personnel commission agenda · 2019-04-12 · for information regarding personnel commission...

For information regarding Personnel Commission Agenda/Minutes distribution, please contact Personnel Commission at (310) 434-4410.

PERSONNEL COMMISSION

AGENDA

Regular Meeting, Wednesday, April 17, 2019, at 12:00 p.m. Board Room, Business Building Room 117, 1900 Pico Blvd., Santa Monica, CA 90405

Distribution List for Personnel Commission Announcements, Agendas and Minutes

DEPARTMENTS: PLEASE POST 3400 Airport/SBDC: Sasha King Academic Affairs: Sharon Thomas Accounts Payable: Cristina Hamblet Admissions & Records: Esau Tovar African American Center: Sherri Bradford Athletics: Sandra Hernandez Auxiliary Services: Ofelia Meza Bundy: Beverly Redd-Walker Bursar’s Office: Veronica Romo Business Department: Peter Murray Campus Police Office: Jennifer Jones Campus Store: Jaime Recinos Career Services: Vicky Rothman Center for Media & Design: Jocelyn Winn Community Education: Michelle King Counseling Office: Laurie Guglielmo Custodian Time Clock: Disabled Students Center: Stephanie Schlatter Early Childhood Ed.: L. Manson Emeritus College: V. Rankin-Scales English Dept.: Sara Eazell EOP&S: Nick Mata ESL Office: Janet Harclerode Events Office: Joy Bice Faculty Association: Peter Morse Financial Aid Office: Stacy Neal Health Sciences: Bronwyn Webber-Gregg Health Office: Nancy Alfaro HSS: Carolyn Baugh Institutional Research: Trena Johnson International Students Center: Ana Jara KCRW: Cheryl Gee Latino Center: Maria Martinez Letters & Science: Madison: Gail Johnson Maintenance/Operations: Anisha Fullard Math Village: Mitra Moassessi Media Center: L. Nakamura Modern Language: Jeanette Santana Music: Lori Geller Outreach & Recruitment: Will Taylor Payroll: Ian Fraser Science: Ingrid Cardwell Student Life: Amelia Trejo Student Success Initiatives: Superintendent/Presidents Office: L. Kilian STEM: Vanan Yahnian Theater Arts: Judy Louff W& ED/Bundy: Tricia Ramos

ADMINISTRATORS and MANAGERS Emeritus: Scott Silverman Facilities: Dennis Biddle HR: Tre’Shawn Hall-Baker Info Tech: Marc Drescher IEC: Denise Kinsella Instructional Technology: Joshi John Maintenance: Devin Starnes Operations: Anthony Barlow Darryl Gray Robert Villanueva Receiving: Lisa Davis Supplemental Instruction: Wendi DeMorst

PRESIDENT/SUPERINTENDENT and SENIOR STAFF Superintendent/President: Kathryn Jeffery Executive VP: Elaine Polachek VP Academic Affairs: Jennifer Merlic VP Business/Admin: VP Enroll. Services: T. Rodriguez VP Human Resources: Sherri Lee-Lewis VP Student Affairs: M. Tuitasi Senior Director Government Relations & Institutional Communications: Don Girard Community Relations: Kiersten Elliott Public Information: Grace Smith PUBLIC POSTING LOCATIONS 2714 Pico: exterior display box Library for Public Posting (1) Library for Archives (2) Mailroom SMC Personnel Commission Office SMC Human Resources Staff Lounge EMPLOYEE ORGANIZATIONS CSEA Labor Rep.: Jessica Gonzalez CSEA Chapter Pres.: Mike Roberts CSEA Chapter 1st V.P.: Cindy Ordaz CSEA Chapter 2nd V.P.: Miguel Reyes CSEA Chief Job Steward: Darrell Heximer CSEA Corresponding. Sec’y: CSEA Recording Sec’y: Kennisha Green SMC POA President: – Officer Cadena Mgmnt Assoc: C. Bonvenuto IF YOU NEED AN ACCOMMODATION Written requests for disability-related modifications or accommodations that are needed in order to participate in the Commission meeting are to be directed to the Personnel Commission Office as soon in advance of the meeting as possible.

Revised 3/14/19

For information regarding Personnel Commission Agenda/Minutes distribution, please contact Personnel Commission at (310) 434-4410.

PUBLIC PARTICIPATION

ADDRESSING THE PERSONNEL COMMISSION

Members of the public may address the Personnel Commission by oral presentation concerning any subject that lies within the jurisdiction of the Personnel Commission provided the requirements and procedures herein set forth are observed: 1. Individuals wishing to speak to the Commission at the Personnel Commission meeting during Public

Comments or regarding an item(s) on the agenda must complete an information card with their name, name of organization (if applicable) and the topic or item on which the comment is to be made.

Five minutes is allotted to each speaker per topic. If there are more than four speakers on any topic or item, the Commission reserves the option of limiting the time for each speaker. A speaker’s time may not be transferred to another speaker.

Each speaker is limited to one presentation per specific agenda item before the Commission, and to one presentation per Commission meeting on non-agenda items. General Public Comments

∗ The card to speak during Public Comments must be submitted to the recording secretary at the meeting before the Commission reaches the Public Comments section in the Agenda.

∗ Five minutes is allotted to each speaker per topic for general public comments. The speaker must

adhere to the topic. Individuals wishing to speak during the Public Comments will be called upon during Public Comments.

Agenda Items

∗ The card to speak during Agenda Items must be submitted to the recording secretary at the meeting before the Commission reaches that specific item in the agenda.

∗ Five minutes is allotted to each speaker per Agenda Item. The speaker must adhere to the topic.

Individuals wishing to speak on a specific Agenda Item will be called upon at the time that the Commission reaches that item in the Agenda.

Exceptions: This time allotment does not apply to individuals who address the Personnel Commission at the invitation or request of the Commission or the Director of Classified Personnel.

2. Any person who disrupts, disturbs, or otherwise impedes the orderly conduct of any meeting of the Personnel Commission by uttering loud, threatening, or abusive language or engaging in disorderly conduct, shall, at the discretion of the presiding officer or majority of the Personnel Commission, be requested to be orderly and silent and/or removed from the meeting.

No action may be taken on items of business not appearing on the agenda. Reference: Merit Rule 2.2.8 Government Code sections 54954.2, 54954.3, 54957.9

Santa Monica College Personnel Commission AGENDA of Regular Meeting, April 17, 2019

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Board Room, Business Building, Room 117, 1900 Pico Blvd., Santa Monica, CA 90405 Any public records, which can be disclosed, related to an open session item on the agenda and distributed to the Personnel Commissioners less than 72 hours prior to the meeting, are available for public inspection in the Personnel Commission Office, 2714 Pico Blvd, Santa Monica, during normal business hours. Any individual or group may address the Personnel Commission during the Comments—Public Forum segment of the meeting regarding any item that is within the Commission’s subject matter jurisdiction. However, the Commission will not take action on any item that is not on this agenda.

