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HomeMy WebLinkAbout07/21/1983 CIVIL SERVICE COMMISSION July 21, 1983 4:00 p.m. City Hall Council Chambers Members present: Eibey, Fergurson and Giesen Absent: Braun Others Present: Roger Mogle, Jim Rodemeyer, Dave Tyler, Police Chief Huck, Mike Quinn, Karlton Dyke, Ron Johnson, and others. The agenda, as proposed, was approved. The minutes of June 22, 1983 were reviewed and approved, as amended. Amendment: page 3, paragraph 2, should read: Moved by Eibey, seconded by Giesen. (not Getty) City employees excepted from Civil Service coverage was discussed. City Attorney Tyler and Assistant Personnel Director Rodemeyer reported that they had met with the various bargaining groups in order to arrive at a concensus on coverage of each job classification. Failure of mutual agreement would have resulted in a hearing before the Civil Service Commission on each contested job classification. The following staff recommendations were presented: Library - All Library employees are exempted per statutory requirements stating that they are controlled solely by the Library Board of Directors. All funds, including salaries, are within their jurisdiction. It was moved by Eibey, seconded by Geisen to except Library employees from Civil Service coverage. Motion carried. Laborers Sewer Department - The staff recommended inclusion as job duties require skilled laborers. Street Department - The staff recommended inclusion for those employees possessing a special skill (i .e. roto mill operator) . Giesen expressed concern that written job descriptions had not been prepared. He felt that without them the Commission was making a judgement call on whether a job classification required special skills, rather than based on fact. It was moved by Eibey, seconded by Giesen to approve the staff recommendation as stated above. Motion carried. Airport Maintenance - The staff recommended the exception of janitorial airport maintenance personnel . It was moved by Eibey, seconded by Geisen to approve the recommendation, as stated above. Motion carried. Electrician Helper - The staff recommended that the Electrician Helper not be excepted from Civil Service coverage. It was moved by Eibey, seconded by Giesen to approve the recommendation, as stated above. Motion carried. Page Two Civil Service Several job classifications including refuse collectors in the Sanitation Department and laborers at the Recreation Center are still being discussed. Under new business, the correction of the reserve list for Fire Lieutenants was explained. The composite test score for Harold Whitsell had not been correctly computed, as the evaluation scores of Darrell L. Whitesell had been inadvertantly used. The correct score resulted in his placement in the 14th position and the removal of the person in the No. 20th position. It was moved by Eibey, seconded by Giesen to reconsider the Certification of the Fire Lieutenant Reserve List. Motion carried. It was moved by Giesen, seconded by Eibey, we, the members of the Civil Service Commission, certify the following list of applicants, who are eligible and ranked in order based upon the examination process as set forth by the Civil Service Commission for appointment to the rank of Lieutenant in the Fire Department for the City of Waterloo, Iowa. Appointment to the position of Fire Equipment Operator in the Waterloo Fire Department shall be made from this list for the next two years (July 21, 1983 thru July 20, 1985). FIRST LIST Gary R. Carter Larry L. West Thomas G. Westemeier Randy W. Petersen James Schneider Stephen Grimm Danny G. Michael Robert L. Boeck Rick A. Dengler John M. Nelson The second list shall be held in reserve and must be certified within the 1st year of the two year period in order to be utilized. RESERVE LIST David D. Joens Virgil D. Powell Melvin E. Brenner Harold Whitsell Richard L. Phillips John D. Hersey Roger L. Batchelder Ned R. DeBerg Michael S. Pierce James R. Boleyn /s/ Jim Giesen /s/ Don Eibey Kathy Braun Motion carried. The request of Rickie French for review his veteran status on the Police Recruit Reserve List was reviewed. Mr. Rodemeyer reported that he did not indicate his status as a veteran on his application. The form known as a "DD214" denotes veterans status, although Mr. French has been unable to prove veteran status due to the destruction of his official records. The staff recommendation was to allow Mr. French to assume the proper Veteran status on the reserve list at such time as he is able to prove his veteran status. It was moved by Eibey, seconded by Giesen to approve this recommendation, as stated. Motion carried. Page Three Civil Service The Certification of the Police Recruit Reserve List was reveiwed. Mr. Rodemeyer indicated that the first list had been exhausted by virtue of City employment, voluntary withdrawal , or disqualification. It was moved by Eibey, seconded by Geisen that the Police Recruit Reserve List be activated. Motion carried. The Certification of the Civilian Dispatcher Reserve List was reviewed. The first list has been exhausted by virtue of City employment, voluntary withdrawal , or disqualification. Those who had been disqualified because of background investigation were adivsed of their status. They do not have appeal through Civil Service; however, Patricia Goodwin requested the commission 's review of her case. Factors of disqualification are reviewed only by the Police Department, due to the confidentiality of the information. Since the discussion of Ms. Goodwin's position on the reserve list was germane to the reserve list, it was moved by Eibey, seconded by Giesen to activate the reserve list. Prior to a vote on this motion, the following discussion was heard. Ms. Goodwin reported that she suffered from migraine headaches and had several allergies. Discussion was heard as how this may affect her job performance. She asked to be given the opportunity to perform. Should her health problems inhibit her job performance, she would expect to be dismissed within her 120 day probationary period. A vote was taken on the motion stated above. Ayes: Two. Absent: Braun. Motion carried. It was moved by Eibey, seconded by Getty We, the members of the Civil Service Commission, certify the following applicants eligible based upon the examination process as set forth by the Civil Service Commission for appointment to the position of Park Superintendent for the City of Waterloo. FIRST LIST Richard V. Carlson Timothy S. Bertschi Michael J. Salmon David B. Sears James C. Oberle /s/ Jim Giesen /s/ Don Eibey Kathy Braun Motion carried. Mr. Rodemeyer reported that applications were being received for the positions of Operator Trainee and Clerk/Receptionist. Written tests will be scheduled. Discussion was heard on the proposed statewide testing service by the Iowa State Law Enforcement Academy for Police Recruits. Police Chief Huck expressed his opposition to this method of testing as it takes away all local control in the recruit process. Relinquishing