PERSONNEL COMMISSION - hlpusdjobs.org · worked closely with Personnel Commission to ensure that the Bus Driver performance exam is a structured exam, designed to be in compliance

PERSONNEL COMMISSION HACIENDA LA PUENTE

UNIFIED SCHOOL DISTRICT

Personnel Commission Meeting Agenda September 13, 2016

Page 1 of 3

PERSONNEL COMMISSION HACIENDA LA PUENTE UNIFIED SCHOOL DISTRICT

15959 East Gale Avenue City of Industry, California 91746

AGENDA REGULAR MEETING

September 13, 2016 4:30 P.M. in the Board Room

Meeting called to order by at p.m.

PLEDGE OF ALLEGIANCE:

ROLL CALL:

Adriana Salazar Avila, Chair Anita Ford, Vice Chair Anita Perez, Member

Kristina Hannon, Personnel Director Valerie Spolsky, Interim Senior Personnel Analyst Carol Kelly, Personnel Assistant

I. GENERAL FUNCTIONS

REFERENCE ACTION

1. Approve the agenda as submitted or amended. Moved by Seconded Vote

2. Approve minutes of the regular meeting 1 Moved by

of August 9, 2016. Seconded Vote

3. Director’s Report. 2

4. Communications.

a. Employee Associations. b. Administration. c. Audience members who filed a request to speak.

II. SELECTION PROCESS

REFERENCE ACTION

1. Receive Test Plan information. 3 No Action Required

2. Receive Provisional Assignment and 4 No Action Required Working-Out-of-Class Report.

Page 2 of 3

3. Approve ratification of the following Eligibility list(s):

Sep. Doc. A.

Moved by Seconded Vote

Custodian I, #0806/0616 Custodian II, #0808/0616 Mechanic II, #1312/0616

4.

Notification of termination of Eligibility list(s) in accordance with the Personnel Commission Rule 6.1.5 B:

No Action Required

Purchasing Supervisor, #1214/1215

5.

Ratify the removal of the following eligible(s) in accordance with the Personnel Commission Rules 4.1.1 and 6.1.11:

Sep. Doc. B.

Moved by Seconded Vote

Cafeteria Worker I, #0506/0416

Eligible(s) #28164840 Family Services Specialist, #0216/1215

Eligible(s) #14000049 Information Systems Analyst, #0419/0116

Eligible(s) #6749895, #4948433 Instructional Aide I – Special Education Bilingual, #0261/1215

Eligible(s) #24995243 Instructional Aide II – Special Education, #0262/0516

Eligible(s) #1466507

III. CLASSIFICATION AND SALARY

1. Approve revised class description 5 Moved by

of Instructional Materials Attendant. Seconded Vote


of Human Resources (Personnel) Analyst. Seconded Vote


of Senior Personnel Analyst. Seconded Vote

IV. RULES AND REGULATIONS

1. First reading of Personnel Commission Rule 4.1.1. 8 No Action Required

2. First reading of Personnel Commission Rule 6.1.11. 9 No Action Required

Page 3 of 3

V. CHARGES AND HEARINGS

1. None.

VI. OTHER

REFERENCE ACTION

1. Discussion Item: Instructional Aide II – 10 No Action Required Special Education Class Description.

2. Unfinished Business. No Action Required

3. Adjourn to Closed Session No Action Required

Government Code 54957: Public Employee Performance Evaluation Title: Personnel Director

Adjourned to Closed Session p.m.

Reconvened to regular meeting p.m.

4. Commissioner’s Comments. No Action Required

NEXT REGULAR MEETING

Date: October 4, 2016 Time: 4:30 p.m. Location: Board Room

ADJOURNMENT: p.m.

Pursuant to Government Code 54957.5, a copy of all documents related to any item on this agenda that have been submitted to the Commission may be obtained from the Commission office, 15959 E. Gale Avenue, City of Industry, CA 91716.

Persons requiring accommodation in order to view the agenda or participate in the meeting, may make the request for accommodation to the Personnel Director at 626-933-3920 at least 24 hours in advance of the meeting. (Government Code 54954.2 (a) 1.)

Reference Item:

1

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PERSONNEL COMMISSION HACIENDA LA PUENTE UNIFIED SCHOOL DISTRICT MINUTES OF THE REGULAR MEETING OF August

9, 2016

PRELIMINARY SECTION

CALL TO ORDER The meeting of the Personnel Commission of the Hacienda La Puente Unified School District was called to order by Ms. Adriana Salazar Avila, Chair, at 4:30 p.m., in the Board Room, 15959 East Gale Avenue, City of Industry, California.

MEMBERS PRESENT

Ms. Adriana Salazar Avila, Chair Ms. Anita Ford, Vice Chair Ms. Anita Perez, Member

STAFF MEMBERS PRESENT Ms. Kristina Hannon, Personnel Director Ms. Valerie Spolsky, Interim Senior Personnel Analyst Ms. Carol Kelly, Personnel Assistant

OTHERS PRESENT

See Visitor’s Register

I.

GENERAL FUNCTIONS

PERSONNEL DIRECTOR ANNOUNCEMENT

1.

Ms. Adriana Salazar Avila, Chair, welcomed and introduced Ms. Kristina Hannon, the new Personnel Director, to the Hacienda La Puente Unified School District Personnel Commission.

Ms. Kristina Hannon, Personnel Director, introduced her family members in the audience, her Father and Mother, Mr. White and Dr. Judy White, her son Christopher, brother Daniel and family friend, Damon.

AGENDA APPROVED AS AMENDED

2.

MSC-U Ms. Perez Ms. Ford Vote 2-0

The closed session was removed from the agenda.

MINUTES APPROVED AS SUBMITTED 3. MSC-U Ms. Ford Ms. Perez Vote 2-0

Approved the minutes of the regular meeting of June 7, 2016.

4. MSC-U Ms. Perez Ms. Ford

Vote 2-0

Approved the minutes of the special meeting of June 22, 2016.

Page 2 of 6

5. MSC-U Ms. Perez Ms. Ford Vote 2-0


6. MSC-U Ms. Ford Ms. Perez

Vote 2-0


D IRECTOR’S REPORT

7.

Ms. Hannon provided the following information to the Commission.

Current recruitments: Bus Driver

Upcoming recruitments: ASB Secretary Assistant Director of Food Services Executive Director of Business Services Instructional Aide – Auto Mechanics Instructional Aide II – Special Education

Classifications: Food Services Study - Food Services class description revisions and recommendations are being reviewed by District Administration, Food Services, and Employee Associations.

Instructional Aide – Auto Mechanics, revised class description included in the agenda.

Instructional Aide II – Special Education, class description and duties report included in the agenda.

Training: New Hire Orientation will be held on September 21, 2016.

8.

Ms. Avila, requested a status update on the Joint meeting with the Board of Education and the Personnel Commission, for the purpose of discussing the School Office Manager classification.

Ms. Hannon confirmed that she has a meeting scheduled with the District Superintendent and will work with her to set the agenda, and schedule the joint meeting in September.

COMMUNICATIONS 9. Ms. Joyce Garcia, SEIU Chief Steward, welcomed Ms. Hannon to the Hacienda La Puente USD and said she is looking forward to working with the Personnel Commission during the 2016- 2017 school year.

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10. Ms. Margaret Caldera, CSEA President, welcomed Ms. Hannon to the District and said she is looking forward to meeting with her, since she had to miss the scheduled monthly meeting between CSEA and Personnel Commission.

11.

Ms. Caldera expressed concerns regarding the Executive Director of Business Services revised class description related to changing the minimum requirements verbiage from administrative/executive, to management experience.

12.

Ms. Rosemarie Salcedo, CSEA Public Relations Officer, inquired about the requirements to be a rater for the Bus Driver performance exam. She requested employees be considered to share the responsibility, and that additional compensation be paid to Transportation employees who are assigned as raters.

