HomeMy WebLinkAboutResolution No. 00-C0510 0
RESOLUTION NO. 00-051
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF AZUSA
ADOPTING CLASS SPECIFICATIONS FOR DIRECTOR OF HUMAN
RESOURCES/PERSONNEL OFFICER AND ESTABLISHING A SALARY
THEREFOR; AND AMENDING THE CITY'S CLASSIFICATION PLAN AND
COMPENSATION AND BENEFITS MEMORANDUM COVERING THE
EXECUTIVE MANAGEMENT EMPLOYEES TO INCLUDE THE CLASS.
WHEREAS, the City of Azusa Rules of the Civil Service System, Section 3.3 Position Classifications,
Preparation and Content of Class Specifications, state that the designation of a title for each class together
with specification for each class shall be reviewed by the Personnel Board and approved by the City Council
and that amendments or revisions to the Classification Plan, shall be submitted to the Personnel Board for
review and to the City Council for approval; and
WHEREAS, the Azusa Municipal Code, Chapter 2 -Administration, Article V -Boards and Commissions,
Division 4 -Personnel Board, Section 2 -411 -Duties states that "The Power and the Functions of the Board
shall be to ... recommend all salaries to the Council; and
WHEREAS, on APRIL 25, 2000, the Personnel Board members reviewed the request of City
Manager Rick Cole to adopt class specifications for Director of Human Resources/Personnel Officer and to
establish a salary therefor at range 2505 ($6,027 - $7351 per month).
NOW, THEREFORE, BE IT RESOLVED THAT THE CITY COUNCIL OF THE CITY OF AZUSA
DOES HEREBY:
1. Adopt the class specifications for Director of Human Resources/Personnel Officer attached
hereto as "Exhibit A' as an FLSA exempt position and to amend the City of Azusa Compensation
and Benefits Memorandum Covering the Executive Management Employees to include the class.
2. Establish a salary therefor at Range 2505
Step 1
Step 2
Step 3
Step 4
Step 5
$6,027
$6,334
$6,657
$6,997
$7,351
NOW, THEREFORE, BE IT RESOLVED THAT THE CITY COUNCIL OF THE CITY OF AZUSA
DOES HEREBY:
revised classification specifications attached hereto as "Exhibit A."
THIS!' 9*Y OF MAY, 2000..
I HEREBY CERTIFY that the foregoing resolution was duly adopted by the City Council of the City
of Azusa at a regular meeting thereof on the 1" Day of May, 2000, by the following vote of the Council;
AYES: COUNCILMEMBERS: HARDISON, STANFORD, ROCHA, BEEBE, MADRID
NOES: COUNCIL MEMBERS: NONE
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Exhibit A Date Adopted: May 1, 2000
CITY OF AZUSA
DIRECTOR OF HUMAN RESOURCES/PERSONNEL OFFICER
DEFINITION
Under administrative direction, plans and directs a comprehensive human resources management program to attract,
retain, train, motivate and reward excellence in staff. Administers the City's staff development, risk management, labor
relations and employee benefit programs and performs related duties as required.
CLASS CHARACTERISTICS
Reporting to the City Manager, this position gives leadership to the Human Resource Department. Also a key member
of the City's management team with the primary responsibility for fostering an organization and work environment
emphasizing the value of performing, caring and learning.
ESSENTIAL FUNCTIONS
1. Designs and implements a comprehensive approach to human resource management and staff development,
coordinating the implementation of policies, training, rules, and practices for carrying out the personnel program.
Stays current with best practices for attracting and retaining talented people; using technology to work smarter; and
organizing work environments and promoting organizational culture and values to promote pride, productivity and
customer and staff satisfaction (a b c d e f g h i j k I m n o p q)
2. Serves as Personnel Officer, working closely with the Personnel Board to perform duties assigned pursuant to the
Municipal Code and Rules of the Civil Service System. (a b c d e f g h i j k I m n o q)
3. Conducts classification studies and develops class specifications; develops and implements recruitments; including
job advertising; screening, testing and orientation. (a c d e f g h i j k m n q)
4. Serves as the Chief Negotiator in the labor negotiations process; conducts salary and benefit surveys; administers
labor agreements and disciplinary action proceedings. (a b c d e f g h i j k I m q)
5. Handles difficult personnel problems or issues directly or as advisorto the City Manager or other Department heads
(Abcdjk1)
6. Administersthe Risk Management Program, including worker's compensation, liability, and otherinsurance programs.
(a b c d e f g h i j k I m n p)
7. Administers employee benefit program (a b c d e f h i k m n o p)
8. Directs the work of other department personnel and prepares and administers department budget. (a b c d e f h i
jkImnp)
9. Prepares and maintains periodic reports pertaining to federal and state requirements; prepares statistical reports
(a b c d e f g h i k I m n p)
REQUISITE ABILITIES
a. Think strategically and comprehensively
b. Teach teamwork by example
c. Promote innovation and entrepreneurial initiative
d. Communicate clearly and concisely, both orally and in writing.
e. Research and prepare complex reports on a variety of subjects.
f. Plan, coordinate and organize assignments to meet deadlines.
g. Perform complex professional administrative and analytical work requiring sensitivity to issues.
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h. Prepare and present reports.
i. Represent the City with a wide range of stakeholders and partners
j. Respond to emergency and problem situations, Dealing constructively with conflict to reach effective resolutions.
k. Understand, explain and apply policies and procedures.
I. Analyze unusual situations and resolve them through application of management principles and practices.
m. Operate a computer and utilize a variety of software programs.
n. Assist in developing new policies impacting department operations/ procedures.
o. Plan and administer recruitment programs.
p. Supervise the work of assigned staff.
q. Perform classification and compensation analysis.
MARGINAL FUNCTIONS
These are position functions which may be changed, deleted or reassigned to accommodate an individual with a
disability.
QUALIFICATIONS GUIDELINES
Education and/or Experience
Any combination of education and/or experience that has provided the knowledge, skills, and abilities necessary for
satisfactory job performance. Example combinations include equivalent to a masters degree in business or public
administration, or a related field, and demonstrated leadership in a public or private organization with broad
responsibilities for human resource management, including recruitment, training, classification and compensation
analysis, labor relations, risk management.
Knowledge and Skill Levels
Considerable knowledge of current and innovative principles and practices of human resource administration
including recruitment, classification and compensation, training, labor relations, benefits administration, research and
analysis; applicable federal, state, and municipal rules; principles and practices of organization, administration and
budget preparation; report writing techniques and methods; Working knowledge of the principles and practices of
risk management, claims investigation and processing.
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