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ITEM 14
City Council Memorandum Human Resources Memo No.
Date:
June 23, 2022
To:
Mayor and Council
Thru:
Joshua H. Wright, City Manager
From:
Rae Lynn Nielsen, Human Resources Director
Subject:
Resolution No. 5594 Amending City of Chandler Personnel Rule 1, Sections 4, 5, 7 & 12; Rule 3, Sections 3, 4 & 5: Rule 6, Section 1; Rule 9, Sections 4 & 5; Rule 12, Section 1; and Rule 15, Sections 2, 3 & 7
Proposed Motion:
Move City Council pass and adopt Resolution No. 5594 amending City of Chandler Personnel Rule 1, Sections 4, 5, 7 & 12; Rule 3, Sections 3, 4, & 5; Rule 6, Section 1; Rule 9, Sections 4 & 5; Rule 12, Section 1; and Rule 15, Sections 2, 3, & 7.
Background:
The City has been undertaking a comprehensive effort to attract new employees and update employment practices. A review of personnel rules has been conducted by the Human Resources Division. Those rules identified as barriers to attracting new employees or an impediment to the recruitment process have been updated to better reflect current policies and practices in other cities as well as making the City of Chandler an employer of choice. Below is a summary of recommended changes:
Personnel Rule 1 (General Provisions) Section 4 & 7 (Content of Rules/Human Resources Director) proposed changes are housekeeping to update the Rule with committee names and allowing for a designee of duties by the Human Resources Director. It does not change any current process or practice.
Personnel Rule 1-Section 5 (Classified and Unclassified Service) are proposed to better clarify the definition of at-will employees and the personnel rules that apply to those in an at-will position. Nothing in the housekeeping update changed, diminished, or abolished any rights of employees.
Personnel Rule 1-Section 12 (Outside Employment) clarifies the current process in place regarding outside employment. The purpose of disclosure of outside employment is to ensure no conflict of interest with the employee's primary position in the City of Chandler and outside employment is present.
Personnel Rule 3 (Salaries)-Section 3 (Application of Rates) provides Department Directors the authority, in coordination with Human Resources, to offer new employees an entrance salary of up to the mid-point of the salary range without City Manager approval. The current rule allows up to 10% without City Manager approval. Due to the current labor market, it is important that the City remain competitive in its employment offers and able to make offers quickly, as many prospective employees are in several recruitment processes. This updated rule allows both to occur while still requiring oversight by Human Resources to provide for internal equity analysis prior to an offer being made.
Personnel Rule 3-Section 4 (Merit Increases and Salary Decreases) decreases the timeframe from 60 days to 30 days in which employees will receive a retroactive merit (pay) payment if one was not processed timely.
Personnel Rule 3-Section 5 (Temporary Detail) are housekeeping changes that clarify the existing practice. Salaries for employees performing higher level duties for more than one pay period are reviewed by the department and Human Resources for proper placement during the temporary assignment.
Rule 6 (Promotion, Transfer, Voluntary Demotion and Return to City Employment) Section 1 (Promotion) proposed change will allow employees that are serving their initial probation to apply for a vacant position during an internal recruitment process. Currently, internal employees on initial probation are only able to apply for positions that are advertised externally (publicly) until completion of their probation. This rule change is in conjunction with the Rule 9 change outlined below.
Rule 9 (Recruitment and Evaluation) Section 4 & 5 (Internal Recruitment/Open-Competitive Recruitment) proposed changes will allow current City temporary employees paid by the City, those participating in a City internship/apprentice programs, and those on initial probation (as stated above) to apply for a vacant position during an internal recruitment process. Due to the current labor market, this rule change is necessary to remain competitive and incent temporary employees to remain employed with the City.
Rule 12 (Probation) Section 1 (Period of Probation), Rule 15 (Leave of Absence) Section 2 (Leave of Authorization-Vacation), Section 3 (Leave Authorization-Sick Leave) and Section 7 (Separation Pay for Vacation Credits) proposed changes will allow new employees to use vacation leave in the pay period immediately following accrual instead of waiting for completion of probation and will allow for payout of accrued vacation credits if they leave employment at anytime. This rule change takes into consideration that new employees need work/life balance and have leave needs prior to six months of employment. This rule changes also follows what employees in an at-will status already receive. Due to the current labor market, it was important to review leave policies and update them accordingly. This change is an industry standard and brings the City in line with others in the valley and in some cases makes the City a more attractive employer for those considering leaving another employer. Employees have always had the ability to use sick leave in the pay period following accrual, the housekeeping language clarifies that process.
Attachments
Resolution 5594
Blackline Changes
Clean Copy of Changes
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