The Merit System in Classified Employment Presented by: Marina - - PowerPoint PPT Presentation

The Merit System in Classified Employment

Presented by: Marina Mihalevsky Director, Classified Personnel

HISTORICAL PERSPECTIVE

1880

1980

1935 1934 1913 1883 1978 1974 CIVIL SERVICE REFORM

State of CA – Civil Service Act of 1913

State of CA – Civil Service Act of 1934

Federal Government Civil Service Reform – established Office of Personnel Management

CVUSD adopts Merit System Assembly Bill 999 – amendment to Education Code to adopt Merit System “Civil Service”

Civil Service Act of 1883 (Pendleton Act) – federal employment protections against patronage.

1936

LAUSD adopts the Merit System

• 100 school districts in CA operate under the Merit System (about 30% of the

largest 100 districts).

• 60% of all classified employees in the State work under a Merit System.
• Local districts include:
• Simi Valley USD
• Oxnard Elementary SD
• Ventura USD
• Santa Paula USD
• Ventura Community College District
• Ojai USD
• Santa Monica Malibu USD
• William S. Hart Union SD
• In 1974, the Board of Education of the Conejo Valley Unified School District,

adopted the Merit System as set forth in California Education Code, Article 6 - Chapter 5, Part 25, Division 3, commencing with section 45260, to govern classified personnel employment.

MERIT SYSTEM AT CVUSD

• The Education Code 45260 specifies provisions for administering the

Merit System requiring the establishment of an independent 3 person neutral body – Personnel Commission.

• Two (2) branches of government govern classified employment –

division of power establishes a checks and balances system

• Members of the Personnel Commission:

Nate Harimoto - Commission Chair Board of Education appointee Term: December 1, 2013- November 30, 2016 Nina Brandt - Member CSEA Chapter 620 appointee Term: December 2015 - November 2018 Rose Jeffery – Vice Chair Joint appointee (Board / CSEA) Term: December 2014 - November 2017

ADMINISTERING THE MERIT SYSTEM – PERSONNEL COMMISSION

A system of personnel management designed to promote the efficiency of the classified workforce by providing for the selection and retention of employees, promotional opportunities, training, and other employment matters, on the basis of merit and fitness demonstrated by competitive examinations and performance. BASIC TENETS OF THE MERIT SYSTEM

WHAT IS THE MERIT SYSTEM?

Hiring and promoting employees on the basis of ability through competitive examination. Maintaining high standards of integrity, conduct, and concern for the public interest. Assuring fair treatment of all applicants and employees in all aspects of personnel administration without regard to political affiliation, race, color, national origin, sex or religious creed and with proper regard for their privacy and Constitutional rights as citizens. Ensuring equitable pay for like work Protecting employees from improper political influence. Protecting employees against reprisal for the lawful disclosure of information in "whistleblower" situations.

Qualifications

• Resident within territorial boundaries of Conejo Valley USD
• Registered voter
• Known adherent to the principles of the Merit System
• Not a current CVUSD employee or member of the CVUSD

governing board. Announcement / Public Hearing

• The Board must publicly announce their intended appointee
• Public Hearing must be held between 30 and no more than

45 days from the date of announcement

• Appointment is for a 3 year term

COMMISSIONER APPOINTMENT

PERSONNEL COMMISSION FUNCTIONS

Recruitment

Personnel Commission Budget

Personnel Commission

Classification Compensation

Selection Exams Eligibility Lists Disciplinary Appeals

Rules and Procedures to govern Classified Employment

• Establish the need and

type of services – authorize positions

• Establish job classification/adopt

job specifications to appropriately classify positions/allocate positions to job classes

• Adopt salary schedule /

approve salary allocation for job class

• Flexibility to set salary within

the relationships established by PC

• Must give notice to PC, if

taking action contrary to PC recommendation

• Establish hierarchical

relationships within/between

• ccupational groups
• Recommend salary allocation for

newly established job classes

POSITIONS IN CLASSIFIED SERVICE

Board of Education Personnel Commission

Board of Education Personnel Commission

• Board designees (i.e.

management/administrative staff make recommendations for discipline)

• Provides notice to the employee

that the Board of Education has taken disciplinary action – 14 days to file an appeal

• Superintendent appoints a designee

to serve as Skelly Officer (due process)

• Skelly Officer brings recommendation

for discipline to the Board of Education for action

• Board of Education takes action on

discipline in closed session, or at the request of the employee, may be asked to take action in open session

• PC has authority to issue witness

subpoenas to individuals within and outside the district.

• Holds disciplinary appeal

hearings

• Authority to uphold, modify or
• verturn discipline taken by the

Board of Education

DISCIPLINE IN CLASSIFIED SERVICE

VACANCIES IN CLASSIFIED SERVICE

Position Review

• Staff collaborates with Department/School administrative staff to identify the

essential job functions and related knowledge, skills, abilities – job competencies.

Exam Development

• General Fitness (multiple-choice, reading comprehension, general knowledge)
• Performance exam (written assessment, computer skills, software proficiency)
• Oral Interview (technical, interpersonal and communication savvy)

Exam Administration

• Proctoring exams, ensuring administration integrity

Eligibility List Establishment

• Individuals are ranked based on aggregate score of weighted scores of all exam
• parts. A unique score occupies a rank.

Vacancy Certification

• Eligibility for a particular vacancy must come from the top 3 ranks of able and

willing individuals from the eligibility list, any eligible transfers, re-employment/reinstatement eligible candidates.

RECRUITMENT STATISTICS

• Between July 1, 2015 and June 30, 2016, 3,372 applications were

created, attracting over 59,020 views “hits” online.

• 1,907 job interest cards submitted over one year

College Website 0% Craigslist 1% District Employee 4% District Job Bulletin 2% District Website 30% Edjoin.com 6% Friend/Relative 5% Governmentjobs.com 24% Job Interest Card 4% Job Search Site (ie-Indeed) 6% Monster 2% Other 16%

APPLICATION SOURCE

STATISTICS SUMMARY FISCAL YEAR 11/12 12/13 13/14 14/15 15/16  Total Examinations Administered 75 77 69 64 65 Individual General Fitness Assessments 43 85 99 85 145 Individual Performance-based Assessments 15 51 50 40 52 Structured Oral Interview Panels 47 67 73 60 62  Total Applications Evaluated for Minimum Entrance Qualifications 1,273 2,617 2,777 2,943 3,372 Applicant increase/decrease over previous year

• 1.03% 105.5% 1.06% 1.06%

1.15%

GENERAL FITNESS EXAMINATION DETAIL

 # of Applicants Invited to General Fitness Exam

774 1,522 1,591 1,507 1,831

 # of General Fitness Exams Scored/Evaluated

556 968 1,010 906 1,037

 General Fitness Examination Passing Rate

78.6% 70.8% 72.6% 64.0% 64.32%

STRUCTURED ORAL INTERVIEWS DETAIL

 Number of Applicants Invited to Structured Oral Interview 456 795 733 509 620  Total Number of Applicants Evaluated by Structured Oral Interview 398 726 759 434 483  Structured Oral Interview Passing Rate 87.7% 93.8% 89.6% 89.6% 87.82%  Applicants Placed On Eligibility Lists 355 681 680 603 670

EXAMINATION STATISTICS

Promotes the Public’s Interest:

• Employment opportunities are publicized to the

public – broad reach to attract the most qualified applicants.

• It helps to build diversity within the workforce.
• Selection on the basis of competitive

examination – value-adding employees

• Building trust through transparency in

employment processes

• Serves to satisfy obligation for public

accountability

CAPITALIZING ON THE MERIT SYSTEM