City of Stockton · 2019. 2. 27. · Inspector, Senior Civil Engineer, Senior Systems Analyst, Systems Analyst I/II, ... 13. NEW BUSINESS* 13.1 19-5271 ANNUAL EQUAL EMPLOYMENT REPORT

Civil Service/Equal Employment

Commission Concurrent

City of Stockton

Meeting Agenda - Final

Concurrent Civil

Service/Equal Employment

Commission Meeting

Pamela Sloan, Chair

Annette Sanchez, Vice Chair

Jess Serna, Commissioner

Sarbjeet Singh, Commissioner

Council Chamber - City Hall, 425 N. El Dorado

Street, Stockton CA

3:00 PMWednesday, February 27, 2019

** SPECIAL **

1. CALL TO ORDER/ROLL CALL

2. PUBLIC COMMENT*

(Comments will be limited to the Closed Session items listed below).

3. ANNOUNCEMENT OF SPECIAL CLOSED SESSION

3.1 19-5265 POLICE RECORDS ASSISTANT I (OPEN/PROMOTIONAL) ELIGIBLE

LIST CERTIFICATION

Recommended Action: RECOMMENDATION

Adopt a resolution certifying the results of the open/promotional

examination for Police Records Assistant I.

Department: Human Resources

Proposed Resolution - Exam Results - Police Records Assistant IAttachments:

3.2 19-5266 QUALITY IMPROVEMENT COORDINATOR (OPEN/PROMOTIONAL)

ELIGIBLE LIST CERTIFICATION


Adopt a resolution certifying the results of the open/promotional

examination for Quality Improvement Coordinator.


Proposed Resolution - Exam Results - Quality Improvement CoordinatorAttachments:

3.3 19-5267 OFFICE ASSISTANT II ELIGIBLE LIST - REMOVAL OF NAME(S)


Approve by motion the removal of name(s) from the Office Assistant II

(Open/Promotional) eligible list.


Page 1 City of Stockton Printed on 2/22/2019

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February 27, 2019Civil Service/Equal Employment



3.4 19-5268 POLICE OFFICER (OPEN/PROMOTIONAL) ELIGIBLE LISTS -

REMOVAL OF NAME(S)


Approve by motion the removal of name(s) from the Police Officer

(Open/Promotional) eligible lists.


4. RECESS FROM SPECIAL CLOSED SESSION

5. SPECIAL SESSION CALL TO ORDER/ROLL CALL

6. PLEDGE TO THE FLAG

7. REPORT OF ACTION TAKEN IN CLOSED SESSION

8. CITIZENS COMMENTS/ANNOUNCEMENTS*

(Comments will be limited to the Special Session items listed below).

9. ADOPTION OF CONSENT CALENDAR

9.1 19-5269 APPROVAL OF COMMISSION MINUTES


Approve the minutes from the Civil Service Commission meeting of January

17, 2019.

Department: City Clerk

2019-01-17 - Minutes for ApprovalAttachments:

9.2 19-5270 REQUEST TO AMEND THE LIST OF CLASSES APPROVED FOR

CONTINUOUS TESTING IN ACCORDANCE WITH STOCKTON

MUNICIPAL CODE SECTION 2.36.090D


Approve by resolution an amendment to the list of classes approved for

continuous testing by adding the classifications of Network Analyst I/II,

Occupational Health and Safety Compliance Specialist, Senior Building

Inspector, Senior Civil Engineer, Senior Systems Analyst, Systems

Analyst I/II, and Water/Sewer Equipment Operator and removing the

classifications of Applications Programmer Analyst I/II, EMS Transport

Technician, Fire Telecommunicator I, Police Officer, Police

Telecommunicator I, and Water Systems Operator.



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Proposed Resolution - Amending the list of Continuous classes

Red Line - List of approved classes for Continuous Testing

Final - List of approved classes for Continuous Testing

Attachments:

10. UNFINISHED BUSINESS

11. REQUEST FOR APPEALS/PUBLIC HEARINGS

12. APPEALS/PUBLIC HEARINGS

13. NEW BUSINESS*

13.1 19-5271 ANNUAL EQUAL EMPLOYMENT REPORT - POLICE DEPARTMENT


Accept by motion the 2018 Annual Equal Employment Report for the

Police Department.

Department: Police Department

2018 Annual EE Report - SPDAttachments:

14. REPORTS/WRITTEN COMMUNICATIONS/ INFORMATIONAL ITEMS

14.1 19-5272 ANNUAL REPORT TO CITY COUNCIL REGARDING MEETING

DATES, MEMBER ATTENDANCE, SUMMARY OF DUTIES AND

RESPONSIBILITIES, ACCOMPLISHMENTS WITHIN THE PAST 12

MONTHS AND PROGRESS AND CHALLENGES


Council Policy 100-2 City Council and Mayoral Appointments to Boards,

commissions, and Committees, section IX, Commission Annual Reports to

the City Council, amended by the City Council December 17, 2013,

requires that each City Board/Commission submit an annual report to the

City Council.


Attachment A - Commission's 2018 Annual Report to Council

Attachment B - Commission's 2018 Attendance Report

Attachments:

15. BOARD/COMMISSION COMMUNICATIONS OR COMMENTS

16. ADJOURNMENT


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CERTIFICATE OF POSTING

I declare, under penalty of perjury, that I am employed by the City of Stockton and that

I caused this agenda to be posted in the City Hall notice case on February 22, 2019, in

compliance with the Brown Act.

Christian Clegg

Deputy City Manager/Interim City Clerk

By: ________________________________

Deputy

Agendas, staff reports and minutes can be viewed on the City of Stockton web site

http://www.stocktongov.com/government/oMeetings/boardComMeetings.html

Citizens may comment on any subject within the jurisdiction of this governing body, including items on the Agenda.

Anyone wishing to speak on a consent item or public hearing item, please complete a “Request to Speak Card”

and submit it to the Recording Secretary prior to the meeting. No speaker cards will be received after the close of

the Citizen's Comments portion of the meeting. Each speaker is limited to five minutes. Speakers must be

prepared to speak when called. Speakers should hold comments on items listed as a Public Hearing until the

Hearing is opened. If a large number of people desire to speak at a Public Hearing, the Chair may reduce the

amount of time allocated to each speaker to three (3) minutes.

NOTE: All proceedings are conducted in English. The City of Stockton does not furnish language interpreters

and, if one is needed, it shall be the responsibility of the person(s) needing one.

In accordance with the Americans With Disabilities Act and California Law, it is the policy of the City of Stockton to

offer its public programs, services and meetings in a manner that is readily accessible to everyone, including those

with disabilities. If you are disabled and require a copy of a public hearing notice, or an agenda and/or agenda

packet in an appropriate alternative format; or if you require other accommodation, please contact the Office of the

City Clerk located at 425 North El Dorado Street, Stockton, California 95202 during normal business hours or by

calling (209) 937-8459, at least 5 days in advance of the hearing/meeting. Advance notification within this guideline

will enable the City/Agency to make reasonable arrangements to ensure accessibility.

AGENDA ITEMS: Information concerning the agenda items have been forwarded to this governing body prior to

the meeting. Unless a governing body member or member of the audience has questions concerning a particular

item and asks that it be removed from the Consent Calendar, the items are approved at one time by a roll call vote.

* For any person wishing to address this governing body on any matter not on the printed agenda. The Chairperson

may set a time limit for individual speakers/groups.


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City of Stockton

Legislation Text

File #: 19-5265, Version: 1

POLICE RECORDS ASSISTANT I (OPEN/PROMOTIONAL) ELIGIBLE LIST CERTIFICATION

RECOMMENDATION

Adopt a resolution certifying the results of the open/promotional examination for Police RecordsAssistant I.

DISCUSSION

The examination for the position of Police Records Assistant I (Open/Promotional) was conducted inaccordance with the Rules and Regulations for Miscellaneous Employees. This recruitment openedon January 6, 2019 and closed on January 11, 2019. Human Resources received a total of 474applications. A written examination was conducted on February 8, 2019.

Commissioners will receive the results of the examination in closed session on February 27, 2019.Included with the results is a list of applicants receiving passing scores, in rank order, andconfidential applicant flow data worksheets for approval and adoption at your meeting of February 27,2019.

AUTHORITY

Rule VI, section 12(a) of the Civil Service Rules and Regulations for Miscellaneous Employeesprovides that the Civil Service Commission shall certify the results of each examination conducted byother than continuous examination.

City of Stockton Printed on 2/21/2019Page 1 of 1

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CIVIL SERVICE COMMISSION

Resolution No. CS

RESOLUTION CERTIFYING THE RESULTS OF THE OPEN/PROMOTIONAL EXAMINATION FOR THE POSITION OF POLICE RECORDS ASSISTANT I

The Chief Examiner for the Civil Service Commission opened the recruitment for

POLICE RECORDS ASSISTANT I on January 6, 2019 and closed it on January 11, 2019.

The Chief Examiner received a total of 474 applications. The open/promotional

recruitment evaluated applicants for specified knowledge, skills, and abilities to perform

the duties of the Miscellaneous position of POLICE RECORDS ASSISTANT I, as set forth

in the job announcement prepared in accordance with the Rules and Regulations of this

Commission; and

The Chief Examiner for the Civil Service Commission conducted an

open/promotional examination for POLICE RECORDS ASSISTANT I, on February 8,

2019, for the City of Stockton; and

The Chief Examiner has filed with this Commission a report of the results of the

open/promotional examination, in accordance with Rule VI, section 12(a) of the City of

Stockton Civil Service Rules and Regulations for Miscellaneous Employees, which report

is on file with the Human Resources Department; now, therefore,

BE IT RESOLVED BY THE CIVIL SERVICE COMMISSION OF THE CITY OF

STOCKTON, AS FOLLOWS:

1. That the report of the open/promotional examination for the Miscellaneous

position of POLICE RECORDS ASSISTANT I is hereby approved.

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2. That the open/promotional list of eligibles for the Miscellaneous position of

POLICE RECORDS ASSISTANT I for the City of Stockton, attached hereto as Exhibit 1,

is hereby certified.

3. That the candidates appearing on Exhibit 1 are hereby declared eligible for

appointment to the Miscellaneous position of POLICE RECORDS ASSISTANT I and shall

be certified to the appointing authority to fill vacancies approved by the Personnel Officer

in accordance with the Stockton Municipal Code and the Rules and Regulations of this

Commission.

4. That the list certified herein shall remain in effect for two (2) years and shall

expire on February 28, 2021 unless the duration is otherwise changed by this

Commission.

PASSED, APPROVED, and ADOPTED this 27th day of February 2019.

________________________________PAMELA SLOAN, CHAIRCITY OF STOCKTON CIVIL SERVICE COMMISSION

ATTEST:

CHRISTIAN CLEGGDEPUTY CITY MANAGER/INTERIM CITY CLERKCITY OF STOCKTONOFFICE OF THE CITY CLERK

By: ___________________________

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City of Stockton

Legislation Text


QUALITY IMPROVEMENT COORDINATOR (OPEN/PROMOTIONAL) ELIGIBLE LISTCERTIFICATION

RECOMMENDATION

Adopt a resolution certifying the results of the open/promotional examination for Quality ImprovementCoordinator.

DISCUSSION

The examination for the position of Quality Improvement Coordinator (Open/Promotional) wasconducted in accordance with the Rules and Regulations for Miscellaneous Employees. Thisrecruitment opened on December 16, 2018, and closed on January 17, 2019. Human Resourcesreceived a total of two applications. Subsequently, a training and experience evaluation wasconducted on January 29, 2019.

Commissioners will receive detailed results of the examination in closed session on February 27,2019. Included with the results is a list of applicants receiving passing scores, in rank order, andconfidential applicant flow data worksheets for approval and adoption.

AUTHORITY

Rule VI, section 12(a) of the Civil Service Rules and Regulations for Miscellaneous Employeesprovides that the Civil Service Commission shall certify the results of each examination conducted byother than continuous examination.





