Personnel Commission

Transcription

1 Personnel Commission Minutes For the Regular Meeting of Wednesday, June 20, 2007 at 12:00 p.m. Board Room, Business Bldg. Room 117, 1900 Pico Blvd., Santa Monica, CA Distribution List for Personnel Commission Announcements, Agendas, and Minutes DEPARTMENTS Acad. Of Ent. & Tech (AET) A. Hyman Admissions & Records K. Elliott African American Center Airport Jackie Portal-Purdy Athletics- F. Duran Auxiliary Services O. Meza Bookstore D. Dever Business Department E. Tesdahl Campus Police Office E. Miller Continuing Education B. Bickerton Counseling Office L. Gugliemo Custodian Time Clock R. Ybarra Disabled Students Center MaryJane Weil Early Childhood Ed. L. Manson Emeritus College V. Rankin-Scales EOP&S - J. Goolsby ESL Office - Pamela Nemeth Events Office C. Yen Faculty Association M. Moassesi Financial Aid Office T. Thomas Health Sciences I. Danzey Health Office D. Jensen Human Resources M. Jimenez Info. Management Syst D. Kasch International Students Ctr. Career Services V. Rothman KCRW J. Ferro Letters & Science L. Muhammad Liberal Arts Building R. Stewart Library M. Martin (2) Maintenance (Facilities) Time Clock Math Village F. Manion Media Center L. Nakamura Modern Language Payroll I. Fraser Science I. Cardwell School Relations Outreach- B. Simmons Student Life A. Trejo Superintendent/Pres. Office L. Caldwell ADMINISTRATORS & MANAGERS Receiving, D. Bice HR, P. Brown Mgmt Info, J. Chong Int. Ed. Ctr., E. Garate Mktg., D. Girard Pico Ptr., D. Goode Emeritus, M. Hall Acad. Cpt., J. John HR, S. Lee-Lewis Oper., J. Peterson Maint., G. Rose KCRW, R. Seymour PRESIDENT/SUPERINTENDENT VICE PRESIDENTS & ASSOC. VP S C. Tsang, Superintendent/President R. Adams, VP Student Affairs R. Lawson, Exec. VP M. Martinez, Provost J. Shimizu, VP Academic Affairs M. Wade, VP Human Resources D. Muller, AVP, Facilities, Fiscal Services T. Rodriguez, VP Enrollment Services PUBLIC POSTING LOCATIONS Library (4) Mailroom SMC Personnel Comm. Office SMC Human Resources Staff Lounge EMPLOYEE ORGANIZATIONS CSEA Labor Relations Rep. Connie Moreno ( this copy) CSEA Chapter President B. Rosenloecher CSEA Chapter 1 st V.P. L. Lauer CSEA Chief Job Steward T. Burdick CSEA Corresponding Secretary V. Pierce CSEA Recording Secretary- C. Lemke BOARD AND COMMISSIONS Board of Trustees (9) (Minutes Only) Personnel Commissioners (5) (Notebooks Only) Personnel Commission Staff (6) For information regarding this distribution list contact SMC Personnel Commission at Also, please contact us if you would like any additional information regarding the attached information.

2 AGENDA REGULAR MEETING OF THE PERSONNEL COMMISSION Wednesday, June :00 p.m. 1:30 p.m. Board Room, Business Bldg. Room 117, 1900 Pico Blvd., Santa Monica, CA Any individual or group may address the Personnel Commission during the Comments Public Forum segment of the meeting regarding any item that is within the Commission s subject matter jurisdiction. However, the Commission will not take action on any item that is not on this agenda. Any individual may appear at the Commission meeting to respectfully testify in support of or opposition to any item being presented to the Commissioners for consideration. Individuals wishing to address items to the Commissioners should complete a Request to Address the Personnel Commission card (green form) prior to the start of the meeting. I. ORGANIZATIONAL FUNCTIONS PUBLIC SESSION: 12:00 p.m. A. Call to Order Meeting called to order 12:00 P.M. B. Roll Call Commissioner Present Absent Commissioner Bancroft Commissioner Press Commissioner Metoyer Commissioner Abbott Commissioner Jansen x x x x x arrived at 12:05pm C. Approval of Minutes April 26, 2007 Disposition by the Commission: Motion made by: Metoyer Seconded by: Press Ayes: 4 Nays: 0 Abstain: Amendments/Comments: Page 2 of 29

