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95-8OR1G1N Council File # ��V Gxeen Sheet # RESULUTION SAINT PAUL, M!lVNESOTA 1 2 3 4 5 � Administrative Resolution approving a pilot Clericai, Maintenance and Technical Trainee Project in accordance with Civil Service Rule 8.A.6 and the accompanying memorandum of agreement with AFSCME Local 2508. WfIEREAS, it has been possihle to recruit and employ protected class applicants for trainee positions on a provisionai basis, and 8 WHEREAS, it has not been possible to appoint such employees, on a 9 certified permanent basis, to the classifications for which they have been trained, 10 and ll WHEREAS, such employees have been contributing vainable services to 12 the City of Saint Paul, and 13 WHEREAS, Civil Service Rule S.A.6 permits the Human Resources 14 Director ta conduct special projects designed to enhance recruitment, selection, 15 experimental learning placements, pre-entry training programs, employee career 16 development programs, inclusive of apprenticeship, and on-the job-training 17 programs, reFerral and/or appointment processes for filling of City positions, and 18 WHEREAS, the City of Saint Paul Office of Human Resources and Labor 19 Relations has reached an agreement with AFSCME Locai 2508 representing the 20 classifications affected by this project, now therefore, be it 21 RESOLVED, that the attached Memorandum of Agreement shall govern 22 the administration of the pilot project for Clerical, Maintenance and Technical 23 Trainees, and be it Referred To q'S-� 24 FURTF�R RESOLVED, that the Councii of the City of Saint Paul hereby 25 approves the Pilot Project for Clerical, Maintenance and Technical Trainees, and be it 26 FINALLY RESOLVED, that said project shall expire three years following 27 the passage and approval of this resolution. Requested by Department of: Htunan Resources ��� �� Form A r ve y City Attorney � By: � BY� �' �� Approved by Mayor for Submission to , � L G Council Approved by ay Date . I��l/ V� Z� _ _ .. B�' �._�/ � � '��� � � � ,� � /Y(I �..ov��. �,..� By: Adopted by Council: Date \ � Adoption Certified by Counci Secretary 95-$ `� DEPARTMENT/OFFlCE/COUNCIL DATE INITIATEO N� 2 8 9 4 4 office of xim�an sources Class. 11 22 g4 GREEN SHEET CONTACTPERSON&PHON . IN AUDAE INRIAVDATE DEPABTMENT DIRECTO (� I r I CIN COUNCIL y� ASSIGN CRYATfOANEY S �Z 1 CRVCLERK John Shockle x66482 NUYBERFON � G 7n MUST BE ON COUNqL AGENDA BV (DATE) pp�p� UDGEf D�REGTOR Q FIN. & MGT. SERVICES DIR. ORDFA ry�MAYOR (OR ASSISTAN � Fi n�nr.P- IR� TOTAL # OF SIGNATURE PAGES 1 (CLIP ALL LOCATIONS FOR SIGNATURE) ACTION flEQUE5TED: � Approval of a pilot trainee project in accordance with Civil Service Rules 8.A.6 and approval of an accompanying memorandum of agxeement vith AFSCME Local 2508. RECAMMENDATIONS: Appmve (A) or Re�ec[ (R) PERSONAL SEHYICE CONTpACTS MUST ANSWER THE FOILOWING �UESTIONS: _ PLANNING COMMISSION _ CIVIL SEflVICE COMMISSION �� Ha5 this pef50n/firm eVef wOrked untlef a CoMfdCt for this dep2rtmerH? � _ C1B COMMiTTEE _ YES NO _ STAFF 2. Has this person/firm ever been a city employee? — YES NO _ DISTRiCT COUar _ 3. Does this personRirm possess a skill not normally possessed by any curcent city employee° SUPPORTSWHICHCOUNCIlO&IECTIVE? VES NO Explain all yes answers on separete sheet antl attach to green shcet INITIATING PROBLEM, ISSUE, OPPOFTUNITY (Who, What, When. Where, Why): - While it has been possible to recruit and employ qualified protected class applicants in Clerical, Maintenance, and Technical Trainee classes on a provisional basis, it has not been possible to move a number of such employees into the certified classifications for which they have been trained. These employees are contributing valuable services to the City. This pilot project will provide a method by which such employees would begin earning promotion rights and seniority. (see attachments) ADVANTAGES IF APPROVED: This program allows for trainees who are in long term provisional positions to become certified City employees and consequently earn promotion rights and seniority. The program also allows future vacancies in trainee classification represented by AFSCME Local 2508 to be filled from a list of eligibles generated by an examination. The eligibles would be individuals who have completed or who are currently enrolled in a vocational training program such as those offered by the City of Saint Paul Job Training and Partnership Act Employment and Training Center. {See attached class specifications) DISAOVANTAGESIFAPPROVED: , 6.tl'n 57��J _- DEC i6 1994 ���'.