2003 AGN FEB 18 I13 - Laserfiche WebLink

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Item #13 CITY OF COLTON AGENDA REPORT FOR CITY COUNCIL MEETING OF FEBRUARY 18, 2003 TO: Honorable Mayor And Council Members FROM: Al Holliman, Assistant City Manager4 k— SUBJECT: Proposed Changes to Human Resource's Policies DATE: February 11, 2003 BACKGROUND Given the State of California's financial crisis and its impact on local government, combined with inordinately large PERS rate increases due to their investment losses, the City of Colton faces substantial fiscal challenges over the next few years. As a result, it is incumbent upon the City to reexamine the way it does business in a number of functions. This includes a thorough analysis of Human Resource (Personnel) policies and practices. DISCUSSION/ ANALYSIS For several years the City has followed the practice of requiring at least three qualified internal (currently employed by the City) applicants for position openings in order to fill the vacancy. If three qualified internal applications are not received, then the recruitment is opened to the general public. Because of impending budget cuts, staffing reductions, and inevitable reorganization and process changes, the City must gain increased flexibility in its practices of filling job vacancies in order to minimize and possibly prevent layoffs of staff. It is recommended that the policy of requiring at least three qualified internal applicants for job vacancies be eliminated. Alternatively, only one qualified internal applicant will be required. Furthermore, subject to bargaining unit concurrence and no grievances filed, it is recommended that the City Manager be given the authority to unilaterally transfer qualified employees from one position to another position within the City. For example, if Department A has to cut a position but the affected employee occupying the position is qualified for another job in the City that is vacant, the City Manager could authorize a transfer for that employee — subject to union concurrence with no grievances filed. If the union objects or another employee grieves the transfer, then an internal recruitment (subject to the revised "one qualified applicant rule") must take place. The City should also recognize a policy regarding permanent part-time employees. Typically, the City has discouraged part-time permanent employment status with full or partial benefits. There is no formal written policy which substantiates this practice nor is there any policy or law which prohibits permanent part- time employment. Recently, to save money with no perceived loss of productivity, City management has allowed two different positions to work 32 and 30 hours per week, respectively, with prorated benefits. In these instances the City has saved 20% and 25% respectively in salary and benefit costs. It is proposed that the City Council formally sanction permanent part-time employee status, subject to the following criteria: 1. Minimum hours worked = 24 with authorized workweeks in 4 hour increments from there (permanent part-time work weeks will be 24, 28, 32, or 36 hours).