Any individual may appear at the Commission meeting to respectfully testify in support of or opposition to any item being presented to the Commissioners for consideration. Individuals wishing to address items to the Commissioners should complete a Request to Address the Personnel Commission card (green form) prior to the start of the meeting.

PUBLIC SESSION: 12:00 P.M.

I. ORGANIZATIONAL FUNCTIONS

A. Call to Order ______ p.m.

B. Roll Call

Commissioner Present Absent Commissioner Metoyer, Chair Commissioner Abbott, Vice-Chair Commissioner Greenstein Commissioner Jansen Commissioner Leone

II. REPORT – DIRECTOR OF CLASSIFIED PERSONNEL

III. COMMENTS AND INFORMATIONAL REPORTS

Recognition of Employee Longevity: April 2019

5 YEARS

Christine Go, Tutoring Coordinator-Learning Disabilities, Center for Disabled Students

Sean Gordon, Community College Police Officer,

Santa Monica College Police Department

10 YEARS

Larisa Grigoryan, Accountant, Fiscal Services

Ramin Nematollahi, Administrative Assistant III-Confidential, Superintendent/President


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20 YEARS

Karen Monzón, Personnel Analyst, Personnel Commission

A. Comments from Vice President of Human Resources

B. Comments from CSEA Chapter 36 Representative

C. Comments from Management Association President

D. Comments from Personnel Commission Staff

E. Public Comments (non-actionable comments from those in attendance)

F. Comments by Personnel Commissioners


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IV. AGENDA REPORTS – MAJOR ITEMS OF BUSINESS

# ITEM Page

1 Personnel Commission Budget Fiscal Year 2019-2020 Presentation of the Initial Personnel Commission Budget for Fiscal Year 2019-2020 First Reading.

6

2 Approval of Advanced Step Placement: Director of Facilities Maintenance and Operations 8

3 Request for Approval of Classification Revisions and Salary Reallocation: Accounting Manager 9

4 Request for Approval of Classification Revisions and Salary Reallocation: Payroll Manager 17

5

Extension of Provisional Appointments: • Administrative Assistant I • Lead Events Technician • Student Services Specialist

24

6 Ratification of Extension and Working Out of Class Assignments 26

V. CONSENT AGENDA

(All items will be considered and approved in one motion unless removed by a Personnel Commissioner for discussion.)

# ITEM Page

7 Ratification of Eligibility Lists:

• Director of Facilities Maintenance and Operations • Journeyman Trade-HVAC •

30

8 Ratification of Limited Term Assignments 31

9

Examination Schedule: • Custodial Operations Supervisor • Grounds Equipment Operator • Senior Community College Police Dispatcher (Limited Term Assignments) • Student Services Specialist-Welcome Center

32

10 Approval of Minutes 33 11 Advisory Item: Appointments to Limited Term Positions 34 12 Advisory Item: Appointments to Provisional Assignments 35 13 Classification & Compensation Status Report – Information Only 36 14 Recruitment & Examination Status Report – Information Only 39

VI. ADJOURN AT ______ P.M.

Next regularly scheduled meeting: Wednesday, May 15, 2019 at 12:00 p.m.


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AGENDA REPORT NO. 1 SUBJECT: PERSONNEL COMMISSION BUDGET FISCAL YEAR 2019 – 2020 PRESENTATION OF THE INITIAL PERSONNEL COMMISSION BUDGET FOR FISCAL YEAR 2019-2020. FIRST READING. (Note: No formal action will be taken at this meeting.)

DATE: April 17, 2019 TO: Members of the Personnel Commission FROM: Carol Long, Director of Classified Personnel The attached proposed budget for the operation of the Personnel Commission Office for Fiscal Year 2019-2020 is submitted to the Personnel Commission for review and discussion by the Director of Classified Personnel. In accordance with Merit Rule 2.4.1 (A), the Personnel Director shall prepare and submit to the Commission a proposed operating budget for the next fiscal year. The budget shall be submitted for a first reading no later than the appropriate Commission meeting in April. Summary The Personnel Commission budget for FY 2019-2020 reflects the following adjustments against the prior year’s budget:

• 6% increase in total salary and benefits due to the following changes: o Mandatory 10% increase in employee benefits

(including a 14.6% increase in PERS employer contribution rates) o Mandatory step and column increases in salary o Two internal promotions

There are no increases anticipated during the next fiscal year for Total Operating Expenses. While the Personnel Commission does not foresee adding any additional permanent staff in the upcoming fiscal year, additional budget augmentations for temporary help may be requested if workload demands continue to increase. Overall, the Personnel Commission is requesting a 5.3% increase to its budget for Fiscal Year 2019-2020.


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AGENDA REPORT NO. 2 SUBJECT: APPROVAL OF ADVANCED STEP PLACEMENT: DIRECTOR OF FACILITIES MAINTENANCE AND OPERATIONS DATE: April 17, 2019 TO: Members of the Personnel Commission FROM: Carol Long, Director of Classified Personnel It is requested that the Personnel Commission approve an initial salary placement for Devin Starnes, Director of Facilities Maintenance and Operations at Range M34, Step D on the Classified Management Salary Schedule. Minimum requirements for Director of Facilities Maintenance and Operations include a Bachelor’s degree and five years of related management experience. This candidates possesses a Master’s degree (MBA) and approximately twenty years of related management experience. Merit Rule 12.2.4 B (4) Salary on Employment The maximum initial salary placement is the third step on the salary schedule, unless approval for higher initial salary placement is granted by the Personnel Commission, Superintendent/President, and the appropriate appointing authority. In order to be considered for initial salary placement above Step C, candidates must have more than four (4) additional years of training and experience beyond the years indicated in the class qualifications, and two or more of the criteria listed in 12.2.4.B.3. must be present. RECOMMENDATION It is recommended that the Commission approve the advanced step placement request for Devin Starnes, at Range M34, Step D. DISPOSITION BY THE COMMISSION MOTION MADE BY: SECONDED BY: AYES: NAYS: ABSTENTIONS: Amendments/Comments