3 II. REPORT DIRECTOR OF CLASSIFIED PERSONNEL Dori MacDonald reported the staff has a multitude of challenges and opportunities ahead. Tiffani and Karen are attending the HR academy through CPS and will hopefully have an HR certificate within a year. This is a great program and a wonderful opportunity for them. Commission staff is attempting to work cooperatively with the District and the Union to close out the compensation part of the Hay Study. Commission Staff and HR Staff met with Hay to resolve issues. It is hoped that this can be resolved during the summer otherwise it will pose great difficulty to recruiting efforts. Bringing the Hay study to completion is the Commission Staff s #1 priority. III. COMMENTS AND INFORMATIONAL REPORTS A. Recognition of Employee Longevity June Years Shirstan M. Pekerol, Community College Parking Enforcement Officer, Campus Police 15 Years Luz-Maria Drinot, Administrative Assistant I, Latino Center 20 Years Mark Kessler, Community College Police Officer, Campus Police B. Comments from District Personnel Officer. Not Present C. Comments from CSEA Chapter 36 Representative. Bernie Rosenloecher, CSEA President, presented the Commissioners a copy of an regarding the Groundskeeper and Gardener/ Equipment Operators and then expressed CSEA s concerns about the Groundskeeper & the Gardener/Equipment Operator positions. There are currently only two Gardener/Equipment Operator positions left and the managers are trying to get the Groundskeepers to run equipment that is not in their classification description. In one instance, a manager tried to get one of the Groundskeepers that used to be a Gardener/Equipment Operator before he was layed off to perform work as a Gardener/Equipment Operator while paying him at the level of a Groundskeeper. Mr. Rosenloecher and CSEA feel that every time there is a new Director management tries to push the envelope and add additional equipment such as chainsaws to the duties of the Groundskeeper. D. Comments from Management Association President. Not Present Page 3 of 29

4 E. Comments from Personnel Commission Staff. None. IV. COMMENTS PUBLIC FORUM (non-actionable comments from those in attendance) Tron Burdick, CSEA Chief Job Steward, wanted to add more to what Mr. Rosenloecher said about the Grounds position. He told the Commission that before the Hay Study the Groundskeeper had no mowing, edging or head shears but those duties were added in the Hay Study and CSEA was okay with that but now Management wants them to do more and that is not okay. Mr. Burdick told the Commission that he had concerns with the Irrigation/Pipefitter position. The Facilities department had asked if anyone wanted to work out of class in December of The position was withdrawn after certain people filed for the working out of class. A grievance was filed and the Personnel Director found a person was working out of class but then that position was pulled and no one was given the working out of class assignment. Four or five months ago applications were taken for a permanent position and the testing process was started. In the mean time an outsider was brought in as provisional to do the job. Mr. Burdick told the Commission that he believes a provisional appointment must be made to an employee, according to merit rule B An employee may receive one or more provisional appointments... The provisional appointment was to a person came from the outside not an employee. The person working in the position has been working since March and Mr. Burdick was unable to locate the appointment in any Commission agenda and he looked back through January. Mr. Burdick asked the Commission to look into this matter. The Commissioners asked the Director to look into provisional appointments and report back. V. COMMENTS BY PERSONNEL COMMISSIONERS The Commissioners welcomed Dori. Commissioner Press apologized to CSEA for missing the Classified Employee week festivities. VI. AGENDA REPORTS 1 Classification of Positions 6 2 Ratification of Reemployment List 21 3 Reallocation 22 4 Accelerated Hiring Rate 23 5 Extension of Working Out of Classification 25 6 Provisional Working Out of Classification 26 Page 4 of 29

5 CLOSED SESSION Public Employee Performance Evaluation (Government Code 54957) Director of Classified Personnel VI. Adjournment The meeting was adjourned to close session at 12:30pm There will not be an action taken to report out on. Page 5 of 29

6 AGENDA REPORT NO. 1 SUBJECT: CLASSIFICATION OF POSITIONS A. Reclassification It is recommended that the Personnel Commission approve the reclassification of the following positions as provided in Education Code Title Recommended Range Employee: Stuart Seldon From: Multimedia Computer Lab Specialist Range ++ To: Multimedia Specialist - AET Range ++ Effective Date: 01/01/07 ++ To be determined through meet and confer. We have encouraged all employees to address the Commission regarding their situation, if they wish to do so. B. Revision of Classification Descriptions It is recommended that the Personnel Commission approve the revisions to the class descriptions for the following positions: Community College Police Officer Network Analyst DISPOSITION BY THE COMMISSION: Motion made by: Metoyer Seconded by: Jansen Ayes: 5 Nays: 0 Abstain: Amendments/Comments: Page 6 of 29

7 PERSONNEL COMMISSION SANTA MONICA COMMUNITY COLLEGE CLASSIFICATION STUDY REPORT RE: PREPARED BY: Multimedia Computer Lab Specialist Sue Tsuda, Acting Director of Classified Personnel On February 12, 2007, the Board of Trustees approved the reclassifications as previously approved by the Personnel Commission after a series of public hearings. Those classifications were retroactive to January 1, Subsequently, a number of employees have submitted or are in the process of submitting, requests for reclassification. The Personnel Commission on October 25, 2006 took action to waive the two-year rule as stated in the Merit Rules in paragraph E, if employees had been in their current position for two years or more and believed their position has had a gradual accretion of duties in the past two years. This exception allowed those whose classifications had been frozen during the Hay Study to apply for reclassification even if their positions had been reclassified effective January 1, The employee listed whose position is recommended for reclassification recently requested review since January 1, 2007 because he requested review in 2004 and was never responded to. Staff can find no evidence that his position was ever reviewed by staff or by the Hay Group. Stuart Seldon has been in his current position of Multimedia Computer Lab Specialist for 8 years and 10 months. His co-worker, Ben Prong, has been in his position only since October 25, 2005, and so is not eligible for reclassification, since he has not been in the position for a minimum of 2 years (Merit Rule 3.3.4). Mr. Seldon and Mr. Prong both work at the Academy for Entertainment Technology (AET). They work staggered work schedules doing the same kind of work. It is very similar to the work of the Multimedia Specialists on campus, except they work with more peripherals and many more specialized computer programs related to the fields of entertainment - video, video games, computerized graphics, CAD, etc. Their work directly involves students and faculty as well as keeping abreast of the newest software used by the private sector. The program is designed to graduate students to go to work directly in production companies. Staff recommends reclassifying Mr. Seldon and making available to Mr. Prong the opportunity to test for the position. Page 7 of 29

