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04-986coun�sl Fs,e # Dy — 9 6!p Green Sheet # 3023345 Presented b} Referred To 1 2 3 4 \� RESOLUTION CITY OF SAINT PAUL, MINNESOTA Benanav Bostrom Hazris Helgen Lanhy ✓ ✓ � � ✓ ✓ Adopted by Coimcil: Date (/L�Db Adoption Ce i ied by Council Secretary By: ! �G'�%�SO�z/ � 0 Committee Date RESOLUED, that the Council of the City of Saint Paul hereby approves and ratifies the attached Memorandum of Agreement between the City of Saint Paul and American Federation of State, County, and Municipal Employees (AFSCME) Local 1842 to continue the competency-based classification, compensation, and employee selection processes established for Information Services employees. .bsent Requested by Department of: � Office o Humau Resources By: o�� Q�� Form By: G�Shared�FlltLompetencia�Plot Fatms�ov raolution wpd I o. y- 9g� DEPARTMENC/OFFICE/COiJIVCQ,: DATE INTTIATED GREEN SHEET No.• 3023345 Htiman Resources � 10-11-04 ' CONTACC PERSON & PHONE: 7�viTTnunATE -- - m11'i4uuA're 7ohIl Shockley 266-6482 1 DEPAItTMEN[ DIA �.- a arr mvrsu. _ LeeAnnTurchin266-6517 p�IGNED :c�rxArro� �C ccmrccEa�c MUST BE ON COUNCII. AGENDA BY (DATE) gp�,�,pvE GF�R FINANCfAl.SERVDRt FINANCIALSERV/ACCCG ORDER 3MAYOR(0&ASSL.) TOTAL # OF SIGNATURE PAGES_1 (CLIP ALL LOCATIONIS FOR SIGNATURE) ACTION REQUESTED: Approval of the attached Memorandum of Agreement (MOA) between the City and the American Federation of State County, and Municipal Employees (AFSCME) Local 1842 is requested. This MOA e�ctends previously approved and e�ctended terms and conditions of employment that were first established by a pilot project in October of 1998 for employees of the Information Services Division, the Saint Paul Regional Water Services, and City Employees at the Ran�sey County Department of Public Health. RECOMMENDA'ffONS: Approve (A) or Rejat�) PERSOKAL SERVICE CONIRAC7'S MUST ANSWER TFIE FOLLOlVING QLJFSTIONS: l. HasthispersoNfirmeverworkedinWeracontractforthisdepaMienM PLANNING COMM[SSION Ya No _CIB COMMlI'CEE 2. Has dtis persoNfvmever bem a city employeeT CIV[[.SERVICECOMMISSION Yes No 3. Doestltispersodfvmpossessasldllnotnocmallypossesscdbyanyc�en[cityemployee? — Yes Na 4. Ls tltis persadSrm a targeted vmdorl Yes No Expiain all yes answers on separate sheet and attach to green sheet INTTIATINGPROBLEM, ISSiJE� OPPORTUNITY (Who, Whay When, Where, Why): In October of 1998, the City of Saint Paul Information Services (IS), the Saint Paul Regional Water Services (SPRWS), and the City employees of the Ramsey County Depaztrnent of Public Health adopted a pflot project which established a competency-based classification and employee selection system for posirions working in the field of information technology. The position classifications and grades, first created in that original pilot project, have now been formally established in the cosesponding union contracts and salary schedules. Also, the classification competency matrices have been updated several times and formally established by the employees and management. The selection processes and advancement in salary processes for employees have been extended twice by MOA. The employees and the Cily would like to continue the system. As the system piocesses require modification of several Civil Service Rules and the Salary Plan and Rates of Compensation, this MOA is required. The MOA extends the system into 2007 with an automatic extension into 2009, with the mutual agreement by the parties involved. The documents explaining the system aze attached. ADVANTAGES 7F APPROVED: The City and informarion services employees of the affected bazgaining unit will continue to receive the benefits of a competency- based position classification, employee selecrion, and advancement in salary system ti�ai has been successful for almost six years. DISADVANTAGES IF APPROVED: None DISADVANTAGES IF NOT APPROVED: A successful employee selection system and advancement in salary process will not be continued . Reverting back to the old system may negatively affect both the employees and the management of Citywide information services. TOTALAMOUNTOFTRANSACTION: COST/REVENUEBUDGETED: �3I Rpen�mA (�onfPf FUNDING SOURCE: ACTIVITY NUMBER F[NANCL4L INFORMATION: (EXPLADV) �� G:�Shared�EiR-Competencies�Pilot.Projecu�IS.PiIotVS Pilot Fxtension.greensheet.wpd ,... ,..._...�..,.. ,.v.., ....... .. . . . .. .._ . o�-q� Memorandnm of Agreement This Memorandum of Agreement (hereinafter referred to as "MOA'� is made and entered irito this 21 st day of July 2004, by and between the Ciiy of Saint Paui (heremafter referred to as "Cit}��, and Local Union 1842, District Counci114, of the American Federation of State, County, and Municipal Employees, AFL- CIO (heremafter referred to as AFSCME Local 1842)_ The ptupose of this ageement is to continue the successful competeney-based classification, compensation, and employe�selection processes initially developed as part of tha gilot projecY titted "Information Services Reorganizarion and Job Family Modeling ProjecY' dated October 1998. 