Ms. Avila directed a question to Mr. James to ask if the District currently has a Bus Driver Trainer position.

Mr. James confirmed that he is the only Driver Trainer employed by the District.

II.

SELECTION PROCESS

RECEIVED TEST PLAN

13.

Received Test Plan. No action was required.

RECEIVED PROVISIONAL ASSIGNMENT AND WORKING OUT OF CLASS REPORT

14.

Received Provisional Assignment and Working Out of Class report. No action was required.

RATIFIED ELIGIBILITY LISTS

15.


Approved ratification of the following eligibility lists:

Bus Driver, #1302/0614 Merged Cafeteria Worker I, #0506/0416 Child Development Technician, #0206/0416 Merged Instructional Aide II – Special Education, #0262/0516 Instructional Aide II – Special Education (Female), #0265/0516 Instructional Aide II – Special Education (Male), #0264/0516 Office Assistant, #0344/0516 Merged Personnel Director, #1736/1015 Merged Purchasing Technician, #0126/0416

Ms. Ford, Vice Chair, inquired to confirm that the Bus Driver performance exam, which has only one rater, is highly structured and in compliance with the Education code requiring two raters unless the exam is highly structured.

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NOTIFICATION OF REMOVAL OF ELIGIBLES 17. Notification of the removal of the following eligible(s) in accordance with Personnel Commission rule 6.1.11. No action was required.

Assessment Technician, #0251/0216

Cafeteria Worker I, #0506/0415 Eligible(s) #25820982

III.

CLASSIFICATION AND SALARY

APPROVED REVISED CLASSIFICATIONS

18.


Mr. James, Director of Transportation, confirmed that he has worked closely with Personnel Commission to ensure that the Bus Driver performance exam is a structured exam, designed to be in compliance with Education Code requirements and closely related to the California Highway Patrol (CHP) Bus Driver certification exam, which includes a pre-trip bus inspection and drive test, with clear pass/fail points.

RATIFIED REMOVALS OF ELIGIBLES 16. MSC-U Ms. Ford Ms. Perez

Vote 2-0

Approved ratification of the following eligible(s) for removals in accordance with Personnel Commission Rule 6.1.11.

Cafeteria Worker I, #0506/0415

Eligible(s) #18488792 Custodian II, #0808/0515

Eligible(s) #12898024, #20753048, #16532066, #12099436

Human Resources Assistant, #0808/0515 Eligible(s) #10976867, #24024925

Instructional Aide I – Special Education Bilingual, #0261/1215 Eligible(s) #24637349, #27008466

Eligible(s) #1010018

Approved revised class description of Executive Director of Business Services.

19. MSC-U Ms. Perez Ms. Ford

Vote 2-0

Approved revised class description of Instructional Aide – Auto Mechanics.

IV. RULES AND REGULATIONS

20. None.

V. CHARGES AND HEARINGS

21. None.

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REPORT: INSTRUCTIONAL AIDE II - SPECIAL

VI.

22.

OTHER

Ms. Rosemarie Salcedo, addressed the Commission to ask for EDUCATION CLASS DESCRIPTION DUTIES clarification on the words “assists” and “performs” when

used to describe the class description duties for Instructional Aide II – Special Education (IA II – Sp. Ed.).

She requested a B rating or stipend be given to IA II – Sp. Ed. employees who are performing distasteful duties and/or medical procedures. She is concerned that employees who have been in their position for several years and have not been expected to perform those duties until recently, are now being asked to perform duties they are not comfortable with. Ms. Salcedo requested additional training related to medical procedures, for IA II – Sp. Ed. employees.

Ms. Ford, Vice Chair, referenced the statement in the class description, “Assists students with personal physical needs…”, which infers that employees will be assisting students, not assisting teachers or nurses. Ms. Ford clarified that Ms. Salcedo would prefer the verbiage on the class description to include “assists and/or performs” in order to clarify the specific expectation.

Ms. Diane Ortiz, Instruction Aide II – Special Education, believes there is a distinct difference between the words assists and performs, and clarified that IA II – Sp. Ed. employees are trained by the nurse, to be an extension of the nurse, to perform specialized duties for students, and not everyone can do them. They are expected to perform these duties under the direction of a nurse, which needs to be made clear on the class description.

She requested that the salary range for IA II – Sp. Ed. be raised from B-18 to B-20, in order to be closely aligned with the Health Care Assistant salary range of B-21. In addition, she requested that the salary range for the IA II – Sp. Ed. Bilingual, be raised from B-19 to B-21, in order to be in alignment with the IA II –Sp. Ed. Hearing Impaired, as both positions require use of a second language.

Ms. Perez, Commissioner, was disappointed with the results of the report and agreed with Ms. Ortiz that the employees who are performing these duties should be compensated since not everyone can or will perform them. She suggested that the Commissioners visit the Special Education sites.

Ms. Ford agreed that the class description should to be changed to clarify two different types of duties. 1) Assist students with personal physical needs, 2) Under the direction of a nurse, perform minor medical procedures for students.

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Ms. Ford commended Ms. Ortiz for her patience and continuing to bring this matter to the Commission. She expressed her concern for the safety of the students, and the need for proper training for employees. Her recommendation is for a separate class description or a salary differential in order to compensate individuals who are performing duties related to minor medical procedures.

Ms. Ford recommended that this subject be included on the agenda for the joint meeting between the Board of Education and the Personnel Commission.

Ms. Avila agreed with both Ms. Perez and Ms. Ford, and requested that this subject be added to the joint meeting agenda, along with the School Office Manager classification, for discussion with the Board of Education.

UNFINISHED BUSINESS

23.

None.

COMM ISSIONER’S COMM ENTS

24.

Ms. Perez thanked the audience for their attendance and Participation. She welcomed Ms. Hannon to her new position of Personnel Director.

25.

Ms. Ford welcomed and thanked Ms. Hannon for accepting the position of Personnel Director.

26.

Ms. Avila welcomed Ms. Hannon to her new positon and invited the audience to the reception immediately following the meeting.

CLOSED SESSION

27.

The closed session was removed from the agenda.

NEXT REGULAR MEETING

28.

The next regular meeting date was changed to:

Tuesday, September 13, 2016, at 4:30 p.m.

Meeting adjourned at: 5:15 p.m.

Submitted by Kristina Hannon, Personnel Director

Approved 09/13/16 by Date Chair

Reference Item:

2

Director’s Report: September 2016

Current Recruitments

Bus Driver (Open and Promotional) – Continuous

Executive Director of Business Services (Open and Promotional)- Continuous

Assistant Director of Food Services (Open and Promotional)- Apply by September 16,2016

Upcoming Recruitments

Instructional Aide – Auto Mechanics (Open and Promotional)

Instructional Materials Attendant (Open and Promotional)

Personnel Analyst (Open and Promotional)

Purchasing Supervisor (Open and Promotional)

Senior Accounting Technician (Promotional Only)

Classification

Food Services Study

o Discussions with District Administration and Bargaining Units

Instructional Aide II- Special Education class description and duties o Additional reviews and observations needed

School Office Manager o Position Review pending

Salary Studies

None

Training

New Hire Orientation will be held September 21st

Miscellaneous

CalPers Retirement Planning event will be held October 12th

Reference Item:

3

PERSONNEL COMMISSION

TEST PLAN

ASB Secretary

06/06

08/08

08/26

15

P

n/a PT: 9/14

SI: 9/29

Assistant Director of Food Services 06/13 09/09 09/16 15 O&P n/a

Bus Driver 10/28 10/28 Continuous O&P Continuous

Custodian I

05/01

05/31

06/22

15

O&P

07/12

08/16

08/24

40

Custodian II 05/01 05/31 06/22 15 O&P 07/12 08/16 08/24 40

Executive Director of Business Services

07/27

08/12

08/30

15

O&P

n/a

09/16

I.A. II - Special Education1

07/28

08/01

08/19

15

O&P

9/13

09/28

Mechanic II

06/06

06/08

07/05

15

O&P

07/20

08/10

08/25

35

Purchasing Supervisor

08/12

09/09

09/29

15

O&P

n/a

Reference Item:

4

PROVISIONAL ASSIGNMENT AND WORKING OUT OF CLASSIFICATION REPORT

August 2016

1

Education Code Sections on Provisional Assignment

45287. When no eligibility list exists for a position in the classified service, an employee may receive provisional appointments which may accumulate to a total of 90 working days. A 90- calendar-day interval shall then elapse during which the person will be ineligible to serve in any full-time provisional capacity. No person shall be employed in provisional capacities under a given governing board for a total of more than 126 working days in any one fiscal year, except that when no one is available on an appropriate eligibility list for a part-time position, as defined in Section 45256, successive 90 working days provisional appointments may be made to the part-time position for a total of more than 126 working days in any one fiscal year.

