HomeMy WebLinkAboutItem 6.3 Muni Code Personnel System
CITY CLERK
File # DrlJ[Q][Q]-[l]~
AGENDA STATEMENT
CITY COUNCIL MEETING DATE: June 3, 2008
SUBJECT:
ATTACHMENTS:
RECOMMENDATION:
FINANCIAL STATEMENT:
DESCRIPTION:
PUBLIC HEARING: Amendment of Dublin Municipal Code
Chapter 2.20 (Personnel System).
Report Prepared by Elizabeth H. Silver, Assistant City Attorney and
Stephen Muzio, Associate Attorney
1.
Draft Ordinance Amending Chapter 2.20 of the Dublin
Municipal Code relating to the Personnel System.
Clean copy of draft ordinance.
Draft Resolution Restating Positions Exempt From
Competitive Service.
2.
3.
1.
2.
3.
4.
5.
Receive Staff presentation;
Open public hearing;
Receive public testimony;
Close public hearing and deliberate;
Waive reading and INTRODUCE the Ordinance Amending
Chapter 2.20 ofthe Dublin Municipal Code relating to the
Personnel System (Attachment 1).
None.
At its March 22, 2006 Goals and Objectives meeting, the City Council reviewed and approved with high
priority the comprehensive update to certain chapters ofthe Dublin Municipal Code (DMC). One chapter
proposed for review is DMC Chapter 2.20, which establishes a uniform system for dealing with City
personnel matters. The Chapter's provisions create a general framework for the administration of the
personnel system and for the adoption and amendment by the City Council of the personnel rules. The
personnel rules contain more detailed information regarding all. aspects of City employment, including
employee classification, assessment of job applicants, recruitment and hiring, benefits and pay increases.
We have recently worked extensively with the City Staff to revise and update the personnel rules, which
revisions must be approved by resolution of the City Council.
COPY TO:
-------------------------------------------------------------------------------------------------------------
StfRpt Personnel System (3); 114.1015
Page 1 of2
b.3
ITEM NO.
Staffhas reviewed the ordinance and recommends that Sections 2.20.070 and 2.20.100 be amended to
ensure that the Chapter is consistent with the proposed revisions to the personnel rules. Staff also
recommends that Section 2.20.040, which indicates the positions not subject to the provisions of Chapter
2.20, be amended to state that department head and management positions exempt from the provisions of
Chapter 2.20 shall be designated by resolution of the City Council. Staff also recommends that the
Chapter be amended to capitalize the word "city" where necessary to ensure consistency with the rest of
the Municipal Code.
In 1990, the City Council adopted Resolution Number 142-90 to designate management positions exempt
from the competitive service and, thus, exempt from Chapter 2.20. Since that time, the Resolution has
been amended twenty-one times to add, remove and rename various positions in the category. In order to
clarify the list of management positions that are currently exempt from Chapter 2.20, Staffhas prepared a
draft resolution which restates the positions which are exempt from Chapter 2.20 pursuant to Resolution
142-90 and its amendments (Attachment 3). The final version of the resolution will be drafted to take
effect at the same time as the ordinance, and is attached for the Council's review. Staff will present this
resolution to the Council for adoption at the same time the ordinance amending Chapter 2.20 is presented
for adoption.
The Assistant to the City Manager has reviewed the proposed Ordinance amending Chapter 2.20 and
concurs with the recommended changes.
RECOMMENDATION
Staff recommends that the City Council: 1) receive Staff presentation; 2) open public hearing; 3) receive
public testimony; 4) close public hearing and deliberate; 5) waive reading and INTRODUCE the
Ordinance Amending Chapter 2.20 of the Dublin Municipal Code relating to the Personnel System
(Attachment 1).
1096820.3
Page 2 of2
ORDINANCE NO.
AN ORDINANCE OF THE CITY OF DUBLIN
AMENDING CHAPTER 2.20 OF THE DUBLIN MUNICIPAL CODE
RELATING TO THE PERSONNEL SYSTEM
The City Council ofthe City of Dublin does hereby ordain as follows:
Section 1. Chapter 2.20 of the Dublin Municipal Code is revised as follows, with
deletions indicated in strikethrough and additions indicated in underline:
2.20.010 Adoption.
In order to establish an equitable and uniform system for dealing with personnel matters, and
to comply with applicable laws relating to the administration of the personnel process, the
following personnel system is adopted.
2.20.020 Definitions.
The terms used to administer the personnel system shall be defined in the personnel rules.
