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From YouTube: San Bruno Special City Council Meeting April 21, 2021 4b. Transition of Personnel Board Functions
Description
San Bruno Special City Council Meeting April 21, 2021
4b. Transition of Personnel Board Functions to City Manager's Office and Human Resources
A
So,
city
manager,
do
you
have
the
information
you
need
on
this
topic
of
the
study
session?
Yes,
thank
you.
Okay.
Let's
move
on
to
item
b
of
the
study
session,
provide
direction
regarding
the
transition
of
personal
board
functions
to
city
manager's
office
and
human
resources,
city
manager,
and
then
ms
brazil.
B
Thank
you,
council
assistant
city
manager,
jennifer
brazell,
will
come
forward
to
provide
the
presentation.
The
city
council
did
receive
a
memorandum
outlining
this
earlier.
It
was
important
to
note
that
we
again
are
not
asking
for
final
direction
here
tonight.
This
action
should
we
transition.
The
duty
of
the
personnel
board
to
the
city
manager
will
have
to
occur
at
a
regular
meeting,
and
so
we
will
put
it
on
as
a
consent
item
and
have
a
full
staff
report
there
as
well.
B
B
The
concept
has
also
been
shared
with
both
our
labor
unions
and
the
personnel,
both
of
which
are
supportive
of
the
direction,
and
we
do
have
a
person,
a
member
of
the
personnel
who
are
here
tonight,
who's
on
the
phone
that
would
like
to
speak
in
public
comment
and
so
at
the
appropriate
time,
melissa,
the
city
clerk.
Can
you
provide
instructions
for
the
personnel
board
chair
to
unhinge
themselves
and
speak
so
with
that?
I
will
turn
it
over
to
assistant
city
manager.
Jeffrey
brazile,
who
will
provide
the.
C
C
We
have
very
dedicated
committed
members
of
the
community
who
have
served
as
personnel
board
members.
Our
chair,
ed
fuentes,
has
been
a
member
of
the
board,
for
this
will
be
his
14th
year
and
we
also
had
have
ed
comerford,
who
is
also
serving
for
14
years
on
the
personnel
board.
The
functions
of
the
board
have
changed
dramatically
over
the
course
of
the
years
and
so
for
our
agenda
I'll
go
over
the
the
role
over
the
years
of
the
the
personnel
board.
C
So
the
personnel
board
is
one
of
12
boards
and
commissions.
I'm
not
including
advance
committees
facilitated
by
staff.
The
personnel
board
was
established
in
1958
for
the
purpose
of
managing
competitive
service,
morale
and
discipline
prior
to
the
existence
of
today's
expansive
state
and
federal
laws,
as
well
as
the
city's
collective
bargaining
agreements
and
professional
human
resources
department.
C
C
The
concept
followed
a
historic
civil
service
government
model
with
responsibilities
that
today
are
somewhat
antiquated
and
redundant
with
existing
protocols.
Modern
labor
laws
and
union
environment
standard
hr
practice
and
adherence
to
mlus
have
taken
over
guidance
of
the
merit
system
and
personal
management.
The
personnel
board
duplicates
process
already
established
within
existing
laws,
mousse
and
industry
best
practice
at
best
practices.
C
C
C
So
staff
reviewed
our
current
practice
against
our
local
survey
agencies
to
identify
how
we
compare
so
the
civil
service
personal
board
model
is
not
utilized
or
is
faced
out
amongst
many
of
our
local
agencies.
Out
of
the
10
agencies,
we
compare
to
for
recent
bargaining.
Only
three
others
have
personnel
boards
of
those
three
personnel
boards.
None
conducted
meetings
in
2020
and
one
city
had
only
three
meetings
in
2019
and
another
hasn't
had
any
personal
board
meetings
in
the
last
three
years.
C
You
know
what
our
next
steps
should
be
before
bringing
this
to
you
publicly
so
looking
at
you
know
the
the
current
duties
of
the
the
personnel
board
and
focusing
on
job
descriptions.
We
realize
that
their
function
is
rather
redundant
with
what
already
exists.
Also
extending
or
abolishing
eligible
lists
is
another
function
that
they
perform,
but
that
function
is
somewhat
rare
and
that
action,
we
believe,
really
should
be
reviewed
with
the
bargaining
group
since
it
impacts
potentially
current
employees
that
are
that
are
on
those
eligible
lists.
C
So
job
descriptions
should
be
created
and
reviewed
when
new
positions
are
added
when
the
requirements
of
those
positions
change
significantly
when
turnover
occurs
or
on
a
regularly
scheduled
basis.