'Those processes are currenfly descnbed in the attaehed document tiUed "Information Services Competency-based Classification System." The City and AFSCME Local 1842 agree that the stipulations contained within the attached document that affect terms and conditions of employment sha11 apply only to those employees of the City Office of Technology, Information Services Division (IS) and T7ie Saint Paul Regional Water Services (SPRWS) Informarion Services Secrion (IS) who hold positions allocated to the IS Systems Support Specialist III and N classes and The IS Information/Technical Analyst I through N classes who are represented by AFSCME Local 1842. Also, the City and AFSCME Loca11842 agree that the following Civi] Service Rules, as modified herein, shall be used in the adnrinisiration of the compe�ency-based classification, compensation, and employee-selection processes: 1. Civil Service Rute 8.A.2. (Reallocation Rule) This rule allows the Human Resources Director to authorize an appointing authority to promote an incumbent, without further competitive examination, to a classified position which has been reallocated to a different classification because of changes in job duties and responsibilities, which aze not the result of planned management action. This authorization may occur only if the incumbent has performed the critical duties of the higher level position for one year or more, meets the minimurn qualificarions, has promotion rights, and has demonshated satisfactory performance in their position. This rule shall instead allow for the non- competitive promotion of incumbents in IS Job Family classified positions aRer an incumbent has demonstrated the critical competeneies and perforcned the critical responsibilities of a higher leveI position in an TS 7ob Family classification for sia months or more, has promotion rights as def5ned in this agreement, and has demonst�ated satisfactory performance in their position. 2. Civil Service Rale 7. {Etigibility Lists) When an examination is scheduled for both promotion and original entrance, such examinations are commonly called "open exams." If such an examination applies to the filling of vacancies in IS Job Family posirions, there shall not be maintaiaed a separate list for promofion eligibles and original entrance eligibles. Instead, ttiere will be one list maintained for all eligible candidates. �omotion eligible candidates, as defined below, will receive additional poinis for IS experience as part of the competency examination process. This process is outlined in the attached system document, 3. Ci�vil3ervise 12ute 14 (Promotion Req�ire�entsj Empioyees who hcld certified I3 Job Family posirions shall he eligible to enter an examination as a promotion eligible candidate after serving not less than one yeu as a cextified employee with at least 1040 hours of service on the payroil prior to an exauainafion. This nile shall be used, as modified, only for open and promotion only exams used to detemvne eligibles to fill vacant posiflons within the IS Job Family System and for determining eligibility for reallocarion to a higher levei IS Job Family classificarion under Rule 8_A2. as modified above. 4. Civit Service Rule 22 (I.ay Of� shall aliow the class seniority listing of TS Job Fanuly incumbents reailocated to higher levels in the IS Job Family System on the same date to be determined by the total length of continuous service in all classified City posirions. 5. Section E.1., E.1.(b) and E.1.(c) of the Salary Pian and Rates of Compensaiion governing advancement in salary shall not apply to employees in positions allocated to the IS Systems Support Specialist III and IV and the IS Informarion�TechnicaI Analyst I, II, III, and IV classifications. Instead, for each 1040 hours an employee has appeared on the payroll in one position, the employee o� 9�� may be granted an increase in salary of one step up to and including step nme of the assigned pay range. If the employee has received a ten-yeaz iacrease, the employee may be granted step ten. If the employee has received a fifieen-year mcrease the employee may be granted step eleven. If fhe employee has received a twenty-yeaz increase the employee may be �ted step twelve, and if the employee has received a twenty-fiv�year increase the employee may be granted step thirteen. When an employee completes five yeazs of full-time service, the employee may be granted an increase of one additional salary step however, the employee's salazy shalt not exceed step nine of the assigned pay range. The ten and fifteen-year longevity step increases defined in Section E.1.