45288. The personnel commission may authorize the extension of a provisional employee's assignment for a period not to exceed 36 working days provided the following requirements are met:

(a) An examination for the class was completed during the first 90 working days of his provisional assignment. (b) Evidence satisfactory to the personnel commission is presented indicating:

(1) That an adequate recruitment effort has been and is being made. (2) That extension of the provisional assignment is necessary to carry on vital functions of the district. (3) That the position cannot be satisfactorily filled by use of other employment lists or procedures.

Provisional

Last: First: Current Classification: WOC as: Location: For: Reason: Start End Details: Date: Date:

Bibayoff

Stephen

Grounds Worker I

Mechanic II

Facilities William

Pedraza

Vacancy

05/01/16

08/31/16 Eligibility list established 08/25/16.

Evans

Vicki

Buyer

Purchasing Supervisor

Purchasing

Lynette Tejeda

Vacancy

07/18/16

10/31/16 Recruitment opened 09/09/16.

Mar

Mofun

Accounting Technician

Sr. Accounting Technician

(20 hours per week)

Accounting

Kim Leisure

Vacancy

08/04/16

10/31/16

Class Description under review by department.

Sosa

Christina Food Services

Supervisor

Assistant Director of

Food Services

Food

Services

Christina Bou

Sleiman

Vacancy

07/11/16

09/30/16 Recruitment opened 08/26/16.

Education Code Sections on Substitutes

PROVISIONAL ASSIGNMENT AND WORKING OUT OF CLASSIFICATION REPORT

August 2016

2

45286. Whenever the appointing power shall require the appointment of a person to a position, the duration of which is not to exceed six months, or, in case of an appointment in lieu of an absent employee, is not to exceed the authorized absence of said employee, the appointing power shall submit a request in which the probable duration of the appointment is stated. Eligibles shall b e certified in accordance with their position on the appropriate employment list and their willingness to accept appointment to such position as limited-term employees. Limited-term employees shall be subject to conditions affecting status and tenure during and after employment that the commission may by rule determine. Notwithstanding these limitations on the duration of these positions, the commission may, based on a declaration of an emergency by the President of the United

States or the Governor, authorize an extension that may not exceed one year. The duties of the extended position must be related to the emergency.

Working Out of Class

Last:

First:

Current Classification:

WOC as:

Location:

For:

Reason: Start Date:

End Date:

Aguayo

Ida

Cafeteria Manager II

Cafeteria Manager III

La Puente High School

Joyce Garcia WOOC

08/08/16

10/31/16

Arellano

Angelina

Cafeteria Worker I

Cafeteria Worker II

Grandview

Ana Magana

LOA

08/08/16

10/31/16

Bourne

Joleen

Personnel Technician Associate Personnel Analyst

Personnel Commission

Jennifer Chen

LOA

07/01/16

10/31/16

Espinosa

Mary Senior Purchasing Technician

Buyer

Purchasing

Vicki Evans

WOOC

08/08/16

10/31/16

Flamenco

Elba

Cafeteria Worker I

Cafeteria Worker II

Workman High School

Mallela Ramirez

LOA

08/08/16

10/31/16

Garcia

Joyce

Cafeteria Manager III

Food Service Supervisor

Food Services

Christina Sosa

WOOC

07/11/16

09/31/16

Guerrero

Leizle

Payroll Technician

Sr. Budget Technician

(20 hours per week)

Budgeting

Jody Burton

LOA 07/20/16

10/20/16

Gutierrez

Ruth

Cafeteria Worker I

Cafeteria Worker II

Orange Grove

Sylvia Vallejo

LOA

08/08/16

10/31/16

Hernandez

Fernando

Maintenance Worker

Carpenter

Facilities Department

Richard Walsh Coverage is needed

08/01/16

09/30/16

Lam

Maria

Cafeteria Manager I

Cafeteria Manager II

Cedarlane

Ida Aguayo

WOOC

08/08/16

10/31/16

Palafox

Myriam

Payroll Technician

Sr. Budget Technician

(20 hours per week)

Budgeting

Priscilla Romero

LOA 07/25/16

09/30/16

Ramirez

Elsa

Cafeteria Worker I

Cafeteria Worker II

Cedarlane Elizabeth Hernandez

LOA

08/08/16

10/31/16

Rincon

Christine

Cafeteria Worker II

Cafeteria Manager I

Kwis

Maria Lam

WOOC

08/08/16

10/31/16

Zavala

Veronica

Cafeteria Worker I

Cafeteria Worker II

Kwis

Christine Rincon

WOOC

08/08/16

10/31/16

Reference Item:

5

SUBJECT TO THE APPROVAL OF THE

PERSONNEL COMMISSION

CLASSIFICATION SPECIFICATION REVISIONS:

INSTRUCTIONAL MATERIALS ATTENDANT Report Date: September 13, 2016

I. Recommendation

The Personnel Director recommends that the Personnel Commission approve the revisions for the classification specification Instructional Materials Attendant.

A. Classification

1. Wording revisions throughout the classification specification.

II. Background

Revisions were made to the classification specification in order to reflect the current duties and

responsibilities of positions within the classification. The minimum qualifications were also revised to

more clearly indicate the minimum experience and education needed for the classification.

The changes are not sufficient to alter the salary allocation.

Personnel Commission Spec. Est. 7/25/78 Hacienda La Puente Unified School District

INSTRUCTIONAL MATERIALS ATTENDANT

DEFINITION

Under supervision of an Administrator, receives, stores, and issues equipment, materials, and supplies; creates and prepares and distributes instructional materials; and compiles and maintains stock and inventory records.

ESSENTIAL DUTIES

The classification specification does not describe all duties performed by all incumbents within the class. This summary provides examples of typical tasks performed in this classification.

Prepares classroom instructional materials by editing, burning, and labeling DVDs and CDs,

copying hardcopy materials, and collating and bundling materials to be delivered to specified District locations.

Maintains a variety of records, materials, and supplies. Performs routine clerical functions. Receives, responds to, and follows through with work

requests from instructors and contracted vendors in the selection and distribution of various instructional material and equipment.

Updates and maintains periodic, special, and perpetual inventory of instructional materials, and equipment, and tools in stock.

Prepares and distributes computer generated reports. Stores instructional materials, tools supplies, and equipment in accordance with an identifying

classification system. Issues Delivers instructional materials, equipment, and tools supplies to instructional personnel

and students at specified District locations, and restocks those as necessary.

Counts, sorts, examines, and marks labels, and maintains incoming equipment, materials and

supplies.

Identifies and evaluates surplus materials for disposal. Selects, measures and cuts appropriate pictures in the preparation of instructional materials. Maintains work area in a neat, clean, orderly, and safe condition.

OTHER RELATED DUTIES

May deliver instructional materials to specified District locations. May adjust or make simple repairs to tools and equipment. May prepare instructional materials by cutting, bundling, or packaging. May issue keys to staff as directed by supervisor. May assist instructional personnel in the development of instructional materials and aids. Performs other related duties as directed.