That
corresponds
with
the
performance
evaluation
process.
Due
to
the
cumbersome
process
of
today.
Job
description
changes
are
often
put
on
the
back
burner,
resulting
in
compromised
job
postings
and
inadequate
outdated
language
and
requirements.
C
Up-To-Date
job
descriptions
are
critical
to
clearly
and
accurately
defining
roles
and
job
functions.
Managing
workflow
issues
serving
as
a
basis
for
performance
assessment,
providing
a
standard
of
essential
functions
for
determining
whether
an
employee
or
applicant
with
a
disability
is
qualified
and
as
an
aide
in
developing
workplace,
accommodations
for
return
to
work,
accommodations,
equal
pay,
analyses,
reductions
in
force,
assessment,
succession
planning
and
defending
wrongful
termination
claims,
as
well
as
defending
claims
of
retaliation,
fair
labor
standards,
act.
C
Americans
with
disabilities
act,
family
medical
leave
as
well
as
discrimination
claims
that
fall
under
the
eeoc
and
dfbh
hr
has
developed
classification
templates
recently
based
on
job
type
so
for
entry
level,
journey
level,
advanced
journey
level,
coordinator
supervisor,
division,
head
department
head
and
the
city's
classification
han.
That
plan
in
the
past
had
been
inconsistent
with
drug
families
over
the
years
with
disparities
in
job
description,
definitions,
distinguishing
characteristics,
qualifications
and
work
standards
which
increase
the
city's
liability.
C
C
The
first
is
to
examine
and
eliminate
any
artificial
barriers
and
biases
within
job
description
language.
The
second
was
to
assist
with
the
development
of
a
classification
structure
that
reflects
the
city's
overall
classification
strategy
and
includes
a
clear
definition
of
terms.
The
third
was
to
develop
a
consistent
format
for
class
specifications,
aligned
with
job
families
and
then
to
develop
a
framework
for
the
allocation
of
positions
to
the
appropriate
class
based
on
the
duties
and
responsibilities
assigned
at
the
time
the
position
was
studied.
C
C
So
our
focus
on
equity
and
inclusion,
so
currently
our
goals
that
we've
achieved
for
this
year
that
we've
provided
workforce
training
to
managers
and
employees
in
the
prevention
of
harassment,
discrimination,
retaliation
and
abusive
conduct.
We've
updated
our
administrative
regulation
to
comply
to
be
in
compliance
with
the
with
the
with
the
law.
We've
retained
impact
justice
as
you've
learned
from
our
previous
council
meeting
to
conduct
a
safe
and
equitable
policy
review,
developed
new
classification
structure,
aligned
with
industry,
best
practices
and
examined
biases
in
the
development
of
qualifications
of
job
descriptions.
C
Our
objectives
going
forward
for
this
next
fiscal
year
are,
is
to
integrate
new
tools
and
technology
for
our
employees,
to
increase
the
quality
and
diversity
of
our
applicants
and
to
streamline
the
selection
and
onboarding
process
and
in
partnership
with
our
operating
departments.
We
hope
to
develop
programs
to
enhance
employee
engagement
and
retention.
C
We
want
to
evaluate
our
job
classification,
utilizing
the
new
templates
that
we've
established
to
eliminate
any
artificial
barriers
to
employment,
increased
training
opportunities
for
staff,
with
a
focus
on
professional
development,
train
our
interviewers
on
competency-based
behavioral
interview
methods
and
ensure
legal
defensibility
in
all
of
our
hiring
practices,
and
continue
to
work
on
implementing
our
administrative
regulations.
Aligned
with
our
city,
values.
C
So
our
request
tonight
is
to
provide
direction
regarding
the
transition
of
personal
board
functions
to
the
city,
manager's
office
and
human
resources.
We
believe
that
these
recommended
changes
will
expedite
human
resource
processes
and
allocate
more
time
and
resources
to
managing
compliance
and
workforce
development
activities.
C
A
D
A
E
E
So,
yes,
I
have
enjoyed
serving
on
the
board
over
the
past.
I
believe
13
14
years
and
regrettably
I
do
admit
that
the
personal
board
has
reached
its
limit
of
effectiveness
and
can,
at
times
be
a
hindrance
in
allowing
the
city
to
rapidly
move
in
in
making
staffing
decisions
during
these
very
very
fast
times.
E
You
know,
because
we
are
a
city-sanctioned
board.