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AGENDA REPORT NO. 3

SUBJECT: REQUEST FOR APPROVAL OF CLASSIFICATION REVISIONS AND SALARY REALLOCATION: ACCOUNTING MANAGER

DATE: April 17, 2019

TO: Members of the Personnel Commission

FROM: Carol Long, Director of Classified Personnel BY: Olga Vasquez, Personnel Analyst BACKGROUND Attached for your approval are class description revisions and salary reallocation for Accounting Manager. As part of the cyclical review process, we are reviewing classifications in Business Administration. Classifications within the business services area play a pivotal role by ensuring business operations, such as Accounting, Finance and Purchasing support the District services. This classification is responsible for the leadership and day-to-day accounting operations for the District. The Accounting Manager classification was established in February 1985 and has been revised several times to reflect the changing role of this classification. Most recently in August 2008, the classification was revised in anticipation of an upcoming recruitment and the salary reallocated as part of the Hay Study. There is currently one incumbent in this classification. The proposed changes will not adversely affect the current status of the incumbent. METHODOLOGY This study was scheduled in the cyclical review calendar for 2017-18. Incumbents were invited to participate in a class study orientation on April 4, 2018, to discuss the purpose of the study, methodology, timelines, possible outcomes and implications, and frequently asked questions. Incumbents were requested to complete a Position Description Questionnaire (PDQ) by April 25, 2018. Commission staff conducted a desk audit to gather input from the incumbent. Personnel Commission staff met with Carla Lohr, former Controller, and Chris Bonvenuto, Chief Director of Business Services, to discuss the class description. In addition, the supervisor was requested to complete a duty analysis worksheet by rating the frequency and criticality of each duty in the current class description. The Department requested revisions to the duties, classification concept, supervision exercised, knowledge and abilities required, minimum qualifications, and job family. Distinguishing characteristics were modified to delineate this classification from related roles, and duties were added, removed and modified to more accurately reflect the technical responsibilities of this classification, and broaden job requirements. Classification revisions were reviewed with the incumbent, Business Services, Human Resources, and the Executive Vice President.


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Additionally, a job evaluation and an external salary study of public agencies with positions that have comparable duties and responsibilities was conducted. Salary data was gathered based on the comparison of positions with the level of duties and responsibilities most similar to the subject position. . RESULTS Based on the data gathered, revisions to the class description are being proposed. These changes serve to clarify essential duties and KSAs (knowledge, skills, and abilities), and properly distinguish this classification from other related classifications. A comprehensive survey of comparable agencies was conducted. The salary survey of standard benchmark organizations resulted in several solid job matches which are identified and presented below. Incumbents in this classification are required to perform professional level accounting work, manage the Accounting operations for the District and provide direction to professional accounting staff.

AGENCY CLASS TITLE MIN MAX MEDIAN Santa Monica College Accounting Manager $7,192 $8,742 $7,967 Cerritos College Accounting Manager $7,581 $9,536 $8,559 Contra Costa College Accounting Services Supervisor $7,184 $8,753 $7,969 Foothill DeAnza CCD Accounting Supervisor $7,026 $9,410 $8,218 Long Beach City College Accounting Supervisor $6,887 $9,384 $8,135 Santa Barbara City College Assistant Controller $7,401 $9,020 $8,210

Average $7,216 $9,221 $8,218

25th Percentile $7,026 $9,020 $8,023

50th Percentile $7,184 $9,384 $8,284

75th Percentile $7,401 $9,410 $8,406

80th Percentile $7,437 $9,436 $8,436

90th Percentile $7,509 $9,486 $8,497

SMC % RANK 50.90% 0.00% 0.00%

SMC Differences From AVG 0% -5% -3%

SMC Differences From MED 0% -7% -4%

The current salary range for Accounting Manager is $7,192 to $8,742 per month (Classified Management Salary, Range M19). In this survey, SMC’s position is paid the lowest when compared to the market median.


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SALARY ALLOCATION

It is recommended that the salary for Accounting Manager be reallocated from Range M19 of the Classified Management Salary Schedule ($7,192 to $8,742 per month) to Range M21 ($7,552 to $9,179 per month), a 5% increase. The proposed increase would place the median salary for this classification at the 85th percentile compared to the market, which will facilitate the College in attracting and retaining qualified candidates. The salary proposal for this classification has been reviewed with the Executive Vice President, Business Services and Human Resources. A cyclical review of other management classifications within the Business Services is underway; recommendations for these classifications will be proposed in subsequent agenda items and at future Personnel Commission meetings.

CLASS TITLE MIN MAX RANGE Chief Director of Business Services* $14,597 $16,093 A21 Director of Fiscal Services* $12,610 $13,902 A15 Controller* $9,880 $12,010 M32 Accounting Manager $7,552 $9,179 M21 Payroll Manager** $6,688 $8,129 M16 Accounts Payable Supervisor $6,370 $7,742 M14 Accounting Supervisor $6,370 $7,742 M14 Accountant $5,590 $6,793 41 Payroll Specialist $4,486 $5,453 32

*Currently under review **Proposed in subsequent agenda item

RECOMMENDATION It is recommended that the Commission approve the proposed revisions, and salary reallocation for the Accounting Manager classification description. FROM: Accounting Manager

$7,192 to $8,742 per month (Classified Management Salary Schedule Range M19)

TO: Accounting Manager


DISPOSITION BY THE COMMISSION Amendments/Comments MOTION MADE BY: SECONDED BY: AYES: NAYS: ABSTENTIONS:


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Santa Monica Community College District Personnel Commission

Accounting Manager

CONCEPT OF THE CLASS Under general direction, this classifications manages, plans and coordinates and supervises the day-to-day accounting operations of the District, supervises the work of professional accounting staff and performs a full-range of complex professional in this classification supervise the staff responsible for all District accounting activities and operations for the District. DISTINGUISHING CHARACTERISTICS The Accounting Manager manages and oversees the day-to-day accounting operations for the District and provides leadership and training to assigned professional staff. The Controller directs the accounting, accounts payable, budgeting, auditing and payroll activities of the District to ensure compliance with related policies, rules, laws and regulations. The Accounting Supervisor plans, organizes, coordinates, and supervises the day-to-day activities and work of fiscal staff assigned to the District's Auxiliary Services, which is responsible for managing financial resources that are not derived from District, categorical, or foundation funds. Additionally, this classification performs a wide-range of professional-level accounting duties to support sound fiscal management of funds maintained under the Auxiliary Services department. ESSENTIAL DUTIES Plans, organizes, Ssupervises and provides direction to aAccounting dDepartment staff, ; including the day-to-day accounting operations, activities, financial record-keeping and reporting functions for the District, assigning and reviewing work, participating in new employee selection, discipline and termination, training employees, and evaluating employee performance.s new employees; assigns and reviews work; trains new employees, evaluates performance and recommends corrective or disciplinary action, as necessary Researches, analyzes, prepares, and reviews Gathers data from various sources and assists with report preparation of a variety of federal, state and local, compliance and other reports including such as grant reports, financial aid reports, construction project reports, and special reports.; prepares and reviews periodic special reports, quarterly and annual financial statement and fiscal operations reports involving statistical research and analytical studies; ensures that all reporting is accurate by analyzing and determining if corrective entries are needed Coordinates and supervises the monthly, quarterly and annual year endyear-end close processes and prepares financial statements, District statistical reports and records in accordance with fund accounting standards and Generally Accepted Accounting Principles (GAAP). Researches, reviews and Rresolves problems related to encumbrances, adjustments in appropriations, cash receipts, computer entries, account adjustment and student refund checks; auditsensures that financial transactions and documents for accuracy, completeness and compliancerecords keeping is performed in accordance with applicable contracts, federal, state, local county laws and District policies requirements and procedures.; assists special project manager with financial problems; researches and reconciles actual expenditures to budgeted amounts.