of local control in testing of Police Officers would require changes in the state Code. The position of Personnel Analyst was discussed. A job description and notice of Civil Service Examination for the position were presented by Mr. Rodemeyer. The employee would be under the supervision of the Personnel Director, B.J. Fergurson expressed her approval for creation of this position. It was moved by Eibey, seconded by Giesen to approve the following job description: See Attachment "A" Page Four Civil Service Motion carried. It was moved by Eibey, seconded by Geisen to approve the following Civil Service Examination notice for Personnel Analyst: see attachment "B" Motion carried. It was moved by Eibey, seconded by Geisen to recommend to the City Council to fund this position. Ayes: Eibey. Absent: Braun. Abstention: Giesen. Motion carried. The next Commission meeting will be August 18, 1983. With no further business before the Commission, the meeting was adjourned. Michelle Temeyer Deputy Clerk/Auditor EXHIBIT "A" PERSONNEL ANALYST • GENERAL STATEMENT OF DUTIES: Assists the Clerk of the Civil Service Commission and th`e`Personnel Department in the administration of a comprehensive ivil Service System; does related work as required. DISTINGUISHING FEATURES OF THE CLASS: Professional level work involvin responsibility, at the staff lever,for research, development and g implementation of Civil Service policies and examination procedures. Although general direction and specific assignments are received from the Personnel Department and the Clerk of the Civil Service Commission, an employee in this classification exercises considerable independent judgement in the formulation of recommendations. EXAMPLES OF WORK (ILLUSTRATIVE ONLY) : Assists in the development, implementation and coordination oT Civil Service examination procedures. Reviews on a -continuing basis Personnel Policies, collective bargaining agreements and other City documents and policies for compliance with Civil Service Law, Rules and Regulations. Examines job descriptions, employment practices and testing procedures and recommends revisions. Prepares reports, statistical data, guidelines and other correspondence for the Civil Service Commission. Compiles and maintains a comprehensive recor keeping system on Civil Service employees and testing procedures. Attends Civil Service Commission meetings, City Council Meetings and other meetings as needed. Answers questions both orally and in writing from City employees and the general public concerning Civil Service policies and procedures. Reviews and screens Civil Service applications and occasionally serves as a member of oral examination panels . Conducts assigned research and makes recommendations to the Clerk of The Civil Service Commission and the Personnel Department concerning all aspects of Civil Service Administration. REQUIRED KNOWLEDGE, SKILLS AND ABILITIES: Thorough knowledge of Personnel methods, techniques and procedures particularly as it relates to test development and administration. Thorough knowledge of federal and state legislation affecting application and hiring procedures. Ability to work independently under pressure, with general supervision, in the research , development, organization and implementation of complex test material and procedures. Ability to express ideas clearly and concisely, both in writing and orally, and to establish and maintain effective working relationships with other employees, city administrators, officials and the public. Ability to maintain a confidential relationship concerning test material and applicant information. ACCEPTABLE EXPERIENCE AND TRAINING: Comprehensive understanding of modern Personnel techniques, principles and practices including knowledge of test construction and administration. Minimum of at least 1 year professional experience in Personnel , Psychological Testing, Public Administration or related field. Graduation with a Bachelor's Degree from an accredited college or university with major course work in EUblic Administration, Psychology, Personnel Administration or related EXHIBIT "B" NOTICE CIVIL SERVICE EXAMINATION FOR PERSONNEL ANALYST DESCRIPTION: Professional staff position responsible for assisting the Clerk of the Civil Service Commission and the Personnel Department in the administration of a comprehensive Civil Service System. Assists in performing various administrative duties as assigned, including but not limited to the following: development, implementation and coordination of Civil Service Examination procedures; review of Personnel Policies, collective bargaining agreements and other City documents for compliance with Civil Service law, rules and regulations; examines job descriptions, employment practices and testing procedures and recommends revisions; compiles and maintains a comprehensive record keeping system; answers questions from City employees and the general public concerning Civil Service Policies and Procedures and attends Commission and Council meetings as assigned; reviews and screens Civil Service Applications and occasionally serves as a member of oral examination panels; prepares reports and statistical data while conducting assigned research. QUALIFICATIONS: Comprehensive knowledge of Personnel techniques, principles and practices including a thorough understanding of test construction and administration. Detailed knowledge of federal and state legislation affecting application and hiring procedures. Ability to express ideas clearly and concisely both orally and in writing. Ability to maintain a confidential relationship concerning test material and applicant information. Minimum of at least 1 year professional experience, preferably in the public sector, in the area of Personnel , Public Administration, Psychological Testing, or related field. Graduation with a Bachelor's Degree from an accredited college or university with major course work in Public Administration, Psychology, Personnel Administration or related field. EXAMINATION: Oral examination will count as 100% of the total score. An individual must attain 60 points out of a possible 100 points to be eligible for the certified list. The examination panel will consist of a minimum of 3 individuals who have expertise in the areas being tested and will include no more than one person from the department where the job opening exists. DEADLINE DATE: Eligible candidates must submit a detailed resume to the Personnel Department by a time and date to be determined. TESTING DATE: All qualified candidates who apply by the deadline date welt be notified of the time, place and date of the examination. The City of Waterloo reserves the right to conduct a background investigation including the review of present and prior employers and references and to require an examination by a physician of the employer's choice, prior to an applicant being hired to determine if an applicant is free from any physical , emotional or mental conditions which might adversly effect job performance.