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Home My WebLink About~Master - Civil Service Commission Minutes 04/25/2019MINUTES OF THE AMES CIVIL SERVICE COMMISSION AMES, IOWA APRIL 25, 2019 The Regular Session of the Ames Civil Service Commission was called to order by Chairperson Mike Crum at 8:27 a.m. on April 25, 2019, in the Council Chambers of City Hall, 515 Clark Avenue. Commission Members Mike Crum, Harold Pike, and Charlie Ricketts were in attendance. ELECTION OF OFFICERS: Moved by Pike, seconded by Ricketts, to elect Mike Crum as Chairperson of the Civil Service Commission. Vote on Motion: 3-0. Motion declared carried unanimously. Moved by Crum, seconded by Ricketts, to elect Harold Pike as Vice-Chairperson of the Civil Service Commission. Vote on Motion: 3-0. Motion declared carried unanimously. APPROVAL OF MINUTES OF MARCH 28, 2019, REGULAR MEETING: Moved by Ricketts, seconded by Pike, to approve the Minutes of the March 28, 2019, Regular Civil Service Commission meeting, as written. Vote on Motion: 3-0. Motion declared carried unanimously. CERTIFICATION OF ENTRY-LEVEL APPLICANTS: Moved by Crum, seconded by Pike, to certify the following individuals to the Ames City Council as Entry-Level Applicants: Energy Services Coordinator Kayley Lain 91 Joel Logan 84 Jesse Young 83* *Includes Preference Points Vote on Motion: 3-0. Motion declared carried unanimously. CERTIFICATION OF PROMOTIONAL-LEVEL APPLICANTS: Moved by Pike, seconded by Crum, to certify the following individuals to the Ames City Council as Promotional-Level Applicants: Shift Commander Dave Folkmann 78 Nick Lucchesi 77 Brad Jerkins 76* *Includes Preference Points Vote on Motion: 3-0. Motion declared carried unanimously. DISCUSSION OF UPDATES TO THE CIVIL SERVICE COMMISSION POLICIES AND PROCEDURES: Bethany Jorgenson, Human Resources Director; Bob Kindred, Assistant City Manager; and Assistant City Attorney Jane Chang were present. Also present was Attorney Erin Clayton from the Brick Gentry Law Firm, Des Moines, the consultants hired to assist with updating the Policies. Assistant City Manager Kindred explained that the Draft Policies and Procedures document had been shared with Departments. Some changes had been suggested, reviewed, and then added to the document. Grammatical and formatting changes had also been made. The recommended action to be taken by the Commission at this meeting was to review the Draft, and ultimately, adopt the Policies and Procedures with an effective date of July 1, 2019. The specific changes between the last Draft reviewed by the Commission on March 28, 2019, and the current Draft were presented, as follows: 1.2.3.B (Closed Meetings) - To evaluate the professional competency of an individual whose appointment, hiring, performance, or discharge is being considered when necessary to prevent needless and irreparable injury to that individual’s reputation and that person has requested a closed session. The words in red were added to this section so that it matches the language in Iowa Code 21.5(I) which governs closed sessions. 3.4 (Promotional Track Eligibility) - In order to be eligible to apply for a promotional position, an employee of the city must currently work in another civil service position on the promotional track. For purposes of these Policies, the Human Resources Director shall determine which Civil Service job classes are open and which are promotional. In making such a determination, the Human Resources Director shall consider, among other relevant factors, whether service in a lower level of the promotional track can reasonably be expected to result in the acquisition of the knowledge, skill, and ability necessary to meet the minimum qualifications of the higher level promotional job class(es). New language added to clarify what a promotional track position is. 3.5.1 (Purpose of Examinations) - . . . . The Department is authorized to conduct examinations for the purpose of determining the qualifications of applicants for positions under civil service, which examinations shall be practical in character and shall relate to matters which fairly test the mental and/or physical ability of each applicant to discharge the duties of the position to which appointment is sought. Examinations shall explore the knowledge, skills, abilities, competence, interest, and workplace values of the applicants in the particular fields of examination; and other such qualifications as may be required for the position by law or applicable governing agency. Appointments shall be made on the basis of merit. Not all positions require testing of physical ability so the “or” was added. Some positions may require the applicant to pass certain types of testing by law or agency regulation, thus language was added to cover those circumstances. 3.5.8 (Retesting) - Applicants who failed an examination, or any portion of an examination, may re-test for the same position only following a six (6) month waiting period. Removed language regarding re-listing of those who successfully pass and clarified the language regarding retesting. 3.5.9 (Veteran’s Preference) - In all qualifying examinations under these policies, veterans who are citizens or legal permanent residents of the United States shall have five percentage points added to the veteran’s grade or score attained in qualifying examinations for appointment to positions; and five additional percentage points added if the veteran has a service-connected disability or is receiving compensation, disability benefits, or pension under laws administered by the United States Veterans Administration. Added language to encompass legal permanent residents of the US as well. 4.5 (Removal of Names from Certified Lists) – 6. The candidate has failed to obtain a qualifying score on a physical agility, polygraph, or MMPI examination as applicable for the position. Added physical agility to the list. Used the phrase “[f]ailed to obtain qualifying score” as certain tests are not really pass/fail. 2 4.6 (Removal, Discharge, Demotion, or Suspension) – . . . .The removed, suspended, demoted, or discharged person may appeal to the Civil Service Commission within fourteen calendar days after a final decision for the suspension, demotion, or discharge, unless this time period is extended or stayed pursuant to a collective bargaining agreement. Added phrase “a final decision for” to be consistent with Section 6.2 (Notice of Appeal). 6.2 (Notice of Appeal ) – . . . The filing of a challenge to an 80F investigation does not toll or hold in abeyance the appeal time line for purposes of a civil service appeal. The new language clarifies that a disciplinary action challenge brought under the peace officer, public safety, and emergency personnel bill of rights (Iowa Code section 80F.1) will not change the civil service appeal time line. Glossary definition of “Appointment” – The selection and hiring of an individual to a civil service position. An “appointment” shall mean the signed date of acceptance of a final offer by a person to a position either on a regular or temporary basis. A conditional offer is not a final offer. Added language to clarify when the appointment is made so that the acceptance of a conditional offer does not qualify as an appointment. Moved by Crum, seconded by Pike, to adopt the revised Policies and Procedures to be effective July 1, 2019. Vote on Motion: 3-0. Motion declared carried unanimously. COMMENTS: The next Civil Service Commission meeting will be May 23, at 8:15 a.m. ADJOURNMENT: Moved by Crum to adjourn the meeting at 8:38 a.m. __________________________________ _______________________________________ Michael R. Crum, Chairman Diane R. Voss, City Clerk 3