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Monitors application preparation, analysis, procurement, implementation and reimbursement of special funds accounting. Assists in the coordination and preparation of the Annual Independent Audit and respondse to audit report findings, comments and recommendations as they pertain to the Aaccounting function. Communicates with District personnel and outside agencies to provide financial analysis, regulations and advises supervisors or operating department personnel of problems; answers questions, provides training, resolve discrepancies, and advises operating department personnel on status of accounts, identifies potential problems and recommends adjustment or amendment to correct current or potential account. deficits Manages, reviews, reconciles, and audits the reconciliation and maintenance of all District liability accounts including Federal drawdown activities and Pass through funds. Develops, recommends and implements accounting procedures and practices and maintains internal controls in accordance with Reviews fiscal records to implement District policies y and Generally Accepted Accounting Principles (GAAP). Manages, Mmonitors, reconciles, researches and resolves District budget discrepanciesproblems related to encumbrances, adjustments in appropriations, cash receipts, computer entries, and account adjustments.; researches and reconciles expenditures to budgeted amounts Attends and participates in management development programs, seminars and workshops to stay abreast of current legislative changes, trends and practices within assigned area of responsibility. Reviews, evaluates, and new rules interprets rules and regulations pertaining to accounting procedures and makes recommendation to ControllerDirector of Fiscal Services for developing policies, procedures and revisions to accounting systems for financial effectiveness, operational efficiency and compliance. and procedures; Monitors and prepares cash flow and prepares cash flow analysis, inter-fund cash transfers and is responsible for the accrual of and collection of accounts receivables. Plans, organizes, schedules, assigns, reviews and provides technical direction to staff engaged in general and/or special fund accounting attends workshops, conferences and meetings to update knowledge on federal and state compliance and guidelines Manages the review, reconciliation and initiation of all Federal drawndown activities Performs other related duties as requested or assigned. Examples of essential duties are descriptive and not restrictive in nature, and are generally listed in descending order of importance. SUPERVISION

Supervision Received: This Ppositions in this classification receives general direction from the Controller.Director of Fiscal Services.

Supervision Exercised: Positions in tThis position classification exercises general supervision over Accountants and other assigned staff positions.


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KNOWLEDGE, SKILLS AND ABILITIES Knowledge of: accounting theory,Principles, practice, and procedures of accounting and financial analysis, including Generally Accepted Accounting Principles (GAAP), as they relatepertain to governmental and/or community college district accounting, auditing and budgeting Federal, state, local and District policies, procedures, rules, regulations and practices related to tax reporting, grants, banking activities, and the preparation of accounting records, including accounts receivable and accounts payable Knowledge of accounting and financial administration Methods, practices, documents and terminology used in, budgeting concepts and financial analysis techniques and effective record keeping practices Research, statistical, and forecasting methods used in accounting analysis and management Practices and procedures related to establishing internal controls Principles of supervision and training Computer applications and programs that support this level of work, including Microsoft Office Office management practices and procedures Knowledge of and skill in good customer service practices Skill in making independent judgments and decisions based on standard policy procedures Ability to: Interpret, apply, explain and reach sound decisions in accordance with applicable laws and regulations, and District policies and procedures Ability to cCommunicate effectively both orally and in writing Perform work requiring accuracy and attention to detail Operate a computer using computer applications, programs, and standard office equipment Organize, set priorities and exercise sound independent judgement within areas of assigned responsibility Supervise assigned work functions, provide resources needed, and delegate responsibility according to staff abilities, opportunities for development and relevant rules and policies to ensure effective and timely completion of work assignments Create a positive work environment and ensure that clear, challenging and attainable goals are set for assigned groups and aligned with organizational objectives Stay abreast of technology changes and adapt to new technologies Utilize organizational funds, material resources and staffing levels wisely and strategically Understand internal and external customer immediate and long term needs to provide viable solutions and recommendations Maintain an open and approachable manner and easily build rapport with others


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Model professional integrity and ethics and deal quickly with breaches and misconduct Ability to understand, interpret and apply laws, regulations and procedures related to governmental and community college accounting Ability to gather,Conduct technical research, compile and analyze and interpret statistical and financial data, and perform mathematical and statistical computations Ability to eEstablish and maintain effective working relationships with District management, college administrators, managers, faculty, staff, students, the public and others encountered in the course of work,vendors and contractors in a diverse, multicultural and multi-ethnic educational environment Ability to wWork independently under pressure of recurring deadlines and effectively manage time; meet schedules and timelines Ability to maintain accuracy plan, organize, and evaluate the work of subordinate staff Ability to use a computerized on-line accounting system; ability to prepare reports in written, graphic, and tabular form using appropriate computer applications software such as Word, Excel, Access, and PowerPoint Ability and willingness to initiate, recommend and carry out personnel actions.

MINIMUM QUALIFICATIONS

Education Requirement:

Graduation from college with a Bachelor’s degree or equivalent in aAccounting, or a closely related field.

Experience Requirement:

Three (3) years of progressively responsible experience working with a computerized on-line professional accounting experiencesystem, which included one (1) year of lead or supervisory experience. oOne (1) year of which performing governmental or community college district accounting and experience implementing payroll or financial systems is highly desirable.

Education/Experience Equivalency:

Experience and/or education of the same kind, level and amount as required in the minimum qualifications may be substituted on a year-for-year basis. Licensure and/or Certification:

None Certified Public Accountant (CPA) or professional certifications are desirable. WORKING ENVIRONMENT & PHYSICAL DEMANDS Disclosure: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.


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Normal Office Environment: While performing the duties of this job the employee is regularly required to sit, use hands to keyboard, type, or handle materials, and talk and/or hear. The employee is occasionally required to stand and walk. The employee is regularly required to liftfit, carry, push, or pull up to 1025 pounds. While performing the duties of this job, the noise level in the work environment is usually quiet.