Resolution No. CS

RESOLUTION CERTIFYING THE RESULTS OF THE OPEN/PROMOTIONAL EXAMINATION FOR THE POSITION QUALITY IMPROVEMENT COORDINATOR

The Chief Examiner for the Civil Service Commission opened the recruitment for

QUALITY IMPROVEMENT COORDINATOR on December 16, 2018, and closed it on

January 17, 2019. The Chief Examiner received a total of two applications. The

open/promotional recruitment evaluated applicants for specified knowledge, skills, and

abilities to perform the duties of the Miscellaneous position of QUALITY IMPROVEMENT

COORDINATOR, as set forth in the job announcement prepared in accordance with the

Rules and Regulations of this Commission; and

The Chief Examiner for the Civil Service Commission conducted a training and

experience evaluation for QUALITY IMPROVEMENT COORDINATOR on January 29,

2019, for the City of Stockton; and

The Chief Examiner has filed with this Commission a report of the results of the

open/promotional examination, in accordance with Rule VI, section 12(a) of the City of

Stockton Civil Service Rules and Regulations for Miscellaneous Employees, which report

is on file with the Human Resources Department; now, therefore,

BE IT RESOLVED BY THE CIVIL SERVICE COMMISSION OF THE CITY OF

STOCKTON, AS FOLLOWS:

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1. That the report of the open/promotional examination for the Miscellaneous

position of QUALITY IMPROVEMENT COORDINATOR is hereby approved.

2. That the open/promotional list of eligibles for the Miscellaneous position of

QUALITY IMPROVEMENT COORDINATOR for the City of Stockton, attached hereto as

Exhibit 1, is hereby certified.

3. That the candidates appearing on Exhibit 1 are hereby declared eligible for

appointment to the Miscellaneous position of QUALITY IMPROVEMENT COORDIN-

ATOR and shall be certified to the appointing authority to fill vacancies approved by the

Personnel Officer in accordance with the Stockton Municipal Code and the Rules and

Regulations of this Commission.

4. That the list certified herein shall remain in effect for one (1) year and shall

expire on February 28, 2020, unless the duration is otherwise changed by this

Commission.



ATTEST:

CHRISTIAN CLEGGDEPUTY CITY MANAGER/INTERIM SECRETARY TO THE CIVIL SERVICE COMMISSION

By: ___________________________

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City of Stockton

Legislation Text


OFFICE ASSISTANT II ELIGIBLE LIST - REMOVAL OF NAME(S)

RECOMMENDATION

Approve by motion the removal of name(s) from the Office Assistant II (Open/Promotional) eligiblelist.

AUTHORITY

Rule VI, section 12(d) of the Civil Service Rules and Regulations for Miscellaneous Employeesauthorizes the Personnel Officer to remove an eligible from an eligible list in the event the eligible iscertified to three (3) different vacancies and is not appointed.




City of Stockton

Legislation Text


POLICE OFFICER (OPEN/PROMOTIONAL) ELIGIBLE LISTS - REMOVAL OF NAME(S)

RECOMMENDATION

Approve by motion the removal of name(s) from the Police Officer (Open/Promotional) eligible lists.

DISCUSSION

A list of names is provided to Commission in closed session of candidates that were certified to thePolice Department and not selected for appointment.

Based upon their non-selection and in order to provide the hiring department with a list of viablecandidates, staff is requesting Commission approval to remove the identified candidates from thefollowing lists: Police Officer - Recruit (Open/Promotional), Police Officer Trainee(Open/Promotional), and Police Officer - Academy Graduate (Open/Promotional) eligibility lists.

AUTHORITY

Rule VI, Section 12(d) of the Civil Service Rules and Regulations for Miscellaneous Employees andRule V, Section 4(a)(6) of the Civil Service Rules for Police and Fire Employees allow for theCommission to remove candidates from the eligible list for failure to complete and/or successfullypass a background investigation.

Rule VI, Section 12(d)(5) of the Civil Service Rules and Regulations for Miscellaneous Employeesand Rule V, Section 11(d)(4) of the Civil Service Rules and Regulations for Police and FireEmployees allows for the Commission to remove candidates from the eligible list when the records ofthe Personnel Officer show the candidate has requested in writing that his/her name be removed.




City of Stockton

Legislation Text


APPROVAL OF COMMISSION MINUTES

RECOMMENDATION

Approve the minutes from the Civil Service Commission meeting of January 17, 2019.




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City of Stockton

Legislation Text


REQUEST TO AMEND THE LIST OF CLASSES APPROVED FOR CONTINUOUS TESTING INACCORDANCE WITH STOCKTON MUNICIPAL CODE SECTION 2.36.090D

RECOMMENDATION

Approve by resolution an amendment to the list of classes approved for continuous testing by addingthe classifications of Network Analyst I/II, Occupational Health and Safety Compliance Specialist,Senior Building Inspector, Senior Civil Engineer, Senior Systems Analyst, Systems Analyst I/II, andWater/Sewer Equipment Operator and removing the classifications of Applications ProgrammerAnalyst I/II, EMS Transport Technician, Fire Telecommunicator I, Police Officer, PoliceTelecommunicator I, and Water Systems Operator.

DISCUSSION

Background

Since January 1978, the Civil Service Commission has approved certain classes for continuoustesting. This list of classes is amended from time to time to address title changes and the addition ofnew classes to the City’s classification plan and to address the shortage of qualified candidates in thelabor pool.

Present Situation

The newly added classifications each require candidates to possess education, certifications,experience, licensure, or a combination of these in their respective fields at the time of applicationand there are few candidates who possess these requirements in the current labor pool. By allowingfor the continuous recruitment of these classes the Human Resources Department will be able torecruit and accept applications on an on-going basis and refer qualified candidates to thedepartments as soon as they apply. The departments can then quickly schedule interviews and makejob offers. The shortened recruitment and certification period would allow for the departments toentice qualified candidates who might otherwise lose interest due to our lengthy recruitment,certification, and hiring process.

Due to the continuing difficulty encountered in recruiting qualified candidates for the classes ofNetwork Analyst I/II, Occupational Health and Safety Compliance Specialist, Senior BuildingInspector, Senior Civil Engineer, Senior Systems Analyst, Systems Analyst I, and Water/SewerEquipment Operator, the Human Resources Department requests that the list be amended to allowfor continuous testing.





AUTHORITY

The Civil Service Commission is empowered to make suitable rules and regulations to provide indetail the manner in which examinations may be held including the use of examinations and thedevelopment of other methods to determine the relative qualifications of applicants for appointment toor promotion in the competitive service. (SMC Section 2.36.090D).





Resolution No.

RESOLUTION AMENDING THE LIST OF CLASSES APPROVED FOR CONTINUOUS TESTING BY ADDING THE CLASSIFICATIONS OF NETWORK ANALYST I/II, OCCUPATIONAL HEALTH AND SAFETY COMPLIANCE SPECIALIST, SENIOR BUILDING INSPECTOR, SENIOR CIVIL ENGINEER, SENIOR SYSTEMS ANALYST, SYSTEMS ANALYST I, AND WATER/SEWER EQUIPMENT OPERATOR AND REMOVING THE CLASSIFICATIONS OF APPLICATIONS PROGRAMMER ANALYST I/II, EMS TRANSPORT TECHNICIAN, FIRE TELECOMMUNICATOR I, POLICE OFFICER, POLICE TELECOMMUNICATOR I, AND WATER SYSTEMS OPERATOR

The Civil Service Commission has approved a list of classifications for continuous testing for positions that are hard to fill; and

The Director of Human Resources has recommended that there be added to that list the classifications of Network Analyst I/II, Occupational Health and Safety Compliance Specialist, Senior Building Inspector, Senior Civil Engineer, Senior Systems Analyst, Systems Analyst I, and Water/Sewer Equipment Operator; and removed from the list the classifications of Applications Programmer Analyst I/II, EMS Transport Technician, Fire Telecommunicator I, Police Officer, Police Telecommunicator I, and Water Systems Operator; and

Due to the shortage of qualified applicants and the continuing need to recruit and test qualified candidates; now, therefore,

BE IT RESOLVED BY THE CIVIL SERVICE COMMISSION OF THE CITY OF STOCKTON, AS FOLLOWS:

That the Director of Human Resources is hereby authorized to add the classifications of Network Analyst I/II, Occupational Health and Safety Compliance Specialist, Senior Building Inspector, Senior Civil Engineer, Senior Systems Analyst, Systems Analyst I, and Water/Sewer Equipment Operator to the list of classes approved for continuous testing, and to remove the classifications of Applications Programmer Analyst I/II, EMS Transport Technician, Fire Telecommunicator I, Police Officer, Police Telecommunicator I, and Water Systems Operator from the list of classes approved for continuous testing.

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ATTEST:

CHRISTIAN CLEGGINTERIM SECRETARY TO THE CIVIL SERVICE COMMISSION

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CIVIL SERVICE COMMISSIONList of Classes Approved for Continuous Testing

DateAdded

ResolutionNo.

Class Title

07/05/79 5474 Applications Programmer Analyst I/II05/17/90 90-040 Assistant Civil Engineer09/17/98 98-069 Assistant Engineer01/15/04 04-002 Assistant Traffic Engineer01/15/04 04-002 Associate Engineer12/06/90 90-120 Associate Civil Engineer01/15/04 04-002 Associate Traffic Engineer02/18/99 99-014 Code Enforcement Officer I/II01/18/79 5335 Combination Inspector I/II05/15/80 5609 Electrician I02/06/03 03-012 EMS Transport Technician09/17/98 98-069 Engineering Aide09/17/98 98-069 Engineering Technician I/II05/21/09 09-028 Environmental Control Officer10/18/79 5525 Fire Telecommunicator I5/14/14 2014-05-15-08-02 Fire Telecommunicator II09/17/98 98-069 Junior Engineer11/19/09 09-060 Laboratory Supervisor02/16/78 5223 Librarian I/II05/04/06 06-061 Librarian Trainee

Network Analyst I/IIOccupational Health and Safety Compliance Specialist

07/06/06 06-085 Plan Check Engineer09/20/7907/06/06

551106-085

Plan Checker I/II

02/07/08 08-021 Plant Operator / Senior Plant Operator07/18/02 02-071 Police Officer11/17/05 05-157 Police Officer Recruit07/20/06 06-089 Police Officer Trainee10/18/79 5525 Police Telecommunicator I09/17/98 98-069 Public Works Inspector5/14/14 2014-05-15-08-02 Police Telecommunicator II

Senior Building InspectorSenior Civil Engineer

09/17/98 98-069 Senior Engineering Technician05/21/09 09-028 Senior Environmental Control Officer07/06/06 06-085 Senior Plan Checker 11/19/09 09-060 Senior Plant Maintenance Supervisor11/19/09 09-060 Senior Plant Operations Supervisor

Senior Systems Analyst02/07/08 08-021 Water Systems Operator / Senior Water Systems Operator

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DateAdded

ResolutionNo.

Class Title

Systems Analyst I/IIWater/Sewer Equipment Operator

Last amended January 4, 2000, Resolution No. 01-007Last amended May 2, 2002, Motion deleting classes

Last amended February 6, 2003, Resolution No. 03-012Last amended January 15, 2004, Resolution No. CS04-002

Last amended November 17, 2005, Resolution No. CS05-157Last amended May 04, 2006, Resolution No. 06-061

Last amended July 6, 2006, Resolution No. CS06-085Last amended July 20, 2006, Resolution No. CS06-089

Last amended February 7, 2008, Resolution No. CS-08-021Last amended May 21, 2009; Resolution No. CS09-028

Last amended November 19, 2009, Resolution No. CS09-060Last amended May 14, 2014 Resolution No 2014-05-15-08-02

Last amended February 21, 2019 Resolution No.

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CIVIL SERVICE COMMISSIONList of Classes Approved for Continuous Testing

DateAdded

ResolutionNo.