2.20.030 Administration.
The City Manager shall administer the &,ityPersolln.elsysternal1~.rnl!-):'.~elegat(:al1)'()ftheu/
powers and duties to a staff member or may delegate the appointing authority granted by the City
Council to any other officer or employee of the .9t)'orll1a)'rec()111ll1en~tltatsu(;hp()\V~rsand/.
duties be performed under contract as provided in Section 2.20.130 of this chapter. The City
Manager shall:
A. Act as the appointing authority for the.Qit)', \Vith the (:x(;epti()n ()ftl1euQitY,L\ttollleYu\Vl1ou/
shall be appointed by the City Council;
B. Administer all the provisions of this chapter and of the personnel rules not specifically
reserved to the City Council;
C. Prepare and recommend to the City Council personnel rules and revisions and amendments
to such rules;
D. Prepare or cause to be prepared a position classification plan, including class
specifications, and revisions of the plan;
E. Have the authority to discipline employees in accordance with this chapter and the
personnel rules ofthe.9ty;umuum.uuumuuuuu umuummuumum u .... u. .
F. Provide for the publishing or posting of notices of tests for positions in the competitive
service; the receiving of applications therefor; the conducting and grading of tests; and the
certification of a list of all persons eligible for appointment to the appropriate position in the
competitive service; and performing any other duty that may be required to administer the
personnel system.
2.20.040 Applicability.
The provisions of this chapter shall apply to all offices, positions and employments in the
service ofthe~()ty,.except:..
A. Elective officers;
B. The City Manager;
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ATTACHMENT 1
C. The City Attorney and any Assistant or Deputy City Attorneys;
D. Members of appointive boards, commissions, and committees;
E. Department heads and other management positions designated by L"~9.1~!!i.QILQf th~,J:i!..y
CounciJ~*H...UUUum ......HH...H.H......".. H... .uHHH .. ...../..
F. Persons engaged under contract to supply expert, professional, technical or any other
servIces;
G. Volunteer personnel;
H. All Council-appointed.Qit)'officers;.H....H..HHH..HH. ".HHH" .mu.... .HH umu....
I. Emergency employees who are hired to meet the immediate requirements of an emergency
condition, such as extraordinary fire, flood, or earthquake which threatens life or property;
J. Employees, other than those listed elsewhere in this section, who are not regularly
employed in permanent positions. "Regularly employed in permanent positions" means an
employee hired for an indefinite term into a budgeted position, who is regularly scheduled to
work no less than one thousand forty (1040) hours per year, and has successfully completed the
probationary period and been retained as provided in this chapter and the personnel rules;
K. Any position primarily funded under a state or federal employment program;
L. Employees not included in the competitive service, as that term is defined ill the personnel
rules, J'hall st:rve at theplea.sllre. ()f.th.eir appoil1tillg a.utl1()rity.u .. .......... .. H........
* Incumbents in:!l'yJ)()oiti()no~()..ge$jgll~Wg.bYJhe..Cjty(g\i.!,<;.i)."'Jl('Jjg!(j these positions on September 1, 1987 shall be subject to the
provisions of this chapter.
2.20.050 Adoption and amendment of rules.
Personnel rules shall be adopted by resolution of the City Council. The rules may establish
regulations goveming the personnel system, including:
A. Preparation, installation, revision, and maintenance of a position classification plan
covering all positions in the competitive service, including employment standards and
qualifications for each class;
B. Appropriate announcement of the selection process and acceptance of applications for
employment;
C. Preparation and conduct of tests and the establishment and use of resulting employment
lists containing names of persons eligible for appointment;
D. Certification and appointment of persons from employment lists, and the making of
provisional appointments;
E. Establishment of probationary testing periods;
F. Evaluation of employees during the probationary testing period and thereafter;
G. Transfer, promotion, demotion, reinstatement, disciplinary action and layoff of employees
in the competitive service;
H. Separation of employees from the .()tysef\lict:;u. u.... ......... u
I. The establishment and maintenance of adequate personnel records for purposes of
accounting and legal requirements;
J. The establishment of any necessary appeal procedures.
2.20.060 Appointments.
A. Appointments to vacant positions in the competitive service shall be made in accordance
with the personnel rules. Appointments and promotions shall be based on merit and fitness to be
ascertained so far as practicable by competitive examination. Examinations may be used and
conducted to aid the selection of qualified employees and shall consist of selection techniques
which will test fairly the qualifications of candidates such as achievement and aptitude tests,
?~bL
,
i Deleted: the City Manager, including
i but not limited to Assistant City Manager,
! Community Development Director, *
i Administrative Services/Finance
i Director, * RecreationParks and
i Conununity Services Director, * Public
i Works Director/City Engineer, * and
: Assistant to the City Manager;
" >
"1 Deleted: c
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"... t Deleted: under this section
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written tests, personal interview, performance tests, physical agility tests, evaluation of daily
work performance, work samples or any combinations of these or other tests. The probationary
period shall be considered an extension of the examination process. Physical, medical and
psychological tests may be given as a part of any examination.
