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PERSONNEL COMMISSION MINUTES

Regular Meeting, Wednesday, February 17, 2016, 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: Rebecca Weiland Accounts Payable: Cristina Hamblet AET: Rassheedah Watts Admissions & Records: Esau Tovar African American Center: Sherri Bradford Airport: Athletics: K. Stallings Auxiliary Services: Ofelia Meza Bookstore: David Dever Bundy: Beverly Redd-Walker Business Department: P. Murray Campus Police Office: Jennifer Jones Career Services: Vicky Rothman Community Education: Michelle King Counseling Office: Laurie Guglielmo Custodian Time Clock: Raymond Bruce Disabled Students Center: Stephanie Schlatter Early Childhood Ed.: L. Manson Emeritus College: V. Rankin-Scales English Dept.: Joanne Laurance EOP&S: Nick Mata ESL Office: Pam Nemeth Events Office: Joy Bice Faculty Association: Peter Morse Financial Aid Office: T. Thomas Health Sciences: Ida Danzey Health Office: Nancy Alfaro HSS: Carolyn Baugh International Students Center: Ana Jara KCRW: Cheryl Gee Latino Center: Maria Martinez Letters & Science: Linda Sallovitz Library: R. Furuyama Madison: Gail Johnson Maintenance/Facilities Time Clock: C.Rogers Math Village: Mitra Moassessi Media Center: L. Nakamura M.I.S.: Modern Language: Jeanne Laurie Music: Lori Geller Payroll: Ian Fraser Science: Ingrid Cardwell School Relations Outreach: Trena Johnson Student Life: Amelia Trejo Superintendent/Presidents Office: L. Kilian STEM: Vanan Yahnian Theater Arts: Judy Louff W& ED/Bundy: Tricia Ramos

ADMINISTRATORS and MANAGERS Instructional Technology: Joshi John Emeritus: Gita Runkle Facilities: Bruce Wyban HR: Sherri Lee-Lewis Info Mgmt: S. Chen Int. Ed. Center: D. Kinsella Maintenance: J. Bradney Operations: Anthony Barlow Courtney Pierce Receiving: R. Jauregui Supplemental Instruction: Wendi DeMorst

PRESIDENT/SUPERINTENDENT and SENIOR STAFF Superintendent/President: Kathryn Jeffery Executive VP: VP Academic Affairs: Georgia Lorenz VP Business/Admin: R. Isomoto VP Enroll. Services: T. Rodriguez VP Human Resources: Marcia Wade 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.: M. Espinoza CSEA Chapter Pres.: R. Villanueva CSEA Chapter 1st V.P.: CSEA Chapter 2nd V.P.: M. Bonin CSEA Chief Job Steward: L. Peterson CSEA Corresponding. Sec’y: CSEA Recording Sec’y: K. Green SMC POA President: – Officer Cadena Mgmnt Assoc: G. Brown/B. Dammer 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 2/11/16

Santa Monica College Personnel Commission MINUTES of Regular Meeting, February 17, 2016

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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


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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 __12:02_ p.m.

B. Roll Call Commissioner Present Absent Commissioner Metoyer, Chair X Commissioner Abbott, Vice-Chair X Commissioner Greenstein X Commissioner Jansen X Commissioner Leone X

C. Approval of Minutes

Special Meeting – January 8, 2016 Regular Meeting – January 20, 2016 Special Meeting – January 29, 2016

DISPOSITION BY THE COMMISSION

MOTION MADE BY: Lawrence Leone SECONDED BY: Barbara Greenstein AYES: 3 NAYS: 0 ABSTENTIONS: 0 Amendments/Comments Minutes were approved.


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II. REPORT – DIRECTOR OF CLASSIFIED PERSONNEL

Carol Long, Director of Classified Personnel, reported: Classification Studies Personnel Commission staff is bringing forward outcomes from the following classification studies at the meeting on February 17, 2016:

• Classification Revision and Title Change

o Employee Benefits Coordinator • Classification Revision:

o Human Resources Analyst – Leaves and Benefits o Community College Police Sergeant o Community College Police Officer (Lateral/Academy Graduate) o Community College Police Recruit o Health Assistant

• Classification Revision and Salary Re-allocation o Network Administrator o Network Services Manager

• New Classification o Network Engineer

We currently have twenty-three additional studies in progress.

CSEA has requested that we provide the public with a calendar of an ongoing formal review of all classifications by July 1, 2016. Merit Rule 3.3.1 requires the Personnel Commission to conduct District-wide reviews in order to cover all classified positions every five years. Reviews will include classification specifications, internal and external salary studies, and possible studies of individual positions if requested or needed. We are currently defining the scope of upcoming studies, and reviewing the existing organization of job families to ensure appropriate similarity of jobs for internal comparisons (i.e., job families include those occupations related in similarity of functions performed, and transferability of knowledge and skills from one occupation to another).

Examinations and Eligibility List Certification Since the last regular Commission meeting in January, Personnel Commission staff has conducted five interviews for producing eligibility lists, twelve final interviews, three written tests, and five job analysis meetings in preparation for opening recruitments or constructing examinations. We are bringing forward seven eligibility lists for approval at the February 17th meeting. Five additional interviews and two written tests are scheduled to be completed in the next two weeks.

Upcoming Staffing Increases Our workload in all areas has increased steadily since the start of this fiscal year. While we are continuously working to improve the time it takes to complete recruitment projects, there is still an extensive amount of time between the date an examination is approved by the Commission to move forward, and the date we are able to start the recruitment process. I am currently working with Budget Services to review several options for staffing increases in order to ensure the most efficient use of our funds. Further information will be provided regarding the options I am considering within the next couple of weeks.


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III. COMMENTS AND INFORMATIONAL REPORTS

A. Recognition of Employee Longevity: February 2016

5 YEARS

*Daniel Berumen, Senior Research Analyst, Student Equity

Hannah Lawler, Dean of Institutional Research, spoke on Mr. Berumen’s behalf. “Daniel focuses on doing the evaluations for the Student Equity Projects. I’ve had the pleasure of working with him for the past 8 years and it’s been wonderful to see him grow professionally. Daniel lends his guidance and leadership skills during committees and research projects. He is a treasure to the have on the Institutional Research team!”

*Kathleen Solis, Sign Language Interpreter III, Disabled Students Center

Stephanie Schlatter, Director of Disabled Students Program and Services, stated, “I’ve been impressed with Kathy’s dedication and service to the college. She served as an officer with CSEA on the Public Relations committee in 2015. She has stepped forward with a lot of great ideas on how to better serve our students that are deaf and hard of hearing, so they can be successful academically. I look forward to continuing to work with Kathy.”

Bryan Wilson, Community College Police Officer, Campus Police

10 YEARS

Carolyn Baugh, Administrative Assistant I, History/Philosophy & Social Science

Carol Long, Director of Classified Personnel read comments on behalf of Maria Leon-Vazquez, Project Manager: “It is an honor that I congratulate Carolyn for her 10 years of service to SMC. I am sorry that I couldn’t be there but my duty as a Project Manager has me off campus today. Carolyn is a hard worker and someone who puts 150% effort in all her work and projects. Her work ethic and integrity are impeccable. She is always willing to lend a hand or volunteer even though it is at her expense. I am someone who is involved in the greater Santa Monica Community and I have seen Carolyn in many community meetings. She represents SMC well where ever she is. Carolyn, thank you so much for all you do for SMC. Please continue your great work!” *Lisa Burns, Administrative Assistant II, Student Judicial Affairs

Mike Tuitasi, Vice President of Students Affairs, shared that, “Lisa’s warm demeanor helps to deal with the upset students that come into our office. She is great at diffusing situations and it helps out our department tremendously. Congratulations on your 10 years, we are lucky to have you at SMC!”


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Debra Willoughby, Human Resources Specialist, Human Resources

Sherri Lee-Lewis, Dean of Human Resources, shared that, “Debra is committed to her job and is rarely absent. I enjoy working with her on a daily basis. Debra started with the college in 2006 with the Financial Aid department and then transferred to the Human Resources Office. She truly enjoys working for SMC and we wanted to thank her for her service to the district.”

B. Comments from Vice President of Human Resources

Marcia Wade, Vice President of Human Resources, congratulated the employees celebrating their longevity. Ms. Wade thanked the Personnel Commission staff for working on the two positions dealing with benefits in Human Resources.

C. Comments from CSEA Chapter 36 Representative

None

D. Comments from Management Association Vice – President

None

E. Comments from Personnel Commission Staff

None

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

None

G. Comments by Personnel Commissioners

Commissioner Abbott stated that the Personnel Commission staff is working very hard and it is evident by the robust agenda. Ms. Abbott added, “Get the resources you need and keep up the good work!”


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IV. AGENDA REPORTS

# ITEM Page 1 Appointment of New Chairperson for Merit Rules Advisory Committee 6

2 Amendment to Rules and Regulations of the Classified Service – Chapter 6 – First Reading Merit Rule 6.1: Employment Lists, Merit Rule 6.2: Eligibility Lists, Merit Rule 6.3: Certification to Fill Vacancies

7

3 Revisions to Class Description: Community College Police Sergeant 19 4 Revisions to Class Description: Community College Police Officer (Lateral/Academy Graduate) 25 5 Revisions to Class Description: Community College Police Officer Recruit 32 6 Revisions to Class Description: Health Assistant 38 7 Request for Approval of Retitle, Classification Revisions and Salary Reallocation:

Employee Benefits Support Technician to Employee Benefits Coordinator 43

8 Revised Class Description for Human Resources Analyst – Leave and Benefits 50 9 New Class Description & Salary Allocation: Network Engineer 57 10 Request for Approval of Classification Revisions & Salary Reallocation: Network Administrator 66 11 Request for Approval of Classification Revisions & Salary Reallocation:

Network Services Manager 73

12 Approval of Extension of Provisional Working Out of Class Assignment: Darryl Gray 80 13 Approval of Extension of Provisional Working Out of Class Assignment: Karen Monzon 83 14 Extension of Working Out of Class Assignment/Status Change to Limited Term: David Dever 86 15 Request to Certify from Alternate Eligibility List for Buyer I 89 16 Request to Certify from Alternate Eligibility List for Student Services Clerk 90 17 Ratification of Eligibility Lists 91 18 Examination Schedule

• Accountant • Administrative Assistant I • Administrative Assistant II • Student Services Clerk

92

19 Recruitment & Examination Status Report – Informational Only 93

IV. ADJOURN AT _______ P.M. Next regularly scheduled meeting: Wednesday, March 16, 2016 at 12:00 p.m.


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AGENDA REPORT NO. 1

SUBJECT: APPOINTMENT OF NEW CHAIRPERSON FOR MERIT RULES ADVISORY COMMITTEE

DATE: February 17, 2016 TO: Members of the Personnel Commission FROM: Dr. Joe Metoyer, Chair, Personnel Commission BY: Carol Long, Director of Classified Personnel BACKGROUND Minutes from the Personnel Commission meeting on November 16, 2011 stated that “it was moved and seconded (and approved) that the Personnel Commission appoint Commissioners Greenstein and Abbott to serve as their representatives to the Merit Rules Advisory Committee, and that Commissioner Greenstein will serve as the chair…”. Barbara Greenstein has requested to step down as the current Chairperson of the Merit Rules Advisory Committee. RECOMMENDATION It is recommended that the Personnel Commission appoint Lawrence Leone as a replacement Chair of the Merit Rules Advisory Committee. DISPOSITION BY THE COMMISSION MOTION MADE BY: Joy Abbott SECONDED BY: Barbara Greenstein AYES: 4 NAYS: 0 ABSTENTIONS: 0 Amendments/Comments Commissioner Abbott and Commissioner Metoyer commended Commissioner Greenstein for her 5 years of service to the Merit Rules Advisory Committee and congratulated Commissioner Leone on his appointment. Motion was passed.


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AGENDA REPORT NO. 2 SUBJECT: AMENDMENT TO RULES AND REGULATIONS OF THE CLASSIFIED SERVICE - CHAPTER 6 – FIRST READING

MERIT RULE 6.1: EMPLOYMENT LISTS MERIT RULE 6.2: ELIGIBILITY LISTS MERIT RULE 6.3: CERTIFICATION TO FILL VACANCIES

(Note: No formal action will be taken at this meeting.) DATE: February 17, 2016 TO: Members of the Personnel Commission FROM: Carol Long, Director of Classified Personnel Proposed changes to Chapter 6: Merit Rules 6.1, 6.2, and 6.3, are attached for a first reading. Merit Rule 6.3 includes all sections except for 6.3.8 (Removal of Names from Eligibility Lists). Recommendations were developed with input from the District, CSEA, Campus Counsel, and the Merit Rules Advisory Committee. Goals of these changes include eliminating language which is not in compliance with current laws, and clarifying terminology and processes. Section 6.3.8 of Merit Rule 6.3, and Merit Rule 6.4 will be brought back to the Personnel Commission at a later date.

CHAPTER VI EMPLOYMENT LISTS AND CERTIFICATION

(EDUCATION CODE SECTION 88119)

Positions in the classified service shall be filled from employment and eligibility lists established according to the procedures prescribed in this chapter. It shall be the policy of the Personnel Commission to promote upward mobility, career laddering/latticing for classified staff, and equal employment opportunity to minorities and other underrepresented groups in the selection process. Rule 6.1 EMPLOYMENT LISTS (88091) An employment list shall be defined as a list of names of current and former permanent employees who are eligible for employment into a vacant position without competitive examination. 6.1.1 REEMPLOYMENT LISTS (EDUCATION CODE SECTION 88116, 88117, 88195) A. A reemployment list shall be established for each class as necessary and shall take precedence over all other employment and eligibility lists. This list shall contain the names of all regular classified employees who have been laid off or demoted from any position because of lack of work, lack of funds, or exhaustion of medical benefits leave.


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B. An employee who is granted a leave of absence for military duty or who is ordered, pursuant to the laws of the United States, to serve in any civilian war effort or war industry, shall have preference in reemployment. His/her name shall be placed ahead of all other names on the reemployment list for a given class. (Merit Rule 11.9) C. The life of the reemployment list for persons laid off shall be 39 months. Employees returning from military leave shall be eligible for reemployment for a period not exceeding six (6) months after discharge.

D. Employees on one or more re-employment lists shall be certified to vacant positions in their class in order by seniority (Merit Rule 13.1; Education Code 88195)

DE. Employees who take voluntary demotions or voluntary reductions in assigned time in lieu of layoff, in order to remain in their present positions rather than be reclassified or reassigned, shall be entitled to an additional 24 month period of reemployment provided that the same tests of fitness under which they qualified for appointment to the class still apply. Determination as to whether the same tests of fitness still apply shall be made on a class-by-class basis. 6.1.2 POSITION TRANSFER LIST

A. All qualified employees who request position transfer to a position with the same number of hours and/or months shall be placed on a position transfer list and shall be certified for interview in accordance with 6.3.2.A.1. Each transfer list shall expire once the current vacancy or vacancies listed in the posting have been filled.

6.1.3 CAREER LADDERING LATTICING LIST (INCLUDES LATERAL TRANSFERS,

VOLUNTARY DEMOTIONS, INCREASE IN HOURS, OR DECREASE IN HOURS)

A. All qualified persons requesting increase or decrease in hours, voluntary

demotions or lateral transfer shall be placed on a career laddering latticing list and shall be certified for interview in accordance with 6.3.2.A.3. Each Career Latticing list shall expire once the current vacancy or vacancies listed in the posting have been filled.


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6.1.4 REINSTATEMENT LIST

A. All qualified permanent former employees who left in good standing and request reinstatement to their former class, or a lower related class in the same occupational group, shall be placed on a reinstatement list and shall be certified for interview in accordance with 6.3.2.A.4. Employees shall be eligible for reinstatement for a period of 39 months from their last date of employment.

Rule 6.2 ELIGIBILITY LISTS (EDUCATION CODE SECTION 88091, 88119) An eligibility list shall be defined as a list of the names of persons who have qualified in all parts of the examination. 6.2.1 ESTABLISHMENT OF ELIGIBILITY LISTS A. After an examination is completed, the names of successful candidates shall be arranged on a list in the rank order of examination score, including additional veteran's or longevity preference points, when applicable. The completed list, after approval by the Personnel Commission, shall constitute an "eligibility list" for that class.