8 Santa Monica Community College District Personnel Commission Multimedia Specialist - AET Page 1 of 3 CONCEPT OF THE CLASS Positions in this classification provide multimedia support and assistance to students, faculty and staff in a complex technical environment using computer graphics, video, text, images, audio, CAD and high-end animation and software in digital formats, and assist faculty in efforts to incorporate technology into a unique curriculum preparing students for a production environment. ESSENTIAL DUTIES Provides technical support utilizing video, text, images, and audio, to students, faculty and staff in the design and development of digital multimedia modules or websites, and assists staff and faculty with multimedia and instructional technology tools and services Develops web sites and multimedia modules to support the programs at the AET site, and instructs students on effective techniques for maintaining and updating content on web sites and multimedia projects Organizes seminars and tutorials for students on the use of various types of hardware, software and media, and maintains multimedia computer resources and ensures that they are operating efficiently and effectively Troubleshoots and makes repairs to malfunctioning hardware and software, integrates software across different computer platforms and refers problems to the appropriate party Installs, and maintains multimedia computer equipment and peripherals, and schedules presentations and demonstrations to faculty Attends and participates in programs, seminars, conferences and workshops related to the use of multimedia and the internet for instruction Evaluates equipment, software, and authoring systems for purchase. Helps to select, install, and maintain computer systems and related hardware and software for instructional design projects Assists in researching, testing and recommending appropriate software and hardware to staff and faculty to meet their needs, and develops presentations to staff and faculty Performs other related duties as requested or assigned Examples of essential duties are descriptive and not restrictive in nature, and are generally listed in descending order of importance. SUPERVISION Supervision Received Under general supervision, the employee receives assignments and is expected to carry them through to completion with substantial independence. Supervision Exercised Positions in this classification do not supervise other classified employees. Page 8 of 29

9 Multimedia Specialist - AET page 2 of 3 KNOWLEDGE, SKILLS AND ABILITIES Knowledge of computer hardware and software such as PC/Macintosh computers and peripherals Knowledge of computer operating systems including Windows and Mac OS Knowledge of high-end computer animation and CAD Knowledge of integration of multiple applications across different computer platforms Knowledge of entry level network and server applications Knowledge of current programming languages Knowledge of common multimedia and web design software programs such as Macromedia and Adobe design suites Knowledge of current trends in instructional and multimedia technology Knowledge of various types of instructional courseware and author-ware Knowledge of accessible design techniques to ensure that student-use websites and other multimedia modules are accessible to disabled users Knowledge of project management techniques Knowledge of presentation and interactive technologies Ability to apply multiple computer graphics, video, audio, CAD and text software Ability to create original content in the form of tutorials, videos, and web sites Ability to install and configure multimedia and design programs Ability to design and develop web sites and student-centered multimedia instructional modules Ability to work with faculty and staff regarding the application of media techniques to their specific needs and teaching assignments Ability to make presentations before large groups, and conduct group sessions to ascertain requirements for instructional purposes Ability to plan and organize work projects Ability to prepare reports for faculty and administration regarding various projects Ability to troubleshoot and perform minor maintenance to hardware and software Ability to write technical procedures and documentation Ability to establish and maintain cooperative working relationships in a diverse educational environment Page 9 of 29

10 Multimedia Specialist - AET page 3of 3 Ability to maintain an appropriate learning environment in the lab Ability to provide direction and supervision to student workers Ability to learn new software packages in order to train staff and faculty Ability to work independently and use independent judgment Skill in the following: color printing, image file formatting, digital audio and video formats, scanning, digital video capture and encoding, CD and DVD technology Skill in technical writing and editing MINIMUM QUALIFICATIONS Education Requirement: Associate of Arts Degree in Computer Design, Graphics, or Information Technology from an accredited college or university, or closely related field. Bachelor's degree preferred. Experience Requirement: Four years of experience designing, producing, or programming multimedia projects using programming languages, software programs, and minor repairing of multimedia equipment. Education/Experience Equivalency: Experience and/or education of the same kind, level or amount as required in the minimum qualifications may be substituted on a year-for-year basis. Licensure and/or Certification: none required Working Environment & Physical Demands Disclosure: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Normal Work Environment: While performing the duties of this job the employee is regularly required to sit, use hands to keyboard, type, or handle materials, and talk and/or hear. The employee is occasionally required to stand and walk. The employee is regularly required to fit, carry, push, or pull up to 25 pounds. While performing the duties of this job, the noise level in the work environment is usually quiet. CLASS DETAIL Job Family: Information Technology FLSA Status: Non-exempt Personnel Commission Approval Date: 11/30/06 Revision Date(s): 02/14/01, Hay Study November 30, 2006 Class History: Multimedia Specialist Page 10 of 29