DISTINGUISHING CHARACTERISTICS AMONG RELATED CLASSES

An Instructional Materials Attendant receives, stores, creates, prepares, and issues instructional materials.

An Instructional Aide – Classroom performs a variety of instructional and routine clerical duties designed to free an instructor from routine work related to the program.

MINIMUM QUALIFICATIONS

Education:

Graduation from high school or evidence of equivalent educational proficiency.

Experience:

One year of experience as a stock clerk, instructional aide, or clerical related position. No experience required.

License Requirement: Possession of a valid California Class C Driver License.

Insurance Requirement: Evidence of adequate insurance for a motor vehicle which meets or exceeds the California legal liability insurance requirement and continue to maintain insurability.

EMPLOYMENT STANDARDS

Knowledge of:

Instructional materials, and supplies used for career educational training programs. Inventory and stock control systems. Spreadsheet software applications. Safe working methods and procedures.

Vocational and career educational goals and objectives. Office methods, procedures, and equipment.

Ability to:

Effectively organize, maintain, and control instructional materials storage area prioritize tasks. Understand the importance of attendance and punctuality. Adapt to changing work methods or assignments. Understand and meet the needs of customers.

Prepare clear and concise reports as needed. Make simple arithmetical calculations with speed and accuracy. Understand and carry out follow oral and written direction. Learn and use electronic hardware and computer applications.

Perform routine clerical functions. Perform tasks requiring artistic, mechanical and manipulative skills.

PHYSICAL DEMANDS

Employees in this classification sit, walk, stand, lift and carry up to 25 50 lbs., push, pull, bend repeatedly, repetitively use fingers, wrists, or hands in a twisting motion or while applying pressure, use both hands simultaneously, speak clearly, hear normal voice conversation, need depth perception, can distinguish shades, see small details, use a computer and a telephone.

WORK ENVIRONMENT

Employees in this classification work inside exclusively, with computers, in direct contact with District staff, with a high volume of work, tight deadlines and changing priorities.

Revised: 09/13/16 Salary Range: 15-B

Revised: 6/2/09


INSTRUCTIONAL MATERIALS ATTENDANT

DEFINITION

Under supervision of an Administrator, receives, stores, and issues equipment, materials, and supplies; prepares and distributes instructional materials; and compiles and maintains stock and inventory records.

ESSENTIAL DUTIES The classification specification does not describe all duties performed by all incumbents within the class. This summary provides examples of typical tasks performed in this classification.

Prepares classroom instructional materials by editing, burning, and labeling DVDs and CDs,

copying hardcopy materials, and collating and bundling materials to be delivered to specified District locations.

Receives, responds to, and follows through with work requests from instructors and contracted

vendors in the selection and distribution of various instructional material and equipment.

Updates and maintains periodic and perpetual inventory of instructional materials and

equipment in stock.

Prepares and distributes computer generated reports. Stores instructional materials, supplies, and equipment in accordance with an identifying

classification system.

Delivers instructional materials, equipment, and supplies to instructional personnel at specified District locations, and restocks as necessary.

Counts, sorts, examines, labels, and maintains incoming equipment, materials and supplies. Identifies and evaluates surplus materials for disposal.


May issue keys to staff as directed by supervisor. Performs other related duties as directed.


An Instructional Materials Attendant receives, stores, creates, prepares, and issues instructional materials.

An Instructional Aide – Classroom performs a variety of instructional and routine clerical duties designed to free an instructor from routine work related to the program.


Education:

Graduation from high school or evidence of equivalent educational proficiency.

Experience:

No experience required.

License Requirement:

Possession of a valid California Class C Driver License.

Insurance Requirement:

Evidence of adequate insurance for a motor vehicle which meets or exceeds the California legal liability insurance requirement and continue to maintain insurability.


Knowledge of:

Inventory and stock control systems. Spreadsheet software applications. Safe working methods and procedures. Office methods, procedures, and equipment.

Ability to:

Effectively organize, maintain, and prioritize tasks. Understand the importance of attendance and punctuality. Adapt to changing work methods or assignments. Understand and meet the needs of customers. Make simple arithmetical calculations with speed and accuracy. Understand and follow oral and written direction. Learn and use electronic hardware and computer applications.

PHYSICAL DEMANDS

Employees in this classification sit, walk, stand, lift and carry up to 50 lbs., push, pull, bend repeatedly, repetitively use fingers, wrists, or hands in a twisting motion or while applying pressure, use both hands simultaneously, speak clearly, hear normal voice conversation, need depth perception, can distinguish shades, see small details, use a computer and a telephone.

WORK ENVIRONMENT

Employees in this classification work inside exclusively, with computers, in direct contact with District staff, with a high volume of work, tight deadlines and changing priorities.

Revised: 9/13/16 Salary Range: 15-B

Revised: 6/2/09

Reference Item:

6

SUBJECT TO THE APPROVAL OF

THE PERSONNEL

COMMISSION


HUMAN RESOURCES ANALYST Report Date: September 13, 2016

I. Recommendation

The Personnel Director recommends that the Personnel Commission approve the revisions for the classification specification Personnel Analyst.

A. Classification

1. Class Retitle from Human Resources Analyst to Personnel Analyst

2. Wording revisions throughout the classification specification

II. Background

Revisions were made to the classification specification in order to reflect the current duties

and responsibilities of positions within the classification, as well as a change to the job title

in order to properly identify the position’s placement in the Personnel Commission . The

minimum qualifications were also revised to more clearly indicate the minimum experience

and education needed for the classification.


Personnel Commission Spec. Est. 10/02/06

Hacienda La Puente Unified School District

DEFINITION

HUMAN RESOURCES PERSONNEL ANALYST

Under direction of the Personnel Director, performs professional-level personnel duties in planning, developing, administering and analyzing examinations for the selection of classified employees; and participates in classification, compensation and training activities for the District.

ESSENTIAL DUTIES

Develops, designs and administers job-related selection procedures, including but not limited to

application reviews, training and experience, written and performance tests, interviews and other assessment techniques;.

Designs Develops job analysis instruments and conducts job analyses for the purposes of

position classification, salary evaluation, test construction and validation, and recommendation of entrance requirements.

Develops survey instruments and conducts surveys to gather classification,

compensation, recruitment, selection, rules, training, or other human resources data.

Analyzes data and composes reports and correspondence to provide information to the Personnel Commission, Superintendent, outside agencies, unions, and the Board of Education

Works Confers with subject matter experts to develop and recommend examination plans, and

develop tests (e.g. written tests, performance tests, and interviews, etc.).

creates and/or recommends examination weights, pass points, and scoring keys; performs statistical analyses of examination results;.

Compiles, calculates, and analyzes quantitative and/or qualitative data, determines pass points and makes recommendations related to employment decisions.

plans and implements recruitment strategies; Designs, develops, and presents formal training programs. Prepares and presents recommendations, reports and related information to the Personnel

Commission and Board.

may provide interpretation of Commission Rules; Applies and explains State and federal

employment-related laws, guidelines, and regulations, Personnel Commission Rules, and operating procedures.

Consults with and advises administrators, employees, and unions on laws, Merit System,

Personnel Commission rules, precedents, policies and procedures.

performs statistical analysis using computer based software; Reviews and edits work of professional and technical staff as related to classification,

recruitment, and examination design/development, survey instruments, reports and related work products to ensure compliance with prescribed rules, regulations, policies, and procedures.

assures the security of the exam results and materials. Conducts classification studies by meeting with management/employees, performs job analysis

by reviewing job descriptions, developing questionnaires, analyzing data and preparing formal reports;

creates classification position which include tasks, knowledge, skills, abilities and other traits; conducts compensations studies and design salary survey;

conducts a variety of studies and prepares Composes oral and comprehensive written narrative reports, correspondence and memos;.

develops and facilitates training for employees. Assists the Personnel Director in developing, implementing and monitoring the work plans to

achieve the Personnel Commission's mission, goals and performance measures;.