B. Unless otherwise authorized in these rules, all appointments to positions in the classified service shall be made from eligibles whose names appear on eligibility lists. The Personnel Director of Classified Personnel shall be responsible for establishing eligibility lists as a result of examinations authorized by these rules. An eligibility list shall contain:

1. The type of eligibility list - open, promotional, open and promotional with the promotional list taking precedence, or merged promotional and open competitive (dual certification). 2. The names of all eligibles in final rank order of total examination scores. 3. The adjusted scores of each part of the examination and the weighted total scores. 4. The dates of each part of the examination. 5. The expiration date of each person's eligibility.

6. The signature of the Personnel Director of Classified Personnel attesting to the accuracy of the information on the eligibility list.


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7. The date the list was ratified or approved by the Personnel Commission.

C. All eligibility lists shall be certified approved at the first reasonable opportunity at a Personnel Commission meeting.

1. To facilitate the orderly progress of business, the Personnel

Director of Classified Personnel may certify eligibles from the eligibility list before approval of the list by the Personnel Commission. However, no job placement shall be made before the notification procedures provided in Rule 5.2.1916 have been carried out. , and if an examination protest has been filed within the five (5) day notification period, no certification shall be made until the protest has been finally determined.

6.2.2 TYPES OF ELIGIBILITY LISTS A. The types of eligibility lists are 1. Promotional - a list of eligibles resulting from an examination limited to qualified permanent employees only. 2. Promotional and open competitive – separate promotional and open competitive lists of eligibles resulting from a single examination with the promotional list taking precedence;. 3. Merged promotional and open competitive - one list of eligibles resulting from a single examination including promotional and open competitive eligibles in a single merged eligibility list (See 5.2.4);. 4. Open competitive - a list of eligibles resulting from an examination open to all qualified candidates. 6.2.3 DURATION OF ELIGIBILITY LIST (EDUCATION CODE SECTION 88119) A. Eligibility lists shall be established for the duration of either six (6) months or one (1) year commencing from the date the list is approved by the Personnel Director or the Personnel Commission. B. The expected duration of each eligibility list as approved by the Personnel Commission shall be announced on the job announcement bulletin for each class.


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C. An eligibility list may be extended by the Personnel Commission for one or more periods, not to exceed a total of two years from the time the list was first established. The Personnel Director of Classified Personnel shall base his/her recommendation for extension of an eligibility list on the following factors:

1. a sufficient number of available eligibles remain to fill expected future vacancies; 2. the composition of the list reflects appropriate representation of ethnic minorities, underrepresented groups, or non-traditional candidates; 3. the field of competition in the occupational area has not changed dramatically.

D. Names of successful competitors may be added to eligibility lists for classes approved by the Personnel Commission for continuous testing effective upon approval of the Personnel Director of Classified Personnel. These eligibles shall remain on the eligibility list only for the appropriate period as indicated in the job announcement bulletin.

6.2.4 CONSOLIDATION OF ELIGIBILITY LISTS A. If a new examination for a class is given during the first year of the life of an existing list, the examination shall be sufficiently similar to the previous examination to ensure the comparability of the scores of eligibles. The new list shall then be merged with the existing list with eligibles ranked in the order of examination score. Promotional lists shall be merged only with promotional lists. B. When lists are consolidated under this rule, the earlier lists shall be terminated one year after its establishment and those eligibles' names shall be removed from the consolidated list. C. All candidates on an existing eligibility list shall be notified at the time a new examination is scheduled for the class. Each candidate may retake the examination if a period of 90 days has elapsed since he/she last took the examination for the same class. 6.2.5 TERMINATION OF ELIGIBILITY LISTS A. An eligibility list shall be terminated as follows: 1. Automatically, when the term of the eligibility list as promulgated, has expired.


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2. Automatically, when no eligibles remain on the list.

B. An eligibility list may be terminated by the Personnel Director of Classified Personnel prior to its expiration under the following circumstances:

1. When no eligible is available for appointment to a specific permanent vacant position. 2. When fewer than three ranks of eligibles remain on the list after certification, and the appointing authority requests certification of additional eligibles. 3. Upon abolishment of the class for which the list was established. C. When an eligibility list is terminated prior to the expiration of its term, all remaining eligibles shall be notified and given the opportunity to register for or retake the examination. Rule 6.3 CERTIFICATION TO FILL VACANCIES (EDUCATION CODE SECTION 88091) Certification shall be defined as the official submission of the names of employees or eligibles from an appropriate list to the appointing authority by the Personnel Director of Classified Personnel. 6.3.1 APPOINTING AUTHORITY A. The appointing authority shall be the Governing Board of the District, and its designated managers and supervisors. 6.3.2 ORDER OF PRECEDENCE IN THE USE OF LISTS

A. The order of precedence for the use of employment and eligibility lists for filling vacancies in the classified service shall be as follows: 1. Position Transfer List – ahead of all other lists.

1. Reemployment List - assignment of former employees shall be in

order by seniority (Rule 13.2) (Education Code Section 88117, 88195)

2. Position Transfer List

3. Career Laddering Latticing List - voluntary demotion, reduction and lateral transfers.


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4. Reinstatement List - shall be certified along with eligibles from the appropriate eligibility list. 5. Promotional Eligibility List - when the vacancy is not filled through the procedures listed in paragraph 1-3 above, the promotional eligibility list shall be used. 6. Open Competitive List - when the vacancy cannot be filled from the promotional list, the open-competitive list shall be used. 6.3.3 REQUEST FOR CERTIFICATION

A. When a new position is created, or a regular position becomes vacant, the request to fill the position shall be made through the appropriate process as prescribed by the District and submitted to the Director of Classified Personnel for action. supervisor shall make his/her request to fill the position on a Classified Employment Request form. The request shall be approved by the Division Head, the appropriate senior staff administrator, and the District Personnel Administrator. Upon approval, the request shall be submitted to the Personnel Director for action.

6.3.4 CERTIFICATION OF AVAILABLE ELIGIBLES A. The Personnel Director shall poll the approved employment list and the eligibility list for the class of the vacant position. He/she Personnel Commission staff shall certify the names of qualified persons on the eligibility employment lists and the three top ranks on the employment eligibility list who are ready and willing to accept the vacant position. Certification shall be in the order prescribed in Rule 6.3.2. B. An eligible may limit or waive certification to a specific vacancy or a class of vacancies as provided in Rule 6.3.6. C. An eligible shall be allowed three business days to respond to a written and/or telephone notification of interview. Failure to respond may constitute an automatic waiver of eligibility as specified in Rule 6.3.6. DB. The certification prepared by the Personnel Director Personnel Commission staff shall contain the following: 1. For employees certified from an employment list, the certification shall include the name and status of the employee as well as a recent application;


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2. For employees certified from an eligibility list, the certification shall list the name, the ranking on the eligibility list, the application, and resume, if any, filed by the employee. 6.3.5 RULE OF THREE RANKS A. Eligibles shall be placed on the eligibility list in rank order according to their score on the examination. The final scores of candidates shall be rounded to the nearest whole percent. All eligibles with the same percentage score shall be placed in the same rank. B. Certification from the eligibility list shall consist of all eligibles in the top three ranks who are ready and willing to accept the vacant position. C. For classes approved for continuous testing, certification shall be made at the time the Personnel Director can first reasonably certify three ranks of eligibles to the appointing authority. DC. When the field of competition indicates that the promotional list shall take precedence over the open list, and fewer than three ranks of eligibles are available on the promotional list, sufficient names shall be certified from the open competitive list to allow a choice among three ranks of eligibles. ED. When fewer than three ranks of eligibles are available for certification, the available eligibles shall be certified; however, the appointing authority may choose not to appoint any of them and may request a new examination. FE. When there is more than one vacancy for the same position in any one or more departments, one additional rank per vacancy shall be certified for final interview. All candidates on the eligibility list may be interviewed. However, the rule of three ranks still applies and all hiring must be made from the top three ranks before a lower rank can be hired. 6.3.6 AVAILABILITY AND WAIVER OF ELIGIBILITY A. An eligible may designate his/her availability for specific locations or shifts, part time or full time positions, and for limited-term (temporary) or permanent positions by filing an availability questionnaire in the Personnel Commission Office. B. An eligible may revise or withdraw his/her availability by submitting a request in

writing to the Personnel Director of Classified Personnel. The change shall become effective upon receipt and acceptance by the Personnel Director of Classified Personnel.


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C. An eligible may waive certification twice without penalty. At the time of a third waiver, he/she shall be removed from the eligibility list. The eligible shall be notified of the action to be taken and shall sign an acknowledgement thereof. 6.3.7 WITHHOLDING NAMES FROM CERTIFICATION A. The Personnel Director of Classified Personnel may withhold the name of an

eligible from certification for a permanent or temporary vacancy when the eligible: 1. Expresses unwillingness or inability to accept appointment;

2. Fails to respond within three (3) business days following the mailing of written inquiry regarding availability for the written or verbal notification of a specific vacancy. Failure of the candidate to respond within three (3) business days will constitute a waiver of certification.

3. Cannot be reached in time for appointment when immediate temporary employment is required; 4. Fails to present the license, registration, certificate, or any other credential required; 5. Is disqualified under Rule 4.2. 6.3.9 RESTORATION A. An eligible's name may be restored to an eligibility or employment list by the

Personnel Director of Classified Personnel under the following circumstances: 1. When the eligible presents a good and valid reason for waiver, inability to accept employment, failure to respond to an inquiry regarding availability for interview or to report for work; 2. When the eligible presents verification that the reason(s) for ineligibility under Rule 4.2 has been corrected.

B. Revisions and withdrawals of voluntary waivers shall become effective upon receipt by the Personnel Director of Classified Personnel.

6.3.10 FINAL SELECTION INTERVIEW

A. The immediate supervisor, accompanied by his/her supervisor or such other persons as may be designated by the District Personnel Administrator hiring manager or the Personnel Director of Classified Personnel, shall interview all persons certified for the vacant position. This interview shall be designated as the final selection interview.


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B. The final selection interview shall be conducted in a fair and impartial manner and all eligibles shall be given an equal opportunity to present their qualifications for the vacant position. All questions asked shall be job-related, and all eligibles shall be asked the same basic questions and shall be given sufficient time to respond. C. Following the completion of the interviews, a final selection report shall be completed by all interviewers in the final selection interview. The report shall provide a specific appraisal of the relative qualifications of each of the candidates. 6.3.11 TIMELINES FOR THE FINAL SELECTION INTERVIEW A. Certification of eligibles to be interviewed for a vacancy in a class with an existing eligibility list shall normally be made within two weeks after job posting and other contractual requirements have been met. B. Certification of eligibles to be interviewed for a vacancy in a class with a newly established eligibility list may be made after completion of notification requirements as specified in Rules 5.2.16 and 5.2.20. C. The supervisor shall notify the Personnel Director of Classified Personnel of

his/her selection decision within five days after the completion of the interviews. 6.3.12 PROCEDURE FOR REQUEST AND CERTIFICATION OF ADDITIONAL ELIGIBLES A. If an eligible who has been certified, refuses appointment or fails to report for an interview, the appointing authority may fill the vacancy from the remaining eligibles or may request additional certification. B. When a request for additional eligibles is made, the Personnel Director of

Classified Personnel may: 1. Certify additional eligibles, as required. 2. Remove the names of eligibles who have refused appointment or have failed to report for a scheduled interview without notification. 3. Investigate the matter at his/her discretion to determine that any refusal is, in fact, voluntary. 4. Request authorization from the Personnel Commission to refuse further certification should the investigation determine that refusal of appointment by an eligible is, in fact, not voluntary.


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6.3.13 USE OF ALTERNATE ELIGIBILITY LISTS A. If there is no eligibility list for the class in which a vacancy occurs, certification may be made from a list for another class at the same or a higher salary level provided: 1. The duties and qualifications of the class for which the examination was given include substantially all of the duties of the position to be filled. 2. The Personnel Commission finds that the use of the list is in the best interest of the District and that the necessary skills and knowledge were adequately tested in the examination. 6.3.14 SELECTIVE CERTIFICATION FOR POSITIONS WITH LANGUAGE REQUIREMENTS (EDUCATION CODE SECTION 88096)

A. If a position requires the use of a language in addition to English, the appointing authority shall so indicate to the Personnel Director of Classified Personnel when requesting certification of eligibles to fill the vacancy.

B. The Personnel Director of Classified Personnel shall determine which eligibles

possess the required language skills and shall certify the names of the top three (3) ranks of eligibles who meet the special requirements.

C. The recruitment bulletin announcing the examination shall indicate the special requirements which may be necessary for filling one or more of the positions in the class.

B. If there are insufficient eligibles who meet the language requirements, the Personnel Director shall certify additional eligible(s) not possessing the language requirements provided that the total number certified shall not exceed three (3) ranks of eligibles.

6.3.15 CERTIFICATION OF NAMES FOR SHIFT DIFFERENTIAL COMPENSATION (EDUCATION CODE SECTIONS 88180, 88181, 88182, 88183, 88184, 88185, 88186) A. Assignment to a position which qualifies for shift differential compensation as specified in Rule 12.2.14 shall be made on the basis of seniority among those employees within the appropriate class. The following conditions shall apply: 1. The assignment must exceed twenty continuous working days.


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2. The employee must submit a written request an application for transfer to the Personnel Director of Classified Personnel at the time the vacancy is posted.

3. Seniority shall be computed as provided in Rule 13.1.2. B. No employee assigned to work a shift which is entitled to differential compensation shall be demoted in class as a result of such an assignment. C. An employee receiving a shift differential shall not lose this compensation if he/she is temporarily, for twenty (20) working days or less, assigned to a shift not entitled to such compensation. D. When a vacancy exists in a permanent or temporary position for which differential compensation is designated, and no employee in the class wishes to volunteer for the shift, the assignment shall be made by the department supervisor on the basis of the needs of the department. Except in emergency circumstances, notification shall be made to the affected employee(s) in writing at least five (5) working days prior to becoming effective.


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AGENDA REPORT NO. 3

SUBJECT: REVISIONS TO CLASS DESCRIPTION: COMMUNITY COLLEGE POLICE SERGEANT

DATE: February 17, 2016

TO: Members of the Personnel Commission

FROM: Carol Long, Director of Classified Personnel

BACKGROUND

Attached for your approval is a revised classification description for Community College Police Sergeant.

A recruitment has been requested to fill one current vacancy and one upcoming vacancy. Campus Police have requested a review of the classification description prior to opening the position for recruitment.

METHODOLOGY

Personnel Commission staff met with Ray Bottenfield, Community College Police Captain, to review the current class description in order to determine if the duties, minimum qualifications, and knowledge, skills, and abilities listed still accurately reflected the expectations of the job.

RESULTS

Minor revisions are recommended to job duties; and knowledge, skills, and abilities; primarily to update terminology, classification titles of subordinate personnel, and new laws relevant to this role. No changes are being recommended to minimum requirements.

These changes were not found to be sufficient to alter the salary allocation.

RECOMMENDATION

It is recommended that the Commission approve the attached revisions for the classification description for Community College Police Sergeant.

DISPOSITION BY THE COMMISSION MOTION MADE BY: Lawrence Leone SECONDED BY: Barbara Greenstein AYES: 4 NAYS: 0 ABSTENTIONS: 0 Amendments/Comments Motion was passed.


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Santa Monica Community College District Personnel Commission

Community College Police Sergeant

CONCEPT OF THE CLASS

Positions in this classification serve as the Campus Police Department Watch Commander and are assigned primary responsibility as a working first-line supervisor for the police department’s sworn and non-sworn personnel; enforces District policies, procedures, and safety regulations, as well as applicable local, federal, and state law and ordinances; provides and supervises all department services District-wide as required; and performs specialized police and other related work as required.

ESSENTIAL DUTIES Supervises, schedules, coordinates, and monitors the activities of an assigned shift of law enforcement personnel, parking officers, and dispatchers by making spot inspections of personnel on the main campus, at satellite campuses and at off-campus parking shuttle lots all District owned or controlled property or while personnel are conducting District business; monitors workloads and insures that department regulations and policies are followed. Schedules and coordinates the daily work assignments of personnel on various shifts and monitors their attendance; schedules department staff to cover absences. Assists in ensuring college grounds, buildings, satellite campuses District owned or controlled properties, as well as, streets adjacent to the college District owned or controlled properties are protected against damage, trespassing, theft, loitering, and other offenses. Patrols all District owned or controlled properties and surrounding areas by vehicle, bicycle or foot to establish positive rapport and cooperative relationships with the public and members of the District community. Deters, locates, reprimands, detains, cites, and/or arrests persons committing crimes, creating disruptions, or violating District polices or procedures; administers first aid when needed. Engages and Aassists in ensuring the safety of students, faculty, staff, and guests of the college. Conducts daily briefings with police department personnel to conduct trainings, assign activities, update personnel on policies and laws, and share information regarding criminal activity. Responds to campus and community complaints and radio calls. Schedules training for law enforcement personnel and for civilian employees, parking officers and dispatchers and monitors and schedules police officer advanced training required by P.O.S.T.; maintains training records. Participates in the selection, training and evaluation of police department staff.