Class Title

05/17/90 90-040 Assistant Civil Engineer09/17/98 98-069 Assistant Engineer01/15/04 04-002 Assistant Traffic Engineer01/15/04 04-002 Associate Engineer12/06/90 90-120 Associate Civil Engineer01/15/04 04-002 Associate Traffic Engineer02/18/99 99-014 Code Enforcement Officer I/II01/18/79 5335 Combination Inspector I/II05/15/80 5609 Electrician I09/17/98 98-069 Engineering Aide09/17/98 98-069 Engineering Technician I/II05/21/09 09-028 Environmental Control Officer5/14/14 2014-05-15-08-02 Fire Telecommunicator II09/17/98 98-069 Junior Engineer11/19/09 09-060 Laboratory Supervisor02/16/78 5223 Librarian I/II05/04/06 06-061 Librarian Trainee

Network Analyst I/IIOccupational Health and Safety Compliance Specialist

07/06/06 06-085 Plan Check Engineer09/20/7907/06/06

551106-085

Plan Checker I/II

02/07/08 08-021 Plant Operator / Senior Plant Operator11/17/05 05-157 Police Officer Recruit07/20/06 06-089 Police Officer Trainee09/17/98 98-069 Public Works Inspector5/14/14 2014-05-15-08-02 Police Telecommunicator II

Senior Building InspectorSenior Civil Engineer

09/17/98 98-069 Senior Engineering Technician05/21/09 09-028 Senior Environmental Control Officer07/06/06 06-085 Senior Plan Checker 11/19/09 09-060 Senior Plant Maintenance Supervisor11/19/09 09-060 Senior Plant Operations Supervisor

Senior Systems Analyst02/07/08 08-021 Senior Water Systems Operator

Systems Analyst I/IIWater/Sewer Equipment Operator

Last amended January 4, 2000, Resolution No. 01-007Last amended May 2, 2002, Motion deleting classes

Last amended February 6, 2003, Resolution No. 03-012Last amended January 15, 2004, Resolution No. CS04-002

Last amended November 17, 2005, Resolution No. CS05-157Last amended May 04, 2006, Resolution No. 06-061

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Last amended July 6, 2006, Resolution No. CS06-085Last amended July 20, 2006, Resolution No. CS06-089

Last amended February 7, 2008, Resolution No. CS-08-021Last amended May 21, 2009; Resolution No. CS09-028

Last amended November 19, 2009, Resolution No. CS09-060Last amended May 14, 2014 Resolution No 2014-05-15-08-02

Last amended February 21, 2019 Resolution No.

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City of Stockton

Legislation Text


ANNUAL EQUAL EMPLOYMENT REPORT - POLICE DEPARTMENT

RECOMMENDATION

Accept by motion the 2018 Annual Equal Employment Report for the Police Department.

DISCUSSION

The Stockton Police Department is responsible for the delivery of law enforcement and relatedemergency services within the City of Stockton. The Police Department’s mission is to work inpartnership with the community, to build and maintain relationships founded on trust and mutualrespect while reducing crime and improving the quality of life.

The attached report provides employment information for the Police Department regarding workforcecomposition, personnel changes, professional/diversity training, and recruitment efforts for the pastyear.

AUTHORITY

Concurrent Civil Service/Equal Employment Commission Resolution No. CS 11-067 adopted onDecember 15, 2011, outlines the format that Annual Equal Employment reports must be completedeffective January 1, 2012. In compliance with this resolution, all City departments shall submit theirannual reports, as assigned, utilizing the adopted format.




MEMORANDUM February 27, 2019 TO: CIVIL SERVICE/EQUAL EMPLOYMENT COMMISSION FROM: ERIC JONES, CHIEF OF POLICE SUBJECT: 2018 ANNUAL EQUAL EMPLOYMENT REPORT Introduction The Stockton Police Department reports that in 2018, the overall percentage of underrepresented groups employed by the Department increased by one percent. The percentage of Native American/Alaskan employees and employees belonging to two or more races remained the same as in 2017. There was a one percent increase in the percentage of Black and Hispanic employees and a one percent decrease in the number of Asian employees. The overall percentage of female employees increased from 29 percent in 2017 to 30 percent in 2018. The 2017 Annual Report identified the Police Department’s goal in 2018 to continue the improvement shown the previous year in increasing the relative percentages of underrepresented ethnic groups employed by the Department to better reflect the diversity of the City of Stockton. The Department planned to meet this continued goal by maintaining our emphasis on targeted, local recruitment and advertising to underrepresented groups in publications likely to reach this demographic. During 2018, the Department continued to work extensively on our recruiting and hiring process toward achieving our goals. The Department has ongoing short- and long-term strategies aimed at increasing diversity within our workforce. The Department has steadily increased the percentage of employees belonging to underrepresented groups over the last five years. The Department continued to provide training in diversity and equal employment in order to ensure a workplace that is free of harassment and discrimination, thereby increasing worker morale and retention. Organizational Structure and Responsibilities

MISSION STATEMENT To work in partnership with our community, to build and maintain relationships founded on trust and mutual respect, while reducing crime and improving the quality of life. The Stockton Police Department is divided into two Bureaus, which are each managed by a Deputy Chief of Police who reports directly to Chief of Police Eric Jones. Deputy Chief of

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Civil Service/Equal Employment Commission February 27, 2019 Page 2

Police Jim Chraska heads the Logistics Bureau, and Deputy Chief of Police Trevor Womack heads the Operations Bureau. The Bureaus are divided into Divisions, which are managed by Captains. Under the Operations Bureau, Captain Ivan Rose commands the Field Operations Division, Captain Aaron Rose commands the Investigations Division, and Captain Scott Meadors commands the Special Operations Division. The Field Operations Division is responsible for responding to calls-for-service made by citizens, initial investigations, and other duties typically handled by a patrol officer. The Investigations Division is responsible for most criminal follow-up and gang suppression efforts as well as running Operation Ceasefire. The Special Operations Division is responsible for Traffic enforcement, Police Department deployment during special events, Strategic Operations, Neighborhood Services, and the Neighborhood Betterment Team. Under the Logistics Bureau, Captain Antonio Sajor commands the Technical Services Division, which includes Records, Telecommunications, the Crime Information Center, Information Technology, Evidence Identification, and the Property Room. Captain Tom Jernigan commands the Administrative Services Division, which includes Personnel, Training, Animal Services, Volunteers in Police Service, Facility and Fleet Maintenance, the Chaplaincy Program, the Cadet Program, the Reserve Officer Program, and the volunteer Sentinel Program. The Professional Standards Section, Planning and Fiscal Affairs Unit, Public Information Officer, Chief of Staff, and Legal Advisor all report directly to Chief Jones. (Please see Attachment “A” for the Police Department Organizational Chart.) Workforce Composition As of December 31, 2018, the Stockton Police Department was made up of 467 sworn and 201 civilian members, for a total of 668 full-time employees. In comparison, at the end of 2017, we had 445 sworn members and 206 civilian members, for a total of 651 full-time employees. This represents a net increase of 17 employees in 2018. The Stockton Police Department has 713 full-time budgeted allocated positions, including 18 vacant sworn positions and 27 vacant civilian positions. The tables on the next page show the demographic breakdown of the full-time Police Department employees (both sworn and civilian) compared to the demographics of all City of Stockton employees, and the 2010 census populations for both Stockton and San Joaquin County.

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Police Department

City Employees

City of Stockton

San Joaquin County

Male 472 70% 1071 69% 142,925 49% 341,230 50% Female 196 30% 485 31% 148,782 51% 344,076 50% Total 668 100% 1556 100% 291,707 100% 685,306 100%

Police Department

City Employees

City of Stockton

San Joaquin County

White 383 57% 878 56% 66,836 23% 246,025 36% Black 30 5% 91 6% 33,507 12% 48,657 7% Hispanic 187 28% 389 25% 117,590 40% 266,584 39% Asian/OPI 58 8% 164 11% 61,945 21% 97,999 14% Native American/Alaskan

4 1% 15 1% 1,237 0% 3,427 1%

Two or More Races

6 1% 19 1% 0 0% 0 0%

Other 0 0% 0 0% 10,592 4% 22,614 3% Total 668 100% 1556 100% 291,707 100% 685,306 100%

Personnel Changes in the Department The Department is currently approved for 485 sworn and 228 civilian support employees. The Personnel Section has continued to work hard to fill the vacant positions within the Department with a diverse workforce. In 2018, the Police Department hired 66 sworn officers, 59 of those hired are male, and seven are female. Of the males, 31 are White, 22 are Hispanic, four are Asian/OPI, and two are Black. Of the seven females, five are White, one is Hispanic, and one is Black. We also hired 13 full-time civilian support employees, 12 of which are female and one who is male. Of the females, four are Black, four are White, two are Asian/OPI, and two are Hispanic. The male who was hired is Hispanic. The Department lost 44 sworn officers in 2018 (compared to 50 in 2017); 28 of these were newly-hired officers who resigned or did not pass their probation. In addition, five tenured officers resigned to work at other police departments, ten officers retired due to reaching retirement age or because of a disability, and one tenured officer resigned. There were 23 full-time, civilian support employees who also left the Department in 2018: 17 resigned, three resigned to work at another City Department and three retired. Of the 67 employees who left the Department in 2018, 49 were male, and 18 were female; 42 were White, 17 were Hispanic, four were Black, two were Asian/OPI, two were Native American/Alaskan. As previously stated, the Department saw a one percent increase in the total percentage of underrepresented groups (those belonging to the Black, Hispanic, Asian/OPI, Native American/Alaskan and Two or More Races ethnic groups) employed by the Police

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Department in 2018 compared to 2017. This was reflected by a one percent increase in the number of Black and Hispanic employees and a one percent decrease in the number of Asian/OPI employees. There was a corresponding one percent decrease in the percentage of White employees (57% in 2018 compared to 58% in 2017). The percentage of female employees increased by 1% in 2018. Overall, the number of underrepresented employees within the Police Department is one percent less than it is for all City employees at 44%, a one percent increase from 2017. In 2018, the Department promoted 15 employees to new positions. Of these employees, two were female and 13 were male; 11 were White, two were Hispanic, one was Black, and one was Asian/OPI. The following chart explains the ethnic breakdown of Police Department supervisors and subordinates (sworn and civilian) in 2018 as compared to the previous year.

2018 2017 Supervisors Subordinates Supervisors Subordinates White 82 70% 301 54% 78 70% 301 54% Black 3 3% 27 5% 2 2% 24 5% Hispanic 23 20% 164 29% 23 20% 155 27% Asian/OPI 7 6% 51 10% 7 6% 49 9% Native American 1 1% 3 1% 1 1% 4 1% Two or More Races

0 0% 6 1% 1 1% 6 1%

Total 116 100% 552 100% 112 100% 539 100% In 2018, the percentage of supervisors belonging to underrepresented ethnic groups remained flat. There was a one percent increase in the percentage of Black supervisors and a one percent decrease in the percentage of supervisors belonging to Two or More Races. The percentage of Hispanic, Native American/Alaskan and Asian/OPI supervisors remained unchanged. The Department also reports that out of the 116 supervisors, 91 are male and 25 are female, 78% and 22% respectively. Professional and Diversity Training During 2018, the Stockton Police Department continued to provide training in diversity and equal employment to all Department employees in order to ensure a workplace that is free of harassment and discrimination. All new employees receive a two-hour block of training regarding our policy on discrimination and harassment (General Order I-2) and the City’s policy (Directive HR-15) during their orientation. The policy is also reviewed twice annually with all employees by their supervisors, and this training is documented in their performance or training logs.

