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04-987\\ Council File # �' 9 b ! Green Sheet # 3023346 RESOLUTION CITY OF SAINT PAUL, MINNESOTA Presented b� Referred To 1 2 [�3 0 Conanittee Date �d RESOLVED, 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 the Professional Employees Association (PEA) to continue the competency-based classification, compensarion, and employee selection processes established for Information Services employees. Yeas Na s Absent Benanav r/ Bostrom � Harris ✓ Helgen � Lantry ✓ Montgomery � Thune f Adopted by Council: Date �/�Jj /'.3G � � � ° Adoprion Certified by Council Secretary BY� � i Approved y ayor: Date �� By: ".'.'„„`.` ` Requested by Department oE Office of Human Resources By: � Form Appr d by Cin orney % By: � ?�.;� �, �.-. for � P�btQS Pdot Ettrnsion resoWtion wpd oy 9�� DEPARTMENT/OFFICFJCOUNCII.: DATE INITIATED GREEN SHEET No.• 3023346 Human Resources 10-11-04 ' CONTACL PERSON & PHOPiE: 7iVP1'W✓DATE iPIITTALDATE 7o17Il Shockley 266-6482 ! DEPAI[ihIENL DiR �/J� a cm couivcu. LeeAnn Turchin 266-6517 ,� Zc�Ano� ��„�� cm« NUMBER FOR MUST BE O1V COUNCIL AGENDA BY (DATE) ROU7ING �,�aA� sExv nm � " r'avnxcw. s�cviaccrG ORDER 3 MAYORCO&ASSI.) TOTAL # OF SIGiYATURE PAGES_i (CLIP ALL LOCATIONS FOR SIGNATURE) ACCION REQUESTED: Approval of the attached Memorandum of Agreement (MOA) between the City and the Professional Employees Association (PEA) is requested This MOA extends previously approved and eactended terms and conditions of employment that were first established by a pIlot project in October of 1948 for employees of the Information Services Division, the Saint Paul Regionai Water Services, and City Employees at the Ramsey County Depaztrnent of Public Health. R£COMMENDATIONS: Appmve (A) orRejat�) PERSONAL SERV[CE CONTRACIS MI15T ANSWER THE FOLLOWING QUESTIONS: l. HasfiispersoN6rmeverworlcedmderaconhactforUtisdepaiNenYl PLANNING COMMISSION Yes No Cffi COMMIITEE 2. Has this petsoNfum everbeeu a city employee7 CIVII.SERVICECOMMISSION Yes No 3. DoestLispersodfvmpossusasidllnotnomullypossessWbyanycurtmtcityenqiloyee? Yes No 4. is this persodficm a tazgeeed vendoll Ya No Enplain all yes answus on separate sheet and attach to green sheet INITIATING PROBLEM, ISSSlE� OPPORTUMTY (Who, W6ay When, Where� Why): In October of 1998, the City of Saint Paul Infomiation Services (IS), the Saint Paul Regional Water Services (SPRWS), and the City employees of the Ramsey County Department of Public Health adopted a pilot project which established a competency-based classificafion and employee selecfion system for positions working in the field of informarion technology. The position classificarions and grades, first created in that original pilot project, have now been formally established in the corresponding union contracts and salary schedules. Also, the classification competency matrices have been updated several times and formally established by the employees and mauagement. The selection processes and advancement in salary processes for employees have been extended twice by MOA. The employees and the City would like to continue the system. As the system processes 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 automaric extension into 2009, with the mutual agreement by the parties involved. The documents eacplaining the system aze attached. ADVANTAGES IF APPROVED: " The City and information services employees of the affected bargaining unit will continue to receive the benefits of a competency- based position classificafion, employee selecfion, and advancement in salary system that has been successful for almost six years. DISADVANTAGES IF APPROVED: None DISADVANTAGES IF NOT APPROVED: A successful employee seiection 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. �... ----�.-.-� __ ------._.--,— TOTAL AMOUNT OF TRANSACTION: COS77REVENUE BUDGETED: �'+01J19C�} �P.°.i3$�C�? C�r4;P.f FUNDING SOURCE: ACTIVITY NUMBER: FINANCIAL INFORMATION: (EXPLAIIV) � L 1 3 ur Y G:VShared�HR-Competencies�Pilot.PmjectsUS.PiIotVS Pilot Extension.greensheet.wpd k �, y • o� q�� Memorandum of Agreement This Memorandum of Agreement (hereinafter referred to as "MOA'� is made and entered into this 21st day of July 2004, by and between the City of Saint Paul {hereinafter referred to as "Cit�'), and the Professional Employees Association (hereinafter referred to as "PEA"). The purpose of this agreement is to continue the successful competency-based classification, compensation, and employee-selection processes initially developed as part of the pilot project tiUed "Information Services Reorganization and 7ob Family Modeling ProjecY' dated October 1998. Those processes aze currently described in the attached document tifled "Information Services Competency-based Classification System." The City and PEA agee that the stipulations contained within the attached document that affect terms and condirions of employment shall apply only to those employees of the City Office of Technology, Information