(d) and (e) of the Salary Plan and Itates of Compensation shall continue to apply for employees in positions allocated to the aforementioned classes, and the twenty and twenty-five-yeaz longevity step increases defined 'm Sec6on E.1.( fl and (g) for employees represented by the Clerical or Technical Bazgaming Unit, shall also continue to apply to such employees. Tn addition, it is agreed that, in the event of a layoff, affected IS employees in classifications who were represented by AFSCME Local 1842 on December 5,1998 and who were promoted to higher level IS Job Family classes on that date that aze represented by the Professionat Employees Association, Inc. (PEA) or the Saint Paul Supervisors Organization (SPSO), shall be able to reduce to the IS Job Faznily level represented by AFSCME Local 1842, that corresponds with their previously held classification, and exercise applicable contractual seniority rights. It is further agreed that grievances arising frnm terms and conditions of employment in the City of Saint Paul Civil Service Rules and Salary Plan and Rate of Cornpensation shall continue to be processed ihrough the pmcedure oudined In the current collective bazgaining agreement between the City and AFSCME Local 1842. Any grievances arising &om alleged violarions of the procedures established in said competency system shall also be subject to the aforementioned grievance procedure. However, because both parties aelmowledge that the City retains its inherent managerial rights to evaluate and select staff, any concerns regazding the substantive determinations of the Staffing Advisory Group or of the Office of Human Resources regarding reallocation to a higher level in the IS job Family shall be appealed solely to the Civil Service Commission. It is furflier aQreed that this MOA shall continue to be in force until July 20, 2007 with an automaric extension to 7uly 19, 2009, unless and until the City and AFSCME Local 1842 mutually agree to end or modify said agreement prior to July 20, 2007. It is further agreed that 60 calendar days prior to 7uly 20, 2007, the City will notify AFSCME Local 1842, in writing, that said date is pending. Finally, it is agreed that this MOA shall not bexsed to set, in any way, a binding precedent on either of the parties. �,�:_, Q. `'�.��o..� Robin Madsen President Local Union 1842 AFSCME, District Council 14 AFL-CIO � ason Sc i Labor Relations Manager �� Kurt Errickson Business Representalive Lacal Union 1842 AFSCME, District Council 14 AFL-CIO G:�.SharedlI3R-Competencies�Pilot.Projecu�IS.PiIot�IS Competency System Conbnuarion AgreemenC 2842 July 21, 2004.wpd o�f 981� Defining Competencies/Competency-Based Systems Competencies aze the knowledge, skills, abilities, characteristics, attributes, and behaviors associated with successful performance on the job. Some examples are project management, problem solving/analytical thinking, communication, teamwork, leadership, and customer service. Competency-based classification systems allow organizations to move beyond the old "box" on the organizational chart which was a strict set of duries defining a job. Competencies promote more flexibility in assignments and keep up with constant change in the variety of work. They also allow the organization to develop other human resource systems, such as employee development, recruitment and selection, and performance management. Background In October of 1998, the City of Saint Paul Division of Information Services (IS), the Saint Paul Regional Water Services (SPRWS), and the City employees of the County Department of Public Health adopted a pilot project titled "Information Services Reorganizarion and 7ob Family Modeling Project." The project was the resuit of a lengthy and thorough collaborative effort between employees holding information services positions and City management. The process was facilitated by an outside consultant and the staff of the City Office of Human Resources. The initial result was the establishment of a three-year pilot project as allowed for by Civil Service Rule 8.A.6. The terms and conditions of employxnent and procedures established in the uutial project have been eaitended twice, through mutual agreement between the bargaining units representing the affected employees and the City. The IS Systems Support Specialist I, II, III, and IV, the IS Information/'I'echnical Analyst I, II, III, IV, and V, and the IS Systems Consultant I, II, III, and