Aassists the Personnel Director in planning and evaluating the work of the department staff;. Pprovides technical assistance to paraprofessional employees engaged in recruitment,

selection, classification, and compensation activities;.

Mmanages the operation of an applicant tracking system;. communicates and build professional relationships with employees, various departments'

administrators/supervisors, other agencies and technical experts;

assist and provides input data for Personnel Commission web site; may Ttrains staff in job analysis, examination construction, panel interview research and

analysis methods, procedures and related policies, regulations, and procedures. techniques.

May recommend and develop procedure and policy guides for personnel selection, recruitment

sources and strategies;

may Aassists Personnel Director in investigating the investigation of appeals of examinations,

disqualifications, and other selection actions as directed;.

Represents the Personnel Commission on committees, conferences, and meetings. Attends Personnel Commission meetings, conferences and workshops, to keep current

with trends and best practices in the human resources industry. Ddrives to various work sites to conduct work;. Pperforms other related duties as required.


Associate Personnel Analyst is the entry-level position in the Personnel Analyst series and under general direction, performs professional-level and technical human resources work in recruitment, selection, classification and compensation. Work is limited in scope and complexity, and subject to closer supervision and review, than work performed by a Personnel Analyst. Work is regularly evaluated for technical soundness and compliance with prescribed rules, regulations, policies, and procedures.

Personnel Analyst is the journey-level position in the Analyst series and under general direction, performs the full range of professional-level human resources work in recruitment, selection, classification and compensation. Positions in the class provide hands on training and technical guidance, present formal staff development training, and may supervise Personnel Commission staff.

Senior Personnel Analyst coordinates the daily operations of the Personnel Commission and under general direction, coordinates the provision of services across departments within the organization. Positions in the class supervise, train and evaluate the performance of professional, technical and clerical staff. The position performs more complex and/or politically sensitive human resources work in recruitment, selection, classification and compensation. Additionally, the position composes and presents formal recommendations; assists the Personnel Director in the development of policies, rules, and regulations; and develops and presents formal staff development training.


Training and Experience Education:

Graduation with a Bachelor's Ddegree from a recognized college or university with a major in Industrial/Organizational Psychology, Human Resources, Psychology, Public Administration, Business Administration, Behavioral Sciences, Law or related field from an institution of higher learning recognized by the Council of Higher Education Acc reditation. plus two years of professional-level experience that includes the development, research, or analysis of personnel selection procedures or psychological testing methods. A Master's Degree in Industrial/Organizational Psychology or related field and completion of a formal internship in Industrial/Organizational Psychology, or a related field, may be substituted for

the required experience. Related experience may be substituted for the education requirement.

Experience:

Two years of professional-level experience that includes the development, research, and analysis of personnel selection procedures, and/or classification. A Master's degree in Industrial/Organizational Psychology or related field and completion of a formal internship in Industrial/Organizational Psychology, or a related field, may be substituted for the required experience.

Special Other Requirements:

Possession of a valid California Class C Driver License. Evidence of adequate insurance for a motor vehicle which meets or exceeds the California

legal liability insurance requirement and continue to maintain insurability continual insurance coverage during employment.

Knowledge of:

Merit System provisions of the California Education Code. Federal and state laws, regulations, guidelines pertaining to human resources management

procedures such as the Uniform Guidelines on Employee Selection Procedures, Equal Rights Act, American with Disabilities Act, Equal Pay Act, California Fair Employment and Housing Act and related case law.

Basic principles, practices and terminology as related to recruitment, selection,

classification, and compensation.

Personnel assessment techniques and related procedures, including test design, construction,

and administration;

Research methods, and design and statistical models used in test construction and validation; A variety of job analysis methodologies; Laws, rules, regulations involved in test creation and validation, recruitment, compensation and

classification;

Basic data-processing principles and procedures; Basic psychometrics and statistical analysis principles, practices and methodology.

Qualifications necessary to perform duties of various occupations in the classified service; Advanced computers applications including word processing, spreadsheet and SPSS;

Computerized applicant tracking systems Statistical and spreadsheet software applications Database management systems

Effective interviewing techniques;. Principles of equal employment opportunity;

Organization models and designs;. Principles and practices of training and staff development;.

Research methods and analysis techniques, trends in human resource program development and basic methods of statistical analysis;.

Ability to:

Adjust priorities and adapt to changes in assignment and job responsibilities. Plan, organize, supervise, and coordinate the work of a technical staff. Iinterpret and apply personnel laws, codes, rules and regulations appropriately.

Research and conduct studies, interpret and analyze data, and Communicate effectively in writing.

Prepare clear, concise verbal and comprehensive written reports; Apply current theory and techniques in job analysis, examination construction, statistical analysis

and interviewing;

analyze and evaluate examination methods, materials, and results; Draw meaning and conclusions from quantitative and/or qualitative data. Logically grasp and think through issues and problems. Generate a range of alternative solutions and courses of action with benefits, costs, and

risks associated with each.

Use and apply technology to tasks to build efficiency, improve quality, and create new

capabilities.

Work effectively with school administrators, employees, employee representatives, and the public; Understand and respond appropriately to the needs and expectations of customers. Maintain emotional stability and self-control under pressure, challenge, or adversity. Establish and maintain effective long term professional relationships. Speak clearly and communicate effectively for the purpose of obtaining and disseminating

information and engaging effectively in dialogue.

Present technical material in an understandable format to non-technical audiences;. Exercise tact and judgment in meeting and when dealing with sensitive, complex and confidential

personnel issues and in explaining procedures to candidates, employees, and others;.

Keep abreast of changes and innovations in the professional field; Take responsibility for developing oneself professionally.

Create innovative solutions or ideas for problem solving; Provide work direction and train technical staff members; Develop, facilitate and evaluate effective classroom training and workshops; Coordinate multiple tasks simultaneously while continuously evaluating/reevaluating priorities;

Operate personal a computer and applicable software programs including a variety of software programs such as Word, Excel, Power Point, SPSS and SIGMA.web-based applicant tracking systems.

Other Traits:

Analytical thinking; dependability; integrity; initiative; adaptability/flexibility; attention to detail; cooperation, self control; social orientation; stress tolerance; concern for others; maintain confidentiality; and innovation.

License and Automobile Requirement: Possession of a valid California Class C Driver license.

Insurance Requirement: Evidence of adequate insurance for a motor vehicle which meets or exceeds the California legal liability insurance requirement and continue to maintain insurability.

PHYSICAL DEMANDS

Employees in this classification stand, walk, sit, use fingers repetitively, use wrists or hands

repetitively in a twisting motion or while applying pressure, use both hands simultaneously, have

rapid mental/muscular coordination, speak clearly, hear normal conversation, see small details, drive

a vehicle, use operate a computer, and a telephone, and other office equipment.

WORK ENVIRONMENT

Employees in this classification work inside, with exposure to minor contagious illnesses (colds,

flu, etc.), in direct contact with the public and other District staff, with a high volume of work and

tight deadlines, and continuously changing priorities and interruptions. Proposed Revision: 9/13/16 Salary Range: M-7



DEFINITION

PERSONNEL ANALYST

Under direction of the Personnel Director, performs professional-level personnel duties in planning, developing, administering and analyzing examinations for the selection of classified employees; and participates in classification, compensation and training activities for the District.

ESSENTIAL DUTIES

Develops, designs and administers job-related selection procedures, including but not limited to

application reviews, training and experience, written and performance tests, interviews and other assessment techniques.

Develops job analysis instruments and conducts job analyses for the purposes of position

classification, salary evaluation, test construction and validation, and recommendation of entrance requirements.

Develops survey instruments and conducts surveys to gather classification, compensation,

recruitment, selection, rules, training, or other human resources data.

