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HomeMy WebLinkAboutR-92-49RESOLUTION NO. R~ 92-49 A RESOLUTION OF THE CITY OF SEBASTIAN, INDIAN RIVER COUNTY, FLORIDA, ADOPTING A JOB DESCRIPTION FOR THE POSITION OF PERSONNEL DIRECTOR; PROVIDING FOR iNCLUSION OF SUCH JOB DESCRIPTION IN THE CITY OF SEBASTIAN STANDARD OPERATING PROCEDURES; PROVIDING FOR REPEAL OF RESOLUTIONS OR PARTS OF RESOLUTIONS IN CONFLICT HEREWITH; AND PROVIDING FOR AN EFFECTIVE DATE. WHEREAS, the City of Sebastian is impacted by the mandate .of State and Federal laws relating to public employment, such as the Americans with Disabilities Act; and WHEREAS, the city Council finds that public personnel policies and collective bargaining agreements are complex and diversified; and WHEREAS, the position of Personnel Director is necessary to dire~,.and manage the wide array of complex employment and personnel issues. NOW THEREFORE, BE IT RESOLVED by the city Council of the Ci~ty of Sebastian, Indian River County, Florida, as follows: SECTION I. The job description for the classification of Personnel Director, attached hereto as Exhibit "A" is hereby adopted. SECTION II. The city Clerk is hereby directed to supply a copy of this job description to the Mayor and members of the city Council and all department heads for inclusion in the Standard Operating Procedures for the city. The city Clerk shall note the number and date of this Resolution on said job description. SECTION III. Ail Resolutions or parts of Resolutions in conflict herewith are hereby repealed. SECTION IV. This Resolution shall immediately upon its adoption. take effective The foregoing Resolution was moved for adoption by Councilmember. ~/~ . The motion was seconded by Councilmember and, upon being put to a vote, the vote was as follows: Mayor Lonnie R. Powell Vice Mayor Frank Oberbeck Councilmember Peter Holyk Councilmember George Reid Councilmember Carolyn Corum The Mayor thereupon declared this Resolution duly passed and adopted this ~ day o~~ 1992. CI~~BASTIAN, FLORIDA ATTEST: ~ Kathry~ M. O'Halloran, CMC/AAE Approved~ to Form and Content: / Charles I. Nash City Attorney JOB TITLE: REPORTS TO: SUPERVISES: Personnel Director City Manager No Direct Supervision II MAJOR FUNCTION: Administrative, technical and confidential work in directing and coordinating the City's personnel program. Develops, implements and administers all phases of the City's personnel systems including recruitment, selection and placement, position classification, pay administration, training, employee evaluation, and labor negotiations. Formulates and executes the City's personnel policies. Frequent contact with employees, departmental officials, and the City Council. Work is performed with a wide latitude for use of independent judgment and is subject to direction and review by the city Manager. III SPECIFIC DUTIES: Administers and complies compensation programs. with unemployment and workers' investigates problems incident to the reallocation of positions, working conditions, disciplinary actions, and non- union grievances. Investigates and responds to discrimination charges filed against the City through internal grievances or external agencies. Prepares labor contract proposals; acts as chief negotiator; handles all grievances arising out of labor agreements. Interprets the city policy regarding personnel matters to departmental officials, employees and their representatives, professional groups and the general public. Ensures compliance with all personnel related, Federal, State and local regulatory agencies. Administers the City's Affirmative Action Plan and acts as city's Safety Coordinator. Plans, organizes and directs the work of personnel engaged in maintaining position classification and pay plans including, position audits, job evaluations, wage surveys and staffing recommendations. ADOPTED BY RESOLUTION R-92-49 ON 12/2/92 Develops and implements recruitment and hiring procedures, including those activities associated with Affirmative Action guidelines. Writes and places advertisements and notices of openings. Screens and reviews applicants. Reviews personnel action requests, accident report forms, annual employee performance appraisal forms, and approves according to established procedures. Establishes, or recommends for establishment, personnel standards, procedures, rules and regulations. Creates and maintains file and record systems. Administers fringe benefits program; responsible for the processing of employee-related insurance claims, reports pension/retirement contributions. Maintains fringe benefits program and recommends changes based upon surveys and related research. EVALUATION: Evaluates assigned personnel for effectiveness and efficiency; initiates personnel actions of hiring, promotion, discipline, and termination; provides technical support and guidance in their work activities. EMPLOYEE DEVELOPMENT AND TRAINING= Develops, recommends, and implements job-related testing and personnel procedures; administers policies and testing. Receives, researches, responds and resolves questions and inquiries in related areas from employees, public, department heads and City officials. Explains personnel policy to departments, groups, and individual employees; conducts periodic orientation meetings for employees. IV REPORT PREPARATION: W-2 Payroll ADA ongoing reporting to Federal Governments EEOC to State annually Workers Compensation Investigation Unemployment Compensation V EXPERTISE/SKILLS: Knowledge of Federal and State laws affecting employment practices, labor relations and collective bargaining, equal employment opportunity, occupational health and safety and Americans with Disability Act. Thorough knowledge of Municipal Government procedures and organization. Ability to analyze complex data and prepare and submit reports. Ability to work with little direction and/or supervision. Ability to analyze and evaluate systems and recommend and implement changes. Ability to present, explain, and/or defend policies and policy changes to employees in groups or as individuals. Ability to make and stand by unpopular policy decisions when necessary. Ability to interface with all levels of employees - from entry level employees to senior management. - Effective oral and written communications. - Flexibility. MINIMUM QUALIFICATIONS: Graduation from a two year accredited college. Experience of a progressively responsible nature of personnel management, labor relations, including 2 years experience in a technical capacity of public personnel work. A comparable amount of training or experience may be substituted for the minimum qualifications.