IV 7ob Families, also called job class series, and their corresponding pay grades were formally established in the salary schedules of the appropriate bargaining units by resolution of the City Council on October 28, 2001. These job classes haue also been formally established in the conesponding bazgaining unit contracts representing employees in positions allocated to the aforementioned job classes. In addition, the matrices describing the competencies required for positions in the aforementioned class series have been updated by both employee and management advisory groups following the initial project and the subsequent renewals. This document describes the current process involved in the administration of the IS and 5PRW S Competency- Based Employee Selection and Position Classification System. This system continues to affect positions cunently allocated to the IS Systems Support Specialist, IS Information/'I'echnical Analyst, and IS Systems Consuitant job families/class series. Page 1 of 7 For The IS Systems Support Specialist, IS Information/Technical Analyst, and IS Systems Consultant Job Families a�F-4 8� The Continued Goals of the System • To ensure adequate and competent IS sfafffor the present and the future. • To administer an equitable method for determining appropriate classification of positions. • To provide flexibility and variety in duty assignment. • To provide clearly-defined requirements for cazeer advancement opportunities. • To define the requirements for successfui job performance. • To assist in determining employee development and truning needs required for successful job performance and cazeer advancement. Procedures For Administration of the System The following procedures have been developed for administering the IS and SPRW S Competency-Based Employee Selection and Position Classification System: i. Selection of Candidates to fill New Vacancies In order to ensure adequate and competent City and SPRWS IS Unit stafffor the present and future and retain competent employees who have received City training, the selection process allows for vacancies to be filled from lists of eligible candidates created from trauring and experience (T&E) exams made up of both e�ernal and internal candidates who meet the minimum qualificarions (See attachment 1,1Vlinimum Qualifications Guidelines) for the announced vacancy and who demonstrate the required competencies through passing the examination. When an examination is announced as open to the public, current City employees who hold IS Job Family classifications in the Office of Technology Information Services Unit, the SPRWS Information Services Unit, and the Department of Public Health will receive additional points (See Attachment 2, T&E Example). All candidates who pass the test with a score of 75 or above wiil be certified to the appointing authority. The employee selection process also allows qualified City employees faster promotion opportunities. Certified City employees who haue been employed for not less than one yeaz and have at least 1040 hours of accumulated hours on the payroll, may enter examinations announced as promotion only. Normaily, such employees must have served not less than two years and have, at least, 2080 hours on the payroll to be eligible to take a promotion only exa.mination. In addition, certified City employees must meet the minimum qualifications for the posted vacancy, and have a satisfactory performance raring to take the promotional T&E examinarion. Finally, employees who pass and become Page 2 of 7 O�L-`f�'� eligible will be certified to the appointing authority in accordance with the provisions of Civil Service Rule 8.A.3. There will be an IS Staffing Advisory Crroup made up of employee volunteers who hold classified positions in each of the three IS Job Family class series. There will be two IS Systems Support Specialists, two IS Information/Technical Analysts and rivo IS Systems Consultants. Other members will include one representative of IS customers, one representative from the Office of Human Resources, and one representative from the IS Leadership Board. The responsibilities of the IS Staffing Advisory Group will be to review position information provided by the IS Leadership Board, IS Management, or Human Resources regarding vacancies and make recommendations to the Leadership Board, IS Management, and the Office of Human Resources regarding staffing. 