11 PERSONNEL COMMISSION SANTA MONICA COMMUNITY COLLEGE CLASSIFICATION STUDY REPORT RE: PREPARED BY: Community College Police Officer Sue Tsuda, Acting Director of Classified Personnel At the meeting of the Personnel Commission on May 16, 2007, the classification description for Community College Police Officer was modified to include 3 special designations that were added to the "old" job description in During the discussion of the item, it was pointed out that there was an additional designation that was adopted in December 2005 that had never been added to the old job description and should also be included in the new description. The special designation approved by the commission on December 21, 2005 reads as follows: Duties of the Safety and Security Systems Officer: Coordinate and control the access and use of facilities through the use and monitoring of electronic access control systems. Manage and maintain the burglar and hold-up alarm systems installed by contractors. Manage and maintain the surveillance systems installed by contractors. Manage and maintain the fire detection and alarm systems installed by contractors. Troubleshoot and correct problems with the systems, including contacting contractors. Train fellow Campus Police Officers in monitoring and troubleshooting the systems. Work directly with contractors in new installations, routine maintenance, and troubleshooting. All of the "special designations require certification and eligibility for the designation should be reviewed annually by the Human Resources department to assure the officer meets the current certification requirements. The stipend is payable for only the time the officer is actually assigned those duties by the Community College Police Chief. (Previous Agenda Item and revised classification description is attached.) Page 11 of 29

12 (Santa Monica College Personnel Commission Minutes Special Session Meeting of January 5, 2006) Santa Monica Community College District Personnel Commission Classification Study Report Current Classification affected: Campus Police Officer Proposed Special Designation: Location: Supervisor/Title: Request: Safety and Security Systems Officer Campus Police Department Chief Eileen Miller This special designation has been requested by Chief Eileen Miller, Police Chief for the Santa Monica College Campus Police Department to perform the duties of the Safety and Security Systems Officer. Background: Chief Eileen Miller and Vice-President Robert Adams contacted Cherie Bates, Director of Classified Personnel, to request that the special designation be added to the current classification of Campus Police Officer. Subsequently, Cherie Bates conducted a review to determine if this request was similar to that of the prior special designation approved by the Personnel Commission in October, 1995 and the appropriate rate of pay for this special designation. This special designation and the associated two-range stipend would be consistent with the special duty pay for officers performing the duties as Investigator, Training Officer, and Range Master. The special designations are one year terms and must be offered to all qualifying currently employed Santa Monica College Campus Police Officers. Trainees do not qualify for special designation. This special designation requires annual certification from a certified training agency in technical installation, operation and maintenance of intrusion and fire alarms and monitoring systems. The other special designations require certifications and are specific as to the type of certificate required as well as the duties that are performed in order to receive the two-range increase in pay. The duties of the Alarm Systems Officer would be added to the Special Designation section of the Campus Patrol Officer job description. Duties of the Safety and Security Systems Officer: Coordinate and control the access and use of facilities through the use and monitoring of electronic access control systems. Manage and maintain the burglar and hold-up alarm systems installed by contractors. Manage and maintain the surveillance systems installed by contractors. Manage and maintain the fire detection and alarm systems installed by contractors. Troubleshoot and correct problems with the systems, including contacting contractors. Train fellow Campus Police Officers in monitoring and troubleshooting the systems. Work directly with contractors in new installations, routine maintenance, and troubleshooting. Recommendation: Based on the supervisor s notification and the subsequent interview by Cherie Bates, and based on the information supplied by Chief Miller and Officer Jere Romano that the duties and responsibilities of the Safety and Security Systems Officer will be assigned to Campus Police Officers annually as they are trained or certified as a special designation stipend, it is recommended that the Personnel Commission approve the special designation of Safety and Security Systems Officer to the current position of Campus Police Officer effective date of July 1, Submitted by: Cherie L. Bates, Director of Classified Personnel December 21, 2005 Page 12 of 29