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Maintains integrity and confidentiality at all times, and monitors subordinates for compliance. Conducts and/or supervises criminal and civil investigations; evidence collection and maintenance; reviews reports and provides feedback as needed and may perform or assign follow-up activities to clarify or resolve reported incidents or problems; writes complex criminal, civil, and incident reports; maintains accurate and complete records, reports, and files; assists in maintaining confidential and other department records. Responds to subpoenas; testifies in court as required; operates all department and law enforcement computer systems and programs as needed. Assists in the planning and coordinating of law enforcement, parking security operations and enforcement, security, and crowd control for special events. Conducts or assists with internal affairs, and background, or other confidential investigations as assigned. Conducts parking citation administrative appeal reviews as assigned. Demonstrates a community oriented approach to police work; maintains good working relationships with students, staff, faculty, administrators, and the public regarding law enforcement services, public programs and services. Maintains cooperative working relationships with local, state and federal law enforcement and criminal justice agencies, the City and District Attorney’s offices and the courts. Actively participates in District, community, federal and state meetings, task forces and committees, as assigned and represents the District and department. Assists with the District’s emergency preparedness procedures to include evacuation of buildings and facilities, securing perimeters, and coordination of emergency services. Provides training in Emergency Preparedness or other related topics as needed or assigned. Maintains the level of proficiency required for the position; remains current with case and statutory laws relating to functions of the department; attends mandatory P.O.S.T., department, and in-service training to maintain required law enforcement standards. Makes recommendations to the Police Chief Command Staff regarding departmental policies and procedures, staffing, budgeting, and other related matters. Performs administrative functions related to the documentation of performance evaluations, counseling, written warnings, and commendation letters. May perform and/or supervise special assignments such as, but not limited to: emergency disaster planning, cadet program, evidence and property, crime prevention, gang suppression, FTO program, investigations, motors, range, parking and transportation programs, in-service training, or specific grant funded assignments. Assumes primary responsibility for the Police Department in the absence of the Chief of Police, Captain, or other higher ranking sworn officer.


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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: Under general direction, the employee receives assignments and is expected to carry them through to completion with substantial independence.

Supervision Exercised: Supervision may be exercised over the following classifications: Community College Police Officer, Community College Police Recruit, Community College Parking Enforcement Officer, Community College Police Dispatcher, Administrative Assistant I, Administrative Secretary Campus Safety Officer, Police Services Assistant, and Police Cadets (students). KNOWLEDGE, SKILLS AND ABILITIES Knowledge of terms, procedures, codes, and regulations used by community college police. Knowledge of federal, state, county, city, and District laws related to the apprehension, arrest, search and seizure, legal rights of citizens, court procedures and prosecution of individuals accused of committing misdemeanors and felonies. Knowledge of rules of evidence. Knowledge of the department manual and the Peace Officer Bill of Rights. Knowledge of Community-Oriented Policing and educational law enforcement principles practices, techniques and mandates to include the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act, Title IX, Violence Against Women Act (VAWA), and the Kristin Smart Campus Safety Act. Knowledge of reporting requirements under Title IX and the Violence Against Women Act (VAWA) Knowledge of investigative techniques and procedures. Knowledge of use and care of firearms. Knowledge of supervision techniques. Knowledge of law enforcement training procedures and methods. Knowledge of District mission and vision statements, shared governance practices, accreditation process, and principles of governance in the California Community College System.


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Knowledge of crowd and traffic control and enforcement procedures. Knowledge of emergency dispatching administration and organization. Knowledge of technical and operating principles, practices and problems in public safety communications. Knowledge of Police records filing systems, including California Law Enforcement Telecommunication System (CLETS) and Justice Data Interface Controller (JDIC). Knowledge of uniform reporting standards in the use of information by local and state law enforcement agencies and other federal and state authorities. Knowledge of first aid and CPR. Ability to coordinate, schedule, monitor, and supervise the work of assigned personnel. Ability to remain calm in stressful situations. Ability to meet demands of police work, such as arresting combative subjects. Ability to gather, assemble, analyze, and evaluate facts and evidence. Ability to interpret and apply laws, rules, and regulations. Ability to evaluate training programs and methods. Ability to train and evaluate law enforcement and security civilian personnel. Ability to understand and interpret written and oral instructions and directives. Ability to prepare clear, concise, and comprehensive written reports and instructions. Ability to demonstrate safe and effective law enforcement practices. Ability to respond quickly, effectively and efficiently in emergency or crisis situations. Ability to learn to develop, plan, and implement a comprehensive training program. Ability to understand and interpret District employee labor contracts. Ability to establish and maintain effective working relationships in a diverse multi-cultural and multi-ethnic educational environment.

MINIMUM QUALIFICATIONS Education Requirement: Bachelor’s Degree in Administration of Justice or related field.


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Experience Requirement: Three (3) years of experience as a P.O.S.T. certified police officer, including at least one year supervising or leading the work of others. Education/Experience Equivalency: Experience and/or education of the same kind, level or amount as required in the minimum qualifications may be substituted on a year-for-year basis.

Coursework in supervision may substitute for the supervision/lead requirement.

Licensure and/or Certification: Possession of a valid Class C California driver’s license.

Possession of a P.O.S.T basic certificate and meet all requirements to obtain a P.O.S.T. intermediate certificate. An intermediate certificate must be obtained within 6 months of hire.

Must successfully complete a P.O.S.T. supervisory training course (applicable toward a P.O.S.T. supervisory certificate) within 12 months of appointment.

First Aid and CPR certificates are required within 6 months of hire.

Special Requirements: Must be a United States Citizen or a permanent resident alien who is eligible for and has applied for citizenship, free of any felony convictions or misdemeanor convictions involving violence and meet all minimum selection standards of a peace officer as specified by the California Commission on Peace Officer Standards and Training.

Must pass a thorough background investigation (including polygraph), in accordance with P.O.S.T and District Standards.

Must meet the District and P.O.S.T. medical and psychological standards, including hearing and vision requirements.

Must pass a 12-month probationary period in this position.

Required to wear various uniforms and body armor, carry and use approved firearms and weapons within the confines of the law in a safe and responsible manner.

WORKING CONDITIONS AND PHYSICAL DEMANDS

Works outside. Walks and drives a vehicle. Exposed to various weather conditions and potential combative and stressful situations that may be dangerous or life threatening. Sitting and standing for extended periods of time. Works on holidays, weekends, nights and/or rotating shifts.

CLASS DETAIL

Job Family: Public Safety Personnel Commission Approval Date: Class History: Campus Police Sergeant (June 1977) Revision Date(s): 07/20/88, 03/17/93, 10/16/95, 12/21/05, 05/18/11. 2/17/2016


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AGENDA REPORT NO. 4 SUBJECT: REVISIONS TO CLASS DESCRIPTION: COMMUNITY COLLEGE POLICE OFFICER (LATERAL/ACADEMY GRADUATE) DATE: February 17, 2016 TO: Members of the Personnel Commission FROM: Carol Long, Director of Classified Personnel BY: August Faustino, Personnel Technician BACKGROUND Attached for your approval is a revised classification description for Community College Police Officer (Lateral/Academy Graduate). The Personnel Commission is currently recruiting for Community College Police Officer (Lateral/Academy Graduate). Through a recent review of California Government Codes and Peace Officer Standards and Training (POST) regulations, Commission staff is recommending minor changes to this classification description to stay current with regulated police officer requirements. The class description was last revised in 2010. There are currently ten incumbents in the Community College Police Officer (Lateral/Academy Graduate) classification. METHODOLOGY Commission staff made proposed changes and reviewed the revised class description with the Interim Chief of Police, Mark Kessler, Community College Police Captain, Raymond Bottenfield and SMC’s Police Officers Association. The proposed changes will not affect the current status of the incumbents or the scope of duties that the incumbents perform. RESULTS Revisions were made to the Education Requirement and Special Requirements sections of the classification description for Community College Police Officer (Lateral/Academy Graduate). The Education Requirement language was updated to clarify the specific acceptable equivalencies to a high school diploma per the California Government Code Section 1031. In addition, the Special Requirements Section was also updated in accordance with California Government Code Section 1031. The update includes permanent resident aliens that are eligible and have applied for citizenship as individuals who meet the peace officer minimum standards. These changes were not found to be sufficient to alter the salary allocation.


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RECOMMENDATIONS It is recommended that the Commission approve the attached revisions to the classification specification for Community College Police Officer (Lateral/Academy Graduate). DISPOSITION BY THE COMMISSION MOTION MADE BY: Joy Abbott SECONDED BY: Barbara Greenstein AYES: 4 NAYS: 0 ABSTENTIONS: 0 Amendments/Comments Motion was passed.


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Santa Monica Community College District

Personnel Commission

Community College Police Officer (Lateral/Academy Graduate)

CONCEPT OF THE CLASS Positions in this classification perform patrol duties on foot, bicycle or by motorcycle or vehicle, enforce laws, rules and regulations to protect college personnel against accident or bodily harm, and college property and facilities against fire, theft, vandalism, and illegal entry. DISTINGUISHING CHARACTERISTICS The Community College Police Officer is the classification of sworn Police Officer requiring successful completion of a basic law enforcement training program at a California Commission on Peace Officer Standards and Training (hereinafter referred to as P.O.S.T.) certified academy. Probationary incumbents complete a field training program and are then able to perform the full range of peace officer duties. Community College Police Officers must possess or attain a P.O.S.T. Basic Certificate upon completion of the first 12 months of service. The Community College Police Officer Recruit is a non-sworn training-level class for candidates seeking police training. A recruit will attend and must successfully complete a basic law enforcement training program at a District approved California Commission on P.O.S.T.- certified academy. Assignment to this class is limited to participation in and successful graduation from a basic law enforcement training academy. ESSENTIAL DUTIES Patrols college campus on foot, bicycle or by motorcycle or vehicle and answers calls to protect college students, faculty, and staff against accident or bodily harm and college property and facilities against fire, theft, vandalism, and illegal entry

Enforces laws, traffic regulations and safety regulations, and is authorized to search, interrogate, apprehend or arrest violators, if necessary

Provides security control for large gatherings, assemblies, or other campus activities and events, such as registration, athletic, and social events

Investigates and records irregularities which occur during assigned shift; takes necessary action within the limits of prescribed policies and procedures; corrects the situation, if possible, or contacts the Community College Police Chief or Campus Sergeant for guidance and assistance

Gathers evidence to use in the apprehension and conviction of suspects

Renders first aid during emergencies


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Detects traffic law violations and issues parking infraction citations Prevents traffic congestion with signs or traffic direction Conducts building searches in accordance with predetermined plan during a bomb threat or other emergency conditions

Maintains a log of daily activities and writes reports to be used in follow-up investigations Performs additional law enforcement duties in accordance with P.O.S.T. training 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 Under general supervision, the employee receives assignments and is expected to carry them through to completion with substantial independence.

Supervision Exercised May assign work and partner with a Community College Police Officer completing his or her field training program. KNOWLEDGE, SKILLS AND ABILITIES Knowledge of law enforcement procedures pertaining to arrest, search and seizure, and rules of evidence Knowledge of California laws and local ordinances relating to theft, burglary, arson, malicious mischief and trespassing Ability to operate a motor vehicle (or motorcycle) safely and in accordance with all traffic laws and regulations Ability to exercise independent, sound judgment in evaluating situations and making decisions Ability to enforce pertinent laws, rules and regulations Ability to analyze situations and adopt an effective course of action Ability to interpret and follow oral and written instructions Ability to learn District and campus rules and regulations regarding security, safety, and conduct Ability to write clear and concise reports


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Ability to interrogate suspects and interview complaints and witnesses Ability to respond quickly and effectively in emergency situations Ability to accept supervisory direction willingly Ability to establish and maintain effective working relationships in a diverse multi-cultural and multi-ethnic educational environment Ability to use restraint in confrontational situations

MINIMUM QUALIFICATIONS Education Requirement: U.S. high school diploma, GED certificate, or high school proficiency examination, or a two-year, four-year, or advanced degree from an accredited or approved college/universityGraduation from high school or the equivalent, as specified by P.O.S.T. Successful graduation from a basic law enforcement training academy at a P.O.S.T. certified academy. College level coursework in Administration of Justice (Police Science) is desirable. Experience Requirement: For lateral candidates, a minimum of one year of experience working as a sworn police officer in a P.O.S.T. law enforcement agency (or out of state equivalent) is required. Special Requirements: Must be a United States Citizen or a permanent resident alien who is eligible for and has applied for citizenship, free of any felony convictions or misdemeanor convictions involving violence and meet all minimum selection standards of a peace officer as specified by the California Commission on Peace Officer Standards and Training. Must pass a thorough background investigation, in accordance with P.O.S.T and District Standards. Meet the District and P.O.S.T. medical and psychological standards for police officers, including hearing and vision requirements Must pass a 12-month probationary period in this position. Any time worked as a Police Recruit at the District will not count towards the one-year probationary period for Community College Police Officer. Licensure and/or Certification: For academy graduate candidates, a California P.O.S.T. Basic certificate must be obtained upon completion of the first 12 months of service in this classification.


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For lateral candidates, a valid P.O.S.T. Basic certificate or successful completion of the P.O.S.T. basic waiver process is required at the time of application. Possession of a valid Class “C” California Driver’s License.

Training: The field training program consists of an on-the-job training program, several performance evaluations and a review by the Chief of Police. Failure to maintain satisfactory progress during the training program will end a candidate’s eligibility for participation in the program and employment in the class.

Special Designation: Incumbents in this class may qualify for special designation in (1) Investigator, (2) Training Officer, or (3) Range Master (4) Safety and Security Systems Officer:

(1) Investigator Designation requires successful completion of a Criminal Course and will be responsible for the follow-up and coordinator of investigations relating to campus activities; conducting interviews of suspects, completing reports, and conferring with the Campus Police Sergeant and Police Chief to determine course of action for each individual situation.

(2) Training Officer Designation requires successful completion of First Aid and CPR

classes and Multi-Video Equipment Usage classes and will be responsible for conducting training and safety classes for police officers and parking security

officers. Additional responsibilities include scheduling officers for advance training, maintaining logs of training and disseminating training and safety materials and information to police department staff.

(3) Range Master Designation requires successful completion of a Range Master

Instructor Course and will be responsible for coordination and scheduling the monthly qualifying of officers and sergeants. The Range master must be present at all qualifying sessions, verify successful qualifying marks, and maintain qualifying logs and conduct safety training.

(4) Safety and Security Systems Officer Designation requires annual certification from a

certified training agency in technical installation and operation and maintenance of intrusion and fire alarms and monitoring systems and will be responsible for: coordinating and controlling the access and use of facilities through the use and monitoring of electronic access control systems; managing and maintaining the burglar and hold-up alarm systems installed by contractors; managing and maintaining the surveillance systems installed by contractors; managing and maintaining the fire detection and alarm systems installed by contractors;


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troubleshooting and correcting problems with the systems, including contacting contractors; training fellow Campus Police Officers in monitoring and troubleshooting the systems; working directly with contractors in new installations, routine maintenance, and troubleshooting.

WORKING ENVIRONMENT AND 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. Work is performed indoors and outdoors in a variety of locations to include on-site work at calls and incidents, in a District vehicle (including motorcycles), on a bicycle and at the College Police Station. When working outdoors, may be exposed to the elements; may work under damp or dry conditions; crouch, walk, bend, reach, twist, drag, lift, and carry items weighing 45 pounds or more; prolonged sitting, standing, and grasping; run for extended times over various distances and conditions, such as pursuing a running suspect through yards and over fences and walls; observe and recognize people, activities, vehicles, street signs, environmental conditions from a reasonable distance during day or night; may be exposed to dust, chemicals, solvents, grease/oil, fumes, electrical, and mechanical hazards, vehicular traffic, vibration, and noise; meet the physical requirements of the class and have mobility, vision (including the ability to distinguish colors), speaking, hearing, dexterity, and use of both hands and legs appropriate to the duties to be performed. May administer first aid and in an emergency, push, pull, drag, and move individuals and/or others weighing 150 pounds or more. May be exposed to blood or other bodily fluids or communicable diseases. Must be able to meet the physical requirements of the class and have mobility, vision, hearing, sense of smell, and dexterity levels appropriate to the duties to be performed with the ability to work irregular hours and schedules.