We
have
to
abide
by
all
the
public
meetings
requirements
and
we
take
up
much
time
from
city
leaders
to
to
be
present
at
our
meetings
and
as
I
look
back,
you
know
decades
back
mr
mayor,
I
know
you
remember
the
honorable
and
late
marianne
jones
that
led
the
board
and
during
her
reign,
the
board
actually
conducted
interviews,
facilitated
testing.
E
They
assisted
in
all
aspects
of
the
hiring
process,
but
now,
as
technology
has
evolved
and
the
hr
staffing
has
increased,
these
activities
have
slowly
been
migrating
to
city
functions
and
and
now,
with
the
personal
board
made
up
of
myself
and
ed
commerford
and
joe
roberts
resigned
in
december.
We
we
review,
as
jennifer
mentioned,
you
know,
reviewed
the
re
new
and
revised
job
descriptions,
evaluate
eligibility,
eligibility
list
and
we
review
the
government
diversity
report
the
eeo4
report.
It's
probably
the
only
public
report
out
there
that's
required
from
a
municipality.
E
E
I
would
like,
however,
like
the
city
to
not
lose
lose
sight
of
the
eeo
four
form,
which
is
a
public
public-facing.
Government
diversity
type
form
it's
it's
it's
valuable,
it's
it.
It's
ambiguous,
whether
it's
valid
or
not,
but
it
is
public
facing
in.
In
conclusion,
as
the
the
chair
of
the
personal
board,
I
I
would
like
to
express
my
appreciation
to
monica
walker,
our
hr
manager,
who
you
know,
seamlessly
stepping
into
a
leadership
role
after
the
retirement
of
tamiyuki
and
before
you
know,
jennifer
brazil
assumed
her
role
monica
during
that
time.
E
A
A
All
right
city
council
we're
going
to
bring
it
back
to
us.
I
don't
see
any
other
speakers
and
what
I
would
say
is.
I
know
there
was
a
lot
in
the
presentation,
but
I
want
to
stick
specific
to
providing
direction
regarding
the
transition
of
personnel
board
functions
to
the
city
manager's
office.
So
let's
stick
that
vice
mayor.
F
Thank
you
for
that
report.
A
lot
of
history
there
and
a
lot
of
things
have
changed
and
it
seems
like
it's.
It's
it's
the
reasonable
thing
to
do.
Did
we
get
like
a
letter
of
concurrence
from
the
union
or
is
there
that's
my
first
question?
It
would
be
great
if,
if
we
were
to
hear
that,
it's
not
that
it's
just
good
to
have
that
information,
and-
and
we
can
probably
hear
that
or
request
that
some
kind
of
concurrence
from
them
that
would
make
me
feel
better.
F
A
Thank
you
vice
mayor,
I
think
in
the
presentation
and
staff
will
correct
me
that,
yes,
they
did
speak
to
the
teamsters
is
whom
they're
referencing
they're,
not
ours,
but
the
teams
represents
the
staff.
I
don't
believe
there
is
a
letter,
but
I
think
there
was
a
staff.
Correct
me
with
verbal
conversation
which
they
weren't
concurrence.
Is
that
accurate.
A
C
A
G
G
F
C
So
we
do
have
representatives
from
each
bargaining
group
and
we,
for
example,
when
we
have
updates
on
administrative
regulations,
we'll
do
a
meet
and
confer
with
the
bargaining
group
so
that
they
can
represent
their
their
their
collective
argument.
So
we
have
multiple
representatives
from
each
employee
group.
A
Okay,
my
turn.
I
have
a
couple
questions
and
I
have
some
statements.
This
has
been
something
that
has
been
talked
about
prior
councils.
That's
why
it
went
from
a
larger
group
to
five
and
it
came
forward
to
modify
the
personnel
board
back
then
from
five
to
three.
I
had
not
supported
that
because
to
me
you
were
lessening
the
amount
of
folks
on
a
body,
and
three
is
very:
nobody
usually
has
a
committee
or
committee
commission
board
of
three,
but
that's
what
it
is
with
the
resignation
of
one
bringing
it
down
to
two.
A
A
They
did
the
recommendations
they
provided
the
list
of
the
department
head,
so
it
has
evolved
over
many
many
years
that
I've
known
it
since
the
city
employee
to
keep
up
with
the
times
and
then
make
modifications
along
the
way,
and
so
this
is
something
that
staff
and
prior
city
manager
had
worked
on
with
tamiyuki
and
and
then
here
staff
has
brought
forward
with
these
updates.