2. Determining Appropriate Classification and Competency Level of Existing Positions It is understood that the field of Information Technology is an employment environment that changes quickly. There has been and will be constant evolution in Information Technology and, consequently, there will be change and evolution in the positions required to operate, maintain, adapt, and recommend the technology for use by customers. In order to keep up with this change, the following procedures will be followed in determining the appropriate IS Job Family, class series, and classification competency level of e�sting IS positions and their incumbents: Employees of the Office of Technology Information Services Unit, the SPRWS Information Services Unit, and the Department of Public Health who hold positions allocated to the IS Systems Support Specialist, IS Information/Technical Analyst, and IS Systems Consultant 7ob Family/class series may request a study of their positions and competencies for determination of appropriate job family/class series, and classification/competency level therein (See Attachments 3, 4, and 5, IS 7ob Family Competency and Shared Responsibility Matrices). When making study requests, such employees should provide information describing their assigned job responsibilities, assigned technologies, and the competencies being demonstrated. Such studies may be initiated by submitting to the Office of Human Resources a request for a study. This can be done either through email or an interoflice memorandum. Please make sure that supervisory personnel are informed of the request. Attached to the request, should be a fully completed questionnaire describing the incumbenY s assigned position responsibilities, technologies, and the competencies being demonstrated. As an alternative, an incumbent who has previously submitted the described questionnaire and has had their position and competencies reviewed, may submit an addendum to the questionnaire describing any significant changes that have been made to assigned responsibilities and to the competencies that are being demonstrated. Questionnaires may be currently obtained from the IS internal information network or from the Office of Auman Resources web-site. Upon receipt of all appropriate documentation, including a fixlly completed questionnaire or addendum, the Office of Human Resources will enter the study in Page 3 of 7 �`� their records and inform the incumbent of receipt of the study request. As part of the study procedure, Office of Human Resources Staff will review the information provided by the incumbent. Interviews with the incumbent and supervisory personnel may be conducted. All infonnation gathered about the assigned responsibilities of the position in question and the competencies being demonstrated by the incumbent will be thoroughly analyzed. This may include comparisons of tlus position information with the shared responsibiliries and competencies described in the various competency matrices. Also, a comparison of tlie position information may be conducted with similaz IS positions. As soon as possible following the analysis and comparisons, the Office of Human Resources will issue, to the appointing authority, a determination regazding the employee's position. This will include the appropriate IS Job Family/class series and classification and competency level therein. Possible outcomes could be, a- deternunarion that the posirion should be allocated to a higher level, a lower level, or remain the same. Implementation of a deternunation made by the Office of Human Resources is the responsibility of the appointing authority and is subject to any filling of vacancies approval processes set forth by the Mayor's Administration. • Human Resources determinations recommending that an incumbenYs position be allocated to a classification assigned to a higher maximum pay level is a promorion and may be implemented by the appointing authority through the process commonly known as reclassification. This process is set forth in Civil Service Rule 8.A2. However, under the IS and SPRWS Competency-based Employee Selection and Position Classification System, employees who meet the aforementioned requirements for entering an examination as a promotional candidate and if the employee affected by the determination has already taken a T&B exam for a vacancy in the higher level classification as determined by the study, and is on an existing eligible list for the higher level classification, the employee may be certified for appointment. In the case of a an eligible list generated from a promotion only examination, certification would be made without regard to the affected employee's standing on the list. • Also, deternunations resuiting in a recommendation of promotion may be implemented by the appointing authority through the process commonly known as reallocation. This process is set forth also in Civil Service Rule 8.A.2. However, under the IS Competency-based