CLASS DETAIL

Job Family: Public Safety/Community Outreach FLSA Status: Non-exempt Personnel Commission Approval Date: November 30, 2006 Class History: Community College Police Officer

Revision Date(s): Established: 06/77, Revised: 06/79, 07/87, 10/24/90,

10/18/95, 03/27/02, 11/30/06, 06/20/07, 10/20/10, 02/17/16


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AGENDA REPORT NO. 5 SUBJECT: REVISIONS TO CLASS DESCRIPTION: COMMUNITY COLLEGE POLICE OFFICER RECRUIT DATE: February 17, 2016 TO: Members of the Personnel Commission FROM: Carol Long, Director of Classified Personnel BY: August Faustino, Personnel Technician BACKGROUND Attached for your approval is a revised classification description for Community College Police Officer Recruit. The Personnel Commission is currently recruiting for Community College Police Officer Recruit. Through a recent review of California Government Codes and Peace Officer Standards and Training (POST) regulations, Commission staff is recommending minor changes to this classification description to stay current with regulated police officer requirements. The class description was last revised in 2010. There is currently one incumbent in the Community College Police Officer Recruit classification. METHODOLOGY Commission staff made proposed changes and reviewed the revised class description with the Interim Chief of Police, Mark Kessler, Community College Police Captain, Raymond Bottenfield and SMC’s Police Officers Association. The proposed changes will not affect the current status of the incumbent or the scope of duties that the incumbent performs. RESULTS Revisions were made to the Education Requirement and Special Requirements sections of the classification description for Community College Police Officer Recruit . The Education Requirement language was updated to clarify the specific acceptable equivalencies to a high school diploma per the California Government Code Section 1031. In addition, the Special Requirements Section was also updated in accordance with California Government Code Section 1031. The update includes permanent resident aliens that are eligible and have applied for citizenship as individuals who meet the peace officer minimum standards. These changes were not found to be sufficient to alter the salary allocation.


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RECOMMENDATIONS It is recommended that the Commission approve the attached revisions to the classification specification for Community College Police Officer Recruit. DISPOSITION BY THE COMMISSION MOTION MADE BY: Barbara Greenstein SECONDED BY: Lawrence Leone AYES: 4 NAYS: 0 ABSTENTIONS: 0 Amendments/Comments Motion was passed.


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Community College Police Officer Recruit

CONCEPT OF THE CLASS

Under supervision, receives academy instruction and training in law enforcement and police methodology in preparation for eligibility to qualify for Community College Police Officer by attending a basic law enforcement training program at a California Commission on Peace Officer Standards and Training (hereinafter referred to as P.O.S.T)-certified academy.

DISTINGUISHING CHARACTERISTICS

The Community College Police Officer Recruit is a non-sworn training-level class for candidates seeking police training. A recruit will attend and must successfully complete a basic law enforcement training program at a District approved and P.O.S.T.-certified academy. Assignment to this class is limited to participation in and successful graduation from a basic law enforcement training academy.

The Community College Police Officer is the classification of sworn Police Officer for incumbents fully trained in peace officer duties, requiring successful completion of a basic law enforcement training program at a P.O.S.T.-certified academy. Probationary incumbents complete a field training program and are then able to perform the full range of peace officer duties. Community College Police Officers must possess or attain a P.O.S.T. Basic Certificate upon completion of the first 12 months of service.

ESSENTIAL DUTIES Attends and actively participates in a P.O.S.T.-certified basic law enforcement training academy full time, and actively participates in all required coursework, training, and instruction as required for successful completion of and graduation from the academy. Actively participates in a rigorous academic and outdoor physical training program. Areas of instruction include, but are not limited to, the following:

Basic principles of patrol procedures and criminal investigation;

Arrest, search, and seizure as applied to college police operations;

Police investigation including the collection of evidence, interviewing and interrogation of witnesses, follow-up and case preparation;

Preparation of reports as used by law enforcement;


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Traffic procedures and patrol;

Report writing; Firearms training and defensive tactics;

Safety in the operation and use of vehicles and equipment;

Performs other related duties as requested or assigned. SUPERVISION Level of Supervision Received General supervision is received from the Chief of Police or management designee. Day-to-day instruction, supervision, and training is received from academy instructors.

Level of Supervision Exercised None KNOWLEDGE, SKILLS AND ABILITIES Ability to learn law enforcement procedures pertaining to arrest, search and seizure, and rules of evidence Ability to learn laws and ordinances relating to theft, burglary, arson, malicious mischief and trespassing Ability to meet the demands of a rigorous physical training program and academic instruction program Ability to learn District and College rules and regulations regarding security, safety and conduct Ability to operate a motor vehicle safely and in accordance with all traffic laws and regulations Ability to interpret and follow oral and written instructions Ability to write clear and concise reports Ability to learn to interrogate suspects and interview complainants and witnesses Ability to respond quickly and efficiently in emergency situations Ability to exercise independent, sound judgment in evaluating situations and making decisions Ability to analyze situations and adopt an effective course of action


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Ability to perform duties under scheduled working conditions Ability to accept directions from others willingly Ability to establish and maintain effective working conditions in a diverse multicultural and multi-ethnic educational environment MINIMUM QUALIFICATIONS Education Requirement: U.S. high school diploma, GED certificate, or high school proficiency examination, or a two-year, four-year, or advanced degree from an accredited or approved college/university, Graduation from high school or the equivalent, as specified by P.O.S.T. Experience Requirement: Demonstrated interest in law enforcement and ability to successfully complete the prescribed course of basic law enforcement training at the P.O.S.T.-certified academy designated by the District. Coursework in Administration of Justice (Police Science) is desirable.

Individuals who have successfully completed or graduated from a P.O.S.T.-certified academy or possess a valid P.O.S.T. certificate do not meet the minimum qualifications and are not eligible for this position. Education/Experience Equivalency: Any combination of training and experience that would provide the required knowledge and abilities is qualifying.

Special Requirements:

Must be a United States Citizen or a permanent resident alien who is eligible for and has applied for citizenship, free of any felony convictions or misdemeanor convictions involving domestic violence and meet all other minimum selection standards of a peace officer as specified by P.O.S.T.

Meet the District and P.O.S.T. medical and psychological standards for police officers, including hearing and vision requirements.

Must pass a thorough background investigation, in accordance with P.O.S.T. and District standards.

Must participate diligently in and complete all requirements for graduation from a basic law enforcement academy. Licensure and/or Certification:


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Possession of a valid Class C California driver’s license. Special Notice: Community College Police Officer Recruit is not intended to be a permanent position. Incumbents will be promoted to Community College Police Officer or released prior to the end of the one year probationary period. 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. In-classroom training and instruction is received, which requires sitting for extended periods of time, listening, speaking, and using hands to write. The candidate also participates in physical training which includes physical endurance training as well as law enforcement tactics training, such as runs for extended periods of times, scale walls, firearm training, dummy drags, and other related activities as part of the curriculum. When working outdoors, may be exposed to the elements; may work under damp or dry conditions; crouch, walk, bend, reach, twist, drag, lift, and carry items weighing 45 pounds or more; prolonged sitting, standing, and grasping; run for extended times over various distances and conditions, such as pursuing a running suspect through yards and over fences and walls; observe and recognize people, activities, vehicles, street signs, environmental conditions from a reasonable distance during day or night; may be exposed to dust, chemicals, solvents, grease/oil, fumes, electrical, and mechanical hazards, vehicular traffic, vibration, and noise; meet the physical requirements of the class and have mobility, vision (including the ability to distinguish colors), speaking, hearing, dexterity, and use of both hands and legs appropriate to the duties to be performed, and the ability to push, pull, drag, and move individuals and/or others weighing 150 pounds or more. CLASS DETAIL

Job Family: Public Safety FLSA Status: Non-exempt Personnel Commission Approval Date: Revision Date(s): Established: P.C. 06/77; Revised: 06/79; 10/24/90 03/27/02, 10/20/10, 2/17/16

Class History: Community College Police Trainee; Community College Police Officer Recruit


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AGENDA REPORT NO. 6

SUBJECT: REVISIONS TO CLASS DESCRIPTION: HEALTH ASSISTANT




BACKGROUND

Attached for your approval is a revised classification description for Health Assistant. A recruitment has been requested to fill one current vacancy. Health Services requested a review of the classification description prior to opening the position for recruitment.

METHODOLOGY

Personnel Commission staff met with Gloria Lopez, Coordinator of Health Services, to review the current class description in order to determine if the duties, minimum qualifications, and knowledge, skills, and abilities listed still accurately reflected the expectations of the job.

RESULTS

Minor revisions are recommended to job duties; distinguishing characteristics; Special Requirements; and knowledge, skills, and abilities; primarily to clarify duties, update terminology, and revise the classification title of supervisory personnel. No changes are being recommended to the remaining parts of the minimum requirements.

These changes were not found to be sufficient to alter the salary allocation.

RECOMMENDATION

It is recommended that the Commission approve the attached revisions for the classification description for Health Assistant.

DISPOSITION BY THE COMMISSION MOTION MADE BY: Joy Abbott SECONDED BY: Barbara Greenstein AYES: 4 NAYS: 0 ABSTENTIONS: 0 Amendments/Comments Motion was passed.


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Health Assistant

CONCEPT OF THE CLASS The position in this classification performs moderately difficult clerical duties; performs basic first aid under nursing or medical supervision in the health department where pre-employment, student, or employee health examinations are administered and health records are maintained. DISTINGUISHING CHARACTERISTICS The Registered Nurse – Health Services class provides medical assessments, nursing diagnoses, interventions, and outcome evaluations of patients/clients within the scope of the California Nursing Practice Act, and in accordance to Santa Monica College District policies and procedures. The Student Services Assistant class performs moderately difficult clerical duties in support of an assigned student services area. In large offices, incumbents may be responsible for the completion of a functional phase of clerical work necessary in the assigned student services area. The Health Assistant performs moderately difficult clerical duties; performs basic first aid under nursing or medical supervision in the health department where pre-employment, student, or employee health examinations are administered and health records are maintained. The Student Services Clerk class provides a variety of general and routine clerical duties for student services departments and programs. Incumbents are generally assigned to the front counter and are the first point of contact for students in their respective student services area. These positions are distinguished from the Administrative Clerk classification in that positions assigned to the Student Services Clerk classification are required to obtain a breadth of knowledge in their respective department, necessary to assist students at the front counter. ESSENTIAL DUTIES

Provides front counter reception, greeting, registering and making appointments for visitors

Maintains appointment and re-examination calendars

Contacts students to follow-up on examinations

Assists nursing or medical staff by rendering first aid as necessary, records basic vital signs, distributes ice packs and other first aid items as necessary

Takes and records student’s height, weight, and vital signs such as pulse, temperature, respiration, and blood pressure.

Distributes approved information describing health services policies and procedures to employees, students, and staff by telephone and in person


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Maintains a variety of confidential files and records including insurance and accident report forms and student immunization records

Prepares treatment rooms for examination of students; cleans treatment rooms, instruments and equipment between student visits to maintain infection control; disposes of contaminated supplies; sets up instruments and equipment according to department protocol

Performs clerical duties such as reviewing records, checking on completion of forms, handling complaints and following through on irregularities and problem cases

Types reports, letters, memoranda, health records and other materials from rough drafts, dictation or verbal instructions

Initiates routine correspondence

Prepares and maintains statistical records and reports, activity reports and procedural manuals

Prepares supply requisitions and maintains a stock of supplies and equipment

May serve as a chaperone during physical examinations

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 Level of Supervision Received This position receives direction from the registered nurses and is supervised by the Senior Administrative Dean, of Student Health Counseling, Retention, and Student Wellness.

Level of Supervision Exercised This position does not exercise supervision over other employees. KNOWLEDGE, SKILLS AND ABILITIES Knowledge of: Basic First Aid and Cardio Pulmonary Resuscitation Proper use of basic health office equipment as needed to record basic vital signs (i.e., blood pressure, temperature, pulse, respiration Appropriate universal standard precautions and related safety requirements used when handling biohazardous substances or contaminated instruments State and federal laws related to student confidentiality and security of medical records (i.e., HIPPA, FERPA) Basic filing and record keeping systems Medical terminology


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Ability to: React calmly and analyze emergency situations as initial point of contact Take and record basic vital signs, such as blood pressure, temperature, pulse, and respiration Obtain and impart information tactfully and accurately Maintain files and records and retrieve information Correctly interpret and clearly explain health office rules and policies in a professional and respectful manner Work cooperatively with students, staff, faculty and community members in a friendly, respectful, constructive, and professional manner embracing a culturally and economically diverse population environment. Write legibly and use computerized word processing, medical records documentation and spread sheet programs Learn and utilize electronic medical recordkeeping (EMR) requirements for immunizations and other medical procedures Maintain confidentiality of records and exercise sound judgment regarding sensitive information. Ability to maintain confidentiality of patient’s/client’s health concerns, treatments, test results, referrals, and documentation. Ability to use a computer to input, edit, and extract data and information, including the Electronic Medical Records (EMR) system. MINIMUM QUALIFICATIONS Education Requirement: Two years of college coursework including health and medical office practices and terminology Experience Requirement: Two years increasingly responsible clerical experience preferably in a medical setting Education/Experience Equivalency: Experience and/or education of the same kind, level or amount as required in the minimum qualifications may be substituted on a year-for-year basis Licensure and/or Certification: Basic and Advanced Red Cross First Aid Certificate including CPR 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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Environment: While performing the duties of this job, the employee is regularly required to stand, walk, talk and/or hear, and, with assistance, lift, carry, push or pull between 25 to 50 pounds. There is exposure to communicable diseases, bodily fluids/spills, contaminated products, and syringes and needles.

CLASS DETAIL Job Family: Student Services (non-classroom) FLSA Status: Non-exempt Salary Range: Range 28 Personnel Commission Approval Date: 11/16/06

Class History: Health Assistant March 1978; revised November, 1984 Revision Date(s): Hay Study, 11/16/06, 12/18/13, 2/17/16


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AGENDA REPORT NO. 7 SUBJECT: REQUEST FOR APPROVAL OF RETITLE, CLASSIFICATION REVISIONS

AND SALARY REALLOCATION: EMPLOYEE BENEFITS SUPPORT TECHNICIAN TO EMPLOYEE BENEFITS COORDINATOR




BY: Amy Gurjian, Classification & Compensation Manager

BACKGROUND Attached for your approval is a retitle, class description revisions and salary reallocation for Employee Benefits Support Technician. A study of this classification was initiated by Commission staff as a result of a position review requested by the incumbent, to determine if current duties, responsibilities, and required knowledge and abilities are accurately reflected in the classification description. In addition, Commission staff initiated a salary study to compare the current salary range for this classification with similar jobs in Human Resources and overall market trends for jobs in Benefits Administration. This classification was established as Employee Benefits Coordinator in 2006, as a result of the Hay study. It was last updated and retitled to Employee Benefits Support Technician in 2010, when the incumbent at the time retired. This is a single incumbent position; the proposed changes will not adversely affect the current status of the incumbent. METHODOLOGY A Position Description Questionnaire (PDQ) was submitted by the incumbent and reviewed by the Department for comments. Commission staff met with the incumbent, Heather Memarian, and Sherri Lee-Lewis, Dean of Human Resources to discuss the level of work assigned to this position. Work samples were collected and reviewed. The classification description for the Human Resources Analyst – Leaves & Benefits was discussed with Human Resources Management, to gather information about current duties assigned to and performed by that classification as well, since there appeared to be an overlap of duties and responsibilities related to benefits. In addition, managers overseeing both classifications were requested to complete duty analysis worksheets by rating the frequency and criticality of each duty in the current class descriptions. Duties were added and modified to more accurately reflect responsibilities assigned to the proposed Employee Benefits Coordinator classification. Distinguishing characteristics were included to clarify related roles within the occupational series and changes were made to lead direction received. An external salary study was conducted of public agencies with positions that have comparable duties and responsibilities. Salary data was gathered based on the comparison of positions with the level of duties and responsibilities most similar to the subject position. Classification revisions were reviewed with the incumbent, CSEA, Human Resources, and Business Services.