13 Santa Monica Community College District Personnel Commission Community College Police Officer Page 1 of 4 CONCEPT OF THE CLASS Positions in this classification perform patrol duties on foot or by vehicle, enforce laws, rules and regulations to protect college personnel against accident or bodily harm, and college property and facilities against fire, theft, vandalism, and illegal entry. DISTINGUISHING CHARACTERISTICS The Community College Police Officer is the journey-level classification for incumbents fully trained in peace officer duties, requiring successful completion of law enforcement training at a P.O.S.T. approved academy and field experience. Community College Police Officers must possess a P.O.S.T. Basic Certificate. The Community College Police Officer Trainee is an entry-level class for candidates seeking police training. A trainee will attend and must successfully complete training at a District approved P.O.S.T. academy; receive on-the-job training in patrol procedures, investigation, arrest, search and seizure. Assignment to this class is limited to a one-year term of employment. ESSENTIAL DUTIES Patrols college campus on foot or by vehicle and answers calls to protect college students, faculty, and staff against accident or bodily harm and college property and facilities against fire, theft, vandalism, and illegal entry Enforces laws, traffic regulations and safety regulations, and is authorized to search, interrogate, apprehend or arrest violators, if necessary Provides security control for large gatherings, assemblies, or other campus activities and events, such as registration, athletic, and social events Investigates and records irregularities which occur during assigned shift; takes necessary action within the limits of prescribed policies and procedures; corrects the situation, if possible, or contacts the Community College Police Chief or Campus Sergeant for guidance and assistance Gathers evidence to use in the apprehension and conviction of suspects Renders first aid during emergencies Detects traffic law violations and issues parking infraction citations Prevents traffic congestion with signs or traffic direction Conducts building searches in accordance with predetermined plan during a bomb threat or other emergency conditions Maintains a log of daily activities and writes reports to be used in follow-up investigations Page 13 of 29

14 Community College Police Officer Page 2 of 4 Performs other related duties as requested or assigned Examples of essential duties are descriptive and not restrictive in nature and are generally listed in descending order of importance. SUPERVISION Supervision Received Under general supervision, the employee receives assignments and is expected to carry them through to completion with substantial independence. Supervision Exercised May assign work and partner with a Community College Police Officer Trainee. KNOWLEDGE, SKILLS AND ABILITIES Knowledge of law enforcement procedures pertaining to arrest, search and seizure, and rules of evidence Knowledge of California laws and local ordinances relating to theft, burglary, arson, malicious mischief and trespassing Ability to enforce pertinent laws, rules and regulations Ability to analyze situations and adopt an effective course of action Ability to interpret and follow oral and written instructions Ability to learn District and campus rules and regulations regarding security, safety, and conduct Ability to write clear and concise reports Ability to interrogate suspects and interview complaints and witnesses Ability to respond quickly and effectively in emergency situations Ability to accept supervisory direction willingly Ability to establish and maintain effective working relationships in a diverse multi-cultural and multiethnic educational environment Ability to use restraint in confrontational situations MINIMUM QUALIFICATIONS Education Requirement: Completion of basic training at a P.O.S.T. approved academy. College level coursework in Administration of Justice (Police Science) preferred. Experience Requirement: Possession of a California P.O.S.T. Basic certificate. OR Page 14 of 29

15 Community College Police Officer Page 3 of 4 Promotion from the Santa Monica Community College classification of Community College Police Officer Trainee, based on successful completion of the Santa Monica College Police Department Field Training Program, and a passing score on the End of Probation Performance Evaluation for Community College Police Officer Trainee. Special Requirements: Meet the District and P.O.S.T. medical and psychological standards for police officers Pass a thorough background investigation. Special Designation: Incumbents in this class may qualify for special designation in (1) Investigator, (2) Training Officer, or (3) Range Master (4) Safety and Security Systems Officer: (1) Investigator Designation requires successful completion of a Criminal Course and will be responsible for the follow-up and coordinator of investigations relating to campus activities; conducting interviews of suspects, completing reports, and conferring with the Campus Police Sergeant and Police Chief to determine course of action for each individual situation. (2) Training Officer Designation requires successful completion of First Aid and CPR classes and Multi-Video Equipment Usage classes and will be responsible for conducting training and safety classes for police officers and parking security officers. Additional responsibilities include scheduling officers for advance training, maintaining logs of training and disseminating training and safety materials and information to police department staff. (3) Range Master Designation requires successful completion of a Range Master Instructor Course and will be responsible for coordination and scheduling the monthly qualifying of officers and sergeants. The Range master must be present at all qualifying sessions, verify successful qualifying marks, and maintain qualifying logs and conduct safety training. (4) Safety and Security Systems Officer Designation requires annual certification from a certified training agency in technical installation and operation and maintenance of intrusion and fire alarms and monitoring systems and will be responsible for: coordinating and controlling the access and use of facilities through the use and monitoring of electronic access control systems; managing and maintaining the burglar and hold-up alarm systems installed by contractors; managing and maintaining the surveillance systems installed by contractors; managing and maintaining the fire detection and alarm systems installed by contractors; troubleshooting and correcting problems with the systems, including contacting contractors; training fellow Campus Police Officers in monitoring and troubleshooting the systems; working directly with contractors in new installations, routine maintenance, and troubleshooting. Licensure and/or Certification: Possession of a valid Class III C California Driver s License. Possession of a P.O.S.T. Basic Certificate. WORKING ENVIRONMENT AND PHYSICAL DEMANDS Works outside. Walks and drives a vehicle. Exposed to various weather conditions. Page 15 of 29

