HomeMy WebLinkAboutResolutions - No. 96-122RESOLUTION NO. 96-122
A RESOLUTION OF THE LODI CITY COUNCIL
APPROVING THE CLASS SPECIFICATION AND ADJUSTMENT TO THE
CONTROL POINT FOR THE HUMAN RESOURCES DIRECTOR
BE IT RESOLVED that the Lodi City Council does hereby approve the Class
Specification for the Human Resources Director as shown Exhibit A attached and made a
part of this Resolution; and
FURTHER RESOLVED, that the Lodi City Council does hereby approve an
adjustment to the control point for the Human Resources Director to $69,240.00.
Dated: September 4, 1996
I hereby certify that Resolution No. 96-122 was passed and adopted by the City
Council of the City of Lodi in a regular meeting held September 4, 1996 by the following
vote:
AYES: Council Members - Davenport, Mann, Pennino, Sieglock
and Warner (Mayor)
NOES: Council Members - None
ABSENT: Council Members - None
ABSTAIN: Council Members - None
J NNIFE M. PERRIN
City Clerk
96-122
CITY OF LODI
HUMAN RESOURCES DIRECTOR
DEFINITION:
September 4, 1996
Under administrative direction, plans, organizes and implements City human resource
management programs; provides expert professional assistance to City management staff in
personnel and related matters; performs related work as assigned.
DISTINGUISHING CHARACTERISTICS:
This single position class manages all activities throughout the City related to the broad function
of human resources, which include recruitment and selection, affirmative action, classification and
compensation, benefits administration, employee training and development, risk management,
employee records maintenance, labor relations, management development, performance appraisal,
and the negotiation and administration of agreements with employee organizations. The
incumbent is accountable for accomplishing department goals and objectives and for furthering
City goals and objectives within general policy guidelines.
EXAMPLES OF DUTIES:
Duties may include, but are not limited to the following:
Develop and direct the implementation of goals, objectives, policies, procedures, and work
standards for the department.
Direct the preparation and administration of the department's budget.
Plan, organize, administer, review, and evaluate the activities of professional, technical, and office
support staff.
Confer with City management regarding major personnel program activities or problems.
Serve as the head of the City's negotiating team and administer memoranda of understanding after
agreements are reached.
Direct recruitment and selection activities for permanent and temporary City staff, direct the
implementation of the City's affirmative action plan for protected groups including the
disabled.
Direct comprehensive job analysis, classifications, job evaluation, compensation, and benefits
administrative activities.
Direct the development and maintenance of a comprehensive classification and compensation
plan.
Direct the upkeep and maintenance of centralized personnel records.
Advise and counsel management and employees regarding grievance and disciplinary procedures
and actions.
Direct programs of employee training and development.
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EXAMPLES OF DUTIES (Cont'd):
Select assigned staff and provides for their training and professional development; interpret City
policies and procedures to employees; is responsible for morale, productivity, and
discipline of department staff.
Direct the conduct of analytical studies; develop and review reports of findings, alternatives,
recommendations, and implement programs.
Represent the City in meetings with representatives of governmental agencies, professional and
business organizations, employee organizations, and the public.
Monitor developments and legislation related to personnel matters, evaluate their impact upon
City operations and recommend and implement policy and procedural improvements.
MINIMUM QUALIFICATIONS:
Knowledge of
Principles, practices, and techniques of public personnel administration, including recruitment and
selection, affirmative action, classification, job analysis and job evaluation, compensation and
benefits administration, and employee development.
Principles and practices of labor relations in the public agency setting, including effective
negotiating techniques.
Administrative principles and methods, including goal setting, program and budget development
and implementation, and employee supervision.
Applicable federal, state, and local laws and regulations.
Basic budgetary principles and practices.
Abilitv to:
Plan, organize, administer, review, and evaluate a broad, centralized personnel services program.
Select, train, motivate, and evaluate assigned staff.
Negotiate effectively with varied labor organizations.
Develop, implement, and interpret goals, objectives, policies, procedures, work standards, and
internal controls.
Analyze complex problems, evaluate alternatives and make creative recommendations.
Exercise sound independent judgment within general policy guidelines and legal constraints.
Establish and maintain effective working relationships with those contacted in the course of the
work.
Represent the City effectively in meetings with others.
Prepare clear, concise, competent reports, correspondence and other written materials.
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EDUCATION AND EXPERIENCE:
Any combination equivalent to experience and education that would likely provide the required
knowledge's and abilities would be qualifying. A typical combination is:
Education:
Equivalent to a Bachelor's of Arts degree from a four year college or university with major
coursework in business or public administration, employee relations, industrial psychology, human
resources management, or a closely related field.
Experience:
Four years of increasingly responsible experience in performing a broad range of human resource
functions including experience in employee supervision and program development and
implementation. Experience in a public agency setting is desirable.
LICENSES AND CERTIFICATES.-
Possession
ERTIFICATES:
Possession of an appropriate, valid Driver's License from the California Department of Motor
Vehicles.
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