95-121= Q�lGI�IAL
Requested
RESOLUTION
SAINT PAUL, MINNESOTA
Presented
Referred To
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RESOLVED, That the Civil Service Rules be amended in Section 10, Probation,
Council File # � la�
Green Sheet # � Q �
Committee: Date
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4 Subsection 10.C., so said subsection shall read as follows:
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10.C. If any probationer on fair test shall be found incompetent or unqualified to
perform the duties of the position to which hejshe has been certified or
transfened, the appointing officer shali report such fact in writing to the
Office of Human Resources and may, •°"- `'�� °��°�--« �` "-� ":.,:, °��.:°�
Efr��rissietr�� for reasons specifically stated in writing and filed with the
Office of Human Resources, discharge, reduce, or in the case of the
transferee, return to his/her former position said probationer at any time
during the probationary period; except that if the probationer is entitled to
veteran's preference in accordance with the Veteran's Preference Act of
the State of Minnesota, he jshe shall be entitled to a hearing as required by
said Act and in accordance with Section 16 of these Rules.
Approved:
a ev
vrim
�uerin
Harris
eqar
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une
Adopted by Council: Date
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BY
An Administrative Resolution amending tbe Civil
Service Rules concerning temrination during probation.
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Certified by Council Secretary
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2/21/9
Commission
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Fo�roved by City Attorney
By: � �v� `�
Approved by Mayor for Submission to Council
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'" 95—i�i
DEPAqTMENLpFFICE/COUNGL OATE INRIATED ' V� 3 510 3
xu�n Resources Office 1j24/95 G REEN SHEE _ _
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CONTACTPERSONBPHONE �DEPAHiMENTDIRECTOR CITYCAUNCIL
RSSIGM CISY ATTOANEY �r 1� 71� YS � CITY CLEPK
LeeAnn Turchin NUYBERFOR �
MUST BE ON CpUNCIL AGENDA BY (DA'fE) q0�� BUDGET D�FiECTOR � FlN. & MGf. SERVICES DIR.
_' ORDFA MqypR(ORASSISfANT) �('ivil SPrv� OII
TOTAL # OF SIGNATURE PAGES 1 (CLIP ALL LOCATIONS FOR SIGNATURE)
ACTION RC-0UESTED:
Civil Service Rule Change: Delete "with the consent of the Civil Service Commission and"
in Ru1e L�.C., PROBATION. This proposed Rule change would a11ow a supervisor to
terminate or discharge an employee during probation without the consent of the Co�ission.
aECAMMENDATIONS: Approve (A) or Reiect (R) pERSONAL SERVICE CONTpACTS MUST ANSWER THE FOLLOWIN6 �UESTIONS:
_ PLqNNING COMMISSION _ QVII SERVICE COMMISSION �� H33 this pBrSOn/fimt eve! workBtl untler a COnVaCt for tllis department? -
_ Ci6 COMMRTEE YES NO
_ SiAFF 2. Has this personKrm erer been a ciry employee?
— YES NO
_ DISTRIC7 CqURT _ 3. Does this personttirm possess a skill not normally possessed
by any current city employee?
SUPPORTSWHICHCOUNCILOBJECTIVET YES NO
Explain all yes anawers on seperate aheet antl attach to green sheet
INRIATING PROBLEM, ISSUE. OPPORNNITY (Who. WhAt, When, W�ere, Why):
Currently, if an empioyee is discharged during the probationary period, consent of the Civil
Service Commission is.required. If the employee is discharged at the end of the probationary
period, no such consent is zequired. Because the Human Resources Office already reviews the
reasons and rationale for termination, a further review and consent by the Commission seems
redundant and further delays termination of an incompetent or unqualified employee, costing
the City additional salary dollars.
ADVANTAGESIFAPPROVED. StTOIIg support from all City departments/offices, the School District, and
some of the bargaining units for this change, Since the probationary period is an extension
of the selection process, a supervisor should have the authority to terminate an employee
for just cause during Che probationary period, in the same manner theq have to select or not
select an employee. Departments would still provide rationale and reasons for termination
which is reviewed by the Human Resources Office. This Rule streamlines the termination
process, with HR continuing to ensure legitimate reasons for termination. Ramsey County
eliminated this du lication in their s stem several ears a o.
DISADVANTAGES IF APPROVED:
AFSCME 2508 & 1842 oppose such a change in the Rules, although Local 2508 does acknowledge
that historically these s are seldom challenged. g� ���i� C R
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JAN 2 E 1995 �A� N 6 199�
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DISADVANTAGES IF NOTAPPROVED'
The City will continue to carxy an incompet.eat or unquali£ied em�oyee on City payroll until
the Commission can review the case and determine a legitimate rationale for termination exist .
The salary dollars are an additional expense for the City at the same time a department finds
it more difficult to get their work done. We will continue to duplicate the review process
by having HR and the Commission both review these cases, resulting in additional expense.
Per diem costs for Commissioners are $50 per Commissioner for delibera[ion amounting to
$150.
TO7AL AMOUNT OF TRANSACTION $ —O— COST/REVENUE BUDGETED (CIRCLE ONE) YES NO
FUNDIFIG SOUNCE ACTIVITY NUMBER
FINANCIAL INFORMATION. (EXPLAIN)
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Ciry of Saint Paul
C'rty Council Irnestigation and Research Center
Suite 310, City Hall
Sairrt Paul, MN 55102
612 266-8564
iNTER-DEPARTMENTAt MEMORANDt1M
DATE:
TO:
FROM
February 17, I995
Joan Jef&ey
Office of Human Resources
Nancy Anderson '� �
SUBJECT; Ciry Council Resolution No. 95-121.
I am forwazding to you the original resoIution - Council File No. 95-121, adopted on
February 15, 1995, for Civil Service Commission approval (it has nat been signed by the
Mayor).
Please return to me when it has been signed by the Civil Service Commission. If you have
any questions, please contact me at 266-8564.
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Attachment - Original Conncil Resolurion
cc: Fran Swanson, City Clerk's Office
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