We
did
meet,
they
met
three
to
four
times
a
year.
A
I
know
some
of
the
other
stats
you're
bringing
up
about
not
having
meetings
have
also
been
covered
related,
not
certain.
Also
for
history.
You
know
it
used
to
come
to
the
city
council
twice
for
a
job
description.
It
was
streamlined
to
have
it
come
up
once
so
that
was
to
have
efficiency
and
effectiveness,
and
that
was
done
some
time
ago,
but
I
want
to
ask
something
to
the
assistant
city
manager.
C
To
job
descriptions
that
are
simply
just
rewarding
changes
would
no
longer
need
to
go
to
council,
but
any
change
that
had
a
budgetary
impact
would
go
to
council.
So
anytime
there
was,
you
know
an
addition
to
a
you
know:
a
department
if
a
an
increase
in
a
position
or
a
change
to
a
position
that
would
increase
a
department
budget
that
would
go
to
council
yeah.
B
A
Okay,
there's
my
point
so
it
it
did
now
it
has,
and
that
would
change
so
city
council
would
not
see
it
any
longer.
Even
though
we've
streamlined
it
from
two
to
one
and
we're
street,
it
would
be
streamlined
more
if
looks
like
the
council
touring
who
transitioned
the
personnel
board.
So
in
essence,
you've
dropped
three,
but
you
don't
want.
The
desire
is
not
to
have
the
city
council
review
those
any
longer
unless
it's
a
monetary
situation.
A
So
that's
the
one,
that's
the
one
thing
that
I'm
not
comfortable
with
at
this
moment.
I
think
this
is
a
big
transition.
I
still
think
those
should
come.
I
think
it
gives
perspective
for
public
view.
I
think
it
gives
perspective
so
the
community
knows
what's
happening
and
I
think
it's
good
for
council
to
be
up
to
speed
on
what's
happening,
and
I
know
some
of
it
could
be
rico.
You're,
changing
class
b
to
class
c,
something
can
be
very
simple,
doesn't
mean.
I
don't
know
that.
That's
that's
under
consent.
A
A
C
C
A
A
C
A
I
understand
that,
but
but
I
guess
what
happens
if
because
it
it's
the
the
it'd,
be
the
two
bodies,
be
the
city
through
hr
and
it'd,
be
the
union
and
I've
been
a
shop
steward.
There
are
times
that
there's
not
a
concurrence.
So
then
my
question
is
what
happens
whether
it's
today
or
whether
it's
tomorrow.
B
B
B
A
vacancy-
and
you
say
you
know
what
boy
we
need
to
change
this
job
description
and
if
there's
a
process
by
which,
whether
it's
the
personnel
board
or
the
city
council
you're,
now
delaying
the
point
at
which
you
can
go
out
into
the
market
to
start
recruiting
for
that
job
description.
Because
you
need
to
draft
the
staff
report
and
go
to
the
city
council.
A
And
would
this
change
the
current
practices
of
the
hiring
and
then?
Lastly-
because
I
I
know
it's
arduous-
sometimes
to
hire
folks
right
is
you've
got
to
go
through
the
backgrounds
of
this
and
that
and
especially
in
our
public
safety.
I
worry
because
I
know
they
have
the
extra
hurdle
right,
especially
in
our
police
and
our
fire,
and
this
would
not
stifle,
modify
change
or
not.
Allow
us
to
get
the
quality
personnel
that
we
want
in
a
timely
fashion.
C
Absolutely
not.
This
would
not
impact
the
way
that
we
do
hiring.
However,
I
would
like
to
address
the
other
concern
regarding
the
eeo4
reports.
Currently,
those
reports
don't
go
to
council
and
if
it
is
council's
desire,
that's
something
that
we
can
bring
to
council
along
with
something
that
we
have
already
talked
about,
providing
which
is
an
equity
inclusion
plan
on
a
regular
schedule.
A
Perfect,
thank
you
for
including
that
okay
and
thank
you
for
answering
those
questions,
because
those
are
and
important-
and
I
appreciate
you,
you
folks
taking
that
detail
time,
and
I
do
appreciate
the
chair
being
kind
to
offer
that,
because
that
was
one
of
my
big
questions
and
concerns,
is
you
know
what
their
thought
is
and
that's
important
to
me.
Vice
mayor
medina.