16 Community College Police Officer Page 4of 4 CLASS DETAIL Job Family: Public Safety/Community Outreach FLSA Status: Non-exempt Personnel Commission Approval Date: November 30, 2006 Class History: Community College Police Officer Revision Date(s): Established: 06/77, Revised: 06/79, 07/87, 10/24/90, 10/18/95, 03/27/02,11/30/06, 06/20/07 Page 16 of 29

17 PERSONNEL COMMISSION SANTA MONICA COMMUNITY COLLEGE CLASSIFICATION STUDY REPORT RE: PREPARED BY: Network Analyst Sue Tsuda, Acting Director of Classified Personnel When approved by the Personnel Commission, the Network Analyst minimum requirements included Microsoft Certified System Engineer (MCSE) certification. The Dean of Information Technology, Jocelyn Chong and the Director of Network Services, Robert Dammer, have said the certification was never intended to be required, but only "desirable". The requirement has had an adverse effect on recruitment and limited the number of applicants who applied since this certification carries a higher salary in the marketplace than the college offers for this classification. Staff has made the requested change to the minimum qualifications and recommends approval. Page 17 of 29

18 Santa Monica Community College District Personnel Commission Network Analyst Page 1 of 3 CONCEPT OF THE CLASS Positions in this classification perform design, configuration, installation, maintenance and support of the campus network computing environment and servers. ESSENTIAL DUTIES Designs, configures, deploys, monitors, and maintains Windows Active Directory or other directory based domain and associated group policies, security, and logon scripts. Installs, administers, and maintains domain-based application servers and software. Monitors, diagnoses, and troubleshoots servers and network services related issues and technologies, and reacts to problems by formulating and implementing appropriate solutions. Creates faculty/staff network logon and accounts; maintains all domain user/ accounts, security groups, distribution lists, and Public Folders. Assists users with , printer and network configuration problems via Postmaster account or telephone. Provides technical expertise in resolving network security considerations and assists on firewall implementation and administration. Monitors network services and performance to insure applications services are delivered effectively and college network systems are protected. Programs system-level scripts and utilities. Documents and updates network configuration and server functionality. Develops and updates procedures and ensures backup of critical servers, and performs restoration of files for systems as needed. Reviews, plans and implements upgrades of new network infrastructure technology. Establishes and enforces usage policies, reviews security standards, applies tested and approved application and operating system service packs/patches, and resolves network connectivity issues as they arise. Recommends acquisition of server hardware and/or software. Performs other related duties as requested or assigned. Examples of essential duties are descriptive and not restrictive in nature and are generally listed in descending order of importance. SUPERVISION Level of Supervision Received: Under direction of the Network Services Manager, the employee receives assignments and is expected to carry them through to completion with substantial independence. Page 18 of 29

19 Network Analyst Page 2 of 3 Level of Supervision Exercised: May perform lead work and provide guidance in network development issues and Windows systems administration issues to other management information systems staff. KNOWLEDGE, SKILLS AND ABILITIES Knowledge of databases and programming concepts. Knowledge of computer hardware equipment, peripherals and multimedia equipment. Knowledge of various computer operating systems. Knowledge of computer programming and/or database accessing languages. Knowledge of computer network interfaces and protocols. Knowledge of Web based development and N-tier system architecture. Knowledge of Microsoft enterprise products, especially Microsoft Exchange, Active Directory, and Systems Management Server. Knowledge of system analysis and design theory and concept. Knowledge of debugging and testing techniques. Ability to perform project-oriented tasks independently and manage time-lines within the scope of project. Ability to stay abreast of technology changes and recommend upgrades and acquisitions of new hardware and software. Ability to relate and integrate expertise on various technology skills to provide solutions to the proposed systems. Ability to communicate effectively in English, both orally and in writing. Ability to establish and maintain cooperative working relationships with others. MINIMUM QUALIFICATIONS Education Requirement: Bachelor of Science degree in Computer Science or closely related field from an accredited university or college. Experience Requirement: Two (2) years of experience working with local area networks, client/server development with stateof-the-art tools and utilities, and Windows server deployment. Education/Experience Equivalency: Experience and/or education of the same kind, level or amount as required in the minimum qualifications may be substituted on a year-for-year basis. Licensure and/or Certification: Class C California driver's license. and Microsoft Certified System Engineer (MCSE). andcisco Certified Network Associate (CCNA) certification is highly desirable. Page 19 of 29

20 Network Analyst Page 3 of 3 WORKING ENVIRONMENT AND PHYSICAL DEMANDS Disclosure: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Environment: While performing the duties of this job the employee is regularly required to sit, use hands to keyboard, type, or handle materials, and talk and/or hear. The employee is occasionally required to stand and walk. The employee is regularly required to lift, carry, push, or pull up to 25 pounds. While performing the duties of this job, the noise level in the work environment is usually quiet. Positions in this classification work in a typical office environment; however, may require driving to satellite campuses for meetings and projects. Contact with the public and the District s staff. Climbing, lifting and carrying objects of moderate weight (up to 40 pounds) and/or the operation of vehicles or tools in which manipulative skills and movements are used. CLASS DETAIL Job Family: Information Technology FLSA Status: Non-Exempt Personnel Commission Approval Date: 11/30/06 Revision Date(s): Hay Study, November 30,2006, 06/20/07 Class History: Computer Network Analyst (04/98) Page 20 of 29