Analyzes data and composes reports and correspondence to provide information to the Personnel Commission, Superintendent, outside agencies, unions, and the Board of Education

Confers with subject matter experts to develop and recommend examination plans, and develop

tests (e.g. written tests, performance tests, and interviews, etc.).

Compiles, calculates, and analyzes quantitative and/or qualitative data, determines pass points

and makes recommendations related to employment decisions.

Designs, develops, and presents formal training programs. Prepares and presents recommendations, reports and related information to the Personnel

Commission and Board.

Applies and explains State and federal employment-related laws, guidelines, and regulations,

Personnel Commission Rules, and operating procedures.



Reviews work of professional and technical staff as related to classification, recruitment, and

examination design/development, survey instruments, reports and related work products to ensure compliance with prescribed rules, regulations, policies, and procedures.

Assists the Personnel Director in developing, implementing and monitoring the work plans to

achieve the Personnel Commission's mission, goals and performance measures.

Assists the Personnel Director in planning the work of the department staff. Provides technical assistance to paraprofessional employees engaged in recruitment, selection,

classification, and compensation activities. Manages the operation of an applicant tracking system. Trains staff in job analysis, examination construction, research and analysis methods, and related

policies, regulations, and procedures.

Assists Personnel Director in the investigation of appeals of examinations, disqualifications, and

other selection actions as directed.

Represents the Personnel Commission on committees, conferences, and meetings. Attends Personnel Commission meetings, conferences and workshops, to keep current with

trends and best practices in the human resources industry.

Drives to various work sites to conduct work. Performs other related duties as required.


Associate Personnel Analyst is the entry-level position in the Personnel Analyst series and under general direction, performs professional-level and technical human resources work in recruitment, selection, classification and compensation. Work is limited in scope and complexity, and subject to closer supervision and review, than work performed by a Personnel Analyst. Work is regularly evaluated for technical soundness and compliance with prescribed rules, regulations, policies, and procedures.




Education:

Graduation with a Bachelor's degree from a recognized college or university with a major in Industrial/Organizational Psychology, Human Resources, Psychology, Public Administration, Business Administration, Behavioral Sciences, Law or related field from an institution of higher learning recognized by the Council of Higher Education Accreditation.

Experience:

Two years of professional-level experience that includes the development, research, and analysis of personnel selection procedures, and/or classification. A Master's degree in Industrial/Organizational Psychology or related field and completion of a formal internship in Industrial/Organizational Psychology, or a related field, may be substituted for the required experience.

Other Requirements:

Possession of a valid California Class C Driver License. Evidence of adequate insurance for a motor vehicle which meets the California legal liability

insurance requirement and continual insurance coverage during employment.


Knowledge of:



Basic principles, practices and terminology as related to recruitment, selection, classification, and

compensation.

Basic psychometrics and statistical analysis principles, practices and methodology. Computerized applicant tracking systems. Statistical and spreadsheet software applications. Database management systems. Effective interviewing techniques. Organization models and design. Principles and practices of training and staff development.

Ability to:

Adjust priorities and adapt to changes in assignment and job responsibilities. Plan, organize, supervise, and coordinate the work of technical staff. Interpret and apply personnel laws, codes, rules and regulations. Communicate effectively in writing. Draw meaning and conclusions from quantitative and/or qualitative data. Logically grasp and think through issues and problems. Generate a range of alternative solutions and courses of action with benefits, costs, and risks

associated with each. Use and apply technology to tasks to build efficiency, improve quality, and create new capabilities. Understand and respond appropriately to the needs, and expectations of customers. Maintain emotional stability and self-control under pressure, challenge, or adversity. Establish and maintain effective long term professional relationships. Speak clearly and communicate effectively for the purpose of obtaining and disseminating

information and engaging effectively in dialogue. Present technical material in an understandable format to non-technical audiences. Exercise tact and judgment when dealing with sensitive, complex and confidential personnel

issues.

Take responsibility for developing oneself professionally. Operate a computer and applicable software programs such as Word, Excel, Power Point, SPSS

and web-based applicant tracking systems. PHYSICAL DEMANDS




a vehicle, operate a computer, telephone, and other office equipment.

WORK ENVIRONMENT



tight deadlines, and continuously changing priorities and interruptions.

Revised: 9/13/16 Salary Range: M-7

Reference Item:

7

SUBJECT TO THE APPROVAL OF

THE PERSONNEL

COMMISSION


SENIOR PERSONNEL ANALYST Report Date: September 13, 2016

I. Recommendation

The Personnel Director recommends that the Personnel Commission approve the revisions for the classification specification Senior Personnel Analyst.

A. Classification

1. Wording revisions throughout the classification specification.

II. Background

Revisions were made to the classification specification in order to reflect the current duties

and responsibilities of positions within the classification. The minimum qualifications were

also revised to more clearly indicate the minimum experience and education needed for the

classification.



SENIOR PERSONNEL ANALYST DEFINITION

Under the general direction of the Personnel Director, supervises and coordinates daily operations of the Personnel Commission staff; coordinates the provision of related services across departments within the District; supervises, trains and evaluates professional, technical and clerical staff; and performs complex technical human resources work related to classification, recruitment, selection, training, compensation, and assists in the formulation, development, revision, and interpretation of Personnel Commission rules and policies.

ESSENTIAL DUTIES

Supervises, coordinates, trains, and evaluates the work performance of professional, technical

and clerical staff performing classification, recruitment, selection, certification, training, and other Personnel Commission services.

Coordinates the work flow between classification, recruitment, selection, certification, training,

and special projects.

Coordinates, develops, and implements new procedures to streamline classification and

recruitment processes and procedures.

Designs Develops job analysis instruments and conducts job analyses for the purposes of

position classification, salary evaluation, test construction and validation, and recommendation of entrance requirements.

Designs, constructs, Develops survey instruments and conducts surveys to gather classification, compensation, recruitment, selection, rules, training, or other human resources data.

Analyzes data and writes composes reports and correspondence to provide information to the Personnel Commission, Superintendent, outside agencies, unions, and the Board of Education.

Designs and implements recruitment strategies to obtain highly qualified applicants. Works Confers with subject matter experts to develop and recommend examination plans, and

develop tests (e.g. written tests, performance tests, and interviews, etc.). Compiles, calculates, and analyzes quantitative and/or qualitative data, to recommend or

determines pass points and makes recommendations other related to employment decisions.

Designs, develops, and delivers presents formal training programs. Prepares and Ppresents recommendations, reports and related information to the Personnel

Commission and Board and responds to questions.



Serves as a resource and liaison to site, internal staff, and support personnel on organizational

structure, position classification, job description development and compensation structure.



Performs statistical analysis using current computer based software. Reviews and edits work of staff such as related to class descriptions, reports, test designs,

examination contents and other work products to ensure compliance with prescribed rules, regulations, policies, and procedures.

Assists the Personnel Director in the development of policies, rules, and regulations Reviews, and investigates legal issues to develop rules and procedures.

Assists in Conducts investigations into of examinations appeals, disqualifications, discipline or other actions as directed.

Represents the Personnel Commission on committees, conferences, and at meetings as

directed.

Attends Personnel Commission meetings, conferences and workshops, as directed, to maintain keep current knowledge of human resources with trends and best practices in the human resources industry.

Manages the operation of an applicant management system to maintain candidate information. Ddrives to various work sites to conduct work;. Performs other related duties as required.


May serve in the absence of the Personnel Director to provide continuity of services to

customers.

May assist in investigation into examinations appeals, disqualifications, discipline or other actions. Performs other related duties as

directed.


Associate Personnel Analyst is the entry-level position in the Personnel Analyst series and under general direction, performs professional-level, and technical human resources work in recruitment, selection, classification and compensation. Work that is limited in scope and complexity, and subject to closer supervision and review, than work performed by a Senior Personnel Analyst. Work is regularly evaluated for technical soundness and compliance with prescribed rules, regulations,

policies, and procedures. The Associate Personnel Analyst is also expected to perform technical

clerical duties on recruitments.


