pages: CivilServiceBoard/2014-07-02.pdf, 6
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CivilServiceBoard | 2014-07-02 | 6 | City of Alameda Page 6 Civil Service Board Minutes Regular Meeting July 2, 2014 great effort was made to put it in a general classification. It was determined that work of the Police Department maintenance position did not belong in that association or in the same job classification with the other position. They also looked at the use of the Maintenance Worker II classification. Like many other areas, maintenance entry-level positions could be interchangeable. But a Maintenance Worker Il in Public Works could not come to the Police Department and do the same work as the proposed Police Maintenance Technician. Likewise, an incumbent Police Maintenance Technician would not be expected to go to Public Works Maintenance and do the work of a Maintenance Worker II position. We are looking at a scope of work that is just too different. Member McHugh stated that if the duties were parsed by skill set, you would not have a full-time position. Acting Human Resources Director Kovacs agreed there would not be a full-time position. Member McHugh asked if it would justify two part-time people. Acting Human Resources Director Kovacs stated then you would be talking about a substantial change to the organizational structure. You would be eliminating a full-time position and replacing it with two part-time positions, initiating a layoff and meet and confer with impacted associations. Also, you would be replacing a full-time employee with two part-time employees, which is prohibited in the MOUs. Member Malloy asked for the salary range for the Police Maintenance Technician and the Police Technician. Acting Human Resources Director Kovacs stated the Police Maintenance Technician will be equivalent to the Maintenance Worker II. She will have to get back to Member Malloy for the range of the Police Technician. Member Malloy stated that if she had the salary range for the positions it would help her with the perception of the educational requirements and employment standards and why you would get many applicants for one job and not the other job. Seeing the salary ranges would help her determine if the City is doing a disservice by creating specs that reflect what we are not looking for. Acting Human Resources Director Kovacs stated that for the Police Technician we could be looking for someone who is experienced in social services or a medical environment where complex information is dealt with. Vice President Batchelor stated that you are still dealing with only a high school education for either one of these positions. He would think that should be higher education and a little higher than two years of work experience in both of the specifications. Member Santos stated that maybe one solution is to simply flush out the description on the experience to reflect the more specific skill set. You need to be careful to be accurate. You want it to be fairly accurate for purposes of defending against any sort of litigation. Acting Human Resources Director Kovacs stated that the approach is to allow the analyst the flexibility depending on what the labor market is at the time of the recruitment so that the specifications are living breathing documents and not stagnant and rigid. In a tight labor market, it can be difficult to get the candidates we need if the specification is too tight and this is why all specifications also say "any combination to education experience likely to provide the required knowledge and abilities. A typical way to obtain the knowledge and abilities would be " When you have a market where you are receiving only four applications, if two applications have experience that is directly related, they progress in the examination process. If a correlation can be made that the other two have applicable knowledge and experience, the analyst can determine that there is a relevant skill set and that the candidate/s should be invited to interview to present themselves with their credentials and background, and a determination made if the candidate could actually perform and execute the duties successfully. G:\Personnel\CSB\Al Minutes/201 Minutes/2014-07-02 CSB Minutes-Final.doc | CivilServiceBoard/2014-07-02.pdf |