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RESULTS Based on the data gathered, moderate revisions to the class description are being proposed, to include a more accurate depiction of the level of independence of action, specialized knowledge and decision making required, in addition to responsibilities in analyzing reports and making recommendations to affect District-wide benefits plans, programs and policies. After a review of the data gathered, it was apparent that this role is expected to coordinate, administer and lead the day-to-day operations of a complex District-wide function, where consequence of error can have a substantial impact on District employees and resources. Moreover, a retitle is recommended since a substantial portion of the job requires serving as the primary coordinator of an agency-wide function, with the authority to organize and lead the day-to-day operations of the benefits program. The incumbent has been performing said duties since she was selected for this position. As a result of findings, classification description revisions are being proposed to the Human Resources Analyst – Leaves & Benefits classification in a subsequent report, to clarify primary responsibility for the District’s benefits function. After a comprehensive survey of comparable agencies, five classifications found to be somewhat comparable are presented below. These positions were selected for review based on the assignment of work related to providing non-supervisory specialized benefits administration and coordination agency-wide. Notably, such roles are utilized by each agency differently, varying in reporting relationships, organizational structure, level of decision making and independence in performing assigned duties, and scope of work. For instance, several of the classifications listed report to a benefits and/or payroll manager, and/or were responsible for other functions within human resources (e.g., billing/reconciliation, leaves, worker’s compensation).

AGENCY CLASS TITLE MINIMUM MAXIMUM MEDIAN* Ventura County CCD Benefits Analyst (Confidential) $5,405 $7,452 $6,429 City of Santa Monica Employee Benefits Specialist $5,271 $6,508 $5,890 Santa Monica CCD Employee Benefits Support Technician $4,810 $5,846 $5,328 Glendale Community College Employee Benefits Technician $4,077 $5,203 $4,640 Mt. San Antonio College Benefits Specialist $4,194 $5,353 $4,774 Foothill De Anza CCD Benefits Specialist $5,206 $6,900 $6,053

Average $4,827 $6,210 $5,519

25th Percentile $4,348 $5,476 $4,912

50th Percentile $5,008 $6,177 $5,593

75th Percentile $5,255 $6,802 $6,028

80th Percentile $5,271 $6,900 $6,085

90th Percentile $5,338 $7,176 $6,257

SMC % RANK 40.00% 40.00% 40.00%

SMC Differences From AVG -0.36% -5.87% -3.46% * The midpoint value in salary range The current salary range for Employee Benefits Support Technician is $4,810 to $5,846 per month (Classified Employee Salary Schedule, Range 38). In this survey, 60% of the cases presented were above the current salary range for this classification.


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SALARY ALLOCATION It is recommended that the salary for the Employee Benefits Support Technician be reallocated from Range 38 of the Classified Employee Salary Schedule ($4,810 to $5,846 per month) to Range 42 ($5,303 to $6,445 per month). This range places this classification at the 80th percentile as compared to the survey provided above. Salary reallocation was recommended considering the external market survey as well as internal positions in Human Resources. The goal was to recommend a competitive salary, while ensuring that the proposed ranges were aligned with other related classifications in the occupational hierarchy. The salary proposal for this classification has been reviewed with Sherri Lee-Lewis, Dean of Human Resources, Tre’Shawn Hall-Baker, Director of Human Resources, Marcia Wade, Vice President of Human Resources, CSEA representatives, and Chris Bonvenuto, Chief Director of Business Services.

*Proposed title, pending PC approval RECOMMENDATION It is recommended that the Personnel Commission approve the retitle, proposed revisions to the classification description, and reallocation of salary for Employee Benefits Support Technician as follows: FROM: Employee Benefits Support Technician

$4,810 to $5,846 per month (Classified Employee Salary Schedule Range 38)

TO: Employee Benefits Coordinator $5,303 to $6,445 per month (Classified Employee Salary Schedule Range 42)

DISPOSITION BY THE COMMISSION MOTION MADE BY: Barbara Greenstein SECONDED BY: Lawrence Leone AYES: 4 NAYS: 0 ABSTENTIONS: 0 Amendments/Comments Motion was passed.

CLASS TITLE MIN MAX RANGE Director of Human Resources $9,874 $12,001 M34 Assistant Director of Human Resources $8,735 $10,619 M29 Compliance Administrator/Title IX Coordinator $8,735 $10,619 M29 Human Resources Analyst - Employee and Labor Relations $5,913 $7,187 45 Professional Development Coordinator $5,706 $6,936 45 Human Resources Analyst - Leaves & Benefits $5,706 $6,936 45 Employee Benefits Coordinator* $5,303 $6,445 42 Human Resources Technician $4,581 $5,568 36 Human Resources Specialist $3,769 $4,581 28 Employee Benefits Specialist $3,769 $4,581 28


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Employee Benefits Support Technician Coordinator

CONCEPT OF THE CLASS The position in this classification provides the primary administration of benefits to District employees and provides information to employees, retirees, and the general public on the District’s employee benefits program, and designs and implements processes appropriate to ensure employees receive benefits. DISTINGUISHING CHARACTERISTICS Employee Benefits Coordinator provides the primary administration of benefits to District employees and retirees, and designs and implements processes appropriate to ensure employees receive benefits. Employee Benefits Specialist provides clerical and administrative support in the implementation and administration of the District's health and welfare benefits programs for employees and retirees. Human Resources Analyst – Leaves & Benefits performs a full range of professional human resources duties, including leaves management, disability interactive process, benefits, and return to work program. ESSENTIAL DUTIES Coordinates and administers the District’s paid and voluntary benefits, including but not limited to: medical; dental; life insurance; vision care; and deferred compensation, to encompass enrollment, claims processing and problem resolution. Explains benefits options and programs to new employees; determines benefits eligibility; and assists new employees choose and enroll in District benefit programs. Administers District health benefit enrollment for employees and retirees; explains benefits, receives and processes applications, determines eligibility for enrollment and benefit change requests, reconciles payments, and tracks and audits invoices. Serves as the technical expert in the Human Resources Office on employee benefits in a customer service-oriented work environment; ensures all employee transactions are handled with courtesy, tact and discretion. Receives and processes applications from current and retired employees for enrollment in and changes to District benefit programs; determine employee eligibility for enrollment and benefit change requests. Enters and/or oversees entering of enrollment and change actions into appropriate databases. Oversees and processes payments of District paid health benefits and voluntary benefits;. reconciles monthly employee benefit premiums invoices against internal records; resolves discrepancies in billings and employee eligibility.

Organizes and oversees all benefit annual open enrollments; makes presentations to District employees to explain benefits programs.


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Serves as District resource to employees, retirees, beneficiaries and COBRA participants for benefits information.

Serves as District liaison to LACOE and all benefits providers. Implements and communicates amendments/modifications of benefits plans to employees, retirees, and the general public.

Develops and implements new operational procedures and guidelines that are used to increase employee benefit department effectiveness and efficiency Interprets language in collective bargaining agreements, district policy and legislation related to employee benefits administration. Reviews, interprets, evaluates and analyzes employee benefits plans in order to make benefit plan design recommendations. Researches, compiles, analyzes, and interprets data to prepare a variety of reports. Coordinates all benefits vendor workshops, retirement workshops, benefits workshops and the annual benefits health fair. Organizes and maintains confidential employee files. Prepares routine and non-routine correspondence, forms, reports and statistical charts.

Coordinates with Information Technology and Fiscal Services staff in the maintenance of computer files and accurate accounting procedures; ensures all benefits information is current and accurately maintained in the HRS system, departmental databases and files. Ensures all employees are informed of their benefit eligibility according to collective bargaining agreement(s) and/or other District policies and procedures; ensures all benefit plan documents, summary plan descriptions, booklets and information brochures are accurate and current for dissemination. 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 Level of Supervision Received Under general supervision, the employee receives assignments from the Vice PresidentDean of Human Resources or designated manager and is expected to carry them through to completion with substantial independence. May receive work direction from the HR Analyst – Leaves and Benefits.

Level of Supervision Exercised Positions in this classification do not supervise others, but provides lead direction to subordinate employees in the HR office assigned to benefits. KNOWLEDGE, SKILLS AND ABILITIES Knowledge of health insurance terminology, practices and procedures


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Knowledge of: Knowledge of tTypes of employee health, dental and vision plans Knowledge of lLaws and ramifications associated with insurance and benefits, such as HIPAA and COBRA Knowledge of bBenefits counseling techniques Knowledge of gGood customer service practices Knowledge of iInsurance contracts and recordkeeping Knowledge of oOffice practices and procedures Knowledge of oOral and written communication Knowledge of bBasic bookkeeping practices and procedures

Knowledge of pProper usage of English grammar, vocabulary and spelling Knowledge of computer HRIS and general software applications, databases, word processing and spreadsheet programs Ability to: Ability to uUnderstand and interpret laws, rules and regulation relating to employee benefits and eligibility Ability to mMaintain confidential employee files Ability to iInterpret and explain District’s contract provisions, rules, regulations and policies regarding employee benefit coverage Ability to eEstablish and maintain cooperative working relationships with employees, retired employees and members of the public Organize, set priorities and exercise sound independent judgment within areas of assigned responsibility Ability to mMeet time deadlines Ability to dDisseminate and obtain accurate, detailed information Ability to pPrepare and present new employee orientations Ability to uUse a computer to enter, and retrieve, and analyze data and to prepare correspondence

MINIMUM QUALIFICATIONS Education Requirement: Associate’s of Art’s dDegree or equivalent in Communications, Business Administration, or a closely related field.


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Experience Requirement: Three (3) years experience working in an employee benefits office, processing employee benefits enrollment, providing benefits information, and maintaining employee health benefits insurance records. Education/Experience Equivalency: A BA/BSbachelor’s degree may substitute for 2 years of experience. Three Two additional years of benefits experience may substitute for the AA/ASassociate’s degree.

Licensure and/or Certification: None

WORKING ENVIRONMENT AND 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 lift, carry, push, or pull up to 25 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/HR Human Resources FLSA Status: Non-exempt Personnel Commission Approval Date: 11/02/06 Class History: Employee Benefits Coordinator; Employee Benefits Support Technician

Revision Date(s): 11/02/06 Hay Study, 3/17/10; 2/17/16


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AGENDA REPORT NO. 8

SUBJECT: REVISED CLASS DESCRIPTION FOR HUMAN RESOURCES ANALYST-LEAVES AND BENEFITS

DATE: February 17, 2016 TO: Members of the Personnel Commission FROM: Carol Long, Director of Classified Personnel BY: August Faustino, Personnel Technician BACKGROUND Attached for your approval is a revised classification description for the Human Resources Analyst-Leaves and Benefits. A review of this classification description was initiated by Commission staff as a result of a classification study of the Employee Benefits Support Technician classification, to determine if duties assigned to the Human Resources Analyst – Leaves and Benefits are accurately reflected in the classification description. The Human Resources Analyst-Leaves and Benefits class description was last revised in February 2013. The proposed changes are meant to clarify the existing classification description; the changes will not affect the current status of the incumbent or the scope of duties that the incumbent performs. METHODOLOGY Personnel Commission staff reviewed current duties performed for both Human Resources Analyst – Leaves and Benefits and Employee Benefits Support Technician classifications with their respective supervisors, Tre’Shawn Hall-Baker, Director of Human Resources, and Sherri Lee-Lewis, Dean of Human Resources. Subsequently, meetings were held with each supervisor to clarify scope of duties and distinguishing characteristics. Supervisors completed duty analysis worksheets by rating the frequency and criticality of each duty in the class descriptions. Duties were added and modified to more accurately reflect responsibilities assigned to the Human Resources Analyst-Leaves and Benefits classification. Distinguishing characteristics were included to clarify related roles within the occupational series. Revised changes were reviewed with Tre’Shawn Hall-Baker, Sherri Lee-Lewis, Marcia Wade, Vice President of Human Resources and CSEA representatives.

RESULTS Based on the data gathered, revisions to the class description are being proposed that include an up to date and accurate concept of the class, description of the essential duties, supervision received and required knowledge, skills and abilities. Statements were added to clarify the position’s responsibilities in relation to Affordable Care Act (ACA) administration and return to work. After a review of the data gathered it is evident that the benefits associated duties of this position are primarily related to leave of absences, return to work program, process review, analysis and reporting, and ACA administration. Duty statements were modified or removed


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that referenced the day-to-day administration of the benefits function. The level of supervision received section was updated to reflect the position’s current supervisor as the Director of Human Resources. In addition, classification description revisions have also been proposed to the Employee Benefits Support Technician role in a preceding agenda report. RECOMMENDATION It is recommended that the Commission approve the attached revisions for the classification description for Human Resources Analyst-Leaves and Benefits.

DISPOSITION BY THE COMMISSION MOTION MADE BY: Joy Abbott SECONDED BY: Lawrence Leone AYES: __4__ NAYS: __0__ ABSTENTIONS: __0__ Amendments/Comments Motion was passed.


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Human Resources Analyst – Leaves and Benefits

CONCEPT OF THE CLASS The position in this classification performs a full range of professional human resources duties in the areas of employee leaves of absence, return to work and benefits . DISTINGUISHING CHARACTERISTICS Human Resources Analyst-Leaves and Benefits performs a full range of professional human resources duties, including leaves management, disability interactive process, benefits, and return to work program, Human Resources Analyst-Employee and Labor Relations - Confidential performs a full range of professional human resources duties in the areas of labor and employee relations including conducting workplace investigations, developing recommendations for complaint resolution, disciplinary actions, and advising management on personnel related issues. Employee Benefits Coordinator provides the primary administration of benefits to District employees and retirees, and designs and implements processes appropriate to ensure employees receive benefits. ESSENTIAL DUTIES Serves as the technical expert in the Human Resources Office on employee leaves and leave related benefits administration in a customer service-oriented work environment; ensures all employee transactions are handled with courtesy, tact and discretion. Reviews, coordinates and tracks employee paid and unpaid leaves such as Family Medical Leave Act (FMLA), California Family Rights Act (CFRA) disability leave, military leaves, personal leaves; processes appropriate application forms and benefits paperwork for internal and external agencies. Tracks status of employees on short- and long-term leaves, informs employees when benefits will be exhausted and/or leave is due to expire. Provides information to employees regarding available provisions and rights when they are requesting to take a leave of absence or return to work following a leave; provides or coordinates provision of all legally-required notices; ensures appropriate return-to-work certification is completed prior to an employee's return. Administers and monitors the District’s Affordable Care Act (ACA) for all employee assignments. Coordinates the reporting of data to state and federal agencies requesting or requiring statistical data regarding any related laws. Coordinates and participates in disability interactive processes; provides input to Human Resources staff and District supervisors in approving an employee returning to work, and in determining appropriate reasonable accommodations. Provides appropriate notification to the Board of Trustees, Payroll, Human Resources, the Personnel Commission, and other appropriate departments when there are changes in an employee's work status.


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Works with District supervisors and other District departments (including Payroll and Risk Management) in connection with employee leaves, return to work and related benefits. Creates and maintains documentation for the District in connection with leaves, disability interactive, fitness for duty examinations, and other employee related illness or injury issues. Serves as the lead worker to HR benefits administration support staff engaged in health, dental and disability insurance activities or pension program activities, such as calculating benefits, membership counseling services, membership enrollment and termination, and medical claim processing. Identifies employee leave and leaves related benefits concerns, resolves issues in a timely manner, recommends appropriate employment status actions to the Vice President or designee and performs and follows through with appropriate action. Analyzes benefit and leave of absence efficiency and effectiveness and keeps HR management team apprised of variance(s); designs and implements new methods of enrollment/application to improve accuracy and efficiency; designs and implements methods of communicating relevant benefits information to employees; analyzes program costs. Manages complex special projects, as assigned; compiles and evaluates statistical and other data to prepare various reports. Ensures all employees are informed of their benefit eligibility according to collective bargaining agreement(s) and/or other District policies and procedures; ensures all benefit plan documents, summary plan descriptions, booklets and information brochures are accurate and current for dissemination. Ensures all benefits and leave of absence information is current and accurately maintained in the HRS system, departmental databases and files; ensures confidentiality and compliance with relevant laws, such as Health Insurance Portability and Accountability Act (HIPAA). Coordinates communication with other District departments, insurance companies, health organizations and governmental agencies; Mmaintains communication with retired employees regarding benefits as needed. Provides information and assistance in person or on the telephone to District personnel, staff and the public regarding a variety of HR matters, such as leave of absence coordination, benefits, job availability, HR regulations, policies and procedures. Makes presentations to District management and/or staff, as requested. Remains current on related laws, regulations and practices affecting employee leaves and benefits, subscribing to related literature, attending conferences, seminars, and/or enrolling in courses. Coordinates fitness for duty examinations. Provides information needed by the California Employment Development Department in connection with State Disability insurance claims. Assists management in developing and implementing new operational procedures to accommodate legislative changes; develops and monitors operational procedures to enhance workflow and program effectiveness. Assists in identifying and writing standard operating procedures and guidelines to increase department effectiveness and efficiency. for leave of absences and benefits for employees and staff to follow.