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The new employee training is also now being given to all new volunteers, including Sentinels, VIPS, Junior Cadets, and Chaplains. In addition to this, AB 1825 requires mandatory Harassment and Discrimination Prevention training for new supervisors within six months of appointment, as well as biennial training for all supervisors, including Field Training Officers. This training also includes abusive conduct and workplace violence recognition and prevention. The Department Equal Employment Opportunity Officer coordinates and schedules this training for all supervisors in the Department. Recruitment Efforts As noted above, there was a decrease in the number of sworn officers who left the Department in 2018, compared to 2017. This is the second year in a row that there was a decrease in the number of departures. Due to our ongoing recruitment efforts, we were able to produce a net increase of 22 sworn officers. Although the Police Department recognizes that it continues to be underrepresented concerning employees belonging to the Black, Hispanic, and Asian/OPI ethnic groups, our ongoing hiring and recruitment strategies will give us a continued opportunity to recruit, train, and retain a more diversified employee base that better represents the diversity of the city we serve. The long-term recruitment strategies should yield significant results in years to come. The department continues to operate a robust and diverse recruiting team. Our Department recruiting team now has 24 members, with 14 members from the underrepresented population groups. Our recruitment team attends events all over the State of California, focusing on events that target qualified applicants from underrepresented groups. In 2018, the Department recruiting team attended 133 events in an effort to recruit all classifications of police officers, including lateral officers from other agencies, police academy graduates, and trainees (non-sworn, entry-level officers with no police academy training or previous law enforcement experience). This reflects an average of 11 recruiting events per month being attended by recruiting team members. Noted events attended by the team include:

African American Chamber of Commerce Multi-Cultural Festival California Military Transition Center Career Fairs Stockton Black Family Day Diversity in Law Enforcement Careers in Sacramento, CA El Concilio Community Job Fair Stockton Cinco de Mayo Parade Chinese New Year Celebration in Stockton, CA Cambodian New Year Celebration in Stockton, CA The Women in History Job Fair at San Joaquin Delta College

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Multiple NAACP-hosted community events: o Dr. Martin Luther King Jr. Run and Festival o Juneteenth Celebration o The NAACP Youth Summit

The Stockton Sikh Festival The Stockton PRIDE Festival Multiple Department-sponsored events in the City of Stockton

These events, among many others, give us an ongoing opportunity to focus our recruiting on a more diverse applicant pool that may otherwise not consider a career in law enforcement. Recruitment team members also follow up on interest cards submitted through these events to build relationships with potential applicants, in order to help them through the hiring and testing process. The events hosted by the local chapter of the NAACP gives us an opportunity to engage members of these communities in a way that we would not otherwise be able to. The Police Department has continued several immediate and long-term strategies to increase diversity in our Departmental hiring. The strategies included proactively engaging underrepresented applicants throughout the hiring process, forming and strengthening partnerships within the underrepresented communities through the ongoing implementation of Principled Policing, and our participation in the National Initiative for Building Community Trust and Justice. The Department has set continued benchmarks to be measured at six-month intervals to help gauge our progress and stay on track for implementing our ongoing recruitment strategies and goals. The benchmarks, continued from 2017, and the corresponding results are listed below:

Hold fewer testing sessions for the trainee position. o Hiring is regulated by the City Charter and Civil Service Commission, requiring

an eligibility list. Testing was being done too often, causing the merging of lists which continually pushed lower-testing applicants who were still eligible to the bottom of the list, as opposed to exhausting a single list of qualified applicants. The Department held two trainee tests in 2018, allowing enough time between the two tests to evaluate possible qualified candidates.

o Both trainee tests were given on a weekend, ensuring there would be less conflict with school or work schedules, thereby decreasing no-show rates among qualified applicants.

Hold three or more orientations for each test for Police Trainee. o The Department hosted eleven testing orientation sessions in 2018 in

preparation for trainee position testing, up from ten in 2017. At each orientation, the testing process was explained, recruiting was conducted, and applications were accepted onsite via internet-connected iPads. A practice physical agility course was given, and recruiters answered questions and

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coached the prospective candidates. These orientations are especially helpful for female and smaller-statured candidates who traditionally have difficulty completing the wall-climb and dummy drag portions of the course. The orientations give them training strategies in order to later be successful on testing day. The goal of the orientation sessions is to help increase the number of candidates in attendance who successfully pass the physical and written tests and move on in the hiring process.

Work with the Career Pathway Alliance and the Public Safety Academy for K-12 students.

o The Public Safety Academy was opened in August 2016. The goal of the Public Safety Academy is to provide a career pathway for local students to become officers at area Law Enforcement agencies.

o The curriculum is focused on the Six Pillars of character, giving students a solid foundation that will help ensure they are able to pass future background checks related to law enforcement careers.

o The Academy is a joint venture with the Stockton Police Department, Stockton Unified School District, Delta College, the California Highway Patrol, and the San Joaquin County Sheriff’s Office.

o The Academy initially began with grades 5-8 and has been adding one grade each year as the original students progress through their high school careers. The Academy currently has students in grades 5-10.

o Our Department recruiting team members attend Academy events and work alongside the instructors to recruit future sworn members from the ranks of the Academy.

o The students enrolled in the Public Safety Academy represent the diversity within the City of Stockton more than the Department itself and is a long-term strategy to recruit officers who reflect that diversity.

Focuses Recruiting via Volunteer Opportunities o The Department operates an adult volunteer program called the Sentinels in

addition to continuing to operate the Junior Cadet program. These programs give an opportunity for potential applicants to become familiar with Law Enforcement and establish a pathway into a full-time career. Of the current Sentinels volunteering in the program, the majority are female and members of underrepresented groups. These numbers reflect the future recruitment opportunities and better reflect Stockton’s diversity.

The Department has set up this career pathway, from the Public Safety Academy to graduating and having a volunteer opportunity in the Sentinel program while they are not yet old enough to apply to be a Police Officer. These volunteer opportunities create a partnership between the Department and the individual Sentinel, increasing the chance they will apply for and get hired by the Stockton Police Department in the future.

The Stockton Police Department also continues to advertise to an ethnically diverse demographic. This included continued advertising in two online magazines, Saludos

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Hispanos, which focuses on Hispanic employment opportunities, and The Cause, reaching out to the Black community. These both contain links directing viewers to the City of Stockton job application website and the JoinSPD.com recruiting webpage. The recruiting team has also started to attend small, targeted recruiting events hosted by local groups such as El Concilio and the NAACP, specifically organized to present the Stockton Police Department and our career opportunities to members of these communities. The Stockton Police Department is also advertising with the National Organization of Black Law Enforcement Executives (NOBLE), on both the national and Central Valley Chapter websites. In addition to the QR codes placed on all police vehicles and the vehicle WRAP placed on the primary recruiting vehicle, the Department has placed recruiting advertisements on five large windows at the Stockton Arena. Also beginning in 2018, the Department began advertising at the Spanos Center on the electronic marquee. This advertisement is visible during all indoor sporting events and has been visible on multiple nationally televised events at the Center. Summary In 2018, the Police Department saw a one percent increase in the overall percentage of underrepresented employees within the Department. While the overall percentage of employees belonging to underrepresented groups remains smaller when compared to the populations of the City and County, steady progress is still being made. The Department also experienced a one percent increase in the percentage of Black supervisors in 2018. We have continued to be successful in our short-term recruiting strategies that were outlined in last year’s report by proactively engaging underrepresented applicants throughout the hiring process and continuing our attendance at recruiting events hosted by underrepresented groups. The smaller community meetings that have been organized by our community partners, such as the NAACP, have given us an opportunity to recruit from these groups in a smaller setting, where their questions and concerns can be addressed directly. Our long-term recruiting strategies, such as the Public Safety Academy and implementation of our adult volunteer programs will give us a lifelong pathway from grade school through employment and give us an increased opportunity to hire a workforce that contains a higher percentage of underrepresented groups, ensuring we fill our vacant positions with a workforce that better reflects the community we serve. As we have approached our authorized strength of 485 officers, hiring will slow to maintaining our workforce through normal turnover. This will give us an opportunity to further focus our recruiting and develop a qualified employee base that closely mirrors the diverse population of the City of Stockton. In order to improve the relative percentages of underrepresented groups employed by the Department, we will continue our emphasis on targeted, local recruitment and advertising to underrepresented groups. We will continue to monitor our progress as we work toward our goals for next year.

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ERIC JONES CHIEF OF POLICE EJ:JS:vs Attachment

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CHIEF OF POLICEEric Jones

Professional StandardsLieutenant Joshua Doberneck

Legal AdvisorJohn Luebberke

Stockton Police Department

S.W.A.T.Lt. Scott Graviette

FIELD OPERATIONS DIVISIONCaptain Ivan Rose

Crimes Against Persons/Property Section

Lieutenant Grant Bedford

Special Investigations SectionLieutenant Kathryn Nance

Effective January 16, 2019

EEO OfficerSergeant Jonathan Swain

Watch Commanders Lieutenant Tina Talamantes Lieutenant Sean Johansen Lieutenant Kevin Smith Lieutenant Larry LaneLieutenant Kenny Pham Lieutenant Richard RidenourLieutenant Craig Smith

Personnel SectionLieutenant Bradley Burrell

ADMINISTRATIVE SERVICES DIVISIONCaptain Tom Jernigan

SPECIAL OPERATIONS DIVISIONCaptain Scott Meadors

Traffic & Events SectionLieutenant Travis Digiulio

Strategic Operations Section(N) Lieutenant Scott Graviette(S) Lieutenant Augustin Telly

Neighborhood Services SectionPolice Services Manager

Peter Lemos

LOGISTICS BUREAUDEPUTY CHIEF OF POLICE

Jim Chraska

OPERATIONS BUREAUDEPUTY CHIEF OF POLICE

Trevor Womack

INVESTIGATIONS DIVISIONCaptain Aaron Rose

Training SectionLieutenant Michael Reynosa

Fiscal Affairs & PlanningDirector Erin Mettler

Chief of StaffLieutenant Eric Kane

Public Information OfficeOfficer Joseph Silva

Ceasefire SectionLieutenant Timothy Swails

Animal Services SectionPolice Services Manager

Phillip Zimmerman

Property Room Sup. Baudelio Pena

Records SectionSup. Lorena Quiroz

Sup. Rhonda Winkler

Crime Analysis SectionSup. Christina Gregorius

Telecommunications SectionSup. Robert ApplegateSup. Kim Washington

Sup. Diana Mendes-ZunigaSup. Anthony Garza

Sup. Christopher SutterSup. Veronica Hulburt

CommunicationsPolice Services Manager

Brandy Thomas

Evidence, Records, & AnalyticsPolice Services Manager

Matthew Meadows

TECHNICAL SERVICES DIVISIONCaptain Antonio Sajor

Evidence/Identification SectionSup. Darren Antonovich

Sup. Mardy Beggs-Cassin

ATTACHMENT A

36

Stockton Police Department Programs and Special Units

PACTLt. Kathryn Nance

Honor GuardLt. Kevin Smith

INVESTIGATIONS DIVISION CAPTAIN

ADMINISTRATIVE SERVICES DIVISION CAPTAIN

Mobile Field Force (MFF)Lt. Grant Bedford

Explosive Ordnance Disposal (EOD) Team

Lt. Kevin Smith

Auto Theft AwardLt. Grant Bedford

Homeless/TransientLt. Augustin Telly

School Resource Officers Lt. Scott Graviette

Volunteers In Police Service (VIPS)Becky Plath

Wellness NetworkPeer SupportChaplaincy

Lt. Bradley BurrellSr. Chaplain Jesse Kenyon

Critical Incident Inv. (CII)Lt. Kathryn Nance

Emergency Service Unit (ESU)Lt. Travis Digiulio

CadetsLt. Bradley Burrell

Reserve Officers Tom Cantrell

Crisis Negotiations Team (CNT) Lt. Tina Talamantes

CanineLt. Kevin Smith

Taser Lt. Michael Reynosa

Crimefree Multi-Family Housing

Lt. Scott Graviette

Crisis Intervention TeamLt. Augustin Telly

FBI Task ForceLt. Kathryn Nance

Neighborhood/ Business WatchLt. Scott Graviette

EVOCLt. Michael Reynosa

METRO NarcoticsLt. Kathryn Nance

SentinelsLt. Bradley Burrell

Field Training Officer (FTO)Lt. Michael Reynosa

City CameraPolice Services Manager

Brandy Thomas

Community Corrections Partnership Task Force

Lt. Kathryn Nance

Multi-Agency Gang Task ForceLt. Kathryn Nance

Portable RadiosPolice Services Manager

Matthew Meadows

Effective January 16, 2019

Transportation OfficersLt. Larry Lane

FIELD OPERATIONS DIVISION CAPTAIN

SPECIAL OPERATIONS DIVISION CAPTAIN

TECHNICAL SERVICES DIVISION CAPTAIN

Bicycle Officer ProgramLt. Augustin Telly

Delta Regional Auto TheftLt. Grant Bedford

Air Support - UASLt. Tina Talamantes

ShotspotterPolice Services Manager

Matthew Meadows

Special EventsLt. Travis Digiulio

RTD, HUD Contract OfficersLt. Augustin Telly

CSO LiaisonLt. Augustin Telly

S.W.A.T.Lt. Scott Graviette

Body CamerasLt. Grant Bedford

Patrol Rifle Lt. Kenny Pham

National Initiative / Community Advisory Board / SPARS / Historians

Lt. Eric Kane

Neighborhood Betterment TeamPolice Services Manager

Peter Lemos

PIO / CrimestoppersOff. Joseph Silva

OPERATIONS BUREAUDEPUTY CHIEF OF POLICE

LOGISTICS BUREAUDEPUTY CHIEF OF POLICE

CHIEF OF POLICE

Mounted Patrol Unit (MPU)Lt. Augustin Telly

Automatic License Plate ReaderLt. Timothy Swails

Automatic Vehicle LocatorLt. Tina Talamantes

Mobile Data Computers (MDC)Lt. Larry LaneAir Support - Helicopter

Lt. Scott Graviette

Trust Building Liaison Lt. Craig Smith

CADPolice Services Manager

Brandy Thomas

RMSPolice Services Manager

Matthew Meadows

CPRAPolice Services Manager

Matthew Meadows

ATTACHMENT A

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City of Stockton

Legislation Text


ANNUAL REPORT TO CITY COUNCIL REGARDING MEETING DATES, MEMBER ATTENDANCE,SUMMARY OF DUTIES AND RESPONSIBILITIES, ACCOMPLISHMENTS WITHIN THE PAST 12MONTHS AND PROGRESS AND CHALLENGES

RECOMMENDATION

Council Policy 100-2 City Council and Mayoral Appointments to Boards, commissions, andCommittees, section IX, Commission Annual Reports to the City Council, amended by the CityCouncil December 17, 2013, requires that each City Board/Commission submit an annual report tothe City Council.