CLASS DETAIL

Job Family: Fiscal Services/Business Administration & Fiscal Services FLSA Status: Exempt Personnel Commission Approval Date: 2/198511/2/06, August 20, 2008

Class History: Benchmarked classifications incorporated – Accounting Manager (Established 02/20/85; revised 01/23/91; 06/14/95) and Accounting Manager-Restricted Funds (Established 02/95); Revision Date(s): 1/23/91; 6/14/95; Hay Study 11/06; 8/20/08; 4/17/19


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AGENDA REPORT NO. 4

SUBJECT: REQUEST FOR APPROVAL OF CLASSIFICATION REVISIONS AND SALARY REALLOCATION: PAYROLL MANAGER

DATE: April 17, 2019

TO: Members of the Personnel Commission

FROM: Carol Long, Director of Classified Personnel BY: Olga Vasquez, Personnel Analyst BACKGROUND Attached for your approval are class description revisions and salary reallocation for Payroll Manager. As part of the cyclical review process, we are reviewing classifications in Business Administration. Classifications within the business services area play a pivotal role by ensuring business operations, such as Accounting, Finance and Purchasing support the District services. This classification serves as the professional expert in payroll administration for the District and is responsible for day-to-day District payroll operations, formulating policy and ensuring payroll compliance. The Payroll Manager classification was established in December 1977 and was last revised in November 2006 as part of the Hay Study. There is currently one incumbent in this classification. The proposed changes will not adversely affect the current status of the incumbent. METHODOLOGY This study was scheduled in the cyclical review calendar for 2017-18. Incumbents were invited to participate in a class study orientation on April 4, 2018, to discuss the purpose of the study, methodology, timelines, possible outcomes and implications, and frequently asked questions. Incumbents were requested to complete a Position Description Questionnaire (PDQ) by April 25, 2018. Commission staff conducted a desk audit to gather input from the incumbent. Personnel Commission staff met with Carla Lohr, former Controller, and Chris Bonvenuto, Chief Director of Business Services, to discuss the class description. In addition, the supervisor was requested to complete a duty analysis worksheet by rating the frequency and criticality of each duty in the current class description. The Department requested revisions to the duties, classification concept, supervision exercised, knowledge and abilities required, minimum qualifications, and job family. Distinguishing characteristics were modified to delineate this classification from related roles, and duties were added, removed and modified to more accurately reflect the technical responsibilities of this classification, and broaden job requirements. Classification revisions were reviewed with the incumbent, Business Services, Human Resources, and the Executive Vice President.


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Additionally, a job evaluation and an external salary study of public agencies with positions that have comparable duties and responsibilities was conducted. Salary data was gathered based on the comparison of positions with the level of duties and responsibilities most similar to the subject position. RESULTS Based on the data gathered, revisions to the class description are being proposed. These changes serve to clarify essential duties, KSA’s (knowledge, skills, and abilities), and properly distinguish this classification from other related classifications. In addition, revisions to the minimum qualifications were made to clarify the professional requirements for this role. A comprehensive survey of comparable agencies was conducted. Given the varied nature of fiscal services and payroll operations at comparable agencies, sufficient market data was not found when surveying comparable agencies. SALARY ALLOCATION

It is recommended that the salary for Payroll Manager be reallocated from Range M14 of the Classified Management Salary Schedule ($6,370 to $7,742 per month) to Range M16 ($6,688 to $8,129 per month), a 5% increase. Salary was proposed based on internal alignment as compared to other supervisory classifications within Business Administration with level of decision-making authority, scope & effect and nature and purpose of contact. The salary proposal for this classification has been reviewed with the Executive Vice President, Business Services and Human Resources. A cyclical review of other management classifications within the Business Services is underway; recommendations for these classifications will be proposed in subsequent agenda items and at future Personnel Commission meetings.

CLASS TITLE MIN MAX RANGE Chief Director of Business Services* $14,597 $16,093 A21 Director of Fiscal Services* $12,610 $13,902 A15 Controller* $9,880 $12,010 M32 Accounting Manager** $7,552 $9,179 M21 Payroll Manager $6,688 $8,129 M16 Accounts Payable Supervisor $6,370 $7,742 M14 Accounting Supervisor $6,370 $7,742 M14 Accountant $5,590 $6,793 41 Payroll Specialist $4,486 $5,453 32

*Currently under review **Proposed in subsequent agenda item


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RECOMMENDATION It is recommended that the Commission approve the proposed revisions, and salary reallocation for the Accounting Manager classification description. FROM: Payroll Manager


TO: Payroll Manager


DISPOSITION BY THE COMMISSION Amendments/Comments MOTION MADE BY: SECONDED BY: AYES: NAYS: ABSTENTIONS:


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Santa Monica Community College District Personnel Commission

Payroll Manager

CONCEPT OF THE CLASS Under general direction,The this classificationposition directs, plans, manages, integrates, and supervises the day-to-day operations, activities and staff of the District’s Payroll Department in this classification supervises the processing of District academic, classified, management and student payrolls. The incumbent serves as the District’s payroll advisor by evaluating and implementing District payroll policies, regulations, procedures, systems, and labor agreements, in addition to ensuring compliance with federal, state, and local laws, rules and regulations. DISTINGUISHING CHARACTERISTICS The Payroll Manager oversees the processing of the District academic, classified, management and student payrolls, reviews and conducts performance management, executes supervision over assigned staff and provides direction and training. The Controller plans, organizes, and directs the accounting, accounts payable, budgeting auditing, and payroll activities of the District to ensure compliance with related policies, rules, laws and regulations. The Payroll Specialist performs journey-level clerical and technical payroll accounting duties consistent with standard practices and established guidelines, with moderate to high degree of independent judgement in the processing of the District's payroll. ESSENTIAL DUTIES Supervises Payroll Department staff, which includes assigning payroll schedules, reviewing work, participating in new employee selection, discipline and termination, training employees, and evaluating employee performance.staff involved in the preparation of individual payrolls; implements work methods and procedures used by payroll unit; supervises, prepares training for time-reporting personnel at work locations; evaluates and advises payroll employees on work performance; participates in selection, discipline and termination of employees; Develops and implements plans, policies and procedures to improve District payroll services and operations; reviews, information organizes, checks and inspects work of payroll department employees for accuracy, identify discrepancies, make corrections and resolve problems as necessary. and compliance with rules and procedures ; Interprets, explains and ensures compliance with payroll operating procedures, laws, country and regulations, complex payroll and HR systemsHRS procedures, labor agreements, and Personnel Commission and Board of Trustee policies. Oversees the computerizedpayroll reporting systems ensuring accuracy, training and monitoring managing schedules of cycles and timelines; sets-ups and maintains computer master tables; resolves difficult and complex payroll issues.; maintains and monitors vacation accrual records. Maintains current and historical payroll and vacation accrual records, audits and related files.


