Big Bear Lake Municipal Code Ch. 2.16 Personnel System

In order to establish an equitable and uniform system for dealing with personnel matters, and to comply with applicable laws relating to the fair and equitable administration of the personnel process, the following personnel system is adopted.

(Ord. 81-24 § 1, 1981)

The terms used to administer the personnel system shall be defined in the personnel rules.

(Ord. 81-24 § 2, 1981)

The city manager shall administer the city personnel system and may delegate any of the powers and duties to a personnel director or may delegate the appointing authority granted by the city council to any other officer or employee of the city or may recommend that such powers and duties be performed under contract as provided in Section 2.16.130 of this chapter. The city manager or personnel director shall:

A. Administer all the provisions of this chapter and of the personnel rules not specifically reserved to the city council;

B. Prepare and recommend to the city council personnel rules and revisions and amendments to such rules;

C. Prepare or cause to be prepared a position classification plan, including class specifications and revisions of the plan;

D. Have the authority to discipline employees in accordance with this chapter and the personnel rules of the city;

E. Provide for the publishing and posting of notices of tests for positions in the competitive service; the receiving of applications therefore; the conducting and grading of tests; the certification to the appointing power of a list of all persons eligible for appointment to the appropriate position in the competitive service; and performing any other duty that may be required to administer the personnel system.

(Ord. 81-24 § 3, 1981)

The provisions of this chapter shall apply to all offices, positions and employments in the service of the city except:

A. Elective officers;

B. The city manager and any assistants to the city manager;

C. Members of appointive boards, commissions and committees;

D. All department heads;

E. Persons engaged under contract to supply expert, professional, technical or any other services;

F. Volunteer personnel, such as volunteer firemen;

G. All council appointed city officers;

H. Emergency employees who are hired to meet the immediate requirements of an emergency condition, such as an extraordinary fire, flood or earthquake which threatens life or property;

I. Employees, other than those listed elsewhere in this section, who are not regularly employed in permanent positions;

J. Any position primarily funded under a state or federal employment program;

K. Big Bear Lake Fire Protection District employees.

(Ord. 81-24 § 4, 1981)

Personnel rules shall be adopted by resolution of the city council. The rules may establish regulations governing the personnel system, including:

A. Preparation, installation, revision and maintenance of a position classification plan covering all positions in the competitive service, including employment standards and qualifications for each class;

B. Appropriate announcement of the selection process and acceptance of applications for employment;

C. Preparation and conduct of tests and the establishment and use of resulting employment lists containing names of persons eligible for appointment;

D. Certification and appointment of persons from employment lists, and the making of provisional appointments;

E. Establishment of probationary testing periods;

F. Evaluation of employees during the probationary testing period;

G. Transfer, promotion, demotion, reinstatement, disciplinary action and layoff of employees in the competitive service;

H. Separation of employees from the city ser-vice;

I. The establishment and maintenance of adequate personnel records for purposes of accounting and legal requirements;

J. The establishment of any necessary appeal procedures.

(Ord. 81-24 § 5, 1981)

A. Appointments to vacant positions in the competitive service shall be made in accordance with the personnel rules. Appointments and promotions shall be based on merit and fitness to be ascertained so far as practicable by competitive examination. Examinations may be used and conducted to aid in the selection of qualified employees and shall consist of selection techniques which will test fairly the qualifications of candidates such as achievement and aptitude tests, written tests, personal interview, performance tests, physical agility tests, evaluation of daily work performance, work samples or any combinations of these or other tests. The probationary period shall be considered an extension of the examination process. Physical and medical tests may be given as part of any examination.

B. In any examination, the personnel director may include, in addition to competitive tests, a qualifying test or tests, and set of minimum standards therefore;

C. Appointments shall be made by the city council, or by the officer in whom the power to make appointments is vested.

(Ord. 81-24 § 6, 1981)

A. All regular appointments, including promotional appointments, shall be for a probationary period of not less than six months or longer as determined by the personnel rules. During the probationary period, the employee may be rejected at any time without the right of appeal or hearing.

B. An employee rejected during the probationary period from a position to which he has been promoted shall be reinstated to a position in the class from which he was promoted unless he is discharged from the city service as provided in the personnel rules.

C. An employee in the competitive service promoted or transferred to a position not included in the competitive service shall be reinstated to a position in the class from which he was promoted or transferred if action is taken to reject him, unless he is discharged in the manner provided in this chapter and the personnel rules for positions in the competitive service.

(Ord. 81-24 § 7, 1981)

A. Any person holding a position included in the competitive service who, on the effective date of the ordinance codified in this chapter, has served continuously in such position, or in some other position in the competitive service, for a period equal to the probationary period prescribed in the rules for his class, shall assume regular status in the competitive service in the position held on such effective date without a qualifying test, and shall thereafter be subject in all respects to the provisions of this chapter and the personnel rules.

B. Any other persons holding positions in the competitive service shall be regarded as probationers who are serving out the balance of their probationary periods as prescribed in the rules before obtaining regular status. The probationary period shall be computed from the date of appointment or employment.

(Ord. 81-24 § 8, 1981)

The city manager, personnel director or any designated appointing power shall have the right to demote, discharge, file letters of reprimand, reduce in pay or suspend any regular employee for cause.

(Ord. 81-24 § 9, 1981)

A. Any employee in the competitive service shall have the right to appeal a disciplinary action, except in those instances where the right of appeal is specifically prohibited by this chapter or the rules adopted there under.

B. All appeals shall be processed in accordance with the requirements and procedures as set forth in the personnel rules and regulations adopted pursuant to this chapter.

(Ord. 81-24 § 10, 1981)

Layoff and reemployment actions shall follow the process outlined in the personnel rules.

(Ord. 81-24 § 11, 1981)

The political activities of city employees shall conform to pertinent provisions of state law and any local provision adopted pursuant to state law.

(Ord. 81-24 § 12, 1981)

The city manager shall consider and make recommendations to the city council regarding the extent to which the city should contract for the performance of technical services in connection with the establishment or operation of the personnel system. The city council may contract with any qualified person or public or private agency for the performance of all or any of the following responsibilities and duties imposed by this chapter:

A. The preparation of personnel rules and subsequent revisions and amendments thereof;

B. The preparation of a position classification plan, and subsequent revisions and amendments thereof;

C. The preparation, conduct and grading of competitive tests;

D. The conduct of employee training programs;

E. Special and technical services of advisory or informational character on matters relating to personnel administration.

(Ord. 81-24 § 13, 1981)