Attachment A - Commission’s 2018 Annual Report to City CouncilAttachment B - Commission’s 2018 Attendance Report




March 5, 2019 TO: Mayor and City Council FROM: Pamela Sloan, Chair, Civil Service/Equal Employment Commission SUBJECT: COMMISSION’S 2018 ANNUAL REPORT TO THE CITY COUNCIL Introduction: The Civil Service Commission is a five-member body created by Article XXV of the City Charter whose members are appointed by the City Council. Together with the Human Resources Department and the City Manager, the Civil Service Commission:

adopts, amends, or repeals rules for the Civil Service System; conducts investigations either upon complaint or upon its own motion concerning

any matter touching the administration of the Civil Service System; acts in an advisory capacity to the City Manager on problems concerning

personnel administration; hears appeals of dismissals, demotions, or reductions submitted by any person in

the competitive service; and makes an annual report and such other reports as it deems desirable to the City

Council covering the administration of the personnel system. While the City Charter forms the basis for the Police and Fire Civil Service Rules, Title 2, Administration of Personnel, of the Stockton Municipal Code is the basis for Miscellaneous Employees. Chapter 2.36 provides for the creation of the Human Resources Department, which consists of the Civil Service Commission and the City Manager, who shall act as the Personnel Officer, to handle all personnel matters of the City. Generally, the Commission has the same authority over Classified Miscellaneous Employees as the Charter provides for Police and Fire employees. Concurrently, the Civil Service Commission functions as the City’s Equal Employment Commission. The Equal Employment Commission does not possess any legislative authority and has no independent power to act. It does, however, provide oversight of the City’s progress towards equal employment. The Commission may identify and take positive steps to contribute toward greater opportunities for underrepresented groups. Background: City Charter Article XXV, Section 2525, entitled “Reports by the Commission,” provides that “The Commission shall investigate and report annually to the legislative body of the City concerning the administrative needs of the service, the personnel, the positions in the service and the compensation provided therefore, the examinations held by the Commission, the appointments made, service ratings and removals in the civil service, the operation of the rules of the Commission and recommendations for promoting efficiency and economy in the service, with details of expenditure and progress of work. The legislative body of the City may require a report from said Commission at any time respecting any matter within the scope of its duties hereunder. The records of the

ATTACHMENT A

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March 5, 2019 COMMISSION’S 2018 ANNUAL REPORT TO THE CITY COUNCIL (Page 2)

Commission shall be open to public inspection by any citizen under reasonable supervision.” The Classified Service Generally, the terms “Civil Service,” “Classified Service,” “Included Service,” and “Competitive Service” have the same meaning - a person must successfully complete an examination administered by the Civil Service Commission, which is designed to measure merit, efficiency, and fitness, before being appointed. The Civil Service System is the employment system established by Article XXV of the City Charter (for sworn personnel) and Title 2 of the Stockton Municipal Code (for Miscellaneous personnel), wherein no appointment may be made without first successfully completing a competitive examination. In addition, a candidate must meet the minimum qualifications set forth in the class specification adopted by the Civil Service Commission. Competitive service in the City of Stockton means exactly as it implies - to compete. In order to be a part of the Competitive, Classified, or Civil Service, an applicant must successfully complete an examination. The class characteristics of these positions would have no confidential, policy making, fiduciary, or administrative relationship with the department head or deputy department head. Persons holding regular positions in civil service classes are eligible for noncompetitive (non-civil service) assignment through transfers, promotions, or reclassifications without having to compete with the general public in an open examination. The following is a summary of the Commission’s accomplishments in calendar year 2019. A. Administrative Needs of the Civil Service, the Personnel, the Positions in the

Service, and Compensation Provided The Administrative needs of the Civil Service are handled by the Human Resources Department. Human Resources takes pride in providing a fair and competitive process and the Commission ensures that the proper procedures are in place for all examination processes. The classification plan is maintained by the Human Resources Department under the direction of the Commission. Currently, there are 331 classifications assigned to classified service. The following table is a list of the classifications, number of employees, and the minimum/maximum monthly salary associated with each classification.

ATTACHMENT A

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# Job Classification (Classified positions only)

# of positions filled

Base Monthly Salary (Low to High Range)