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Schedules, Oorganizes, reviews, and assures proper reviews processing of federal and state tax deposits and payroll tax returnsstatements; balances District accounts with Los Angeles County Office of Education, and Federal and State taxing authorities. conducts rResearches, and analyzes, and serves as the professional expert in areas data related to payroll, retirement benefits, related systems, and legislative on and negotiated agreement changes that affect the payroll process; prepares and presents oral and written reports, and proposal, projections and recommendations as requested Ensures adherence to Assigns and monitors wage garnishments, employee payroll record subpoenas and other information legally requested by appropriate agencies. Coordinates the payroll function and collaborates with departments, Human Resources, Personnel Commission, BenefitsDistrict departments, and outside governmental agencies. Oversees the alternative retirement program; serves as the plan administrator; issues refunds and distributions; balances individual accounts; analyzes, corrects and applies appropriate retirement program rules and regulations. AssistsProvides direction, oversight and development of spreadsheets, computerized records in preparation of a variety of regular and special reports; related to all payroll activities for budget development, contract negotiations, projections, and recommendations as requested by District administration. Attends and participates in management development programs, seminars and workshops to stay abreast of current legislative changes, trends and practices within assigned area of responsibility. Performs other related duties as requested or assigned. Examples of essential duties are descriptive and not restrictive in nature, and are generally listed in descending order of importance. Oversees and supervises the maintenance of departmental current and historical payrolls and related files; audits payroll records Plans, organizes, assigns, schedules for processing and reviews academic, classified, management, non-merit and student payrolls Provides information and assistance to college departments and individuals on payroll and related matters SUPERVISION

Supervision Received: This position receives general direction from the Controller.Director of Fiscal Services.

Supervision Exercised: This position exercises general supervision of the Payroll Specialists.

KNOWLEDGE, SKILLS AND ABILITIES Knowledge of: Business, management and supervisory principles and practices involved in strategic planning, resource allocation, including effective recruitment and selection; work assignment and delegation, performance evaluation, employee motivation, staff development and training, grievance management and imposition of corrective or disciplinary action


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Knowledge of fFederal, state, local laws and regulationscounty and dDistrict policies and procedures, labor agreements, and Personnel Commission rules and regulations relative pertaining to salaries deductions and retirement, time-reporting and payroll processing procedures Knowledge of the California Education Code, and Los Angeles County Office of Education and payroll accounting systems Knowledge of the principles and practices of Professional auditing payroll accounting and auditing standards, practices and proceduresrecords and documents Principles of supervision and training Ability to: Supervise assigned work functions, provide resources needed, and delegate responsibility according to staff abilities, opportunities for development and relevant rules and policies to ensure effective and timely completion of work assignments Ability to Organize, set priorities, manage time and meet competing deadlines, and exercise sound independent judgement within areas of assigned responsibility Perform work requiring accuracy and attention to detail Perform mathematical calculations and analysis Ability to cCommunicate effectively,well both orally and in writing Ability to oOperate a computer using computer applications, programs and standard office adding, calculating and posting equipment with speed and accuracy Ability to analyze, iInterpret, and apply, explain, and ensure compliance in accordance with applicable laws complex rules and regulations, rules, policies, and procedures Create a positive work environment and ensure that clear, challenging and attainable goals are set for assigned groups and aligned with organizational objectives Stay abreast of technology changes and adapt to new technologies Utilize organizational funds, material resources and staffing levels wisely and strategically Understand internal and external customer immediate and long term needs to provide viable solutions and recommendations Maintain an open and approachable manner and easily build rapport with others Model professional integrity and ethics and deal quickly with breaches and misconduct eEstablish and maintain effective working relationships with District management,other staff, faculty, administrators, managers, students, the public and others encountered in the course of work, in a diverse, multicultural and multi-ethnic educational environmentand outside contractors and vendors


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MINIMUM QUALIFICATIONS Education Requirement:

Bachelor’s degree in Accounting, Business Administration or a closely related field.

Experience Requirement:

Five (5) Three (3) years of progressively responsible technical or professional payroll experience, in a payroll office which included one (1) year of lead or supervisory experience. Experience implementing payroll or financial systems is highly desirable. ing a payroll office and one (1) year working with a computerized payroll system.

Education/Experience Equivalency:

Experience and/or education of the same kind, level and amount as required in the minimum qualifications may be substituted on a year-for-year basis

Licensure and/or Certification: None.Certified Payroll Professional (CPP) or related professional certifications are desirable. WORKING ENVIRONMENT & PHYSICAL DEMANDS

Disclosure: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Normal Office Environment:

While performing the duties of this job the employee is regularly required to sit, use hands to keyboard, type, or handle materials, and talk and/or hear. The employee is occasionally required to stand and walk. The employee is regularly required to liftfit, carry, push, or pull up to 1025 pounds. While performing the duties of this job, the noise level in the work environment is usually quiet. CLASS DETAIL

Job Family: Fiscal Services, Business Administration & Fiscal ServicesHuman Resources FLSA Status: Exempt Personnel Commission Approval Date: 12/1977

Class History: Established 12/77 (Supervising Payroll Clerk,) Payroll Supervisor

Revision Date(s): 01/26/83 Revised and retitled (Payroll Supervisor); 03/01/92 Revised; resumed title

left unchanged 06/14/95 Revised and retitled; (Payroll Manager)11/06 Hay Study 11/06; 4/17/19


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AGENDA REPORT NO. 5 SUBJECT: EXTENSION OF PROVISIONAL APPOINTMENTS:

• ADMINISTRATIVE ASSISTANT I • LEAD EVENTS TECHNICIAN • STUDENT SERVICES SPECIALIST

DATE: April 17, 2019 TO: Members of the Personnel Commission FROM: Carol Long, Director of Classified Personnel The Personnel Commission was advised of the following provisional assignments at previous regular meetings: Candidate Position Department Duration

Marco Enriquez Administrative Assistant I Student Life 9/24/2018 to 5/01/2019 Carlos Lucio Lead Events Technician Performing Arts 2/16/2019 to 6/30/2019 Patricia Mateo Student Services

