Agenda 2013-11-08OPTIONS – PERSONNEL COMMITTEE P RESENT S TRUCTURE General Manager is the personnel officer. General Manager evaluates subordinates. General Manager has ability to move employees through ranks for merit. General Manager has ability to make minor revisions to Personnel Rules or Administrative Regulations if required by law or there are no significant increases or decreases in compensation. Board reviews more substantial Personnel Rules or Administrative Regulations revisions. All employees now at will – disc ipline or termination not subject to appeal. Certain discipline not allowed – if because of protected categories (ADA, sex, religion, national origin). Grievances allowed but stop at General Manager. No union – not required to meet and confer before making changes to employment relationship. P ERSONNEL C OMMITTEE Possible areas of jurisdiction: Overview of Present District Structure Board appoints General Manager, District Counsel, Treasurer, District Engineer, and Alternate District Engineer. General Man ager hires employees. Discipline Extraordinary cases? In cases the Board deems appropriate? What will provide limits so that you are not hearing petty problems and micromanaging? The precedent you set in deciding whether to hear or not? Or should there be criteria? Must make it clear you are not creating a vested right to the job, or creating any procedural rights – simply preserving a right to hear a case that the Board determines is extraordinary? How initiated? Public document? Confidential? How hear d? Confidentiality of the proceedings? Grievances These are non -disciplinary “gripes” about the job or working conditions. These normally stop at the General Manager. Does the Board desire more involvement? Extraordinary cases only? Criteria?
Policies Board already has charge of approving significant policy changes – is something broken that needs fixing? Possible periodic summary of “minor changes” or changes to comply with law, etc.? Salary/Benefits Is there a desire to become more involved in this? The Board already sets ranges. Does the Board desire more control on salary increase within the ranges? At what point is there a micro -management issue? New hires only (being moved up in range)? Greater involvement in “bonuses,” eligibility, and cr iteria? Recruitment Does the Board desire greater input on the recruitment process? High -level employees only? Moving expenses? Training/Staff Development More input into this area? Evaluation forms? Form of Committee Ad Hoc? Meet when issue presents itself? Or Standing Committee with full Brown Act compliance?