21 AGENDA REPORT NO. 2 SUBJECT: Ratification of Reemployment List It is recommended that the Personnel Commission approve the establishment of the following reemployment list. Addition of Names Class List Name Effective Date Custodian Sosa, Juan 05/17/07-08/16/10 Reference Merit Rule 6.1.1, Merit Rule , Education Codes & DISPOSITION BY THE COMMISSION: Motion made by: Abbott Seconded by: Press Ayes: 5 Nays: Abstain: Amendments/Comments: Page 21 of 29

22 AGENDA REPORT NO. 3 SUBJECT: REALLOCATION Reallocation of Position It is recommended that the Personnel Commission approve the reallocation of the following position: Director of Classified Personnel From: Range 8 To: Range 15 On the Classified Administrator Salary Schedule Effective Date: 5/29/07 The Director of Classified Personnel was advertised with a salary range of $120,000 - $133,136 however, those figures do not correspond to a current salary range. The Vice President of Human Resources has placed the position on closest range Range 15 of the Classified Administrator Salary Schedule. DISPOSITION BY THE COMMISSION: Motion made by: Metoyer Seconded by: Press Ayes: Nays: Abstain: Amendments/Comments: Page 22 of 29

23 AGENDA REPORT NO. 4 SUBJECT: Accelerated Hiring Rate It is recommended that the Personnel Commission approve the following recruitment for an accelerated hiring rate at Range 39 Step E on the Classified Salary Schedule, in accordance with Merit Rule A. Health Services Technician RN Background: The Commission approved an accelerated hiring rate at Range 39 Step C on September 21, Unfortunately no one was hired. There is a nursing shortage and the labor market for RN s is very competitive. The Board approved the accelerated hiring rate of step E at the last Board meeting on June 11, Since all current employees in this classification are on step E there will not be any additional costs to the College due to accelerating other employee steps. Reference Merit Rule (A) All new employees shall be appointed at the hiring rate for the class as approved by the Personnel Commission. The hiring rate shall be the first step of the schedule except for classes where recruitment efforts have indicated difficulty in recruiting at that step. An accelerated hiring rate may be set with the approval of the Board and the Personnel Commission at any step on the schedule of the class. If an accelerated hiring rate is approved, all current employees in the class shall be advanced to that rate and shall begin a new cycle of step advancement. DISPOSITION BY THE COMMISSION: Motion made by: Press Seconded by: Jansen Ayes: 5 Nays: 0 Amendments/Comments: Gloria Lopez, Health Services Coordinator, urged the Commission to pass the accelerated hiring rate as this position has been vacant for two years. Private Sector is able to offer bonuses of up to $20, The starting salary at step A is not enough to attract anyone to the position. Health Services is very busy serving up to 120 staff and students a day. Page 23 of 29

24 Commissioner Jansen asked how the salary was published on the bulletin. Director MacDonald said it was advertised as step C E and staff was under the impression that a new employee could be hired at step E and this is why we were bringing this item back before the Commission. Commissioner Press asked if we have a nursing program that we could recruit from. Ms. Lopez responded that our program at SMC prepares a nurse at the Associate degree level while this position requires someone to have experience in public and community health and you only get that with a four year degree. After the motion was passed Commissioner Bancroft ask the Director to look into hiring bonuses for hard to fill positions. Commissioner Jansen commented that LAUD uses a scarcity differential for 3 years on hard to fill positions. Page 24 of 29

25 AGENDA REPORT NO. 5 Santa Monica College Personnel Commission SUBJECT: Extension of Working Out of Classification It is recommended that the Personnel Commission approve the extension of the following provisional appointments to the working out of class assignments listed below. Name Assignment Length of Assignment Extension Ends Adrienne Willis Insurance Program 01/10/07 5/31/07 07/06/07 Specialist RULES AND REGULATIONS OF CLASSIFIED SERVICE Rule 7.2 PROVISIONAL APPOINTMENT (EDUCATION CODE SECTIONS ) (B -C) GENERAL PROVISIONS B. An employee may receive one or more provisional appointments, which may accumulate to a total of 90 working days in a fiscal year, after which a 90-calendar-day interval shall elapse during which the employee shall be ineligible to serve in any full-time provisional capacity. C. Notwithstanding the provisions of paragraphs A and B above, the Personnel Commission may extend the 90-working-day provisional appointment for a period not to exceed 36 additional working days provided: 1. An examination for the class was given during the initial 90 working days of the employee's provisional assignment. 2. Satisfactory evidence is presented indicating: a. Adequate recruitment effort has been, and is being made; b. Extension of this provisional assignment is necessary to carry on vital functions of the district; c. The position cannot satisfactorily be filled by use of the following in priority order: 1.) the eligibility list for the class; 2.) other employment lists such as reinstatement, or transfer; 3.) other appropriate substitute eligibility lists. 3. No person shall be employed full-time in provisional capacities under a given Governing Board for a total of more than 126 working days in any one fiscal year. DISPOSITION BY THE COMMISSION: Motion made by: Press Seconded by: Metoyer Ayes: 5 Nays: 0 Amendments/Comments: Page 25 of 29