Low High

1 Accountant I 3 $ 4,415.77 $ 5,667.99

2 Accountant II 1 $ 5,145.24 $ 6,605.59

3 Administrative Aide I $ 4,084.93 $ 5,244.15

4 Administrative Aide II $ 4,749.87 $ 6,098.59

5 Administrative Analyst I 3 $ 4,607.01 $ 5,914.37

6 Administrative Analyst II 8 $ 5,356.94 $ 6,878.03

7 Animal Services Assistant I 5 $ 2,927.84 $ 3,758.53

8 Animal Services Assistant II $ 3,225.76 $ 4,141.73

9 Animal Services Officer 3 $ 3,589.52 $ 4,608.21

10 Animal Services Supervisor 1 $ 5,099.89 $ 6,547.81

11 Arborist $ 5,173.29 $ 6,641.92

12 Architect $ 5,474.66 $ 7,028.39

13 Assessment District Program Coordinator 1 $ 5,480.20 $ 7,035.04

14 Assistant Architect $ 5,760.58 $ 6,692.61

15 Assistant Civil Engineer $ 6,847.76 $ 7,955.99

16 Assistant Engineer 3 $ 6,242.43 $ 7,252.02

17 Assistant Engineer/Traffic $ 6,242.43 $ 7,252.02

18 Assistant Landscape Architect $ 4,482.79 $ 5,755.05

19 Assistant Planner 2 $ 4,659.97 $ 5,983.46

20 Assistant Traffic Engineer $ 6,847.76 $ 7,955.99

21 Associate Civil Engineer 7 $ 6,896.52 $ 8,853.65

22 Associate Engineer 5 $ 6,214.95 $ 7,979.26

23 Associate Engineer/Mechanical $ 6,214.95 $ 7,979.26

24 Associate Engineer/Traffic $ 6,214.95 $ 7,979.26

25 Associate Mechanical Engineer $ 6,896.52 $ 8,853.65

26 Associate Planner $ 5,651.97 $ 7,256.68

27 Associate Traffic Engineer $ 6,896.52 $ 8,853.65

28 Auto Painter Repair Worker $ 4,594.15 $ 5,613.99

29 Bookmobile Driver/Circulation Assistant 1 $ 3,374.56 $ 4,333.18

30 Building Permit Technician $ 4,238.98 $ 5,441.41

31 Chemist 2 $ 4,656.73 $ 5,660.08

32 Circulation Assistant I 1 $ 3,151.88 $ 4,046.15

33 Circulation Assistant II 12 $ 3,472.62 $ 4,458.68

34 Code Analyst $ 4,803.07 $ 6,166.19

35 Code Enforcement Assistant $ 3,357.94 $ 4,311.02

36 Code Enforcement Field Manager 1 $ 7,017.08 $ 9,008.65

ATTACHMENT A

41





Low High

37 Code Enforcement Officer I $ 4,093.16 $ 5,255.10

38 Code Enforcement Officer II 16 $ 4,532.39 $ 5,818.70

39 Code Enforcement Supervisor 2 $ 5,450.80 $ 6,998.22

40 Collection Systems Operator 26 $ 3,756.09 $ 4,792.96

41 Collection Systems Supervisor 2 $ 5,467.08 $ 7,018.52

42 Combination Inspector I 3 $ 4,475.55 $ 5,745.32

43 Combination Inspector II 2 $ 4,945.84 $ 6,348.85

44 Community Development Technician 5 $ 4,243.07 $ 5,446.53

45 Community Service Officer I 5 $ 3,435.05 $ 4,410.85

46 Community Service Officer II 22 $ 3,691.13 $ 4,739.13

47 Computer Operator I $ 3,059.83 $ 3,928.68

48 Computer Operator II $ 3,544.12 $ 4,550.39

49 Craft Maintenance Supervisor $ 4,905.02 $ 6,296.96

50 Craft Maintenance Worker I $ 3,441.10 $ 4,205.03

51 Craft Maintenance Worker II 5 $ 4,219.41 $ 5,156.16

52 Crime Analyst 5 $ 5,121.73 $ 6,575.54

53 Customer Service Assistant 2 $ 3,156.23 $ 4,051.69

54 Data Entry Operator I $ 2,706.30 $ 3,474.31

55 Data Entry Operator II $ 2,987.79 $ 3,835.59

56 Data Entry Specialist $ 3,487.60 $ 4,478.36

57 Dispatcher $ 3,507.22 $ 4,285.85

58 Economic Development Analyst 2 $ 5,621.24 $ 7,216.86

59 Electrical Technician I $ 4,487.81 $ 5,484.09

60 Electrical Technician II 2 $ 4,934.36 $ 6,029.78

61 Electrician I 3 $ 3,441.10 $ 4,205.03

62 Electrician II 4 $ 4,734.63 $ 5,785.72

63 EMS Transport Technician (Tier A) $ 3,625.20 $ 4,891.90

64 EMS Transport Technician (Tier B) $ 2,971.18 $ 4,009.98

65 Emergency Communication Dispatch Manager 1 $ 7,280.66 $ 9,348.50

66 Engineering Aide $ 3,358.16 $ 4,312.35

67 Engineering Technician I 1 $ 4,391.95 $ 5,638.99

68 Engineering Technician II 1 $ 4,622.07 $ 5,933.03

69 Environmental Control Officer 4 $ 4,724.23 $ 5,468.68

70 Equipment Service Worker $ 3,581.60 $ 4,376.74

71 Evidence Technician I 5 $ 3,880.37 $ 4,981.10

72 Evidence Technician II 6 $ 4,287.81 $ 5,504.95

ATTACHMENT A

42





Low High

73 Executive Assistant (Legal) $ 4,412.38 $ 5,665.49

74 Executive Assistant (Police and Fire Only) 2 $ 4,522.69 $ 5,807.13

75 Facilities Maintenance Supervisor $ 4,451.77 $ 5,715.15

76 Facilities Maintenance Worker I $ 2,576.00 $ 3,479.82

77 Facilities Maintenance Worker II 4 $ 3,087.10 $ 3,772.43

78 Facilities Maintenance Worker III $ 3,403.93 $ 4,159.56

79 Facility Aide $ 2,576.00 $ 3,479.82

80 Finance Assistant I 3 $ 3,213.02 $ 4,124.79

81 Finance Assistant II 6 $ 3,425.00 $ 4,397.30

82 Fire Battalion Chief 9 $ 8,577.57 $ 11,197.98

83 Fire Captain 56 $ 6,748.93 $ 9,429.21

84 Fire Fighter 47 $ 4,438.43 $ 7,208.58

85 Fire Fighter Engineer 53 $ 5,910.46 $ 8,257.58

86 Fire Fighter Trainee 15 $ 4,438.43

87 Fire Prevention Inspector I 3 $ 4,389.56 $ 5,635.67

88 Fire Prevention Inspector II 1 $ 4,860.60 $ 6,240.08

89 Fire Protection Specialist $ 5,474.66 $ 7,028.39

90 Fire Telecommunications Specialist $ 5,018.06 $ 6,443.25

91 Fire Telecommunications Supervisor 3 $ 5,206.42 $ 6,683.84

92 Fire Telecommunicator I 1 $ 4,109.31 $ 5,275.17

93 Fire Telecommunicator II 7 $ 4,319.88 $ 5,545.58

94 Fleet Equipment Parts Assistant $ 3,688.30 $ 4,507.14

95 Fleet Operations Coordinator $ 6,078.73 $ 7,803.54

96 Geographic Information Systems Administrator $ 5,259.66 $ 6,752.45

97 Geographic Information Systems Analyst I $ 4,635.19 $ 5,951.40

98 Geographic Information Systems Analyst II $ 5,717.13 $ 7,340.74

99 Geographic Information Systems Specialist I 1 $ 4,336.14 $ 5,567.44

100 Geographic Information Systems Specialist II $ 4,692.10 $ 6,024.74

101 Golf Professional $ 4,204.63 $ 5,398.20

102 Graffiti Abatement Technician 3 $ 3,982.50 $ 5,379.75

103 Heating, Ventilation & Air Conditioning Mechanic 3 $ 4,844.68 $ 5,920.23

104 Housing & Rehabilitation Counselor I $ 4,264.46 $ 5,474.66

105 Housing & Rehabilitation Counselor II $ 4,712.20 $ 6,049.83

106 Housing Financial Advisor $ 4,396.92 $ 5,645.07

107 Human Resources Assistant I $ 2,777.60 $ 3,566.88

108 Human Resources Assistant II 2 $ 3,060.88 $ 3,930.16

ATTACHMENT A

43





Low High

109 Human Resources Specialist 1 $ 3,813.39 $ 4,895.67

110 Human Resources Technician 4 $ 4,009.09 $ 5,146.51

111 Hydrant Worker 1 $ 3,197.74 $ 3,907.65

112 Industrial Electrical Apprentice $ 3,818.55 $ 4,438.15

113 Information Technology Interdepartmental Coordinator $ 4,554.83 $ 5,848.14

114 Instrument Repair Technician $ 4,734.63 $ 5,785.72

115 Janitor $ 3,087.10 $ 3,772.43

116 Junior Engineer 2 $ 5,398.20 $ 6,271.48

117 Junior Engineer/Traffic 1 $ 5,398.20 $ 6,271.48

118 Laboratory Supervisor 1 $ 6,400.70 $ 8,168.47

119 Laboratory Technician 2 $ 4,008.14 $ 4,871.89

120 Landfill Scale Operator $ 3,373.63 $ 4,122.57

121 Librarian I 5 $ 4,084.93 $ 5,244.15

122 Librarian II 12 $ 4,988.15 $ 6,404.47

123 Librarian Trainee $ 3,722.55 $ 4,778.69

124 Library Aide I 2 $ 2,706.30 $ 3,474.31

125 Library Aide II 1 $ 2,987.79 $ 3,835.59

126 Library Assistant I 8 $ 3,213.87 $ 4,125.94

127 Library Assistant II 15 $ 3,722.55 $ 4,778.69

128 Library Building Maintenance Supervisor $ 4,238.98 $ 5,441.41

129 Library Driver/Clerk $ 2,916.87 $ 3,744.72

130 Mail Courier $ 2,777.22 $ 3,565.18

131 Maintenance Repair Technician I 6 $ 3,556.82 $ 4,804.75

132 Maintenance Repair Technician II 4 $ 3,982.50 $ 5,379.75

133 Maintenance Worker I $ 2,834.98 $ 3,829.66

134 Maintenance Worker II $ 3,373.63 $ 4,122.57

135 Materials Specialist 2 $ 3,433.33 $ 4,195.54

136 Materials Supervisor $ 5,098.97 $ 6,547.42

137 Mechanic I $ 4,113.43 $ 5,026.65

138 Mechanic II (Heavy) 5 $ 4,554.74 $ 5,565.92

139 Mechanic II (Light) 7 $ 4,554.74 $ 5,565.92

140 Mechanic III (Heavy) 2 $ 5,023.22 $ 6,138.32

141 Mechanic III (Light) 3 $ 5,023.22 $ 6,138.32

142 Mechanical Maintenance Apprentice $ 3,636.72 $ 4,226.82

143 Mechanical Maintenance Worker I $ 3,818.55 $ 4,665.99

144 Mechanical Maintenance Worker II $ 4,219.41 $ 5,156.16

ATTACHMENT A

44





Low High

145 Medium Equipment Operator $ 3,742.80 $ 4,573.71

146 Microbiologist 1 $ 5,003.79 $ 6,081.92

147 Micro‐Computer Section Supervisor $ 5,292.75 $ 6,794.40

148 Network Support Analyst I $ 4,613.29 $ 5,923.29

149 Network Support Analyst II 1 $ 5,690.13 $ 7,306.06

150 Occupational Health & Safety Compliance Specialist 1 $ 4,291.28 $ 5,508.71

151 Office Assistant I $ 2,777.22 $ 3,565.18

152 Office Assistant I (Legal) $ 2,777.22 $ 3,565.18

153 Office Assistant II 6 $ 3,059.83 $ 3,928.68

154 Office Assistant II (Legal) $ 3,059.83 $ 3,928.68

155 Office Assistant II (Conf) 1 $ 3,059.83 $ 3,928.68

156 Office Specialist 39 $ 3,808.99 $ 4,889.52

157 Office Specialist (Legal) $ 3,808.99 $ 4,889.52

158 Office Specialist (Conf) 1 $ 3,808.99 $ 4,889.52

159 Office Technician 7 $ 4,019.55 $ 5,161.03

160 Park Aide $ 2,060.84 $ 2,518.33

161 Park Facility Planner $ 7,191.31 $ 9,233.78

162 Parking Enforcement Officer 2 $ 3,111.66 $ 3,995.67

163 Parks Equipment Operator $ 3,603.66 $ 4,403.71

164 Parks Supervisor $ 4,679.45 $ 6,007.58

165 Payroll Supervisor 1 $ 5,398.44 $ 6,976.71

166 Plan Check Engineer $ 6,888.89 $ 8,843.66

167 Plan Checker I 4 $ 5,377.14 $ 6,903.17

168 Plan Checker II $ 5,651.97 $ 7,256.69

169 Planning Technician I $ 3,893.22 $ 4,998.65

170 Planning Technician II $ 4,243.07 $ 5,446.53

171 Plant Maintenance Machinist 1 $ 4,694.57 $ 5,706.57

172 Plant Maintenance Mechanic 20 $ 4,808.18 $ 5,566.32

173 Plant Maintenance Supervisor 2 $ 5,719.90 $ 7,343.08

174 Plant Maintenance Worker 2 $ 3,776.65 $ 4,591.35

175 Plant Operations Supervisor 3 $ 6,087.87 $ 7,867.31

176 Plant Operator (Entry Level) 15 $ 4,501.84 $ 5,744.94

177 Plant Operator Apprentice $ 3,713.08 $ 4,537.39

178 Plant Operator‐in‐Training 3 $ 3,519.51 $ 4,300.85

179 Police Captain 5 $ 10,514.95 $ 13,497.93

180 Police Court Coordinator 1 $ 4,493.72 $ 5,768.65

ATTACHMENT A

45





Low High

181 Police Lieutenant 17 $ 9,113.85 $ 11,700.70

182 Police Officer 354 $ 5,627.48 $ 7,230.10

183 Police Officer Recruit 1 $ 4,840.27

184 Police Officer Trainee 33 $ 4,840.27

185 Police Planning Analyst $ 5,726.23 $ 7,352.00

186 Police Records Assistant I 4 $ 3,173.86 $ 4,073.97

187 Police Records Assistant II 21 $ 3,413.72 $ 4,383.07

188 Police Records Assistant III $ 3,679.56 $ 4,724.32

189 Police Services Manager 4 $ 7,459.37 $ 9,577.97

190 Police Sergeant 56 $ 6,653.11 $ 8,547.75

191 Police Telecommunications Supervisor 6 $ 5,206.42 $ 6,683.84

192 Police Telecommunicator Call Taker 1 $ 3,774.44 $ 4,844.98

193 Police Telecommunicator I 10 $ 4,194.60 $ 5,384.66

194 Police Telecommunicator II 27 $ 4,409.54 $ 5,660.68

195 Procurement Specialist I 1 $ 4,057.73 $ 5,209.20

196 Procurement Specialist II 1 $ 4,479.48 $ 5,750.46

197 Project Manager I 3 $ 4,958.22 $ 6,366.78

198 Project Manager II 6 $ 5,213.11 $ 6,692.61

199 Project Manager III 6 $ 5,480.20 $ 7,035.04

200 Property Clerk 4 $ 3,601.87 $ 4,624.63

201 Property Room Supervisor 1 $ 5,161.55 $ 6,627.43

202 Public Works Field Specialist 4 $ 4,775.66 $ 6,130.40

203 Public Works Heavy Equipment Operator 2 $ 4,829.67 $ 5,901.86

204 Public Works Inspector 5 $ 5,304.60 $ 6,809.40

205 Public Works Maintenance Worker I $ 2,989.89 $ 4,038.91

206 Public Works Maintenance Worker II 3 $ 3,641.00 $ 4,449.26

207 Public Works Safety/Training Officer 1 $ 4,829.67 $ 5,901.86

208 Public Works Supervisor 5 $ 5,766.12 $ 7,402.98

209 Public Works Supervisor/Electrical 1 $ 6,245.99 $ 8,019.15

