pages: CivilServiceBoard/2016-07-06.pdf, 7
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CivilServiceBoard | 2016-07-06 | 7 | City of Alameda Page 7 Civil Service Board Minutes Regular Meeting July 6, 2016 6. ORAL COMMUNICATIONS, NON-AGENDA (PUBLIC COMMENTS) (Any person may address the Civil Service Board in regard to any matter over which the Civil Service Board has jurisdiction or of which it may take cognizance that is not on the agenda). 7. CIVIL SERVICE BOARD COMMUNICATIONS (COMMUNICATIONS FROM BOARD) HR Director Bronstein wanted to get the Civil Service Board's thoughts on block budgeting or flexible staffing. She went on to describe how currently if someone is brought in at a lower level position, even though the position is budgeted at a higher level, in order to move an employee to level two or three, a recruitment needs to be conducted. She described how in a merit system, if the position is funded at a higher level but hire at the lower level, once the employee meets all necessary requirements, he/she may be able to automatically move up granted the amount of employees at the entry level position does not greatly outnumber the amount of positions available at the higher level in which case you would open a recruitment. President Batchelor replied that as long as the position is being budgeted at the higher level, he doesn't see a problem. Member Malloy commented that she is fine with the concept of flexible staffing but would require some formal objective analysis that the person is ready as supposed to what she calls, pure flexing, where after a period of time a supervisor automatically grants a promotion. She further explains that the employee must clearly demonstrate their ability through perhaps a panel or examination verses just a performance evaluation from a supervisor. HR Director Bronstein mentioned that she would like to come back with the job descriptions with competencies and language for certain classifications for the October 5, 2016 CSB meeting for the Board's thoughts. She goes on to say that there may be recruitments in the future where using demonstrated measurement will bring more value verses opening a recruitment and doing interviews for certain classifications. HR Director Bronstein wanted to further discuss limited certification and how currently if there is a documented need for a certain certification for an employee, it will allow the department to move down the certified eligible list until you reach that candidate. Member Nolan asked what is the certification rule for eligible lists. HR Director Bronstein answered that per the Civil Service Rule, ten (10) names are certified for entry level positions and other levels are five (5) names. She explained the department can interview the top five (5) or move down the list if those candidates do not meet their needs. Member Malloy recommended having multiple eligible lists as oppose to one eligible list to capture specific needs, specialists, or special certifications. HR Director Bronstein acknowledged that perhaps a system can be set up for a process of selective certification and have Human Resources monitor that process. Member Brandt mentioned having problems opening the links to the Civil Service Board | CivilServiceBoard/2016-07-06.pdf |