Specialist TRIO 7/1/2018 to 3/31/2019

* Assignment ending date may be adjusted as not to exceed 90 working days in a fiscal year. Provisional assignments can be authorized for 90 working days per fiscal year. This provisional employee will be reaching their 90 working day limit before the end of April 2019. A recruitment is currently in progress to fill permanent assignments in each of the above areas. The hiring departments have requested that these temporary employees be allowed to serve in these roles until the eligibility lists have been produced and permanent or limited term appointments can be made. The Personnel Commission has the authority to authorize a 36 day extension for these assignments, once the initial 90 working days have been completed. Merit Rule 7.2.1 (C) states: The Personnel Commission may extend the 90 working day provisional appointment for a period not to exceed 36 additional working days provided: 1. The examination for the class was given during the initial 90 working days of the

employee’s provisional assignment. 2. Satisfactory evidence is presented indicating: a. Adequate recruitment effort has been, and is being made; b. Extension of this provisional assignment is necessary to carry on vital functions of the District; c. The position cannot satisfactorily be filled by use of the following in priority order: 1. the eligibility list for the class 2. other employment lists such as reinstatement; or transfer 3. other appropriate substitute eligibility lists


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It is recommended that the Personnel Commission approve the following assignment extensions:

Candidate Position Department Duration of Extension Marco Enriquez Administrative Assistant I Student Life Not to exceed 36 additional

working days Carlos Lucio Lead Events Technician Performing Arts Not to exceed 36 additional

working days Patricia Mateo Student Services

Specialist TRIO Not to exceed 36 additional

working days DISPOSITION BY THE COMMISSION MOTION MADE BY: SECONDED BY: AYES: NAYS: ABSENTIONS: Amendments/Comments


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AGENDA REPORT NO. 6 SUBJECT: RATIFICATION OF EXTENSION AND WORKING OUT OF CLASS

ASSIGNMENTS DATE: April 17, 2019 TO: Members of the Personnel Commission FROM: Carol Long, Director of Classified Personnel BY: Karen Monzon, Personnel Analyst It is recommended that the Personnel Commission approve the following working out of class assignments.

I. New Working out of Class Assignment

Name/Permanent Class WOC Assignment* Dates Reason Other

Jose Tostado/Carpenter Construction Systems Supervisor

04/22/19 to 08/22/19

Additional duties related to vacancy

N/A

Name/Permanent Class WOC Assignment Dates Reason Other

Balraj Basra/ Student Services Clerk

Student Services Assistant

03/29/19 to 06/27/19

Additional duties related to vacancy

N/A

II. Extension to Existing Working out of Class Assignment

Name/Permanent Class WOC Assignment Dates of Initial Assignment

Reason Extension

Omar Plascencia/ Carpenter

Construction Systems Supervisor

2/19/2019 to 4/5/2019

Vacancy 04/06/19 to 04/19/19


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I. Correction to Existing Working out of Class Assignment

Name/Permanent Class WOC Assignment (Approved 11/14/2018)

Dates of Initial Assignment

Reason CORRECTION

Connie Chen/ Student Services Clerk

Student Services Specialist – Scholarships

12/03/18-12/21/18;01/02/19-04/26/19

Vacancy 01/14/19 to 05/31/19

*Unless otherwise noted, WOC assignments are paid at 100%. Merit Rule 3.2.10 Working Out of Class (Education Code Section 88010, 88087) 3.2.10

A. CONCEPT OF WORKING OUT OF CLASSIFICATION 1. Each classified employee shall be required to perform the duties of the position approved by the Board and classified by the Personnel Commission for the class to which he or she is assigned. An employee may be required to perform other related duties consistent with the concept of the classification to which the position is assigned. 2. Classified employees shall not be required to perform duties and responsibilities which are not fixed and prescribed for their positions or are not consistent with the concept of the classification of their current position for any period of time which exceeds five (5) working days within a fifteen (15) calendar day period, or equivalent (i.e., four 10-hour working days within a fifteen (15) calendar day period) except as provided by this rule. 3. Working out of class assignments are designed for temporary situations and shall not be used to place an employee in a long-term or permanent assignment in a higher or different classification. No employee shall be assigned to work out of class beyond the time limits specified in Merit Rule 7.2 (Provisional Appointments) and Merit Rule 7.4 (Limited Term Appointments). B. Procedure for Supervisor Requesting Approval for Working Out of Class 3. The Director of Classified Personnel will advise the Office of Human Resources of the findings and shall present those findings, including the recommended pay differential, to the Personnel Commission for approval. Confirmation of this approval shall then be sent by the Personnel Commission to the Supervisor and the employee, and forwarded to the Board of Trustees for final approval. Agreement between Santa Monica Community College and CSEA, Chapter 36, Article 11 11.7 Work out of Classification


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11.7.1 Definition:

Working out of classification assignments shall not exceed a period of ninety (90) working days per fiscal year and no more than ninety (90) days in any one hundred eighty (180) day period.

11.7.3 Compensation:

a. In the event that an employee is assigned duties at a higher classification as defined above and those duties make up at least fifty percent (50%) of the employee’s daily assignments, the employee salary shall be adjusted as set forth in Section 11.4.1.

b. If those duties make up less than fifty percent (50%) of the employee’s

daily assignment, the District shall pay the employee equal to one half (1/2) of the stipend that would have been paid under sub division a (above)

11.4 Salary on Promotion

11.4.1 When an employee is promoted to a position in a higher salary range, he/she shall receive the next higher dollar amount above his/her present rate of pay, but not less than the minimum of the new salary range. If that amount is less than a one-step (5%) increase, the employee shall be placed at the next higher step over that authorized above.

RECOMMENDATION It is recommended that the Personnel Commission approve the requests for working out-of-class for the appropriate stipend as indicated under subdivision a of CSEA, Chapter 36, Article 11.7.3.b. (above). DISPOSITION BY THE COMMISSION MOTION MADE BY: SECONDED BY: AYES: NAYS: ABSTENTIONS: Amendments/Comments


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V. CONSENT AGENDA

(All items will be considered and approved in one motion unless removed by a Personnel Commissioner for discussion.)

# ITEM Page

7 Ratification of Eligibility Lists:

• Director of Facilities Maintenance and Operations • Journeyman Trade-HVAC •

30

8 Ratification of Limited Term Assignments 31

9

Examination Schedule: • Custodial Operations Supervisor • Grounds Equipment Operator • Senior Community College Police Dispatcher (Limited Term Assignments) • Student Services Specialist-Welcome Center

32

10 Approval of Minutes 33 11 Advisory Item: Appointments to Limited Term Positions 34 12 Advisory Item: Appointments to Provisional Assignments 35 13 Classification & Compensation Status Report – Information Only 36 14 Recruitment & Examination Status Report – Information Only 39

DISPOSITION BY THE COMMISSION MOTION MADE BY: SECONDED BY: AYES: NAYS: ABSTENTIONS: Amendments/Comments


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AGENDA REPORT NO. 7 SUBJECT: RATIFICATION OF ELIGIBILITY LISTS DATE: April 17, 2019 TO: Members of the Personnel Commission FROM: Carol Long, Director of Classified Personnel BY: José A. Guzmán, Personnel Technician

