pages: CivilServiceBoard/2012-10-10.pdf, 7
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CivilServiceBoard | 2012-10-10 | 7 | City of Alameda Page 7 Civil Service Board Minutes Regular Meeting of October 10, 2012 Draft Member McHugh asked how we can have an eligible list with seven candidates who are qualified or no longer interested or qualified but do not possess the specific legal expertise the City Attorney needs. Personnel Management Analyst Low stated that an Assistant City Attorney II can have a wide variety of legal responsibilities that are assigned. As an example, Assistant City Attorney II Stephanie Sierra was hired from the list but she is not an expert in every aspect of municipal law. The current vacancy is more of a litigating attorney. There were some litigating attorneys on the list but who have subsequently taken other positions. Other qualified candidates could do this level of work, but were not litigators, and do not meet the needs of the city any longer. The City Attorney has indicated that the current eligible list does not meet the business needs of her office or the city. Therefore, she is recommending to cancel the current Eligible List and go back out to get an attorney that does meet their needs. Vice President Horikoshi asked if they were trying to hire two different Assistant City Attorney Il's with different types of expertise. Personnel Management Analyst Low stated that at the time the recruitment was done Ms. Sierra met those business needs. Human Resource Director Brock-Cohn stated that another vacancy has occurred and so the needs that they have to fill that new vacancy are different than the ones they had for the existing list. Vice President Horikoshi stated that because it was a generalist classification you could have different assignments with different sets of skills but it just so happens that the people who are left on the list do not have those. Human Resources Director Brock-Cohn stated that is correct. Member Batchelor asked if there are two vacancies. Human Resources Director Brock-Cohn stated no there is one vacancy. Personnel Management Analyst Kovacs stated that the recruitment was held and Ms. Sierra was hired and then another attorney left. The second vacancy occurred subsequent to the filling of the first vacancy. Member McHugh asked if we need to do a better job with how we describe these positions, or will this always be a problem, where we go out and recruit and then find out that more expertise is needed and requires more detail in another area. Vice President Horikoshi stated that this is similar to the Park and Golf maintenance worker classification where you may have an opening in the parks but it is a generalist classification. You hire that person and then you need someone in the golf area. Sometimes a park maintenance person can work in golf, but if the answer is no then you have to do another recruitment. Human Resources Director Brock-Cohn stated that if they know multiple people are leaving in a department then Human Resources can do a recruitment that would meet the needs of multiple positions. In this case, Human Resources had no idea that this person was leaving, it was a complete surprise. Member Batchelor asked if this is more of a general position. Litigation issues would have been somewhere in this job description and there were some folks on the candidate list, some are gone, and some are still on the list that we said were qualified. Why are they all of a sudden not qualified? Human Resources Director Brock- Cohn stated that her understanding is that they were qualified for the original position that they applied for, they are not qualified for the new position that they now need to fill. Member McHugh stated that the memo in the packet says that they are qualified but they do not have the skill set needed. Ms. Sierra, Assistant City Attorney II, stated that there are four attorney's in the City Attorney's Office. The four attorneys have to provide services throughout the whole city. Ms. Sierra's expertise is in construction law, human resources, and affordable housing which were needed at the time. Unfortunately, the job classification in general sort of encompasses everything, but the people on the list had strengths in those areas. But the person who left after she was hired was a strong litigator and her background is litigation. The people on the list may have had some litigation background but the people on the list were strong in human resources, construction, etc. Their real strengths were not in litigation. The City Attorney's Office is looking for somebody with specific skills in litigation. G:\Personnel\CSB\All Minutes/201: Minutes/2012-10-10 CSB Minutes-FINAL.doc | CivilServiceBoard/2012-10-10.pdf |