B. In any examination the City Manager or his/her designee may include, in addition to
competitive tests, a qualifying test or tests, and set minimum standards therefor.
C. The appointing authority of employees in the competitive service is the City Manager. The
City Manager may delegate the appointing authority to any other officer or employee ofthe.Qity:.
2.20.070 Probationary period.
A. All regular appointments. including promotional appointments, shall be for a probationary
period as set forth in the personnel rules adopted pursuant to this chapter. During the
probatj,QJJ...!IYJ2eri <?JL!lJ.uIJJPJQ~. m:frJ'-~,.J~.~g~_<,l..!it any t!m~_withml.ts;1!J.?.e anJ!1lJ.~r~.~.h1,tJJ be
no right of appeal, hearing, or grievance procedure.. ............ ............. . ................
2.20.080 Status of present employees.
A. Any person holding a position included in the competitive service who, on the effective
date of this ordinance, shall have served continuously in such position, or in some other position
in the competitive service, for a period equal to the probationary period prescribed in the rules
for his class, shall assume regular status in the competitive service in the position held on such
effective date without qualifying test, and shall thereafter be subject in all respects to the
provisions of this chapter and the personnel rules.
B. Any other persons holding positions in the competitive service shall be regarded as
probationers who are serving out the balance of their probationary periods as prescribed in the
rules before obtaining regular status. The probationary period shall be computed from the date of
appointment or employment.
2.20.090 Demotion-Dismissal-Reduction in pay-Suspension-Reprimand.
The City Manager shall have the authority to demote, discharge, reprimand, reduce in pay, or
suspend, any regular employee for cause in accordance with procedures included in the
personnel rules.
2.20.100 Right of appeal.
A. Any employee in the competitive service who has successfully completed the probationary
period shall have the right to appeal a demotion, discharge for disciplinary or medical reasons,
and certain reductions in payor suspensions as setforth in the personnel rules adopted pursuant
to thi s chaPter.. .............. on.....
B. All appeals shall be processed in accordance with the requirements and procedures as set
forth in the personnel rules adopted pursuant to this chapter.
2.20.110 Layoff and reemployment.
Layoff and reemployment actions shall follow the process outlined in the personnel rules.
2.20.120 Political activity.
The political activities of .city employees shall conform to pertinent provisions ofsUite}aw
and any local provision adopted pursuant to state law. ............ ....u...muu .. -
2.20.130 Contracts for special service.
The City Manager shall consider and make recommendations to the City Council regarding
the extent to which the City should contract for the performance of technical services in
connection with the establi;hmentoroperation of the personnel system. The procurement .otany"
3 ~ lOt
r-_.__.__.____m_.....___....hh.__.___...........__............__....m...."
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_ _ - { Deleted: All regular appointments,
I including promotional appointments,
i shall be for a probationary period of six i
i (6) months. The appointing authority may I
extend such probationary period up to six i
(6) additional months. The probationary .
period shall commence from the date of
appointment. In the event of ilmess or
injury requiring absence from work, the
number of days absent shall be added to
the length of the probationary period. ;
During the probationary period. the i
employee may be rejected at any time i
without cause and there shall be no right !
j of appeal, hearing, or grievance
i procedure.lI
i B. If the service of th~ probationary
I employee has been sallsfactory to the
I appointing authority, then the appointing
i authority shall file with the City Manager
! a statement in writing to such effect and
i stating that the retention of such
I employee in the service is desired. If such
a statement is not filed, the employee will
be deemed to be unsatisfactory and his
employment terminated at the expiration
of the probationary period. Where a
statement of satisfactory service has not
been filed, notice of the termination shall
be served on the terminated employee by
the City Manager after the expiration of
the selection period.lI
C. An employee rejected during the
i probationary period from a position to
i which he has been promoted shall be
! reinstated to a position in the class from
i which he was promoted unless he is
i discharged from the city service as
i provided in the personnel rules. If no
! vacancy exists in such position, he shall
i be placed on a reemployment list as
\, i. provided in the personnel rules.
i Deleted: reduction in pay, suspension,
I or discharge for disciplinary or medical
! reasons, except in those instances where
i the right of appeal is specifically
I prohibited by this chapter or the rules
. adopted thereunder
,r" ........ .......... ................mm..................._.....................................'\
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contractual services shall be arranged in accordance with the adopted procurement laws and
policies of the &,ity. The &,ity ll1ay COlltract .\Vithal1yqllalifieclpt:rsonor. P\lbliC;ol"pri'late. ageIlc;y....... Deleted: c
for the performance of all or any of the following responsibilities and duties imposed by this. Deleted: c
chapter:
A. The preparation of personnel rules and subsequent revisions and amendments thereof;
B. The preparation of a position classification plan, and subsequent revisions and
amendments thereof;
C. The preparation, conduct and grading of competitive tests;
D. The conduct of employee training programs;
E. Special and technical services of advisory or informational character on matters relating to
personnel administration.