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Assists management in coordinating with Information Technology and Fiscal Services staff in the maintenance of computer files and accurate accounting procedures. Serves as a representative on relevant committees as needed Assists Human Resources staff in answering questions or making eligibility determinations on the more difficult and controversial ACA, leave of absence and retirement related benefits issues, health claims leave of absence issues. Analyzes and assists in the implementation of new benefits programs, according to government rules and regulations. May consult with employees, family members, or beneficiaries regarding death benefit claims. 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 Level of Supervision Received Under general supervision, the employee receives assignments from the Vice President of Human Resources, Dean of Human Resources, or the Assistant Director of Human Resources , and is expected to carry them through to completion with substantial independence. Level of Supervision Exercised Positions in this classification do not supervise others, but provides lead direction to subordinate

employees in the Human Resources Office.

KNOWLEDGE, SKILLS AND ABILITIES Knowledge of: Knowledge of sState and federal laws and ramifications associated with leaves, insurance and benefits, such as HIPAA, FMLA, COBRA, CFRA, PDL, ADA, ACA and California Education Code provisions related to leaves Knowledge of rReasonable accommodation, return to work and interactive meeting processes and procedures Knowledge of bBenefit and insurance programs, practices and procedures including industry specific terminology Knowledge of health insurance terminology, practices and procedures Knowledge of types of employee health, dental and vision plans Knowledge of bBenefit calculations Knowledge of eEmployee leaves and benefits counseling techniques Knowledge of iInsurance contracts and recordkeeping


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Knowledge of oOffice practices and procedures Knowledge of oOral and written communication Knowledge of bBasic bookkeeping practices and procedures Knowledge of pProper usage of English grammar, vocabulary and spelling Knowledge of HHuman Resources Systems and general software applications and operations of a computer, including word processing, database and spreadsheet and presentation software applications Knowledge of rResearch techniques Ability to: Ability to wWork confidentially with discretion Ability to uUnderstand and interpret applicable federal and state laws, Memorandum of Understanding, rules and regulations relating to employee benefits, employee leaves, employee benefits, return to work programs and/or pertinent eligibility requirements Ability to mMaintain confidential employee files Ability to aAnalyze numerical data Ability to mMake accurate numerical calculations Ability to iInterpret and explain District's contract provisions, rules, regulations and policies regarding employee leaves of absence, return to work and employee benefit coverage and. employee leaves of absence. Ability to wWrite clear documentation, including but not limited to legally-required notices, letters to employees, and documentation memoranda Ability to lLead meetings, including but not limited to meetings with employees, supervisors, and/or other District personnel Ability to rResearch laws related to leaves and benefits Ability to mMeet schedules and time lines Ability to dDisseminate and obtain accurate, detailed information Ability to eEstablish and maintain cooperative working relationships with employees, retired employees and members of the public Ability to pPrepare and present new employee orientations Ability to uUse a computer to enter and retrieve data and to prepare correspondence Ability to uUse spreadsheet software to produce reports Ability to wWork independently in setting priorities and organizing work in order to accomplish assigned and/or other necessary tasks


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MINIMUM QUALIFICATIONS Education Requirement: Graduation from an accredited four-year college or university, preferably with a major in business administration, public administration, personnel administration or a closely related field. Experience Requirement: Two (2) years of increasingly responsible technical and analytical benefits/LOA experience within an Administrative Services or Human Resources department. Non-Qualifying Experience: Experience not primarily concerned with Human Resources is not qualifying. For example, most work experience in a supervisory or managerial position requires responsibility for some HR functions, however, if the dominant responsibility of the position is not concerned with a fundamental component of a structured HR/Personnel system (i.e., benefits, classification, recruitment, labor relations, etc) such experience is not considered qualifying. Clerical experience in a HR/personnel program involving work which is limited to the application of HR/personnel rules, regulation and procedures in support of the HR/personnel functions described above is not qualifying. Education/Experience Equivalency: A Master's degree in a related field may substitute for one year of experience. Two years of college may be substituted with an additional four years of experience in benefits analysis and administration. Licensure and/or Certification: None WORKING ENVIRONMENT AND PHYSICAL DEMANDS


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 lift, carry, push, or pull up to 25 pounds. While performing the duties of this job, the noise level in the work environment is usually quiet. CLASS DETAIL

Job Family: Human Resources FLSA Status: Non-exempt Personnel Commission Approval Date:, 8/19/09 Class History: Human Resources Analyst – Leaves & Benefits Revision Date(s): 02/20/13, 02/17/16


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AGENDA REPORT NO. 9 SUBJECT: NEW CLASS DESCRIPTION & SALARY ALLOCATION: NETWORK ENGINEER DATE: February 17, 2016 TO: Members of the Personnel Commission FROM: Carol Long, Director of Classified Personnel BY: Amy Gurjian, Classification & Compensation Manager BACKGROUND

Attached for your approval is a new classification description and salary allocation for Network Engineer. The Personnel Commission has been requested to create a new classification in the Information Technology Department to provide advanced mastery professional level technical expertise related to the management and security of enterprise network systems and infrastructure, performing in a lead capacity in design, planning, and executing network systems installations, configurations and maintenance of College servers, data storage infrastructure, and security protocols. Currently, the IT Department at SMC is responsible for about 150 servers and consists of four distinct departments and programs, including the Academic Computing, Management Information Services (MIS), Network Services, and Telecommunications. The proposed classification will typically be utilized in Network Services.

According to the IT department program review, the Network Services department administers SMC’s computer network services including all College network components, network security, the campus email system, and campus server and storage infrastructure. See attached organizational chart as a reference. METHODOLOGY

Personnel Commission staff met with Teresita Rodriguez, Vice President of Enrollment Department, and Bob Dammer, Director, Network Services, to discuss the new classification. Several follow up discussions took place to define and clarify the parameters of this proposed classification, and to make an initial recommendation as to whether proposed job duties fit into


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an existing classification, or if further study was needed to determine if a formal recommendation for a new classification was warranted. Following discussion and a review of similar job classifications, a list of job duties was finalized, along with a list of knowledge, skills, and abilities (KSA’s). Reporting relationships were defined, and recommendations for minimum requirements were discussed and compared with other classifications within this series. Once the duties were finalized, the class description was created by Personnel Commission staff and then reviewed by Bob Dammer, Teresita Rodriguez, Dan Rojas, Network Services Manager, and CSEA representatives. An external salary study was conducted to evaluate salary ranges of classifications within other public agencies which were required to perform similar duties at a similar level. Internal comparisons were also reviewed in order to ensure that there was proper alignment within the occupational series. Personnel Commission staff will conduct further meetings with department management prior to opening recruitment, in order to gather and analyze documentation for developing an examination plan and creating test content. RESULTS

Key factors in determining that a new classification should be established involved the scope of responsibilities, knowledge required for the position, level of complexity, degree of decision-making authority, nature & purpose of contacts, and consequence of error. The individual selected for this position will:

• Perform highly complex duties in the management and security of enterprise network systems and infrastructure.

• Manage the secure performance, configuration, connection, access and stability of District's network infrastructure, resources and services to ensure and maximize network availability, through-put and efficiency.

• Serve as an expert and provide technical advice and consulting to other technology staff and managers

• Lead and coordinate efforts of Network Administrators and other technical and/or professional staff

Positions in this class will not have supervisory responsibilities; however, the incumbent will exercise expert, substantially independent judgment, and advanced knowledge of network services to recommend and lead original, effective and efficient technological solutions for maximum security, stability and accessibility. Their work product affects the design or operation of systems, programs, and equipment College wide, with significant impact on College customers and resources. After a comprehensive survey of comparable agencies, a sufficient number of benchmark positions were not available, due to considerable variance in scope of duties performed. According to the recently published Robert Half Technology survey, a salary guide for technology jobs indicating compensation trends across a wide range of technology positons, the average national salary range for Network Engineers for 2015 was $90,750 to $131,250 annually, and up to an additional 9% increase for specialized certifications, such as Cisco Certified Network Professional (CCNP), which is preferred for the proposed classification.


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SALARY ALLOCATION

It is recommended that the salary for Network Engineer be allocated to Range 55 on the Classified Salary Schedule at $87,396 to $106,212 per year, aligned with the recently approved Information Systems Engineer classification. Salary allocation was recommended considering the external salary reports for IT jobs as well as internal positions in Network Services and MIS. The goal was to recommend a competitive salary to attract and retain qualified candidates; IT positions have historically been difficult to fill, predominately as a result of compensation factors, given the high demand for highly technical work performed by IT professionals in local private sector organizations. It is also recommended that class studies for related classes in Network Services and MIS be conducted to promote internal alignment within occupational hierarchies. The salary proposal for this new classification has been reviewed with Teresita Rodriguez, Bob Dammer, Dan Rojas, CSEA, Marcy Wade, Vice President of Human Resources, and Chris Bonvenuto, Chief Director of Business Services. Classification Range Annual Salary Director of Network Services & Telecommunications A15 $144,012 - $158,772 Network Services Manager (Proposed) M28 $102,360 - $124,416 Information Systems Engineer 55 $87,396 - $106,212 Network Engineer (Proposed) 55 $87,396 - $106,212 Programmer Analyst IV 53 $83,232 - $101,160 Information Systems Database Administrator 53 $83,232 - $101,160 Information Systems Administrator 52 $81,204 - $98,700 Network Administrator (Proposed) 52 $81,204 - $98,700 Information Systems Analyst 50 $77,340 - $93,996 Information Systems Support Analyst 50 $77,340 - $93,996 Programmer Analyst III 50 $77,340 - $93,996 Network Services Support Analyst 47 $71,892 - $87,396 Programmer Analyst II 47 $71,892 - $87,396 Programmer Analyst I 44 $66,816 - $81,203

RECOMMENDATION It is recommended that the Commission approve the attached new class description and salary allocation for Network Engineer. DISPOSITION BY THE COMMISSION Amendments/Comments MOTION MADE BY: Lawrence Leone SECONDED BY: Barbara Greenstein AYES: 4 NAYS: 0 ABSTENTIONS: 0 Motion was passed.


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Network Engineer

CONCEPT OF THE CLASS Positions in this classification perform advanced professional level work leading and administering complex, highly specialized and technical activities related to design, configuration, installation, maintenance and support for the District's network services, equipment and devices to ensure secure operation, performance, and maintenance of the mission-critical enterprise. The Network Engineer is expected to plan, design, coordinate, and lead network systems integration, configuration and installation. DISTINGUISHING CHARACTERISTICS Network Engineers perform advanced professional level lead work administering and designing highly complex technical projects related to the configuration, installation, maintenance and support for the District's network services, equipment and devices to ensure the operation, performance, and maintenance of enterprise wide network. Network Administrators perform complex, professional level and highly specialized technical activities related to the design, configuration, installation, maintenance and support of the District's network services, equipment and devices to ensure the secure operation, performance, and maintenance of the mission-critical enterprise. Information Systems Engineers perform advanced professional level lead work administering highly complex technical projects related to analyzing, developing, configuring and administering various computer and information systems and services, including servers, virtualization, email provisioning, and other related services. The Network Services Manager manages the daily activities related to the enterprise data center, network infrastructure and network services. The incumbent leads, coordinates and provides hands-on experience to IT staff responsible for engineering, administration and support of mission critical information systems and networking resources ESSENTIAL DUTIES Performs highly complex duties in the management and security of enterprise network systems and infrastructure. Performs in a lead capacity in designing, planning, executing and overseeing network systems installations, configurations and maintenance, including coordinating the effort among various relevant parties to ensure successful implementation.


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Manages the secure performance, configuration, connection, access and stability of District's network infrastructure, resources and services to ensure and maximize network availability, through-put and efficiency. Designs, configures, installs and manages the College network infrastructure and related systems, including but not limited to: routers, switches, firewalls, wireless access controllers, and VoIP infrastructure. Ensures the execution of proper operational procedures, change controls and documentation; creates and maintains documentation as it relates to network configuration, network mapping, processes and service records. Identifies, troubleshoots and resolves highly complex issues relating to network outages and performance; makes recommendations for upgrades or improvements. Oversees, monitors and analyzes network resource utilization and performance to identify, troubleshoot and resolve potential network service issues and ensure services are delivered efficiently; make recommendations for upgrades as needed. Plans, analyzes, and develops, and oversees the process of deployment, implementation, and maintenance procedures for the College's network projects. Provides advanced-level technical consultation to end users on network service related issues and requirements; acts as the primary technical staff to provide network technical expertise to implement various large scale network related projects. Recommends, develops, implements, and oversees network security standards and performs administration tasks for various layers of network security levels. Responds to user reported problems and service requests related to advanced level network issues efficiently and effectively. Stays abreast on updated technology and new developments related to networks and collaborates with internal resources and vendors in the evaluation and acquisition of internetworking equipment, solutions, and new technology. Supports interfaces with servers and other network devices at operating system and application levels to ensure services are provided efficiently. 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: Positions in this classification receive general supervision from the Network Services Manager.


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Supervision Exercised: Positions in this classification do not supervise other classified positions. Incumbents provide lead direction to Network Administrators and other technical staff. KNOWLEDGE, SKILLS AND ABILITIES Advanced knowledge of enterprise network architecture, design, configuration and management Advanced knowledge of current enterprise networking technology solutions Advanced knowledge of enterprise network security best practices Advanced knowledge of enterprise network communication concepts, routing protocols, traffic management and monitoring Advanced knowledge of current enterprise network operating systems such as Cisco IOS Advanced knowledge of principles and procedures related to network systems audit and security Knowledge of programming, scripting skills to streamline network administration tasks Knowledge of current internet security standards, protocols and best practice procedures Knowledge of project management concept and methodology Knowledge of internet application service and services, such as web server and directory services Knowledge of Business productivity software such as Microsoft Office tools and databases Knowledge of network services management tools Knowledge of servers and workstations operating systems concepts and administration Ability to: Perform high-level complex enterprise-level network configuration tasks Troubleshoot and resolve enterprise-level network issues and provide effective solutions in a timely manner Establish and maintain cooperative and effective working relationships with District employees and the public Communicate clearly, effectively and professionally both orally and in writing Work as an effective team project leader Provide effective customer service


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Communicate complex technology applications issues clearly to non-technical parties orally or in writing; communicate effectively with external vendors Receive information from users regarding problems and needs Coordinate, monitor and direct the tasks associated with major project development Stay abreast of technology changes and to recommend upgrades and acquisitions of new network technology, devices or equipment Exercise independent action and judgment within established guidelines MINIMUM QUALIFICATIONS Education Requirement: A Bachelor’s degree from an accredited college or university in Computer Science, Data Communications or close-related field. Experience Requirement: At least five years of recent progressively responsible information technology experience in large scale enterprise network design and administration. Education/Experience Equivalency: Experience and/or education of the same kind, level or amount as required in the minimum qualifications may be substituted on a year-for-year basis for up to two years. Licensure and/or Certification Requirements: A Class "C" California Driver's License required. Cisco Certified Network Professional (CCNP) is highly desirable. Special Requirement: Willingness and ability to work varied hours and/or be on call. Incumbents in this classification may be required to work with confidential police systems and terminals. Appointment is subject to a fingerprint and/or background check, as required by CLETS (California Law Enforcement Telecommunication System). WORKING CONDITIONS AND 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 regularly required to stand and walk. The employee is regularly required to lift, carry, push, or pull up to 25 pounds. While performing the duties of this job, the noise level in the work environment is usually quiet. The employee may be required to drive to District facilities. CLASS DETAIL Job Family: Information Technology

FLSA Status: Non-Exempt Personnel Commission Approval Date: 2/17/2016 Class History: None.