Services Division (IS) and The Saint Paul Regional Water Services (SPRWS) Information Services Secrion (IS) who holdpositions allocated IS Information/Technical Analyst V and the IS Systems Consultant I, II, and III classes who aze represented by PEA. Also, the City and PEA agree that the following Civil Service Rules, as modified herein, shall be used in the administration of the competency-based classificarion, compensation, and employee-selection processes: 1. Civil Service Rule 8.A.2. (Reallocation Rule) This rule allows the Human Resources Director to authorize an appointing authority to promote an incumbent, without further comperitive 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 authbrization may occur only if the incumbent has performed the critical duties of the higher level position for one yeaz or more, meets the minimum quatifications, has promorioa rights, and has demonstrated satisfactory performance in their position. This rule shall instead allow for the non- competitive promotion of incumbents in IS Job Family classified positions after an incumbent has demonstrated the crirical competencies and performed the critical responsibilities of a higher level position in an IS Job Family classificarion for six months or more, has promotion rights as defined in this agreement, and demonstrated satisfactory performance in the higher level position. 2. Civil Service Rule 7. (Eligibility Lists) When an examination is scheduled for both promotion and original entrance, such examinations aze commonly called "open exams: ' If such an examination applies to the filling of vacancies in IS Job Family positions, there shall not be maintained a separate list for promotion eligibles and original entrance eligibles. Instead, there will be one list maintained for all eligible candidates. Promotion eligible candidates, as defined below, will receive additional points for IS experience as part of the competency examination process. This process is outlined in the attached system document. 3. Civil Service Rule 14 (Promotion Requirements) Employees who hold certified IS Job Family posirions shall be eligible to enter an examination as a promorion eligible candidate after serving not less than one year as a certified employee with at least 1040 hours of service on the payroll prior to an exainivation. This rule shall be used, as modified, only for open and promotion only exams used to detennine eligibles to fill vacant posirions within the IS Job Family System and for determining eligibility for reallocation to a higher level IS 7ob Family posifion under Rule 8.A.2. as modified above. 4. Civil Service Rule 22 (Lay Of� shall allow the class seniority listing o£IS Job Family incumbents reallocated to higher levels in the IS Job Faxnily System on the same date to be determined by the total length of continuous service in all classified Ciry positions. 5. Section E.1., E.2.(b) and E.1.(c) of the Salary Plan and Rates of Compensation governing advancement in salary shall not apply to employees in positions allocated to the IS Information TechnicallAnalyst V, and the IS Systems Consultant I, II, and III classifications. Instead, for each 1040 hours an employee in a posirion allocated to the IS Systems Consultant I class has appeared on D� 9�'l the payroll in one position, the employee may be granted an increase in salary of one step up to and including step fifteen of the assigned pay range. If the employee has received a ten-year increase the employee may be granted step sixteen. If the employee has received a fifteen-yeaz increase the employee may be granted step seventeen. When an employee completes five years of fuil-time service, the empIoyee may be granted an increase of one additional salary step however, that employee's salary shalI not �ceed step fifteen of the assigned pay range. For each 1040 hours an employee in a posirion allocated to the IS Information TechnicaUAnalyst V, the IS Systems Consultant II, and the IS Systems Consultant III classes has appeared on the payroll in one position, the employee may granted an increase in salary of one step up to and including step eleven of the assigned pay range. If the employee has received a ten-year increase the employee may be granted step twelve. If the employee has received a fifteen-yeaz increase, the employee may be granted step thirteen. When an employee completes five years of full-time service, the empioyee may be granted an increase of one additional salary step however, the employee's salary shall not exceed step eleven of the assigned pay range. The ten and fifteen-yeaz longevity step increases as defined in Section E.l.