Employee Selection and Position Classification System, employees who meet the aforementioned requirements for entering an examination as a promotional candidate and who haue been perfornung all the significant higher level responsibilities and demonstrating all the significant competencies of the higher level classification for a period of at least six months, may be promoted to the higher level class without competitive examination. Page 4 of 7 o�{-q a� Position allocation detemunations made by the Office of Human Resources may be appealed. They may be appealed through the process discussed in tlus document or through the process set forth in Civil Service Rule 26, Secfion 3.C.. - re¢arding challenges to classification determinations. Initially, as is the process with all studies conducted by the Office of Human Resources, there is an informal appeal process. Following learning of the determinatio� the incumbent notifies the Human Resources staff person who conducted the study that there is disagreement with the detemunation. Tlus notification should be made within five working days of the incumbent learning of the detemunation from the appointing authority. As soon as possible thereafter, a meeting will be held between the Human Resources staff person who conducted the study and the incumbent. At tlus meeting, the incumbent and the Human Resources staff person will identify those areas where there is agreement and those areas of disagreement. Additional information may be presented or requested by the incumbent, and questions-may be asked. As soon as possible after the meeting the Human Resowces staff person will analyze any additional information presented and issue another deternunation. If the incumbent continues to disagree with the detemvnation and believes that their position and competencies were unfairly or inadequately audited, then the incumbent may issue a letter to the IS Staffing Advisory Group stating the specifics as to why they believe their position was not fairly or adequately audited. Copies of the letter should also be sent to the appointing authority, and the Human Resources Director. This letter of appeal must be made within twenty calendar days of the incumbent leaming of the determination made by the Oii'ice of Human Resources resulting from the informal appeal meeting with the Human Resources staff person. The IS 5taffing Advisory Group will then review the letter and decide whether to act on the appeal. Within 10 days of receipt of the request, the Group will notify the incumbent as to whether they will conduct a review of the appeal. If they accept, the process will include a review of all public documents including the Human Resources nutial Report and Determination, and any subsequent appeal reports and determinations issued by Human Resources. The IS Staffing Advisory Group may conduct additional interviews with the incumbent, supervisory personnel, and the Human Resources staff person who conducted the study. The IS Staffing Advisory Group will then issue a recommendation regazding the appeal to the appointing authority. The appointing authority may then implement the recommendation, reject it, or may ask that the Human Resources Office recommend oprions for restructuriug the position. If the recommendation is rejected, then the appointing authority will issue a detailed letter outlining the reasons for the rejection both to the empioyee and the IS Staffing Advisory Group. The above referenced appeals process is an alternative way to deal with issues involving appropriate allocation of positions and competency of incumbents in the Page 5 of 7 ay-qg� IS Competency-based Classification System. ffthe IS Staffing Advisory Crroup conducts a review of an appeal, the issues under appeal will be reviewed by empioyees who hold or have held positions in the complex field of information technology. They also have a l�owledge of and have demonstrated the competencies required for successful performance in these highly technical positions. If the employee decides not to appeal to the IS Staffing Advisory Group, or if the Group decides not to act on the employee's appeai, or if the appointing authority rejects the recommendations of the IS Staffing Advisory Group, then the appeal rights set forth in the Civil Service Grievance Procedure, Rule 26, regazding Classification challenges aze available to the incumbent. This may include the right to a hearing before the Civil Service Commission. However, if the employee appeals to the IS Staffing Advisory Group and the Group decides to act on the appeal and issues a recommendation that is accepted by the appointing authority, the employee may not appeal through the Civil Service Cttievance process. 