26 AGENDA REPORT NO. 6 Santa Monica College Personnel Commission SUBJECT: Approval of Provisional Appointment to Working Out of Class Assignments It is recommended that the Personnel Commission approve the following provisional appointment to the working out of class assignments listed below. Name Assignment Length of Assignment Charles Bays Community College Police Chief until an interim Chief is hired. Assignment not to exceed 90 days. (Please see audit report attached.) Reference: Merit Rule (A1 2) and (A) Provisional Appointment (Education Code Sections ) 7.2.1(A1-2) General Provisions A. The appointing authority may make a provisional appointment only when the Personnel Director certifies that: 1. No eligibility list exists for the class, or 2. An eligibility list exists, but there is an insufficient number of available eligibles (i.e. less than three ranks of eligibles), and the appointing authority chooses not to appoint an available eligible (A) Qualifications of Provisional Appointees A. Insofar as possible, provisional appointees shall be required to meet the qualifications for the class of the appointment as stated in the class descriptions. The determination of the appropriateness of qualifications shall be made by the Personnel Director prior to appointment. DISPOSITION BY THE COMMISSION: Motion made by: Abbott Seconded by: Metoyer Ayes: 5 Nays: 0 Amendments/Comments: Page 26 of 29

27 Santa Monica Community College District Personnel Commission Working Out of Classification Audit Report Employee: Current Class: Requested Class: Location: Supervisor / Title: Charles Bays Community College Police Sergeant Community College Police Chief Campus Police Dr. Robert Adams, Vice President, Student Affairs Subject This working out of class assignment is requested to fill the vacancy in the position of Community College Police Chief. Chief Eileen Miller retired on May 31, 2007 after 30 years of service to the College. An audit of the job and the requestor s qualifications to perform the work as described in the class specification has been conducted to determine if a working out of classification assignment can be granted. Background The Community College Police Chief reports to the Vice President of Student Affairs, Dr. Robert Adams. Dr. Adams feels there is an immediate need to assign working out of class to an employee in the department who qualifies and to do so in accordance with the Merit Rules. Research The summary of duties and minimum qualifications that are currently defined by the Community College Police Chief classification specification are: CONCEPT OF THE CLASS This position plans, coordinates, directs and supervises the daily operations and activities of the Santa Monica Community College District Police Department Page 27 of 29

28 ESSENTIAL DUTIES Santa Monica College Personnel Commission Plans, coordinates, directs and supervises the operation, enforcement policies and activities of the Santa Monica Community College Police Department Prepares and administers the college police department budget; directs the maintenance of files and records of college police matters Recommends improvements in campus police and security services and related polices and regulations Interviews qualified applicants, and may supervise or participate in conducting background investigations and selects campus police and security personnel Instructs campus police and security personnel in pertinent District policies and appropriate police procedures; revises and maintains training manual on procedures and methods for protecting personnel, students and facilities of the college campus; evaluates counsels and disciplines college police department personnel as needed; insures that police personnel meet P.O.S.T requirements Coordinates and supervises the scheduling and assignment of College Police Department personnel, students and facilities Supervises and coordinates criminal investigations, including the interrogation of subjects, control and appearance at hearing and trials; supervises and may participate in patrol, enforcement and providing security for events and gatherings Recommends enforcement and providing security for events and gatherings; recommends improvement in campus police and security services and related policy regulations Reviews reports submitted by police and security personnel for accuracy, completeness and appropriateness of action taken Performs other related duties as assigned or requested. MINIMUM QUALIFICATIONS Education Requirement: Bachelor s degree in Criminal Justice, Psychology, Sociology, or a closely related field. Experience Requirement: Seven years (7) years of recent public law enforcement and investigative experience which included at least two (2) years in a supervisory capacity. Education/Experience Equivalency: Experience and/or education of the same kind, level and amount as required in the minimum qualifications may be substituted on a year-for-year basis. Page 28 of 29

29 Licensure and/or Certification: Satisfactory completion of a P.O.S.T supervisory training course Valid Class C California Driver s License Successful passage of the P.O.S.T Physical Standards for a Peace Officer Successful completion of a P.O.S.T middle management course required within one (1) year after appointment Findings and Recommendations Sgt. Bays has worked for the College since 1983 and has been a Community College Police Sergeant since While Sgt. Bays is a few units short of his BA degree he more than meets the minimum qualifications when substituting experience for education on a year to year basis with 24 years in public law enforcement and 14 years in a supervisory capacity. Sgt. Bays also possesses a supervisory P.O.S.T certificate. Sgt Bays meets the qualifications for a provisional appointment (Merit Rule A.) to the position of Community College Police Chief. It is recommended that the Commission approve the provisional appointment. Dori MacDonald - Director of Classified Personnel Date Page 29 of 29