(d) and (e) ofthe Salary Plan and Rates of Compensaiion shall continue to apply for employees in positions allocated to the IS Information TechnicaUAnalyst V, and the IS Systems Consultant I, II, and III classes. It is further agreed that grievances arising from terms and conditions of employment in the CiTy of Saint Paul Civil Service Rules and Salary Plan and Rate of Compensation shall continue to be processed through the procedure outlined in the current collective bazgaining ageement between the City and PEA. Any grievances arising from alleged violarions of the procedures established in said competency system shall also be subject to the aforemenUoned grievance procedure. However, because both parties aclmowledge that the City retains its inherent managerial rights to evaluate and select staff, any concerns regazding the substantive determinafions of a Competency Review Boazd shall be appealed solely to the Civil Service Commission. It is further agreed that this MOA shall continue to be in force until July 20, 2007, with an automatic twayear extension to July 19, 2009, unless and until the City and PEA mutually agree to end or modify said MOA prior to July 20, 2007. Finally, it is agreed that 60 calendaz days prior to 7uly 20, 2007, the City will nodfy PEA, in writing, that said date is pending. C' f Sai t P � t % � Angie �alezny ,/ Human sources D' � /`� � ason Sc clt Labor Relations Manager Professi Employees Association Steven J. Olson President `.yi� %�/'..jate� Mike Wilde Business Representative H:\USIItS\OLsansNUS Competmcy System Continua4on Agreemrnt PEA July 21, 2004.wpd a�f- 9g"1 Defining Competencies/Competency-Sased Systems Competencies aze the knowledge, sldlls, abilities, characteristics, attributes, and behaviors associated with success£ul performance on the job. Some examples are project management, problem solving/analytical thinldng, 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 fle�bility 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 Heakh adopted a pilot project titled "Information Services Reorganization and Job Family Modeling Project." The project was the result 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 nutial result was the establishment of a three-yeaz pilot project as allowed for by Civil Service Rule 8.A.6. The terms and conditions of empioyment and procedures established in the uritial project have been estended 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/Technical 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 bazgaining units by resolution of the City Council on October 28, 2001. These job classes have also been formally established in the corresponding bargaining unit contracts representing employees in positions allocated to the aforementioned job classes. In addition, the matrices describing the competencies required for positions in the aforemenrioned 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 adnunistration of the IS and SPRWS Competency- Based Employee Selection and Position Classification System. This system continues to affect positions curreritly allocated to the IS Systems Support Specialist, IS Information/Technical Analyst, and IS Systems Consultant job families/class series. Page 1 of 7 For The IS Systems Support Specialist, IS Information/Technical Analyst, and IS Systems Consultant Job Families O�{ -�1�� The Continued Goals of the System • To ensure adequate and competent IS staff for the present and the future. • To administer an equitable method for determining appropriate classification of positions. • To provide flexibility and variety in duty assi�unent. • To provide clearly-defined requirements for cazeer advancement opportuniries. • To define the requirements for successful job performance. • To assist in detemuning employee development and training 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 SPRWS Competency-Based Employee Selection and Position Classification System: 1. Selection of Candidates to fill New Vacancies In order to ensure adequate and competent City and SPRWS IS Unit stafffor the present and fixture and retain competent employees who have received Ciry training, the selection process allows for vacancies to be filled from lists of eligible candidates created from training and experience (T&E) exams made up of both extemal and intemal candidates who meet the minimum qualifications (See attachment 1, Muumum 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, cunent City employees who hold IS 7ob 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 will be certified to the appointing authority. The employee selection process also allows qualified City employees faster promotion opporhmities. Certified City employees who have been employed for not less than one year and have at least 1040 hours of accumulated hours on the payroll, may enter exanunations announced as promotion only. Normally, 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 examination. In addition, certified City employees must meet the minimum qualifications for the posted vacancy, and have a satisfactory performance rating to take the promotional T&E examination. Finally, employees who pass and become Page 2 of 7 oN-981 eligibie will be certified to the appointing authority in accordance with the