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AGENDA REPORT NO. 10 SUBJECT: REQUEST FOR APPROVAL OF CLASSIFICATION REVISIONS AND

SALARY REALLOCATION: NETWORK ADMINISTRATOR DATE: February 17, 2016 TO: Members of the Personnel Commission FROM: Carol Long, Director of Classified Personnel BY: Olga Vasquez, Personnel Technician BACKGROUND Attached for your approval is a revised class description and request to reallocate the salary range for Network Administrator. The Information Technology Department requested a classification revision of the Network Administrator to accurately reflect current responsibilities required for this classification, as part of an ongoing study of classifications in Network Services and Information Systems. In addition, a salary study was recommended for the Network Services classes to promote internal alignment within occupational groups, resulting in a salary reallocation for multiple classifications, and the creation of new classification levels within the related occupational series. The proposed changes will not negatively impact the current status of any Network Administrator positions and is not intended to significantly alter the scope of duties. METHODOLOGY Personnel Commission staff met with Teresita Rodriguez, Vice President of Enrollment Development, and Bob Dammer, Director of Network Services and Telecommunications to discuss the class description and the concerns regarding salary allocation. Revisions were requested to the distinguishing characteristics, job knowledge required and supervision. Distinguishing characteristics were added to clarify related roles within the job family and minor changes were made to supervision received and exercised. An external salary study was conducted of public agencies with positions that have comparable duties and responsibilities. Salary data was gathered based on the comparison of positions with the level of duties and responsibilities most similar to the subject position. In addition, internal comparisons within related classifications were reviewed.


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RESULTS Minor to moderate revisions to the class description are being proposed, to include a more accurate depiction of the job duties and knowledge, skills and abilities. After a comprehensive survey of comparable agencies, a sufficient number of benchmark positions were not available. Some of the duties and responsibilities of surveyed positions were found not comparable to the Network Administrator class, mostly because: 1) scope of duties varied substantially, or 2) the level of professional work performed was not equivalent. On October 2015, a salary reallocation was warranted and approved for the Information Systems Administrator classification. As a result, a similar reallocation of salary for the Network Administrator classification is recommended to ensure proper alignment within the Network series and MIS classifications. Related Classifications at SMC Range Annual Salary Director of Network Services & Telecommunications A15 $144,012 - $158,772 Network Services Manager (Proposed) M28 $102,360 - $124,416 Information Systems Engineer 55 $87,396 - $106,212 Network Engineer (Proposed) 55 $87,396 - $106,212 Programmer Analyst IV 53 $83,232 - $101,160 Information Systems Database Administrator 53 $83,232 - $101,160 Information Systems Administrator 52 $81,204 - $98,700 Network Administrator (proposed) 52 $81,204 - $98,700 Network Administrator (current) 50 $77,340 - $93,996 Information Systems Analyst 50 $77,340 - $93,996 Information Systems Support Analyst 50 $77,340 - $93,996 Programmer Analyst III 50 $77,340 - $93,996 Network Services Support Analyst 47 $71,892 - $87,396 Programmer Analyst II 47 $71,892 - $87,396 Programmer Analyst I 44 $66,816 - $81,203 SALARY ALLOCATION It is recommended that the salary for Network Administrator be reallocated from Range 50 of the Classified Employee Salary Schedule ($6,445 to $7,833 per month) to Range 52 ($6,767 to $8,225 per month). Salary reallocation is recommended considering the internal alignment within the Network Services and MIS occupational group, as well as internal alignment with the newly proposed lead classification of Network Engineer. The salary proposal for this new classification has been reviewed with Teresita Rodriguez, Vice President of Enrollment Development, Bob Dammer, Director of Network Services, CSEA, Marcia Wade, Vice President of Human Resources, and Chris Bonvenuto, Chief Director of Business Services.


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RECOMMENDATION It is recommended that the Personnel Commission approve the attached revisions to the classification description for Network Administrator, and reallocation of the salary range for Network Administrator as follows: FROM: $77,340 to $93,996 per year (Classified Employee Salary Schedule Range 50)

$6,445 to $7,833 per month

TO: $81,204 to $98,700 per year (Classified Employee Salary Schedule Range 52) $6,767 to $8,225 per month DISPOSITION BY THE COMMISSION MOTION MADE BY: Joy Abbott SECONDED BY: Barbara Greenstein AYES: 4 NAYS: 0 ABSTENTIONS: 0 Amendments/Comments Motion was passed.


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Santa Monica Community College District

Personnel Commission

Network Administrator

CONCEPT OF THE CLASS Positions in this classification perform design, configuration, installation, maintenance and support for the District's network services, equipment and devices to ensure the secure operation, performance, and maintenance of the mission-critical enterprise. DISTINGUISHING CHARACTERISTICS Network Administrators perform complex, highly specialized and technical activities related to the design, configuration, installation, maintenance and support of the District's network services, equipment and devices to ensure the secure operation, performance, and maintenance of the mission-critical enterprise. Network Engineers perform advanced professional level lead work administering highly complex technical projects related to design, configuration, installation, maintenance and support for the District's network services, equipment and devices to ensure the operation, performance, and maintenance of enterprise wide network. Information Systems Administrators perform complex, highly specialized and technical activities related to servers, virtualization, email administration and other related services by analyzing, developing, configuring, and administering network services and systems to ensure the operation, performance, and maintenance of mission-critical enterprise. The Network Services Manager manages the day-to-day activities related to the enterprise data center, network infrastructure and network services. The incumbent leads, coordinates and provides hands-on experience to IT staff responsible for engineering, administration and support of mission critical information systems and networking resources. ESSENTIAL DUTIES Configures, installs and maintains the College network infrastructure and related systems, including but not limited to: routers; switches; firewalls; wireless access controllers; and VoIP infrastructure Plans, analyzes, and develops the process of deployment, implementation, and maintenance procedures for the College's network projects. Recommends, develops, implements, and maintains network security standards and performs administration tasks for various layers of network security levels. Identifies, troubleshoots and resolves issues relating to network outages and performance. M; makes recommendations for upgrades or improvements.


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Responds to user reported problems and service requests related to network services efficiently and effectively. Monitors and analyzes network resource utilization and performance to determine and resolve potential network service issues and ensures services are delivered efficiently. Administrates Monitors the performance and stability of multiple hardware and software platforms at the most complex level to maximize network resource through-put. Supports interfaces with servers and other network devices at operating system and application levels to ensure services are provided efficiently. Stays abreast on updated technology and new developments related to networks and collaborates with internal resources and vendors in the evaluation and acquisition of internetworking equipment, solutions, and new technology. Ensures the execution of proper operational procedures, change controls and documentation. Creates and maintains documentation as it relates to network configuration, network mapping, processes and service records. Provides technical consultation to end users on network service related requirements. Acts as the primary technical staff to provide network technical expertise to implement various network related projects. 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: Positions in this classification receive general supervision from the Network Services Manager. Under direction of the Manager of Network Support Services. However, work is expected to be performed independent of immediate supervision. Supervision Exercised: Positions in this classification do not supervise other classified positions. Incumbents may provide lead direction to other technical staff.No supervision is exercised. Provides guidelines and standards to the Network Services Department staff on the implementation of network standards. May provide work direction to assigned staff. KNOWLEDGE, SKILLS AND ABILITIES Knowledge of: Knowledge of wWired and wireless LAN/WAN solutions, architecture, design concept and implementation.


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Knowledge of dData communication concepts, protocols, devices and network monitor tools such as Cisco Multilayer Switching technology, routing protocols, and HP Openview and Cisco Works network management software. Knowledge of NNetwork devices operating systems such as Cisco IOS principles and procedures related to system audit and security Knowledge of pProgramming, scripting skills to streamline network administration tasks Knowledge of iInternet security, secure protocol, firewalls, proxy servers, digital rights, Windows CE Security Services and virtual private network (VPN). Knowledge of pProject management concept and methodology. Knowledge of iInternet application service and services, such as web server and directory services. Knowledge of BBusiness productivity software such as Microsoft BackOffice tools and databases. Knowledge of nNetwork services management tools such as Microsoft SMS. Knowledge of sServers and workstations operating systems concepts and administration. Ability to: Ability to tTroubleshoot and resolve network issues and provide effective solutions in a timely manner. Ability to eEstablish and maintain cooperative and effective working relationships with District employees and the public. Ability to cCommunicate clearly, effectively and professionally both orally and in writing. Ability to wWork as an effective team member. Ability to pProvide effective customer service. Ability to cCommunicate complex technology applications issues clearly to non-technical parties orally or in writing; communicate effectively with external vendors. Ability to rReceive information from users regarding problems and needs Ability to cCoordinate, monitor and direct the tasks associated with major project development Ability to sStay abreast of technology changes and to recommend upgrades and acquisitions of new network technology, devices or equipment. Ability to eExercise independent action and judgment within established guidelines. MINIMUM QUALIFICATIONS


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Education Requirement: Bachelor's degree in Computer Sciences, Data Communications or closely-related field from an accredited university or college. Experience Requirement: Three (3) years of recent progressively responsible information technology experience in network administration and network services in an enterprise environment supporting over 1500 nodes on the LAN/WAN network. Education/Experience Equivalency: Experience and/or education of the same kind, level or amount as required in the minimum qualifications may be substituted on a year-for-year basis. Licensure and/or Certification Requirements: A Class "C" California Driver's License required. Cisco Certified Network Associate (CCNA) and Cisco Certified Network Professional (CCNP) certifications are highly desirable. Special Requirement: Willingness and ability to work varied hours and/or be on call. Incumbents in this classification may be required to work with confidential police systems and terminals. Appointment is subject to a fingerprint and/or background check, as required by CLETS (California Law Enforcement Telecommunication System). WORKING CONDITIONS AND 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 regularly required to stand and walk. The employee is regularly required to lift, carry, push, or pull up to 50 25 pounds. While performing the duties of this job, the noise level in the work environment is usually quiet. The employee may be required to drive to District facilities. CLASS DETAIL Job Family: Information Technology FLSA Status: Non-Exempt Personnel Commission Approval Date: 7/16/2008 Class History: Information Systems and Network Administrator; Network Administrator, 7/16/08 Revision Date(s): 1/21/09; 2/17/2016


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AGENDA REPORT NO. 11

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

DATE: February 17, 2016 TO: Members of the Personnel Commission

FROM: Carol Long, Director of Classified Personnel BY: Amy Gurjian, Classification and Compensation Manager BACKGROUND Attached for your approval are class description revisions and salary reallocation for Network Services Manager. The Information Technology Department requested a classification revision of the Network Services Manager to accurately reflect current responsibilities required for this classification, as part of an ongoing study of classifications in Network Services. In addition, a salary study was requested as a result of recent salary reallocation of Network Services classifications. This class description was created in 2006 and last updated in 2009 to reflect the changes in the industry. There is currently one incumbent in this classification; the proposed changes will not adversely affect the current status of the incumbent. METHODOLOGY Personnel Commission staff met with Teresita Rodriguez, Vice President of Enrollment Development, and Bob Dammer, Director of Network Services and Telecommunications to discuss the class description and the concerns regarding salary allocation. Revisions were requested to the job scope, duties, and knowledge and abilities required. Duties were added to more accurately reflect responsibilities assigned to this classification. Distinguishing characteristics were added to clarify related roles within the classification series, recommendations for minimum requirements were discussed and compared with other classifications within this series and minor changes were made to other sections in the class description. An external salary study was conducted of public agencies with positions that have comparable duties and responsibilities. Salary data was gathered based on the comparison of positions with the level of duties and responsibilities most similar to the subject position. Internal comparisons were also reviewed in order to ensure that there was proper alignment within the Network Services series. Classification revisions were reviewed with IT management, Human Resources, and Business Services.


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RESULTS Minor to moderate revisions to the class description are being proposed, to include a more accurate depiction of the job scope, duties, and knowledge, skills and abilities. After a comprehensive survey of comparable agencies, three classifications found to be somewhat comparable are presented below. These positions were selected for review based the assignment of work related to providing management level network and related security services. Some community colleges have hybrid positions, where the person responsible for telecommunications is also responsible for managing enterprise network services, systems security, and the local area network (LAN); in addition, the level of management responsibility was not comparable to the subject classification, in that some positions in comparable agencies reported to the Chief Information Officer.

AGENCY CLASS TITLE MINIMUM MAXIMUM MEDIAN * Foothill DeAnza CCD Computer Network Supervisor $9,530 $12,637 $11,083 Mt. SAC College Network & Data Security Manager $8,378 $9,166 $8,772 Santa Monica CCD Network Services Manager $7,923 $9,631 $8,777 Long Beach CCD Deputy Director Network Services $7,844 $9,535 $8,690 Average $8,419 $10,242 $9,330 25th Percentile $7,903 $9,443 $8,673 50th Percentile $8,151 $9,583 $8,867 75th Percentile $8,666 $9,535 $9,100 80th Percentile $8,839 $10,833 $9,836 90th Percentile $9,184 $11,735 $10,460 SMC % RANK 33.30% 66.60% SMC Differences From AVG -5.89% -5.97% * The midpoint value in salary range

The current salary range for Network Services Manager is $7,923 to $9,631 per month (Classified Management Salary Schedule, Range M25). In this survey, 67% of the cases presented were above the current salary range for this classification. According to the recently published Robert Half Technology survey, a national salary guide for technology jobs indicating compensation trends across a wide range of technology positons, the average starting salary range for Network Services Manager in 2015 was $98,000 to $137,250 annually, and up to an additional 9% increase for specialized certifications, such as Cisco Certified Network Professional (CCNP), which is preferred for the proposed classification. SALARY ALLOCATION It is recommended that the salary for Network Services Manager be reallocated to Range M28 on the Management Schedule ($8,530 to $10,368 per month). This range places this classification at the 66th percentile as compared to the survey provided above. Salary reallocation was recommended considering the external salary data, as well as the internal alignment within the occupational hierarchy. The goal was to recommend a competitive salary to attract and retain qualified candidates while ensuring that the proposed ranges were aligned internally within the department. The salary proposal for this classification has been reviewed with Teresita Rodriguez, Vice President of Enrollment Development, Bob Dammer, Director of Network Services, Marcia Wade, Vice President of Human Resources, and Chris Bonvenuto, Chief Director of Business Services.


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Classification Range Annual Salary

Director of Network Services & Telecommunications A15 $144,012-$158,772

Network Services Manager (Proposed Salary) M28 $102,360-$124,416

Network Services Manager (Current Salary) M25 $95,076 - $115,572

Network Engineer (Proposed new job class) 55 $87,396 - $106,212

Information Systems Engineer 55 $87,396 - $106,212

Programmer Analyst IV 53 $83,232 - $101,160

Information Systems Database Administrator 53 $83,232 - $101,160

Information Systems Administrator 52 $81,204 - $98,700

Network Administrator (Proposed Salary) 52 $81,204 - $98,700

Information Systems Analyst 50 $77,340 - $93,996

Information Systems Support Analyst 50 $77,340 - $93,996

Programmer Analyst III 50 $77,340 - $93,996

Network Services Support Analyst 47 $71,892 - $87,396

Programmer Analyst II 47 $71,892 - $87,396

Programmer Analyst I 44 $66,816 - $81,203 RECOMMENDATION It is recommended that the Personnel Commission approve the proposed revisions to the classification description and reallocation of salary for Network Services Manager as follows: FROM: Network Services Manager

$7,923 to $9,631 per month (Classified Management Salary Schedule Range M25) $95,076 to $115,572 per year

TO: Network Services Manager $8,530 to $10,368 per month (Classified Management Salary Schedule Range M28)

$102,360 to $124,416 per year DISPOSITION BY THE COMMISSION Amendments/Comments MOTION MADE BY: Lawrence Leone SECONDED BY: Barbara Greenstein AYES: 4 NAYS: 0 ABSTENTIONS: 0 Motion was passed.


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Network Services Manager

CONCEPT OF THE CLASS The position in this classification manages the day-to-day activities related to the enterprise data center, network infrastructure and network services. The incumbent leads, coordinates and provides hands-on experience to IT staff responsible for engineering, administration and support of mission critical information systems and networking resources. the campus-wide computer and networking functions. Provides leadership, coordination, and hands-on experience to manage a large scaled enterprise LAN/WAN network computing environment. Responsibilities include network infrastructure, server architecture, and enterprise network services. DISTINGUISHING CHARACTERISTICS The Network Services Manager manages the daily activities related to the enterprise data center, network infrastructure and network services. The incumbent leads, coordinates and provides hands-on experience to IT staff responsible for engineering, administration and support of mission critical information systems and networking resources. Network Engineers perform advanced professional level work leading and administering complex, highly specialized and technical activities related to design, configuration, installation, maintenance and support for the District's network services, equipment and devices to ensure secure operation, performance, and maintenance of the mission-critical enterprise. The Network Communications Manager coordinates, manages and oversees the installation, and maintenance of the District's network infrastructure, desktop computer, physical security, and VoIP communications systems and applications. The Director of Network Services & Telecommunications plans, directs, designs, and implements network communication services. The incumbent plans, manages, and oversees the District enterprise technology plans. ESSENTIAL DUTIES Leads Manages the department network services department and system staff to plan, aAnalyzes, designs, and implements enterprise network/server infrastructures and security policy., including hardware, operating systems software, virtual infrastructure, storage area network, network operating system software, network client software, and applications software. Manages and oversees day to day data center monitoring and operations. Manages and maintains the district disaster recovery and business continuity, infrastructure, operations and procedures. Manages complex network related multi-faceted technological projects; determines project scope, timelines, design and engineering.