Class Title Field of Competition Promotional Total On List

Expiration Date

Director of Facilities Maintenance and Operations

Merged Promotional and Open Competitive 0 4 04/01/2020

Journeyman Trade-HVAC Merged Promotional and Open Competitive 0 3 04/07/2020


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AGENDA REPORT NO. 8 SUBJECT: RATIFICATION OF LIMITED TERM ASSIGNMENTS DATE: April 17, 2019 TO: Members of the Personnel Commission FROM: Carol Long, Director of Classified Personnel BY: José A. Guzmán, Personnel Technician The Personnel Commission is requested to ratify the classification of the following Limited Term positions pursuant to Section [7.4.2(C)] of the Rules and Regulations of the Classified Service of the Santa Monica Community College District: Position Classification Department Effective Dates Accounting Specialist (1 full-time position) Fiscal Services 03/18/19-

06/28/19 Customer Service Assistant (4 part-time positions) Bookstore 04/15/19-

06/29/19 Instructional Assistant-English (1 part-time position) English 03/26/19-

06/15/19 Instructional Assistant-English (1 part-time position) English 03/18/19-

06/15/19 Instructional Assistant-Math (1 part-time position) Math 03/20/19-

06/27/19 Instructional Assistant-Math (1 part-time position) Math 03/21/19-

06/27/19 Student Services Clerk (1 part-time position) ISC 03/29/19-

06/27/19


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AGENDA REPORT NO. 9 SUBJECT: EXAMINATION SCHEDULE DATE: April 17, 2019 TO: Members of the Personnel Commission FROM: Carol Long, Director of Classified Personnel BY: José Guzmán, Personnel Technician It is recommended that the Personnel Commission approve the following Examination Schedule:

Class Title Field of Competition Time

Custodial Operations Supervisor Promotional 3 weeks

Grounds Equipment Operator Merged Promotional and Open Competitive 3 weeks

Senior Community College Police Dispatcher (Limited Term Assignments) Promotional 3 weeks

Student Services Specialist-Welcome Center Promotional 3 weeks


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AGENDA REPORT NO. 10 SUBJECT: APPROVAL OF MINUTES DATE: April 17, 2019 TO: Members of the Personnel Commission FROM: Carol Long, Director of Classified Personnel Approval of the minutes for the following meetings of the Santa Monica College Personnel Commission:

Regular Meeting – March 20, 2019 Special Meeting – March 29, 2019


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AGENDA REPORT NO. 11 SUBJECT: ADVISORY ITEM:

APPOINTMENTS TO LIMITED TERM POSITIONS DATE: April 17, 2019 TO: Members of the Personnel Commission FROM: Carol Long, Director of Classified Personnel BY: José A. Guzmán, Personnel Technician The Personnel Commission is advised that the following persons have been appointed to the following Limited Term positions from certified eligibility lists pursuant to Section [7.4.3(A)] of the Rules and Regulations of the Classified Service of the Santa Monica Community College District.

Candidate Position Department Duration* Eligible List Date

Tigner, Christine Accounting Specialist Fiscal Services 03/18/19-06/28/19 Retiree Carter, Ashlie Customer Service Assistant Bookstore 04/15/19-06/29/19 05/07/18 English, Kara Customer Service Assistant Bookstore 04/15/19-06/29/19 05/07/18 Lemon, Curly Customer Service Assistant Bookstore 04/15/19-06/29/19 05/07/18 Ramirez, David Customer Service Assistant Bookstore 04/15/19-06/29/19 05/07/18 Turken, Diana Instructional Assistant-English English 03/26/19-06/15/19 02/27/19 Zarkades, Zoe Instructional Assistant-English English 03/18/19-06/15/19 02/27/19 Nakamua, Yuta Instructional Assistant-Math Math 03/21/19-06/27/19 02/12/19 Seifu, Nahom Instructional Assistant-Math Math 03/20/19-06/27/19 02/12/19 Grant, Travis Student Services Clerk ISC 03/29/19-06/27/19 07/25/18

*Not to exceed six (6) months or, in case of an appointment in lieu of an absent employee, is not to exceed the authorized absence of that employee. Reference Merit Rule 7.4.3 (A) –Eligibility for Appointment Limited term appointments shall be made from eligibility lists and employment lists in accordance with procedures for regular appointments.


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AGENDA REPORT NO.12 SUBJECT: ADVISORY ITEM: APPOINTMENTS TO PROVISIONAL ASSIGNMENTS DATE: April 17, 2019 TO: Members of the Personnel Commission FROM: Carol Long, Director of Classified Personnel BY: José A. Guzmán, Personnel Technician The Personnel Commission is advised that the following persons have been appointed to the following provisional assignments, not to exceed 90 working days pursuant to Section 7.2 of the Rules and Regulations of the Classified Service of the Santa Monica Community College District.

Candidate Position Department Duration* Morales Martine, Salomon Grounds Worker Grounds 03/06/19-04/16/19 Olivera, Armando Grounds Worker Grounds 03/06/19-04/16/19 Abdulhafiz, Meymuna Property Clerk PCAL 04/08/19-04/12/19 Ashby, Deanna Property Clerk PCAL 04/08/19-04/12/19 Lopez, Jose Property Clerk PCAL 04/08/19-04/12/19

*Assignment ending dates may be adjusted as not to exceed 90 working days in a fiscal year


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AGENDA REPORT NO. 13 SUBJECT: CLASSIFICATION AND COMPENSATION STATUS REPORT –

INFORMATION ONLY DATE: April 17, 2019 TO: Members of the Personnel Commission FROM: Carol Long, Director of Classified Personnel BY: José A. Guzmán, Personnel Technician This item is presented for the Commission’s review—no action is required. Please see next page.


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AGENDA REPORT NO. 14 SUBJECT: RECRUITMENT AND EXAMINATION STATUS REPORT –

INFORMATION ONLY DATE: April 17, 2019 TO: Members of the Personnel Commission FROM: Carol Long, Director of Classified Personnel BY: José A. Guzmán, Personnel Technician This item is presented for the Commission’s review—no action is required. Please see next page.


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VI. ADJOURN AT _______ P.M. DISPOSITION BY THE COMMISSION Amendments/Comments MOTION MADE BY: SECONDED BY: AYES: NAYS: ABSTENTIONS: The next regular Personnel Commission meeting is scheduled for: Wednesday, May 15, 2019 at 12 P.M. in the Santa Monica College Board Room, Business Building, Room 117 at 1900 Pico Blvd, Santa Monica, California. As required by law, this agenda for the Wednesday, April 17, 2019, Regular Meeting of the Santa Monica College Personnel Commission was posted on the official District website and bulletin boards, no later than 72 hours prior to the date and time of this meeting.

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