Senior Personnel Analyst supervises and coordinates the daily operations of the Personnel Commission and under general direction, coordinates the provision of services across departments within the organization. Positions in the class supervise, train and evaluate the performance of professional, technical and clerical staff. The position Pperforms more complex and/or politically sensitive technical human resources work in recruitment, selection, classification and compensation. Additionally, the position composes and presents formal recommendations; assists the Personnel Director in the development of policies, rules, and regulations; and develops and presents formal staff development training. Personnel Commission staff on job analysis, classification, recruitment, and examination construction and implementation.

Personnel Director, under the direction of the Personnel Commission, develops, plans, organizes, directs and assesses the classified human resources function of the District including recruitment, examination, classification, and compensation.


Education:

Graduation with a Bachelor's degree from a recognized college or university with a major in Industrial/Organizational Psychology, hHuman rResources, pPsychology, pPublic aAdministration, bBusiness aAdministration, bBehavioral sSciences, lLaw or related field from an institution of higher learning recognized by the Council of Higher Education Accreditation.

Experience:

Three years of professional-level human resources experience that includes the development, research, and analysis of personnel selection procedures and/or position classification, including one year of experience serving in a lead capacity. A mMaster’s degree in Industrial/Organizational Psychology or related field may be substituted for one two years of the required experience.

Special Other Requirements:

Possession of a valid California Class C Driver License. Evidence of adequate insurance for a motor vehicle which meets or exceeds the California

legal liability insurance requirement and continue to maintain insurability continual insurance coverage during employment..

Use of an automobile. EMPLOYMENT STANDARDS

Knowledge of:

Merit System provisions of the California Education Code. Federal and state laws, regulations, guidelines pertaining to human resources

management procedures such as the Uniform Guidelines on Employee Selection Procedures, Equal Rights Act, American with Disabilities Act, Equal Pay Act, California Fair Employment and Housing Act and related case law

Basic principles, practices and terminology of as related to job analysis recruitment,

employment selection, position classification, salary administration and compensation., and staff development.

Current trends in human resource management. Research methods, techniques, and sources of information regarding human resources

administration.

Advanced statistical procedures required to calculate means, standard deviations, and

reliability estimates.

Basic psychometrics and statistical analysis principles, practices and methodology Laws, rules, and regulations involved in classification, compensation, recruitment, and test

creation and validation.

Basic principles of merit that relate to human resources. Principles of equal employment opportunity.

Computerized applicant tracking systems Statistical and spreadsheet software applications Database management systems Organization models and design Principles and practices of training and staff development;

Computers applications including word processing, and spreadsheet.

Ability to:

Prioritize tasks with respect to importance and deadlines. Adjust priorities and adapt well to changes in assignment and job responsibilities. Iinterpret and apply personnel laws, codes, rules and regulations appropriately. Communicate effectively in writing Draw meaning and conclusions from quantitative and/or qualitative data

Use critical judgment in the evaluation of data and the development of plans, test materials, reports, and other materials.

Logically grasp and think through issues and problems. Generate a range of alternative solutions and courses of action with benefits, costs, and risks

associated with each. Use new technology and find ways to apply technology to tasks to increase speed build

efficiency, improve quality, or create new capabilities.

Use correct vocabulary, grammar, sentence structure, spelling and punctuation when

constructing written correspondence, reports, or other Personnel Commission documentation.

Show interest in and understanding of Understand and respond appropriately to the

needs, and expectations, and circumstances of internal and external of customers.

Maintain emotional stability and self-control under pressure, challenge, or adversity Establish rapport and maintain positive effective working long term professional

relationships.

Speak clearly and communicate effectively on a one-to-one basis for the purpose of obtaining and disseminating information and engaging effectively in dialogue.

Formally deliver oral presentations to audiences of various size and type. Present technical material in an understandable format to non-technical audiences. Exercise tact and judgment in meeting and when dealing with sensitive, complex and

confidential personnel issues and in explaining procedures to candidates, employees, and others.

Develop novel, resourceful, or imaginative approaches to problems or opportunities. Create innovative solutions or ideas for problem solving. Take responsibility for developing oneself and his/her career professionally.

Understand the concerns of protected groups and the disadvantaged and relate technical activities to those concerns in an equal opportunity program of in the selection and promotion based on merit.

Operate a computer and applicable software programs such as Word, Excel, Power Point, SPSS, and web-based applicant tracking systems.

PHYSICAL DEMANDS




a vehicle, use operate a computer, and a telephone, and other office equipment.

WORK ENVIRONMENT

Employees in this classification work inside, with exposure to minor contagious illnesses

(colds, flu, etc.), in direct contact with the public and other District staff, without guidance

from supervisor, with a high volume of work and tight deadlines, and continuously changing

priorities and interruptions.

Revised: 3/1/11 Salary Range: M-22 Proposed Revision: 9/13/16



DEFINITION

SENIOR PERSONNEL ANALYST

Under the general direction of the Personnel Director, coordinates daily operations of the Personnel Commission; coordinates the provision of related services across departments within the District; supervises, trains and evaluates professional, technical and clerical staff; and performs complex technical human resources work related to classification, recruitment, selection, training, compensation, and assists in the development, revision, and interpretation of Personnel Commission rules and policies.

ESSENTIAL DUTIES

Supervises, coordinates, trains, and evaluates the performance of professional, technical and

clerical staff performing classification, recruitment, selection, certification, training, and other Personnel Commission services.

Coordinates, develops, and implements new procedures to streamline classification and

recruitment processes and procedures.

Develops job analysis instruments and conducts job analyses for the purposes of position

classification, salary evaluation, test construction and validation, and recommendation of entrance requirements.

Develops survey instruments and conducts surveys to gather classification, compensation,

recruitment, selection, rules, training, or other human resources data.

Analyzes data and composes reports and correspondence to provide information to the Personnel Commission, Superintendent, outside agencies, unions, and the Board of Education.

Confers with subject matter experts to develop and recommend examination plans, and develop

tests (e.g. written tests, performance tests, and interviews, etc.).

Compiles, calculates, and analyzes quantitative and/or qualitative data, determines pass points

and makes recommendations related to employment decisions.

Designs, develops, and presents formal training programs. Prepares and presents recommendations, reports and related information to the Personnel Commission and Board.





Assists the Personnel Director in the development of policies, rules, and regulations Conducts investigations of examinations appeals, disqualifications, discipline or other actions as directed.

Represents the Personnel Commission on committees, conferences, and meetings. Attends Personnel Commission meetings, conferences and workshops, to keep current with trends and best practices in the human resources industry.

Manages the operation of an applicant management system. May serve in the absence of the Personnel Director to provide continuity of services to customers. Drives to various work sites to conduct work. Performs other related duties as required.


Associate Personnel Analyst is the entry-level position in the Personnel Analyst series and under general direction, performs professional-level, and technical human resources work in recruitment, selection, classification and compensation. Work is limited in scope and complexity, and subject to closer supervision and review, than work performed by a Personnel Analyst. Work is regularly evaluated for technical soundness and compliance with prescribed rules, regulations, policies, and procedures.




Education:

Graduation with a Bachelor's degree from a recognized college or university with a major in Industrial/Organizational Psychology, Human Resources, Psychology, Public Administration, Business Administration, Behavioral Sciences, Law or related field from an institution of higher learning recognized by the Council of Higher Education Accreditation.

Experience:

Three years of professional-level human resources experience that includes the development, research, and analysis of personnel selection procedures and/or classification, including one year of experience serving in a lead capacity. A Master’s degree in Industrial/Organizational Psychology or related field may be substituted for two years of the required experience.

Other Requirements:

Possession of a valid California Class C Driver License. Evidence of adequate insurance for a motor vehicle which meets the California legal liability

insurance requirement and continual insurance coverage during employment.


Knowledge of:



Basic principles, practices and terminology as related to recruitment, selection, classification,

and compensation.