B
B
However,
the
detailed
work
behind
that
happens
with
subordinate
staff
and
the
interface
between
the
unions
does
not
happen
at
the
city
at
the
city,
manager's
level,
when
things
arise
up
to
the
city
manager's
office
to
approval,
it's
99
of
the
times
has
already
been
vetted
and
approved
by
the
union,
and
the
city
manager
is
the
final
approval,
so
it's
just
deciding
what
that
final
approval
is
and
council
member
medina.
I
I
would
give
that
professional
recommendation,
whether
we're
talking
about
this
or
or
anything
else.
B
F
C
A
C
B
I
would
say
a
high-level
policy
we're
talking
about
things
that
really
almost
will
never
rise
to
the
level
of
a
policy
decision
that
the
city
council
would
really
engage
upon.
It's
wording
changes
to
a
job
description
and
in
various
departments
it
may
be
across
various
departments,
but
it's
truly
operational
in
nature.
F
F
F
And
maybe
like
on
the
website,
it
would
be
like
these.
These
are
the
changes
and
it'd
be
dates,
but
you'd
have
to
go
through
each
job
description
to
find
out
if
it
was
changed,
but
where
it
would
be
kind
of
highlighted.
These
are
the
ones
that
were
changed
and
that
was
it
and
then,
but
anyhow,
it's
not
going
to
hold
me
up
from
from
from
going
forward.
I
just
wanted
to
to
understand-
I
didn't
think
about
it
until
now,
so.
A
D
Yeah,
I
just
want
to
say
I
think
that
the
one
of
the
reasons
I'm
comfortable
with
this
change
is
that
the
union
is
involved
in
the
process.
It
sounds
like
they're
going
to
have
to
agree
to
this
and
that
the
council
right
there
has
to
be
some
kind
of
agreement
between
the
two
at
some
point
to
move
this
forward,
and
so
I
think
that
the
fact
that
we
manage
a
city
manager
provides
him
with
a
discretion
to
work
directly
with
each
of
his
directors.
D
Who
then,
in
this
case,
would
be
miss.
Brazil
would
work
directly
with
the
unions
on
the
job
classifications.
Otherwise,
I'm
generally
not
in
favor
of
taking
away.
You
know
any
like
power
direct
power
from
the
council,
but
I
do
feel
that
in
this
case,
with
the
union
being
as
involved
as
they
are,
and
the
conversations
happening
that
there
would
be
representation
on
behalf
of
the
membership,
so
that
that's
really
my
justification
around
this.
So
I
just
wanted
to
say
that
for
the
record,
thank
you.
A
A
City
staff
under
the
under
the
office
of
the
manager
may
say
it
is
being
changed.
There
does
not
have
to
be
a
concurrence.
I
don't
want
to
give
the
misconception.
Am
I
am
I
accurate?
I
mean
it
could
be
like.
I
said
it
could
be
a
small
word
change
and
if
the
union
says
I
don't
like
that
word,
I
want
a
different
word.
It's
like
hey,
it's
the
same
meaning
and
we're
we're
splicing
the
hairs
on
a
word.
So
it's
gonna
change.
Is
that
accurate?
Just
so
we're
clear
this
time.
B
A
C
Going
correct
work
with
the
union
to
establish
administrative
regulations
that
will
be
very
clear
about
what
the
process
is.
However,
we
before
javascriptions
even
go
to
the
personnel
board
they're
already,
we've
already
established
an
agreement
with
the
union,
so
we've
been
already
doing
this
for
years
and
you
know
sometimes
the
changes
happen
after
we've
already
agreed.
A
C
C
We're
in
agreement
with
the
union,
it
is
a
meaning,
infer,
it's
not
it's!
It's
all.
We
can
infer,
not
meet
and
agree.
However,
our
our
hope
is
that
our
employees
are
in
agreement
with
the
changes
that
we're
making
that's
I
mean
that
is
that's
why
we
have
these
processes
because,
especially
when
it
comes
to
something
like
a
job
description,
and
it
sets
the
tone
for
everything
performance,
it's
pay
everything
that
our
whole
engagement
with
the
workforce.
Absolutely
they
don't
agree
with
the
job
description.
A
Okay,
I
just
wanted
to
have
clarity
on
that,
because
it's
a
comment
so
with
that
I'm
going
to
look
to
my
zoom
window
here
and
I
believe
that
all
of
us
are
in
concurrence
with
that
director.
Am
I
incorrect?
I've
got
a
yes,
yes,
a
yes
is
that
what
was
that
okay
thumbs
up?
I
didn't
know
how
to
take
that
one
and
then
yes,
so
city
staff
miss
brazil.
Do
you
have
enough
direction.