pages: CivilServiceBoard/2014-07-02.pdf, 3
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CivilServiceBoard | 2014-07-02 | 3 | City of Alameda Page 3 Civil Service Board Minutes Regular Meeting July 2, 2014 the vehicles, and conducting surveys. It seems like there are a lot of duties for this one individual. Acting Human Resources Director Kovacs stated there are a lot of duties. Right now they have a dedicated maintenance/custodian position. Over time the position has evolved and the work requires proficiency in specialized needs of the Police Department. For instance, troubleshooting the issues with the security systems, sirens on automobiles, and coordination of taking vehicles to the shop, etc. It is anticipated that this would be a promotional opportunity. It is not appropriate to upgrade the position to a Maintenance Worker Il because the specialization and nature of the work is not interchangeable with what would be represented by a Maintenance Worker II in Public Works. The skill set is very different. Vice President Batchelor stated that it seems that Public Works should be able to take care of the building. Acting Human Resources Director Kovacs stated that is correct. But they only have one position in the Police Department. Vice President Batchelor asked if we were creating this position for this individual. Acting Human Resources Director Kovacs stated that there would be a promotional opportunity in the Police Department. Any maintenance workers or employees throughout the City would be able to apply. Member McHugh stated that this was a very interesting mix of skills required to do this job. What happens if something happens to the employee? Then you would have to redefine the job? Then you would have to find someone that knows HVAC, security systems, locks, etc. It is a pretty broad spectrum. Acting Human Resources Director Kovacs stated that this is meeting the needs of the Police Department. It is not unusual that when an employee with long tenure departs a position, that it be reviewed, possibly redefined, and work distributed differently. For instance, in the Fire Department the same person had been doing their payroll for over 25 years and the position had been elevated to the level of an Administrative Tech III specializing in fire payroll. When that person retired, the position was reviewed and downgraded because the Fire Department could not justify having someone new to the work at the higher level. Someone who had background in the Finance Department filled that position as an Administrative Tech II. Maybe someday that person will develop the level of expertise to be at the advanced level. Member Malloy asked if the Human Resources Department talks with the Department Heads and says to them that we do not want to create jobs for one position. And, if you are you holding a budgeted position, is the Department going to fill that lower position? Are the Departments keeping these lower positions in their budgets? Acting Human Resources Director Kovacs stated no, it varies. In this particular case, a Police Maintenance Technician position is being added and a Maintenance Worker I position is being eliminated. A promotional examination will be conducted and the incumbent Maintenance Worker I has the opportunity to apply. You do run the risk of the incumbent employee not making the cut in the exam and they would be subject to layoff. That has happened before. Member Santos stated that the duties #7 and #8 do not seem aligned with duties #1 thru #6. Are those duties in the specification as a catchall or is this incumbent actually doing these things. Acting Human Resources Director Kovacs stated that in this particular bargaining unit, there is a Police Technician, Property and Evidence Technician, and Crime Scene Investigators, and when the Police Department has an incident anybody who is available is expected to participate. They may need to control traffic, control crowds, etc. They need to be able to help in police actions as appropriate, whatever the police action might be. G:\Personnel\CSB\AI Minutes/201 Minutes/2014-07-02 CSB Minutes-Final.doc | CivilServiceBoard/2014-07-02.pdf |