�����; None RECEIVED "� .�'I�r�9�li ��L` � � �.9.9� ��� ���, ..�.� t NOV 2 8 1994 t � � � ����� DISADVANTAGES IF NOTAPPROVED' 1/1r ll,C There would be no guarantee that current long term provisional trai��sY�u3 �� :� certified employees or there would be one less means of getting targeted app'�.icants into City employment on a permanent basis. ��� �� y i�94 TOTAL AMOUNT OF TRANSACTION $ COST/REVENUE BUDGETED (CIRCLE ONE) YES NO FUNDIIdG SOURCE ACTIVITY NUMBER FINANqAL INFORFnATION: (EXPLAIN) � 95-� 1994 Memorandum of Agreement In the implementation of the agreed upon Pilot Project for Clerical, Maintenance and Technical Trainees, the C1ty and L.ocal Union 2508 District Council 14, of the American Federation of State, County and Municipal Employees, AFL-CIO hereby agree to the following procedure: 1. Civil Service Rule 8.A.2 (Reallocation Rule) may be used as appropriate for those Clerical, Maintenance and Technical Trainees who were provisionally appointed prior to October 1, 1992 and who have demonstrated satisfactory performance and who haue been employed in said Classification for at least two years. 2. In no case, may any appointments resulting from the agreed upon application of Civil Service Rule 8.A.2 take place in any classification where there exists an active promotion eligible list. All Clerical, Maintenance and Technical Trainees who were appointed after October 1, 1992 shall work for a period not to exceed 18 months in a training program approved by the Office of Human Resources. 4. Following adoption and approval of the resolution implementing this agreement vacancies in Clerical, Maintenance and Technical Trainee Classifications shall be filled through competitive examination and certification as set forth in the Civil Service Rules. Iabor Relations Director �c2o�� Human Resources Director ,� � Presiden Local Union 2508 District Council 14, AFSCME AFL-CIO �- Business Agent • Local Union 2508 ' District Council 14, AFSCME AFL-CIO 95-$ PROPOSAL TO PROViDE PROMOTION OPPORTUN1TlES FOR EMPLOYEES IN TRAINEE CLASSIFICATIONS OBJECTNE While it has been possible to recruit and employ protected ciass applicants for trainee positions on a provisionai basis, it has not been possibie to move a number of such employees into the certified classifications for which they have been trained. These employees are contributing valuable services to the City. This proposal wouid provide a method by which such employees wouid begin earning promotion rights and seniority. ELEMENTS OF THE PROPOSAL All Cierical, Maintenance and Technical Trainees who were provisionally appointed prior to October 1, 1992, and who have worked at least two years and who have received a satisfactory performance rating may choose to either receive a certified appointment to their respective Trainee classification, or receive a certified appointment to an entry level classification that has been determined to be appropriate by the Office of Human Resources. However, in no case, may such an appointment take place where there exists an active promotional eligible list in such entry level classifications. 2. All Clericai, Maintenance and Technical Trainees provisionally appointed after October 1,1992 shali work for a period not to exceed 18 months in a training program approved by the Office of Human Resources. 3. Following adoption of the agreement imp(ementing this proposal, ail vacancies in Trainee classifications represented by AFSCME Local 2508 shall be filled through competitive examination and certification as established by the Civii Service Rules. ACTION REQUIRED Agreement between union representatives and management personnel. 2. Approvai of the Mayor. 3. City Council approval. 4. Classification studies of the affected Trainee positions. 5. Performance appraisals for affected incumbents desiring certification. 6. Requisitions submitted by the affected departments. 7. Establishment of new Minimum Qualifications for Trainee classes. 