provisions of Civii Service Rule 8.A3. There will be an IS Staffing Advisory Group made up of employee volunteers who hoid classified positions in each of the three IS 7ob Family class series. There will be two IS Systems Support Specialists, two IS Information/Technical Analysts and two IS Systems Consultants. Other members will include one representative of IS customers, one representative from the Office of Fiuman Resources, and one representative from the IS Leaderslup Board. The responsibilities ofthe IS Staffing Advisory Group will be to review position informarion provided by the IS Leadership Boazd, IS Management, or Human Resources regarding vacancies and make recommendations to the Leadership Board, IS Management, and the Office of Human Resources regazding 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 determuung the appropriate IS Job Family, class series, and classification competency level of eacisting IS positions and their incumbents: Employees of the Office of Technology Information Services Unit, the SPRWS Information Services Unit, and the Department of Public Heaith 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 faznily/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 nutiated by submitting to the Office of Human Resources a request for a study. This can be done either through email or an interoffice memorandum. Please make sure that supervisory personnel aze informed of the request. Attached to the request, should be a fully completed questionnaire describing the incumbenY s assigned positioa 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 Human Resources web-site. Upon receipt of all appropriate documentation, including a fully completed questionnaire or addendum, the Office of Human Resources will enter the study in Page 3 of 7 . � a�f- �� 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 informarion 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 this position information with the shared responsibilities and competencies described in the various competency matrices. Also, a comparison of tfie position informarion may be conducted with similar IS positions. As soon as possible following the analysis and comparisons, the Office of Human Resources will issue, to the appointing authority, a deternunation 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- deternunation that the position should be allocated to a higher level, a lower level, or remain the same. Implementation of a determination 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 Administrarion. • Human Resources detemunations recommending that an incumbenYs position be allocated to a classification assigned to a lugher maximum pay level is a promotion and may be nnplemented by the appointing authority through the process commonly known as reclassification. This process is set forth in Civil Service Rule 8.A.2. 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&E exam for a vacancy in the higher level classification as detemuned by the study, and is on an e�sting 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, determinations resulting in a recommendation of promotion may be impiemented by the appointing authority through the process commoniy 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 have been performing all the significant higher level responsibilities and demonstrating all the significant competencies of the higher level classificarion for a period of at least six months, mav be promoted to the higher level class without competitive examination. Page 4 of 7 o�r-�� Position allocation determivations made by the Office of Human Resources may be aunealed. They may be appealed through the process discussed in tlris document or through the process set forth in Civil Service Rule 26. Section 3.C.. re�arding challenges to classification determinations. Inirially, as is the process with all studies conducted by the Office of Human Resources, there is an informal appeal process. Following learning of the determination, the incumbent notifies the FIuman Resources staff person who conducted the study that there is disagreement with the determination. Tlris notification shouid 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 this meeting, the incumbent and the Human Resources staff person will identify those azeas 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 Resources staff person will analyze any additionai information presented and issue another determination. If the incumbent continues to disagree with the determination 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 calendaz days of the incumbent learning of the deternrination made by the Ofi'ice of Human Resources resulting from the informal appeal meeting with the Human Resources staff person. The IS Staffing 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 initial 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 Huxnan Resources Office recommend options for restructuring 