plan, deferred compensation, retirement, Workers' Compensation (WC), State Disability Insurance (SDI), Unemployment Insurance (UI), and other associated programs. · Researches, analyzes and makes recommendations regarding personnel policies and practices. · Assists in negotiations with employee organizations acting as a resource to lead negotiator. Provides data to lead negotiator and assists in developing negotiating strategies. · Meets with employees and employee organizations to discuss and resolve grievances and problems as required or assigned. · Reviews and analyzes management and employee requests for classification and pay changes, conducts studies, classification analysis, and make recommendations. U:\class specs\Senior HR & HR Analyst.doc Human Resources Analyst/Senior Human Resources Analyst Page 2 of 3 Plans, coordinates, and conducts recruitment activities for City job classes and develops job-related examinations. Prepares advertising, determines media placement, schedules and administers testing programs. · Plans and coordinates training and development programs for City staff. · Assists in the administration of employee benefit plans and programs;, collaborates and liaisons with broker and providers. · Reviews proposed and new legislation and regulations and makes recommendations for compliance. · Makes public presentations before a variety of audiences including, but not limited to, the City Council. · Attends meetings, provides testimony, prepares reports related to human resources and labor issues. · Arranges and coordinates meetings/hearings related to negotiations, mediation and/or arbitration cases. · Organizes annual open enrollment meetings, training in new policies, procedures and/or application of regulations. WORKING CONDITIONS: Position requires prolonged sitting, standing, walking, reaching, twisting, turning, kneeling, bending, squatting, and stooping in the performance of daily activities. The position also requires grasping, repetitive hand movement and fine coordination in preparing statistical reports and data using a computer keyboard. Additionally, the position requires near vision in reading correspondence, statistical data on the computer. Acute hearing is required when providing telephone service and communicating in person. The need to lift, drag and push files, computer reports or other materials weighing up to 10 pounds also is required. QUALIFICATION GUIDELINES: (The following are minimal qualifications necessary for entry into the classification) Education and/or Experience Any combination of education and/or experience that has provided the knowledge, skills, and abilities necessary for acceptable job performance. Example combinations include: Graduation with a bachelor's degree from an accredited college or university preferably with a major in human resources, labor relations, business or public administration or a closely related field and at least two years of progressively responsible professional public personnel/human resources experience for the Senior level or one year of experience in Human Resources as a Technician or Aide for the Analyst level. KNOWLEDGEIABILITIESlSKILLS: (The following are a representative sample of the KAS's necessary to perform essential duties of the position) Knowledge of: Complex principles and practices used in public personnel management including job and position analysis, recruitment and selection, affirmative action, classification, compensation, employee and labor relations, complaint investigations, compensation and employee benefits, performance planning and appraisal, negotiating techniques and costing, modern trends in human resource program development. U:\class specs\Senior HR & HR Analyst.doc Human Resources Analyst/Senior Human Resources Analyst Page 3 of 3 Principles of organizational and administrative research, analysis and methodology report writing methods and practices, management and organizational analysis and design. State and Federal laws, regulations and standards pertaining to equal employment opportunity, fair labor standards, affirmative action, labor relations, employee benefits, Workers' Compensation, and safety. Ability to: Analyze and make sound recommendations on complex human resource issues; evaluate alternatives and make appropriate, creative recommendations; exercise sound judgment and initiative within established guidelines; interpret City rules, policies and procedures and applicable local state and federal legislation; exercise tact and diplomacy in dealing with sensitive and complex personnel issues and employee situations. Communicate effectively orally and in writing; plan, organize, and carry out studies and analysis; prepare clear, complete, and technically accurate reports correspondence, analytical studies and other written materials using standard office and computer equipment; analyze data, develop recommendations based on findings, and reach sound and defensible conclusions; collect data; work effectively with various governmental agencies, private firms, and the general public; analyze situations and take effective action; speak before groups, organizations, regulatory bodies and professional meetings, respond constructively to conflict and develop effective resolutions. Skill to: Operate an office computer and a variety of word processing, data management and other software applications. SPECIAL REQUIREMENTS: Possession of or ability to obtain a Class C California driver's license and a satisfactory driving record. FLSA: Senior Analyst - Exempt Form 700 Required Management- Unrepresented Analyst- Non Exempt Confidential- Unrepresented Adopted: U:\class specs\Senior HR & HR Analyst.doc