9�-� 8.A.6 The Personnel Director may conduct pilot and/or research projects designed to enhance recruitment, selection, experimental leaming placements, pre-entry training programs, employee career development programs, inclusive of apprenticeship, and on-the-job training programs, referral and/or appointment processes for the filling of City positions. The Personnel Director, prior to taking any employment action in the above referenced pilot and/or research projects, shall obtain the approval of the Mayor and if approved, obtain the consent of the Council. Notice to the affected bargaining units shall be given and at such time, the bargaining units have the right to discuss their issues as well as present recommendations for changes in the pro�ect. Notice to the City Council will be given for review and subseqnent approval/denial of the project. Written documentation shall be provided by the Personnel Director for review grior to approval. Documentation sha11 include the following: a b c d e Assurance that the proposal does not supplant existing certified employees. Identification of Civil Service Rules affected by the proposal, if any. Participants in programs will be certified, having a probationary period, involved in structured training and will be provided an out placement referral service. Classifications created through the proposal will be assigned to the appropriate bargaining unit as per our present policy and procedures. It is recognized that any affect on terms and conditions of employment are subject to negotiations. f. Pilot employment projects will be in accordance with State and Federal laws and/or regulations and the Saint Paul City Charter. g. Reference to the City Policy Objectives sought to be served by the pilot and/or research project. Appropriate Civil Service Rules, if approved by the Mayor and City Council, can be suspended for Yhe purposes of these projects. This suspension is limited for the time period as specified for the project. A project will ^�r =,�Aad a 3-year time span. An evaluation report is to be submitted to :he t:ayor and Council within 3-months of the end of the project. Issued July, 1990 13b q5 -$ 8.A.1 Appointing officers have the authority to appoint and employ, in (cont`d) accordance with the titles and grades in these Rules, the number of persons authorized by the City Budget in effect and approved by the Budget Director. In the absence of an eligible Zist for a position requested, the Personnel Office may certify from higher classes to vacancies occurring in lower classes, or from the eligible list of the nearest equal or higher graded appropriate list, where the examination reasonably measures the ability of the eligible to perform the duties in the class to which certification is made. Certification from a related list as described in this paragraph shall be made only from an original entrance eligible list. Appointing officers have the authority to appoint and to employ an employee to more than one title concurrently. However, appointment to each title must be made in accordance with all applicable Civil Service Rules. Such multiple appointments may be made only in situations where it is reasonable to expect the employee to be assigned for at least one day per calendar year in each title. Such multiple appointments must be approved by the Personnel Director. 8.A.2 Employees whose positions have been reclassified in accordance with Section 25.0 of these Rules shall have preference in certification to their positions from the promotional list irrespective of their standing on the list. The Director may 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 are not the result of planned management action. This authorization may occur only if the incumbent has performed the critical duties of the higher position for one year or more, �ets the minimum quali£ica�ions, has promotion rights, and has demonstrated satisfactory performance in his/her position. ��� Issued .7un�, 7988 13 _ CODE: 083A ��V BU: Ol EFFECTIVE: 09/21/94 . TITLE OF CLASS: MAINTENANCE TRAINEE DESCRIPTION OF WORK General Statement of Duties As a trainee, performs routine duties that would assist in attaining entry-level proficiency in a specified area of maintenance work; and performs other related duties as required. Suvervision Received: Works under close supervision of a unit supervisor or a higher level maintenance employee. Supervision Exercised: None. TYPICAL DUTIES PERFORMED The listed examples may not include all the duties performed by all positions in this class. Performs routine maintenance duties such as building and grounds maintenance, plant or facility maintenance, equipment maintenance, building security maintenance, general cleaning and custodial