3. Advancement In Salary In order to accelerate the opportunity for advancement in salary as a resuk of ineeting or exceeding job performance e�ectations, the grades assigned the classifications within IS Job Families contain salary steps at six month intervals until employees reach salary steps considered to be based on longevity, or yeazs of service. Generally, this means that employees who meet or exceed performance e�ectations based upon the competencies defined for their position by the IS Competency-based Classification System and IS supervisory personnel, may be eligible for a step increase after every 1040 hours on the payroll. The earliest a step increase may become effective, however, is the first pay period following the anniversary of 1040 hours on the payroll. For employees in positions allocated to classifications level within the IS Spstems Suauort S�ecialist and IS Information/Technical Analyst Job Families. employees may be eligible for step increases after every 1040 hours up to and including step nine. This means that an employee appointed at step one, who consistently meets or exceeds performance expectations, may take no longer than four years to get to the maximum step increase before a longevity step. Employees may also be eligible for longevity step increases after they have reached 10 yeazs, 15 years, 20 yeazs, and 25 years of service with the City of Saint Paul. However, in no case, may an employee advance to one of these longevity steps without having served the corresponding number of yeazs. For employees in positions allocated to the IS Systems Consultant I level in the IS Systems Consultant Job Family, employees may be eligible for step increases after every 10 40 hours up to and including step 15. This means that an employee appointed at step one, who consistently meets or exceeds performance expectations, may take no longer than seven yeazs to get to the maximum step Page 6 of 7 o�-4s� increase before a longevity step. Employees may also be eligible for longevity step increases after they have reached 10 yeazs, and 15 yeazs of service with the City of Saint Paul. However, in no case, may an employee advance to one of these - longevity steps without having served the corresponding number of years. For employees in positions allocated to the classification levels of IS Systems Consultant II, III, and IV in the IS Systems Consultant Job Family employees may be eligible for step increases after every 1040 hours up to and including step eleven. This means that an employee appointed at step one who consistendy meets or exceeds performance eacpectations, may take no longer than five years to get to the maximum step increase before a longevity step. Employees may also be eligible for longevity step increases after they have reached 10 years, and 15 yeazs of service with the City of Saint Paul. However, in no case may an employee advance to one these longevity steps without having served the corresponding number of yeazs. 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M �i � � � CV � Y � x � � � �O � � � ✓1 d �� R� a °'C � w o� .x 'b p,'d ° � w ��o o� j p, a'� 3� o � ny a'm .� � z% d� U s o a �, c o'Y' �r .� � 3.`�o ',3 > � � � v N � � � � � W � � O a U � � a a� � o�f-q8� IS Training & Eaperience Evaluation Outline Egample Some Suggested Rating Guidelines ATTACHIvIENT 2 City of Saint Paui - IS Experience If the candidate has one year or more of IS experience in a certified 0-10 points City job, in the Office of Technology, SPRWS, or Public Health, add points. Education and technical training 0- ZO points (Points in this category can come from a single or multiple sources but may not exceed a total of 20 points) Format Education College Degree IS, Business, Management 0- 10 Other college degree Tectuucal School On the job Education Technical courses, seminars & certifications or on the job leaming Competency Rating Technical competencies (assi ent relatedl 1. City or SPRWS technical environment 2. Assigned platform Customer applications General competencies 4. Project Management/Prioritization/Planning 5. Problem Solving /Analysis � � Communication Customer Consulting Teamwork/Management/Leadership Q-5 0-5 � 0 - 70 points 0-5 0-10 0-5 0-10 0-10 0-10 0-10 0-10 YYeights assigned to the competencies may vary based on analysis of the vacancy. Total 0 - 100 points For examinations announced as open and not announced as promotion only, all candidates who receive 75% or more are considered eligible for interviews with the appointing authority. The appointing authority will decide who to interview from the pooi of eligible candidates. 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