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Manages network operation and technology deployment tasks; ensure the availability of critical services during and after business hours. Manages the development, evaluation and implementation of enterprise security policy, standards, guidelines and procedures to ensure compliance of federal and state regulations and industry best practices. Designs, plans and implements enterprise virtual infrastructure, servers, networking and storage. Plans, designs and supports college’s Internet, Intranet, public and private hosted and cloud based services, E-Mail, Web, and other special function/departmental files servers and network services. Establishes and maintains technology vendor relationships Communicates with leading technology vendors to evaluate, analyze, products and recommend effective and feasible products, services, and solutions to address the college’s networking technology needs. Determines campus-wide computer and networking needs and resources; meets with users to evaluate, determine and recommend various software and hardware solutions to meet user needs; consults with Director and other data processing professionals to meet college end user needs. Plans, designs, tests and implements both new and existing systems to automate end user provisioning files, services and records. Collects and prepares formal documentation of network diagram, change control procedures, network resource usage reports and perform capacity planning. Plans, designs and implements College’s network services backup/recovery and disaster recovery plan. Evaluates college’s computer network security; develops and design network security standards and configurations. Manages the configuration and installation of information system networks including hardware, operating systems software, network operating system software, network client software, and applications software. Manages the technical support services operations that maintain and report database and information system networks. Manages complex network related multi-faceted technological projects; determines project scope, timelines, design and engineering. 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: Under general direction, the employee in this position receives assignments and is expected to carry them through to completion with substantial independence.

Supervision Exercised: Position supervises Systems and Network Administrator and Computer Network Analyst

systems and network administrators and engineerspositions.


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KNOWLEDGE, SKILLS AND ABILITIES Knowledge of: nNetwork support services operations Knowledge of wWired/wireless LAN/WAN architecture Knowledge of iInternet/intranet network technology and solutions, server technology, web services, client/server technology, Virtual Infrastructure Technologies, Storage Area Networks Knowledge of NNetwork Directory, Database, and Electronic Mail Services Knowledge of sSupervisory principles and practices sufficient to be able to delegate workload responsibility appropriately Ability to: Plan, organize, lead, manage, and integrate the work of a department responsible for a broad range of highly technical network services design, support and project implementation. Skill in project management Manage projects, analyzeing highly technical work functions and developing systematic methodologies to ensure effective and efficient completion of complex network projects. Skill in tTrouble-shooting and identifying problematic situations related to procedures and implementing changes to correct situations. Select, train, supervise and evaluate technical support staff Maintain effective working relationships with administrators, managers, faculty, staff, student workers and outside contacts and vendors Communicate clearly and effectively, both orally and in writing Provide sensitivity and understanding of the diverse academic, socioeconomic, cultural, disability and ethnic backgrounds of community college students, staff, and customers Maintain current knowledge of relevant laws, regulations, and policies Exercise sound expert judgment and problem solving independently within general policy guidelines Strong organizational, interpersonal, and communication skills to lead the team to perform complex work assignment effectively and efficiently. MINIMUM QUALIFICATIONS Education: Bachelor’s Degree in Business Administration, Public Administration, Computer Information

Systems, Computer Science, Mathematics or a closely related field.


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Experience: Five (5) years of progressively responsible work experience managing data communication, network planning and/or designing and technology deployment, which included one year supervisory experience, one (1) year of which must have included supervision of a staff responsible for providing network support services. 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:

A Class "C" California Driver's License required. Microsoft Certified Systems Engineer (MCSE) and/or Cisco Certified Network Professional (CCNP) is desirable Special Requirement: Incumbents in this classification may be required to work with confidential police systems and terminals. Appointment is subject to a fingerprint and/or background check, as required by CLETS (California Law Enforcement Telecommunication System). WORKING ENVIRONMENT & PHYSICAL DEMANDS


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 lift, carry, push, or pull up to 25 pounds. While performing the duties of this job, the noise level in the work environment is usually quiet. The employee may be required to drive to District facilities.

CLASS DETAIL

Job Family: Information Technology FLSA Status: Exempt Personnel Commission Approval Date: 11/30/06

Class History: Benchmark classification Technology Projects Manager

Revision Date(s): Hay Study, November 30, 2006, 11/14/07; 1/21/09, 2/17/2016


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AGENDA REPORT NO. 12 SUBJECT: APPROVAL OF EXTENSION OF PROVISIONAL WORKING OUT OF CLASS

ASSIGNMENT: DARRYL GRAY DATE: February 17, 2016 TO: Members of the Personnel Commission FROM: Carol Long, Director of Classified Personnel It is recommended that the Personnel Commission approve the following provisional working out of class assignment at 100%:

Name Assignment Previous Dates Length of Extension Darryl Gray Custodial Operations Supervisor 1/4/2016 to 1/29/2016

19 working days 2/1/2016 to 2/29/2016 Not to exceed 90 working days

BACKGROUND The Facilities Department has requested approval for Darryl Gray to work out of class as a Custodial Operations Supervisor from 1/4/2016 through 2/29/2016. Additional assistance is needed to cover duties until the permanent vacancy is filled. Daryl Gray is currently employed by Santa Monica College as a Lead Custodian, in permanent status. Duties assigned which are at the level of Custodial Operations Supervisor will assume more than 50% of Mr. Gray’s daily assignments. 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.


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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. Merit Rule 7.2.1 Provisional Appointments (Education Code Section 88106 - 88108) 7.2.10

C. GENERAL PROVISIONS

Notwithstanding the provisions of paragraphs A and B, the Personnel Commission may extend the 90-working-day provisional appointment for a period not to exceed 36 additional working days provided all of the following criteria are met: 1. An 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 bene, 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 any of the following:

1. The eligibility list for the class 2. Other employment lists such as reinstatement, or transfer; 3. Any other appropriate substitute eligibility lists

3. No person shall be employed full-time in provisional capacities under a given

Governing Board for a total of more than 126 working days in any one fiscal year.

RECOMMENDATION Darryl Gray has been assigned additional duties currently at the level of Custodial Operations Supervisor, during the period of time between 1/4/2016 through 2/29/2016. These duties will make up more than fifty percent (50%) of his daily assignments. Therefore, it is recommended that the Personnel Commission approve the request for working out-of-class for one hundred percent (100%) of the stipend.


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DISPOSITION BY THE COMMISSION MOTION MADE BY: Joy Abbott SECONDED BY: Lawrence Leone AYES: 4 NAYS: 0 ABSTENTIONS: 0 Amendments/Comments Motion was passed.


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AGENDA REPORT NO. 13 SUBJECT: APPROVAL OF EXTENSION OF PROVISIONAL WORKING OUT OF CLASS

ASSIGNMENT: KAREN MONZON DATE: February 17, 2016 TO: Members of the Personnel Commission FROM: Carol Long, Director of Classified Personnel It is recommended that the Personnel Commission approve the following provisional working out of class assignment at 100%:

Name Assignment Previous Dates Length of Extension Karen Monzon Supervising Personnel Analyst 8/10/2015 to 12/15/2015

90 days total 1/4/2016 to 2/11/2016

2/16/16 to 3/7/16 Not to exceed an additional 36 working days

BACKGROUND Karen Monzon has been working out of class as a Supervising Personnel Analyst since August 10, 2015, to cover for the previous incumbent who has separated from the District. The Commission is requesting Karen Monzon to work out of class as a Supervising Personnel Analyst on provisional status for an additional 36 working days, or until a permanent replacement can be selected. Karen Monzon is currently employed by Santa Monica College as a Personnel Analyst, in permanent status. Duties assigned which are at the level of Supervising Personnel Analyst will assume more than 50% of Ms. Monzon’s daily assignments. Merit Rule 3.2.10 Working Out of Class (Education Code Section 88010, 88087) 3.2.10

B. 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.


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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. Merit Rule 7.2.1 Provisional Appointments (Education Code Section 88106 - 88108) 7.2.11

D. GENERAL PROVISIONS




d. Adequate recruitment effort has bene, and is being made, e. Extension of this provisional assignment is necessary to carry on vital functions

of the District f. The position cannot satisfactorily be filled by use of any of the following:





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RECOMMENDATION Karen Monzon has been assigned additional duties currently at the level of Supervising Personnel Analyst, during the period of time between 8/10/2015 through 3/7/2016. These duties will make up more than fifty percent (50%) of her daily assignments. Therefore, it is recommended that the Personnel Commission approve the request for working out of class for one hundred percent (100%) of the stipend. DISPOSITION BY THE COMMISSION MOTION MADE BY: Lawrence Leone SECONDED BY: Joy Abbott AYES: 4 NAYS: 0 ABSTENTIONS: 0 Amendments/Comments Motion was passed.


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AGENDA REPORT NO. 14 SUBJECT: EXTENSION OF WORKING OUT OF CLASS ASSIGNMENT/ STATUS CHANGE TO LIMITED TERM: DAVID DEVER DATE: February 17, 2016 TO: Members of the Personnel Commission FROM: Carol Long, Director of Classified Personnel It is recommended that the Personnel Commission approve the following provisional working out of class assignment at 100%:

Name Assignment Previous Dates on Provisional Status

Length of Extension/ Limited Term Status

David Dever Director of Auxiliary Services 7/1/2015 to 12/23/2015

2/19/2016 to 6/30/2016 Not to exceed six months

BACKGROUND The Personnel Commission Office has received a request to extend the working out of class assignment for David Dever up to June 30, 2016. David Dever recently placed in the top three ranks on the eligibility list for Director of Auxiliary Services (Limited Term); therefore he is eligible for additional working out of class time in a Limited Term status. David Dever has been asked to continue covering the duties normally assigned to the Director of Auxiliary Services until plans for this classification can be finalized. Mr. Dever is a permanent employee of the District, currently assigned as a Bookstore Manager. Mr. Dever will continue to have responsibility for providing direction and oversight to the District’s Auxiliary Services Operations, including the Bookstore, cashiering, transportation, and the Bursar’s Office. These additional duties will assume more than 50% of Mr. Dever’s daily assignments. Merit Rule 3.2.10 Working Out of Class (Education Code Section 88010, 88087) 3.2.10

C. 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.


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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. Merit Rule 7.2.1 Provisional Appointments (Education Code Section 88106 - 88108) 7.2.12

E. GENERAL PROVISIONS




g. Adequate recruitment effort has bene, and is being made, h. Extension of this provisional assignment is necessary to carry on vital functions

of the District i. The position cannot satisfactorily be filled by use of any of the following:





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RECOMMENDATION Mr. Dever has been assigned additional duties at the level of Director of Auxiliary Services, during the period of time between 7/1/2015 through 12/23/2015; and 2/23/2016 through 6/30/2016 in limited term capacity. These duties will make up more than fifty percent (50%) of his daily assignments. Therefore, it is recommended that the Personnel Commission approve the request for working out-of-class for one hundred percent (100%) of the stipend. DISPOSITION BY THE COMMISSION MOTION MADE BY: Joy Abbott SECONDED BY: Barbara Greenstein AYES: 4 NAYS: 0 ABSTENTIONS: 0 Amendments/Comments Motion was passed.


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AGENDA REPORT NO. 15 SUBJECT: REQUEST TO CERTIFY FROM ALTERNATE ELIGIBILITY LIST FOR

BUYER I DATE: February 17, 2016 TO: Members of the Personnel Commission FROM: Carol Long, Director of Classified Personnel BACKGROUND

The Personnel Commission previously approved a request to open recruitment for Buyer I. There is not an active eligibility list for this classification; however, an eligibility list has been established for Buyer II. This eligibility list currently contains two ranks. The duties of the Buyer I classification include a significant portion of the duties of the Buyer II classification, and the necessary skills and knowledge for Buyer I were adequately tested in the examination for Buyer II. Merit Rule 6.3.13 states the following:

A. If there is no eligibility list for the class in which a vacancy occurs, certification may be made from a list for another class at the same or a higher salary level provided:

1. The duties and qualifications of the class for which the examination was given include substantially all of the duties of the position to be filled.

2. The Personnel Commission finds that the use of the list is in the best interest of the District and that the necessary skills and knowledge were adequately tested in the examination.

RECOMMENDATION It is recommended the Commission approve the use of the Buyer II eligibility list to certify eligible(s) to the Buyer I vacancy.

DISPOSITION BY THE COMMISSION MOTION MADE BY: Barbara Greenstein SECONDED BY: Lawrence Leone AYES: 4 NAYS: 0 ABSTENTIONS: 0

Amendments/Comments Motion was passed.


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AGENDA REPORT NO. 16 SUBJECT: REQUEST TO CERTIFY FROM ALTERNATE ELIGIBILITY LIST FOR

STUDENT SERVICES CLERK DATE: February 17, 2016 TO: Members of the Personnel Commission FROM: Carol Long, Director of Classified Personnel BACKGROUND The previous eligibility list for Student Services Clerk has expired. There is not an active eligibility list for this classification; however, an eligibility list has just been established for Student Services Assistant. This eligibility list currently contains 19 candidates and 13 ranks. The duties of the Student Services Clerk classification include a significant portion of the duties of the Student Services Assistant classification, and the necessary skills and knowledge for Student Services Clerk were adequately tested in the examination for Student Services Assistant. Merit Rule 6.3.13 states the following:

A. If there is no eligibility list for the class in which a vacancy occurs, certification may be made from a list for another class at the same or a higher salary level provided:

1. The duties and qualifications of the class for which the examination was given include substantially all of the duties of the position to be filled.

2. The Personnel Commission finds that the use of the list is in the best interest of the District and that the necessary skills and knowledge were adequately tested in the examination.

RECOMMENDATION It is recommended the Commission approve the use of the Student Services Assistant eligibility list to certify eligible(s) to any current and upcoming vacancies for Student Services Clerk. DISPOSITION BY THE COMMISSION MOTION MADE BY: Joy Abbott SECONDED BY: Lawrence Leone AYES: 4 NAYS: 0 ABSTENTIONS: 0 Amendments/Comments Motion was passed.


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AGENDA REPORT NO. 17 SUBJECT: RATIFICATION OF ELIGIBILITY LISTS DATE: February 17, 2016 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

Community College Police Officer Recruit

Merged Promotional & Open Competitive 0 14 12/17/16

Director of Auxiliary Services Promotional (Limited Term) 1 1 02/22/17

EOPS/CARE Supervisor Promotional 1 1 02/03/17

Instructional Assistant – ESL Open Competitive 0 5 02/07/17

Journeyman Trade – Electrical Merged Promotional & Open Competitive 0 6 01/27/17

Journeyman Trade – HVAC Merged Promotional & Open Competitive 1 3 02/16/17

Student Services Assistant Merged Promotional & Open Competitive 2 19 02/16/17

DISPOSITION BY THE COMMISSION Amendments/Comments MOTION MADE BY: Barbara Greenstein SECONDED BY: Lawrence Leone AYES: 4 NAYS: 0 ABSTENTIONS: 0 Motion was passed.


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AGENDA REPORT NO. 18 SUBJECT: EXAMINATION SCHEDULE DATE: February 17, 2016 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

Accountant Promotional Only 3 weeks

Administrative Assistant I Merged Promotional & Open Competitive 3 weeks

Administrative Assistant II Merged Promotional & Open Competitive 3 weeks

Student Services Clerk Merged Promotional & Open Competitive 3 weeks

DISPOSITION BY THE COMMISSION MOTION MADE BY: Joy Abbott SECONDED BY: Barbara Greenstein AYES: 4 NAYS: 0 ABSTENTIONS: 0 Amendments/Comments Motion was passed.


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AGENDA REPORT NO. 19 SUBJECT: RECRUITMENT AND EXAMINATION STATUS REPORT –

INFORMATION ONLY DATE: February 17, 2016 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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V. ADJOURN AT __12:26__ P.M. DISPOSITION BY THE COMMISSION Amendments/Comments Motion to adjourn was passed. MOTION MADE BY: Lawrence Leone SECONDED BY: Barbara Greenstein AYES: 4 NAYS: 0 ABSTENTIONS: 0 The next regular Personnel Commission meeting is scheduled for:

Wednesday, March 16, 2016 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, February 17, 2016, 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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