duties. KNOWLEDGE, SKILLS AND ABILITIES Working ability to perform physical activities such as standing and walking for long periods; repeated bending, crouching, or stooping; and moving or lifting of light or mediwn weight objects. Some ability to use or operate a variety of hand and power tools and equipment safely. Some ability to follow oral and written instructions. Some ability to work closely with other staff inembers. Some ability to deal tactfully and effectively with the public. MINIMUM QUALIFICATIONS Satisfactory completion or currently enrolled in a vocational training program in maintenance work offered through the City of Saint Paul Job Training and Partnership Act Employment and Training Center (JTPA), Success Through Reaching Individual Development and Employment Vocational Training programs (STRIDE), Saint Paul Dislocated Workers Retraining Program, Labor Education Advancement Program (LEAP), Ramsey County Opportunities Industrialization Center (RCOIC), Project Blueprint, Minnesota Division of Rehabilitation Services, or equivalent. TRAINEE CODE: 804 q5 .� BU: O1 EFFECTIVE: 09/21/94 �� TITLE OF CLASS: CLERICAL TRAINEE DESCRIPTION OF WORK General Statement of Duties As a trainee, performs routine duties that would assist in attaining entry-level proficiency in a specified area of clerical work; and performs other related duties as required. Supervision Received: Works under close supervision of a unit supervisor or a higher level clerical employee. Sunervision Exercised: None. TYPICAL DUTIES PERFORMED The listed examples may not include all the duties performed by all positions in this class. Performs routine clerical duties such as answering the telephone, acting as a receptionist, copying, filing, record keeping, sorting and distributing mail, preparing lists and schedules, typing and/or word processing, maintaining inventory, receiving and dispatching of office communications such as letters, memos, notices, etc. KNOWLEDGE. SKILLS AND ABILITIES Some ability to sort, alphabetize, file, and keep records. Some ability to make arithmetic computations with speed and accuracy. Some ability to operate modern office equipment. Some ability to follow oral and written instructions. Some ability to communicate effectively in person or over the telephone. Some ability to deal tactfully and effectively with the public. MINIMUM QUALIFICATIONS Satisfactory completion or currently enrolled in a vocational clerical training program offered through the City of Saint Paul Job Training and Partnership Act Employment and Training Center (JTPA), Success Through Reaching Individual Development and Employment Vocational Training programs (STRIDE), Ramsey County Opportunities Industrialization Center (RCOIC), MN Division of Rehabilitation 5ervices, or equivalent. CLERICAL TRAINEE CODE: 087A �S.$ BU: O1 EFFECTIVE: 09/21/94 TITLE OF CLASS: TECHNICAL TRAINEE DESCRIPTION OF WORK General Statement o£ Duties: As a trainee, performs routine duties that would assist in attaining entry-level proficiency in a specified area of technical work; and performs other related duties as required. Suvervision Received: Works under close supervision of a unit supervisor or a higher level technical employee. Supervision Exercised: None. TYPICAL DUTIES PERFORMED The listed examples may not include all the duties performed by all positions in this class. Performs routine technical duties such as bookkeeping and accounting, field and office engineering, housing and health inspection, code compliance reviews, video production, and laboratory woxk. KNOWLEDGE. SKILLS AND ABILITIES Some ability to make mathematical computations with speed and accuracy. Some ability to work with detailed information. Some ability to gather and organize data. Some ability to follow oral and written instructions. Some ability to communicate effectively, both orally and in writing. Some ability to deal tactfully and effectively with the general public. MINIMUM QUALIFICATIONS Satisfactory completion or currently enrolled in a vocational technical training program offered through the City of Saint Paul Job Training and Partnership Act Employment and Training Center (JTPA), Success Through Reaching Individual Development and Employment Vocational Training programs (STRIDE), Ramsey County Opportunities Industrialization Center (RCOIC), Minnesota Division of Rehabilitation Services, or equivalent. TECHNICAL TRAINEE