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 employee and the IS Staffing Advisory Group. The above referenced appeals process is an altemative way to deal with issues involving appropriate allocarion of positions and competency of incumbents in the Page 5 of 7 O�{- `� � IS Competency-based Classification System. If the IS Staffing Advisory Grroup conducts a review of an appeal, the issues under appeal will be reviewed by employees who hold or have held positions in the complex field of information technology. They also have a lrnowledge 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 Crroup decides not to act on the employee's appeal, or ifthe appointing authority rejects the recommendations of the IS Staffing Advisory Group, then the appeal rights set forth in the Civil Service Cmevance Procedure, Rule 26, regazding Classification challenges are 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 Crroup 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 Grievance process. 3. Advancement In Salary In order to accelerate the opportunity for advancement in salary as a result of ineeting or exceeding job performance eapectations, 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 eazliest 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 Systems SuQport Snecialist and IS Information/Technical Analyst Job Families. employees may be eligible for step increases after every 1040 hours up to and including step nine. Tkris means that an employee appointed at step one, who consistentiy meets or exceeds performance expectations, may take no longer than four years to get to the maadmum step increase before a longevity step. Employees may also be eligible for longevity step increases after they have reached 10 years, 15 years, 20 years, and 25 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 yeazs. For employees in positions allocated to the I5 Systems Consultant I level in the IS Systems Consultant Job Familv, 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 eacpectations, may take no longer than seven years to get to the maximum step Page 6 of 7 O�f- 98� 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 Paui. However, in no case, may an employee advance to one of these - longevity steps without having served the conesponding number of yeazs. For employees in positions allocated to the classification levels of IS Systems Consultant II. III, and IV in the IS S�ems Consultant Job Family, employees may be eligible for step increases after every 1040 hours up to and including step eleven. Tlus means that an employee appointed at step one who consistently meets or exceeds performance expectations, may take no longer than five yeazs to get to the maximum step increase before a longevity step. Employees may aiso be eligible for longevity step increases after they have reached 10 years, and 15 years 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 conesponding number of yeazs. G:1Shared�HR-Competencies�PilotProjects�IS.PiIot�Information Services Competency-based classification.document2004.wpd Page 7 of 7 by-q � 1 '� � � �. z � U E"� � � F � 0 � N � � a � z � ti U � � > w 0 � O u. N Y � w C O � � .� U" � .� � . > � 0 w � O � � a� � '� U �3 � ;� "� � � .� T-� � O '� � U � w^� .� o� .c � '� � H'�� .� �� w � � � CS f-+ ° � � • � � -� O N y � .� � .� � � u, ° :: � N 'C ¢. 3 U y � N � "" � � � � .. k o � y °' w H � � � •� 7 ir .� O .-�. 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V y k_ , ' Y y t�`�`; � U k , � O OJ '�? %5t/1u v� °� s � e> > 3 '� � � `3 y `° V 0 � ,��°�� V � � O p S.,' • W � � � Y�-i �❑ � � a � L� N � � O ¢" N y"�,a U � ¢, O X .°� � 3 .� �� 4, w � rii m o o°3 v '° a`�i � T � � y � '� m � p O i' v O O �+ •: � �'i. s�. O .� � O � � ~ � y ," "Y U ,� O O � aJ O Y� �, �> E� � o � a�i � a'f-9a�� �, � z w � x c� ¢ H � ¢ � � a�-ys1 IS Training & Experience Evaluation Outline Egample Some Suggested Rating Guidelines ATTACfIMENT 2 City of Saint Paul - IS Experience If the candidate has one year or more of IS eacperience in a certified 0-10 points City job, in the Office of Technology, SPRWS, or Public Health, add points. Education and technical training 0- 20 points (Points in this category can come from a single or multiple sources but may not exceed a total of 20 points) Formal Education College Degree IS, Business, Management 0- 10 Other college degree 0- 5 Technical School 0 - 5 On the job Education Technical courses, seminars & certifications or on the job leaming Competency Rating Technical competencies (assianment relatedl 1. City or SPRWS technical environment 2. Assigned platform 3. Customer applications General competencies 4. Project Management/Prioritization/Planning 5. Problem Solving /Analysis 6. Communication 7. Customer Consulting 8. Teamwork/Management/Leadership 0-5 0 - 70 points 0-5 0-10 0-5 0-10 0-10 0-10 0-10 0-10 Weights 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 pool of eligible candidates. 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