210 Quality Improvement Coordinator $ 7,015.91 $ 9,008.56

211 Real Property Agent I $ 4,665.58 $ 5,989.10

212 Real Property Agent II $ 5,424.75 $ 6,965.69

213 Records Specialist 1 $ 3,808.99 $ 4,889.52

214 Recreation Assistant I $ 2,987.79 $ 3,835.59

215 Recreation Assistant II 5 $ 3,213.87 $ 4,125.94

216 Recreation Program Coordinator 4 $ 4,340.94 $ 5,573.29

ATTACHMENT A

46





Low High

217 Recreation Supervisor 3 $ 5,171.79 $ 6,640.00

218 Recycling Specialist $ 4,563.69 $ 5,859.21

219 Redevelopment Specialist $ 5,474.66 $ 7,028.39

220 Regulatory Compliance Officer $ 6,241.77 $ 8,013.85

221 Reprographics/Mailroom Supervisor $ 4,499.41 $ 5,777.21

222 Reprographics/Mailroom Technician I $ 2,777.22 $ 3,565.18

223 Reprographics/Mailroom Technician II 1 $ 3,213.87 $ 4,125.94

224 Revenue Assistant I 11 $ 3,175.08 $ 4,076.07

225 Revenue Assistant II 9 $ 3,384.54 $ 4,345.37

226 Revenue Collector 5 $ 3,908.73 $ 5,018.06

227 Revenue Supervisor 3 $ 4,665.65 $ 5,989.99

228 Secretary 6 $ 3,808.99 $ 4,889.52

229 Senior Accountant 2 $ 5,800.66 $ 7,446.38

230 Senior Administrative Analyst 3 $ 6,726.54 $ 8,636.30

231 Senior Animal Services Officer 1 $ 4,212.99 $ 5,408.19

232 Senior Building Inspector $ 5,151.05 $ 6,612.81

233 Senior Civil Engineer 5 $ 7,728.32 $ 9,921.36

234 Senior Code Enforcement Officer 2 $ 4,764.33 $ 6,116.76

235 Senior Collection Systems Operator 8 $ 5,032.99 $ 5,283.82

236 Senior Collection Systems Supervisor 1 $ 6,041.46 $ 7,755.95

237 Senior Community Development Technician 1 $ 4,909.31 $ 6,302.57

238 Senior Community Service Officer 1 $ 4,272.10 $ 5,483.67

239 Senior Electrical Inspector $ 5,151.05 $ 6,612.81

240 Senior Electrician 1 $ 5,205.76 $ 6,361.42

241 Senior Engineering Technician 1 $ 5,122.97 $ 6,576.89

242 Senior Environmental Control Officer 1 $ 5,741.52 $ 6,028.48

243 Senior Evidence Technician 5 $ 4,787.08 $ 6,145.20

244 Senior Facilities Maintenance Supervisor $ 5,755.05 $ 7,388.57

245 Senior Facilities Maintenance Worker 1 $ 3,876.43 $ 4,736.99

246 Senior Finance Assistant 4 $ 3,955.45 $ 5,078.04

247 Senior Geographic Information Systems Analyst $ 6,776.06 $ 8,700.28

248 Senior Geographic Information Systems Specialist 1 $ 5,206.41 $ 6,684.73

249 Senior Golf Course Supervisor $ 5,575.31 $ 7,157.51

250 Senior Housing Financial Advisor $ 5,012.32 $ 6,435.45

251 Senior Housing Rehabilitation Counselor $ 4,953.79 $ 6,360.14

252 Senior Hydrant Worker $ 4,024.27 $ 4,917.65

ATTACHMENT A

47





Low High

253 Senior Instrument Repair Technician $ 5,205.76 $ 6,361.42

254 Senior Janitor $ 3,403.93 $ 4,159.56

255 Senior Library Aide $ 3,374.56 $ 4,333.18

256 Senior Library Assistant 1 $ 4,204.63 $ 5,398.20

257 Senior Maintenance Repair Technician 7 $ 4,829.67 $ 5,901.86

258 Senior Mechanic $ 5,286.78 $ 6,460.45

259 Senior Mechanical Maintenance Worker $ 4,668.51 $ 5,704.95

260 Senior Network Support Analyst 3 $ 6,744.06 $ 8,659.18

261 Senior Office Assistant $ 3,808.99 $ 4,889.52

262 Senior Parks Supervisor $ 5,575.31 $ 7,157.51

263 Senior Parks Worker I $ 3,650.50 $ 4,460.93

264 Senior Parks Worker II $ 3,841.98 $ 4,694.92

265 Senior Plan Checker $ 6,044.29 $ 7,759.83

266 Senior Planning Technician $ 4,556.80 $ 5,850.02

267 Senior Plant Maintenance Mechanic 6 $ 6,515.81 $ 6,842.50

268 Senior Plant Maintenance Supervisor 1 $ 6,041.46 $ 7,755.95

269 Senior Plant Operations Supervisor $ 6,041.46 $ 7,755.95

270 Senior Plant Operator 12 $ 5,377.89 $ 6,592.08

271 Senior Plumbing/Mechanical Inspector $ 5,151.05 $ 6,612.81

272 Senior Police Records Assistant 1 $ 4,157.55 $ 5,336.95

273 Senior Procurement Specialist 1 $ 5,087.13 $ 6,530.76

274 Senior Public Works Supervisor $ 6,346.83 $ 8,148.82

275 Senior Public Works Supervisor/Electrical $ 6,875.46 $ 8,827.05

276 Senior Real Property Agent $ 6,177.63 $ 7,930.99

277 Senior Recreation Assistant 12 $ 3,908.73 $ 5,018.06

278 Senior Revenue Assistant 5 $ 3,908.73 $ 5,018.06

279 Senior Systems Analyst 7 $ 6,762.89 $ 8,683.35

280 Senior Telecommunications Supervisor $ 5,923.16 $ 7,603.41

281 Senior Traffic Signal Electrician 1 $ 5,529.89 $ 6,757.51

282 Senior Transportation Planner $ 6,475.39 $ 8,313.94

283 Senior Tree Surgeon 1 $ 4,266.24 $ 5,213.35

284 Senior Water Systems Operator 4 $ 5,303.63 $ 5,567.95

285 Service Writer $ 3,581.60 $ 4,376.74

286 Solid Waste Inspector $ 4,494.96 $ 5,492.85

287 Stage Maintenance Worker $ 3,876.43 $ 4,736.99

288 Storm Water Outreach Coordinator $ 4,749.87 $ 6,098.59

ATTACHMENT A

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Low High

289 Supervising Accountant 2 $ 6,473.28 $ 8,310.87

290 Supervising Combination Inspector 1 $ 5,967.04 $ 7,661.62

291 Supervising Crime Analyst 1 $ 6,358.93 $ 8,218.00

292 Supervising Evidence Technician 2 $ 5,464.83 $ 7,016.79

293 Supervising Librarian 3 $ 5,406.90 $ 6,941.46

294 Supervising Mechanic 2 $ 5,356.85 $ 6,878.02

295 Supervising Office Assistant 7 $ 4,238.98 $ 5,441.41

296 Supervising Parking Attendant $ 3,820.72 $ 4,904.24

297 Supervising Parking Enforcement Officer 1 $ 3,497.80 $ 4,463.73

298 Supervising Plan Checker/Structural Engineer $ 7,512.59 $ 9,645.28

299 Supervising Police Records Assistant 2 $ 4,582.43 $ 5,883.82

300 Supervising Procurement Specialist 2 $ 6,473.28 $ 8,310.87

301 Supervising Public Works Inspector 1 $ 6,008.79 $ 7,715.24

302 Supervising Real Property Agent $ 7,496.60 $ 9,625.78

303 Supervisory Control & Data Acquisition/Computerized Maintenance Management System Program Manager $ 6,973.58 $ 8,953.22

304 Survey Party Chief $ 4,385.27 $ 5,629.81

305 Surveying Supervisor $ 5,213.11 $ 6,692.61

306 Systems Analyst I 3 $ 4,626.17 $ 5,939.83

307 Systems Analyst II 3 $ 5,706.01 $ 7,326.45

308 Technical Services Supervisor 1 $ 5,826.59 $ 7,479.74

309 Technology Project Coordinator 1 $ 5,864.40 $ 7,529.72

310 Technology Support Specialist I $ 3,793.48 $ 4,870.68

311 Technology Support Specialist II 5 $ 4,537.10 $ 5,824.86

312 Technology Training Coordinator $ 4,537.10 $ 5,824.86

313 Telecommunications Coordinator $ 4,511.58 $ 5,791.39

314 Traffic Engineering Aide $ 3,477.63 $ 4,465.06

315 Traffic Signal Electrician 6 $ 5,029.43 $ 6,145.97

316 Traffic Signal Electrician Trainee $ 3,778.28 $ 5,103.91

317 Traffic Signal Systems Operator $ 4,734.63 $ 5,785.72

318 Tree Maintenance Supervisor $ 5,028.05 $ 6,455.44

319 Tree Surgeon 3 $ 3,860.21 $ 4,717.19

320 Tree Worker 1 $ 3,049.87 $ 4,119.96

321 Utilities Safety & Training Specialist $ 3,844.75 $ 4,935.68

322 Utility Technology Specialist 1 $ 4,919.88 $ 6,278.53

323 Vehicle Abatement Specialist $ 3,137.41 $ 4,028.42

ATTACHMENT A

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Low High

324 Warehouse Supervisor $ 3,940.87 $ 5,059.07

325 Water Field Technician 4 $ 3,668.87 $ 4,682.21

326 Water Systems Operator (Entry Level) $ 3,777.35 $ 4,820.09

327 Water Systems Superintendent 17 $ 7,048.02 $ 8,994.35

328 Water Systems Supervisor 1 $ 6,087.87 $ 7,867.31

329 Water/Sewer Equipment Operator 3 $ 4,139.26 $ 5,030.27

330 Welder/Fabricator 1 $ 4,375.07 $ 5,346.38

331 Welder/Fabricator Specialist $ 5,077.65 $ 6,204.87

Total # of Classified Employees ‐ 2018 1401

B. Examinations Held by the Commission The Civil Service Commission approved a total of 41 eligible civil service lists during 2018, which is five more lists than 2017. Of the 41 lists approved, four were safety-promotional, one was miscellaneous-promotional, and 36 were miscellaneous-open/promotional. A total of 3,887 on-line applications were received during this time for classified vacancies, which is up by 304 applications from 2017. Of the 3,887 applicants, 1220 candidates were successful and placed onto the eligibility lists approved by the Commission. The following table details the examinations:

Date of Civil Service

Commission Title of Classification

Number of Applications Received

Number of

Eligibles on List

Jan 18 Office Assistant II (O/P) 165 59

Police Lieutenant (P) 18 15

Senior Maintenance Repair Technician (O/P) 22 5

Senior Recreation Assistant (O/P) 71 21

Feb 15 Administrative Analyst I (O/P) 92 29

Police Sergeant (P) 51 33

Police Telecommunicator Supervisor (P) 12 7

Mar 15 Administrative Analyst II (O/P) 108 15

ATTACHMENT A

50





Number of

Eligibles on List

Economic Development Analyst (O/P) 38 6

Office Specialist/Secretary (O/P) 159 49

Apr 19 Graffiti Abatement Technician (O/P) 136 23

Parking Enforcement Officer (O/P) 241 58

Public Works Heavy Equipment Operator (O/P) 37 2

Senior Systems Analyst (O/P) 20 10

Tree Worker (O/P) 88 23

May 17 Engineering Technician II (O/P) 14 1

Plant Operator‐In‐Training (O/P) 199 94

Supervising Crime Analyst (O/P) 24 2

Jun 21 Craft Maintenance Worker II (O/P) 45 17

Supervising Accountant (O/P) 20 9

Jul 19 Animal Services Supervisor (O/P) 37 7

Office Technician (O/P) 281 117

Aug 16 Fire Fighter Engineer (P) 15 7

Fire Fighter Trainee (O/P) 1000 399

Public Works Maintenance Worker II (O/P) 107 15

Senior Evidence Technician (O/P) 22 2

Sept 20 Crime Analyst (O/P) 100 6

Maintenance Repair Technician I (O/P) 53 19

Project Manager I (O/P) 43 11

Water Systems Supervisor (O/P) 10 3

Oct 18 Collections Systems Operator (O/P) 83 22

Occupational Health and Safety Compliance Specialist (O/P) 33 3

Senior Library Assistant (O/P) 31 9

Senior Procurement Specialist (O/P) 25 4

ATTACHMENT A

51





Number of

Eligibles on List

Nov 18 Laboratory Technician (O/P) 98 47

Plant Maintenance Mechanic (O/P) 140 18

Police Captain (P) 8 8

Senior Evidence Technician (O/P) 22 2

Dec 20 Assistant/Associate Planner (O/P) 82 19

Real Property Agent I (O/P) 33 8

Recreation Program Coordinator (O/P) 112 16

Totals 3887 1220

In addition to the examinations held by the Commission, the 15 continuous examinations were conducted per Civil Service Rules. The following table details the continuous examinations:

Title of Classification Dates Open# of

Applications# of Eligibles

Police Officer‐Academy Graduate 1/1/2018 – 11/5/2018 101 84

Police Officer‐Lateral 1/1/2018 – 11/5/2018 26 20

Police Officer‐Recruit 1/1/2018 – 11/5/2018 104 88

Police Officer‐Trainee 12/3/2017‐12/21/2017 605 203

Police Officer‐Trainee 7/8/2018 – 7/27/2018 575 161

Assistant Engineer 9/30/2018‐10/25/2018 35 5

Combination Inspector I 9/30/2018‐10/19/2018 43 14

Engineering Technician 3/25/2018‐4/12/2018 14 1

Environmental Control Officer 5/13/2018‐6/7/2018 108 25

Fire Telecommunicator I 8/12/2018‐8/24/2018 195 37

Fire Telecommunicator II‐Lateral Continuous 78 9

Librarian I 12/17/2017‐12/29/2017 53 14

Plan Checker I 5/20/2018‐5/31/2018 19 5

Public Works Inspector 11/26/2017‐12/07/2017 35 11

Water Systems Operator 1/7/2018‐1/18/2018 253 66

Total 2244 743

ATTACHMENT A

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C. Appointments, Service Ratings, and Removals in the Classified Service Appointments During the 2018 calendar year, a total of 185 new employees were hired. Of those employees, 68 were hired into a sworn Police Officer positions, 16 were hired into sworn Fire Fighter positions and 101 were hired into the miscellaneous service. The following table details appointments made:

# of positions

Date appointed Title Department Sworn Misc

1/2/2018 Police Officer - Recruit Police 1

Police Officer - Trainee Police 6

Circulation Assistant I Community Services 1

Program Manager III Economic Development 1

1/16/2018 Police Officer-Lateral Police 1

Police Officer - Acad Grad Police 1

Recreation Program Coordinator Community Services 1

Revenue Assistant I Administrative Services 1

Police Records Assistant I Police 1

Library Aide I Community Services 1

2/1/2018 Police Officer - Acad Grad Police 1

Library Assistant I Community Services 1

Office Technician Police 1

Library Aide I Community Services 1

Evidence Technician I Police 1

Finance Assistant I Administrative Services 1

Recreation Assistant II Community Services 3

Executive Assistant Information Technology 1

Recreation Superintendent Community Services 1

Program Manager III Municipal Utilities 1

2/20/2018 Police Records Assistant I Police 2


Combination Inspector I Community Development 1


Fire Telecommunicator II Fire 1

Finance Assistant I Admin Services 1

Animal Services Assistant Police 1

ATTACHMENT A

53


# of positions


3/19/2018 Police Officer Trainee Police 2

Police Officer - Lateral Police 1

Program Manager III Public Works 1

Program Manager III City Manager 1

Deputy City Attorney Deputy City Attorney 1


Police Officer Trainee Police 2

Engineering Services Manager MUD 1

Plant Maintenance Mechanic MUD 1

Program Manager III MUD 1

Sr Rec Assistant Community Services 1


Community Development Tech Community Development 1

Revenue Assistant I Admin Services 1

Laboratory Technician MUD 1

Water Systems Operator MUD 1

Program Manager III MUD 1

5/1/2018 Police Officer Recruit Police 1

Evidence Technician Police 1

Recreation Program Coordinator Community Services 1

Administrative Analysts I Information Technology 1

Collection Systems Operator MUD 1

Maintenance Repair Tech Public Works 1

Human Resources Analyst II Human Resources 1


Police Officer - Lateral Police 1

Economic Development Analyst Econ Development 1

Collections Systems Operator MUD 1

Facilities Manager Public Works 1

Tree Worker Public Works 1


Office Assistant II MUD 1

Senior Recreation Assistant Community Services 1

Office Specialist Community Services 1

Program Manager III Information Technology -

ERP 1



ATTACHMENT A

54


# of positions


6/26/2018 Police Officer - Recruit Police 3



7/2/2018 Police Telecommunicator I Police 1

Parking Enforcement Officer Econ Development 1

Librarian I Community Services 1

Assistant Dir of Comm Dev Community Development 1

City Traffic Engineer Public Works 1


Police Telecommunicator I Police 1


Planning Manager Community Development 1


Fire Telecommunicator II Fire 2

Accountant I Admin Services 2

Plant Operator-in-Training MUD 1

Program Manager III Admin Services 1

Information Technology Officer Information Technology 1

8/16/2018 Admin Analyst II Community Services 1

Procurement Specialist I Admin Services 1


Finance Assistant1 Admin Services 1

Police Officer Acad Grad Police 1

Supervising Accountant Admin Services 1

Director of Human Resources Human Resources 1

9/1/2018 Property Clerk Police 1

Library Assistant I Community Services 2

Office Specialist Econ Development 1

Craft Maintenance Worker II Public Works 1

Graffiti Abatement Technician Police 1


Community Development

TechnicianCommunity Development

1

Office Assistant II Community Development 1

Office Technician Public Works 1

Library Assistant Community Services 1

Plant Operator-in-Training MUD 2


ATTACHMENT A

55


# of positions


10/1/2018 Evidence Technician Police 1








Police Officer - Recruit Police 1



Deputy City Attorney City Attorney's Office 1


11/16/2018 Engineering Technician I Community Development 1

Revenue Assistant I Community Development 1


Maintenance Repair Technician Public Works 1

Public Works Maintenance Worker Public Works 1

12/3/2018 Office Assistant II Police 1

Craft Maintenance Worker II Public Works 1

Assistant Dir of MUD MUD 1

12/17/2018 Fire Fighter Trainee Fire 16

Collections Systems Operator MUD 1

Police Officer - Recruit Police 1


84 101

Total positions hired 185

Service Ratings The Human Resources Department maintains seniority lists on the City’s intranet website. These reports are updated every payday and City employees have access to these reports and are able to review them as needed.

ATTACHMENT A

56


Removals in the Classified Service During this reporting period, 494 names were removed from various eligibility lists. The following list details the removals:

Removal of Names Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec Totals

Police Officer

Recruit 10 4 5 11 7 3 3 5 9 7 5 10 79

Trainee 29 20 38 23 29 29 11 16 21 18 25 10 269

Academy Graduate 9 14 16 12 5 1 5 5 14 6 1 14 102

Lateral 4 1 1 3 4 1 1 1 3 2 0 4 25

Revenue Assistant I 2 2

Police Records Assistant I 2 2

Senior Recreation Assistant 2 3 5

Animal Services Assistant 4 4

Administrative Analyst II 5 5

Office Specialist / Secretary 1 1

Totals 52 41 60 53 45 34 24 35 47 34 31 38 494

D. The Operation of the Rules of the Commission and Recommendations for

Promoting Efficiency and Economy in the Service

Recruitment of Civil Service Commissioners. In order to recruit a large and diverse candidate pool for Civil Service Commission vacancies the Office of the City Clerk continued to expanded outreach efforts. Last year, vacancies on the Commission were created by the resignation of Commissioner Sylvester Langston. Mr. Langston resigned in May and the Office of the City Clerk initiated the recruitment process. The announcement was posted on the City’s Boards and Commissions web page, and hard copies of the notices were posted on the City’s public posting boards. A request to publish a public service announcement was sent to the Record, and the local Chamber of Commerce, City Council members, and other City staff were notified of the vacancy announcement via electronic mail. The City Clerk’s Office will be conducting and recording the interviews for Council’s viewing upon receiving sufficient applications. Commission Accomplishments. The Commission has a number of defined responsibilities as stated in the Civil Service Rules and Regulations. The Commission continues to adopt, amend and repeal rules for the Civil Service Commission, advises the City Manager on problems concerning personnel administration, were available to hear appeals of dismissals, demotions, or reductions by any person in competitive service, investigated complaints or concerns affecting the administration of the system and provided an annual report.

ATTACHMENT A

57


Over the past year, the Commission reviewed and monitored numerous employee eligibility lists for diversity and ranking. Additionally, the Commission reviewed and adopted each department’s annual report that outlines the department’s progress in reaching equal employment goals. The Commission did not make any rule changes during the 2018 calendar year. The Commission continues to schedule and hold employee Appeals on an “as needed” basis. During 2018 one appeal was filed but withdrawn by the employee. Therefore, the Commission did not have scheduled Appeals in 2018. Recommendations for Promoting Efficiency and Economy in the Service. The Commission would like to focus on two goals in 2018. First, the Commission will work with the Human Resources Department to continue a review of all rules and regulations as to their functionality and relevance to City practices. It is suggested that a goal of three rules be reviewed and revised where necessary in 2019. Second, the Commission will monitor each Department’s progress (through annual reports) over the year regarding hiring practices, training and diversity to assure that all employees are treated according to the Civil Service Rules and Regulations. The goal is to create a diverse workforce that is reflective of the City’s population. E. Details of Expenditure and Progress of Work

Each Commissioner is paid $25.00 per month, per meeting; however they must attend the meeting to receive payment. The City anticipates $125 per meeting a month on stipends for the five members of the Commission. In each calendar year, the City budgets approximately $2,750 for 12 regular meetings and unanticipated special meetings. This amount varies depending on the Commissioners’ attendance and the number of special meetings held in a given year. The total expenditures the City has incurred on Commissioners’ remunerations in 2018 amounted to $1,250. This amount does not include the 12 Agenda Review meetings that were attended by the Chair and/or the Vice Chair. The City does not provide any compensation for attending these meetings. Fee expenditures incurred to pay the legal counsel for the Commission amounted to $9,165 in calendar year 2018. The Civil Service Commission has regular meetings that are held on the third Thursday of every month at 3:00pm. The commission consists of a Chair, Vice-Chair and three (3)

ATTACHMENT A

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members and follows the Ralph M. Brown Act for posting purposes. The following is a summary of the meetings conducted by the Commission in 2018:

2018 Meeting Dates TypeJanuary 18 RegularFebruary 15 RegularMarch 15 RegularApril 19 RegularMay 17 RegularJune 21 RegularJuly 19 RegularAugust 16 RegularSeptember 20 RegularOctober 18 RegularNovember 15 CancelledNovember 19 Lack of quorumNovember 29 SpecialDecember 20 Regular

c:\users\dshipp\desktop\annual reports\2018\2018 - draft-annual report to council.docx

ATTACHMENT A

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ATTACHMENT B

Commission Name: Civil Service/Equal Employment Commission

Reporting Period (12 months prior): January 1, 2018– December 31, 2018

Description of CommissionTo adopt, amend or repeal rules for the Civil Service System.

To make investigation either upon complaint or upon its own motion concerning any matter touching the administration of the Civil Service System.

To act in an advisory capacity to the City Manager on problems concerning personnel administration.

As provided by rule, to hear appeals of dismissals, demotions or reductions submitted by any person in the competitive service. Prepare or cause to be prepared a written statement of facts, findings, and recommendations on every appeal. The effect of the Commission's recommendation in case of discharge, demotion or reduction shall be final and binding upon all parties.

To make an annual report and such other reports as it deems desirable to the City Council covering the administration of the personnel system.

Regular Meeting Dates & Times Third Thursday of each month at 3:00 p.m.; Resolution CS10-014City Hall, Second Floor 425 N. El Dorado Street, Stockton CA 95202

Attendance Summary

Number of Meetings Held

Commissioner Name Number of Absences Excused AbsencesJess Serna 5 1Sylvester Langston 2 0Sarbjeet Singh 1 1Pamela Sloan 1 1Annette Sanchez 1 1

Ethics Training Required ☒Yes / ☐NoCommissioner Name Date Due Date CompletedJess Serna 10/03/2018 N/A – OverdueSylvester Langston (until May 17, 2018) 10/03/2018 N/A – Resigned Sarbjeet Singh 05/10/2020 05/10/2018Pamela Sloan 07/18/2019 07/18/2017Annette Sanchez 07/26/2019 07/26/2017

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ATTACHMENT B

Statements of Economic Interest (Form 700) Required ☒Yes / ☐NoCommissioner Name Date FiledJess Serna OverdueSylvester Langston (Vacant as of May 17, 2018) 10/11/2017 - ResignedSarbjeet Singh 03/28/2018Pamela Sloan 01/05/2018Annette Sanchez 04/03/2018

Accomplishments and CommentsThe Commission has a number of defined responsibilities as stated in the Civil ServiceRules and Regulations. The Commission continues to adopt, amend and repeal rulesfor the Civil Service Commission, advises the City Manager on problems concerningpersonnel administration, were available to hear appeals of dismissals, demotions, orreductions by any person in competitive service, investigated complaints or concernsaffecting the administration of the system and provided an annual report.

Over the past year, the Commission reviewed and monitored numerous employeeeligibility lists for diversity and ranking. Additionally, the Commission reviewed andadopted each department’s annual report that outlines the department’s progress inreaching equal employment goals.

The Commission did not make any rule changes during the 2018 calendar year.

The Commission continues to schedule and hold employee Appeals on an “as needed”basis. During 2018 one appeal was filed but withdrawn by the employee. Therefore,the Commission did not have scheduled Appeals in 2018.

Goals:The Commission would like to focus on two goals in 2018. First, the Commission willwork with the Human Resources Department to continue a review of all rules andregulations as to their functionality and relevance to City practices. It is suggested thata goal of three rules be reviewed and revised where necessary in 2019.

Second, the Commission will monitor each Department’s progress (through annualreports) over the year regarding hiring practices, training and diversity to assure that allemployees are treated according to the Civil Service Rules and Regulations. The goalis to create a diverse workforce that is reflective of the City’s population.

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Documents

City of Stockton · 2019. 2. 27. · Inspector, Senior Civil Engineer, Senior Systems Analyst, Systems Analyst I/II, ... 13. NEW BUSINESS* 13.1 19-5271 ANNUAL EQUAL EMPLOYMENT REPORT