Basic psychometrics and statistical analysis principles, practices and methodology. Computerized applicant tracking systems. Statistical and spreadsheet software applications. Database management systems. Organization models and design. Principles and practices of training and staff development.

Ability to:

Adjust priorities and adapt to changes in assignment and job responsibilities. Interpret and apply personnel laws, codes, rules and regulations. Communicate effectively in writing. Draw meaning and conclusions from quantitative and/or qualitative data.

Logically grasp and think through issues and problems. Generate a range of alternative solutions and courses of action with benefits, costs, and risks

associated with each.

Use and apply technology to tasks build efficiency, improve quality, or create new

capabilities.

Understand and respond appropriately to the needs and expectations of customers. Maintain emotional stability and self-control under pressure, challenge, or adversity Establish and maintain effective long term professional relationships. Speak clearly and communicate effectively for the purpose of obtaining and disseminating

information and engaging effectively in dialogue.

Present technical material in an understandable format to non-technical audiences. Exercise tact and judgment when dealing with sensitive, complex and confidential personnel

issues.

Create innovative solutions or ideas for problem solving. Take responsibility for developing oneself professionally. Operate a computer and applicable software programs such as Word, Excel, Power Point,

SPSS, and web-based applicant tracking systems. PHYSICAL DEMANDS




a vehicle, operate a computer, telephone, and other office equipment.

WORK ENVIRONMENT



tight deadlines, and continuously changing priorities and interruptions.

Revised: 3/1/11 Salary Range: M-22 Revised: 9/13/16

Reference Item:

8

I. Recommendation

PROPOSED RULE CHANGES

4.1.1 FILING OF APPLICATION

FIRST READING

Report Date: September 13, 2016

The Personnel Director recommends that the Personnel Commission consider the

proposed changed to Personnel Commission Rule 4.1.1 FILILNG OF APPLICATION.

II. Background and Analysis

During a meeting with the Personnel Director and staff from Human Resources the topic

of incomplete applications were discussed. Applicants are submitting applications and

omitting relevant information including past work experience, education and contact

information. The following information was discussed:

Laws and Rules

State law allows district to create procedures pertaining to the hiring process of

classified employees:

45261. “(a) The rules shall provide for the procedures to be followed by the governing board as they pertain to the classified service regarding applications, examinations, eligibility, appointments, promotions, demotions, transfers, dismissals, resignations, layoffs, reemployment, vacations, leaves of absence, compensation within classification, job analyses and specifications, performance evaluations, public advertisement of examinations, rejection of unfit applicants without competition, and any other matters necessary to carry out the provisions and purposes of this article.”

Personnel Commission rule 4.1.1 describe the filing of al application:

P.C. Rule 4.1.1 FILING APPLICATION “All applications for employment shall be made on official forms furnished by the Commission. Items shall be answered in full and the application filed in the Commission office on or before the date specified.”

D irect or’ s Procedure

When applicants fail to answer all questions in full, staff will send written notification informing

the applicant that their application has been disqualified. If they have additional information

that would qualify them for the position, they will need to submit the information prior to the

date specified.

III. Recommendation

AMMENDMENT:

Staff recommends that Rule 4.1.1 be amended as follows:

4.1.1 FILING APPLICATION

All applications for employment shall be made on official forms furnished by the Commission. Items shall be answered in full and the application filed in the Commission office on or before the date specified. Incomplete applications will be disqualified.

Reference Item:

9

PROPOSED RULE CHANGES

6.1.11 REMOVAL OF NAMES FROM ELIGIBILITY LISTS

FIRST READING


I. Recommendation

The Personnel Director recommends that the Personnel Commission consider the

proposed changed to Personnel Commission Rule 6.1.11 REMOVAL OF NAMES FROM

ELIGIBILITY LISTS.


Personnel staff communicates with applicants using various methods. Personnel Staff

communicate via email, mail and using NeoGov throughout various steps of the process.

Applicants are given five (5) working days to respond to any communication from the

personnel office. Failure to respond results in removal of names from eligibility list:

Laws and Rules

State law allows district to create procedures pertaining to the hiring process of

classified employees:

45261. “(a) The rules shall provide for the procedures to be followed by the governing board as they pertain to the classified service regarding applications, examinations, eligibility, appointments, promotions, demotions, transfers, dismissals, resignations, layoffs, reemployment, vacations, leaves of absence, compensation within classification, job analyses and specifications, performance evaluations, public advertisement of examinations, rejection of unfit applicants without competition, and any other matters necessary to carry out the provisions and purposes of this article.”

Personnel Commission rule 6.1.11 describes the removal of names from eligibility lists:

P.C. Rule 6.1.11 (A) “The name of an eligible may be removed from an eligibility list by the Personnel Director, subject to ratification by the Personnel Commission for any of the following reasons:

(A) Failure to respond within five (5) working days following an inquiry by

certified mail regarding availability for employment.”

D irect or’ s Procedure

Staff will send written notification informing applicants that their application has been

disqualified. If they have additional information that would qualify them for the position, they

will need to submit the information within five (5) days. Failure to respond will result in removal

of names from eligibility lists. Staff will send communication via email or certified mail.

III. Recommendation

AMMENDMENT:

Staff recommends that Rule 6.1.11(A) be amended as follows:

6.1.11(A) REMOVAL OF NAMES FROM ELIGIBILITY LISTS

“The name of an eligible may be removed from an eligibility list by the Personnel Director, subject to ratification by the Personnel Commission for any of the following reasons:

(A) Failure to respond within five (5) working days following an inquiry by

certified mail, US mail, or email regarding availability for employment.”

.

Reference Item:

10

REPORT: ISTRUCTIONAL AIDE II- SPECIAL EDUCATION

CONTINUED DISCUSSION


I. Discussion Item

At the August 9, 2016 Personnel Commission meeting, the review of the Instructional

Aide II- Special Education classification was reported and it was recommended that no

change of classification was needed based on the information reviewed. During the

meeting and discussion, it was revealed that additional duties may be performed by the

Instructional Aide II- Special Education which would indicate the need for reclassification

or appropriate pay for additional services rendered. PC staff will need a continuance to

conduct additional interviews and observations and determine all duties being

performed.


On August 9, 2016 new information was provided to the Personnel Commission staff regarding the duties some Instructional Aide II- Special Education were performing, the conditions of the work environment, and the training that was being provided. The 2016-2017 school year began a day earlier and the number of students needing specialized service (as defined later in this report) was not known. The employees present at the Personnel Commission meeting described in detail the minor medical procedures they were performing such as tracheostomy care, gastrostomy tube feeding and care, catherization care, colostomy care, oxygen observation and the process of administering Diastat for severe seizure disorder.

In reviewing the special needs student population for the current school year, there are approximately 39 students needing G-tube assistance at 11 sites, 3 students needing suctioning assistance at 3 sites, 9 students needing catheterizing assistance at 9 sites and 4 students needing Diastat during a seizure at 4 sites. The distribution of work varies based on the school site and staff schedule. In some cases the Nurse is the primary for catheterization and Diastat administration with a Health Care Assistant serving as the back-up when available. At other sites the Health Care Assistant is the primary for both catheterization and Diastat administration with the Instructional Aide II serving as back up for catheterization only. In some cases the Instructional Aide II is the primary for G-tube feeding, as the nurse and Heath Care Assistant tend to special needs students needing more invasive procedures and other emergencies as needed.

III. Additional Interviews and Observations

Staff has observed and interviewed personnel from Sunset and Special Education

Department Administration. Additional observations and interviews are planned for

Stimson, Lassalette, Wilson, Palm Canyon and Grandview. Upon the completion of

interviews and observations an additional report will follow.

Documents

PERSONNEL COMMISSION - hlpusdjobs.org · worked closely with Personnel Commission to ensure that the Bus Driver performance exam is a structured exam, designed to be in compliance