Section 2. Severability. The provisions of this Ordinance are severable and if any
provision, clause, sentence, word or part thereof is held illegal, invalid, unconstitutional, or
inapplicable to any person or circumstances, such illegality, invalidity, unconstitutionality, or
inapplicability shall not affect or impair any of the remaining provisions, clauses, sentences,
sections, words or parts thereof of the ordinance or their applicability to other persons or
circumstances.
Section 3. Effective Date. This Ordinance shall take effect and be enforced thirty
(30) days following its adoption.
Section 4. Posting. The City Clerk of the City of Dublin shall cause this Ordinance
to be posted in at least three (3) public places in the City of Dublin in accordance with Section
36933 of the Government Code of the State of California.
PASSED, APPROVED AND ADOPTED this _ day of
,2008.
AYES:
NOES:
ABSENT:
ABSTAIN:
Janet Lockhart, Mayor
ATTEST:
if ~ )02
-)
51' l,;l
Carolyn Parkinson, Interim City Clerk
'l____________
..! Deleted: 1096687.2 '!
- - - -~ - - - - ~'''''''''''''''''''''''''''''''''-..""==--'''''''''''''"..-'''''''===''''",...,,',,..-'''''=''''''<
..1 Deleted: 1096687.1 1
'-......._..._........_m.._....._......._...._..._________......._.......____...1
ORDINANCE NO.
AN ORDINANCE OF THE CITY OF DUBLIN
AMENDING CHAPTER 2.20 OF THE DUBLIN MUNICIPAL CODE
RELATING TO THE PERSONNEL SYSTEM
The City Council of the City of Dublin does hereby ordain as follows:
Section 1. Chapter 2.20 ofthe Dublin Municipal Code is revised as follows, with
deletions indicated in strikethrough and additions indicated in underline:
~~r~
2.20.010 Adoption.
In order to establish an equitable and uniform system for dealing with personnel matters, and
to comply with applicable laws relating to the administration of the personnel process, the
following personnel system is adopted.
2.20.020 Definitions.
The terms used to administer the personnel system shall be defined in the personnel rules.
2.20.030 Administration.
The City Manager shall administer the City personnel system and may delegate any of the
powers and duties to a staff member or may delegate the appointing authority granted by the City
Council to any other officer or employee of the City or may recommend that such powers and
duties be performed under contract as provided in Section 2.20,130 of this chapter. The City
Manager shall:
A. Act as the appointing authority for the City, with the exception of the City Attorney who
shall be appointed by the City Council;
B. Administer all the provisions of this chapter and of the personnel rules not specifically
reserved to the City Council;
C. Prepare and recommend to the City Council personnel rules and revisions and amendments
to such rules;
D, Prepare or cause to be prepared a position classification plan, including class
specifications, and revisions of the plan;
E. Have the authority to discipline employees in accordance with this chapter and the
personnel rules of the City;
F. Provide for the publishing or posting of notices of tests for positions in the competitive
service; the receiving of applications therefor; the conducting and grading of tests; and the
certification of a list of all persons eligible for appointment to the appropriate position in the
competitive service; and performing any other duty that may be required to administer the
personnel system.
2.20.040 Applicability.
The provisions of this chapter shall apply to all offices, positions and employments in the
service of the City, except:
A. Elective officers;
B. The City Manager;
ATTACHMENT 2
'1 ~ )2
C, The City Attorney and any Assistant or Deputy City Attorneys;
D, Members of appointive boards, commissions, and committees;
E. Department heads and other management positions designated by resolution of the City
Council. *
F, Persons engaged under contract to supply expert, professional, technical or any other
servIces;
G. Volunteer personnel;
H. All Council-appointed City officers;
I. Emergency employees who are hired to meet the immediate requirements of an emergency
condition, such as extraordinary fire, flood, or earthquake which threatens life or property;
J. Employees, other than those listed elsewhere in this section, who are not regularly
employed in permanent positions. "Regularly employed in permanent positions" means an
employee hired for an indefinite term into a budgeted position, who is regularly scheduled to
work no less than one thousand forty (1040) hours per year, and has successfully completed the
probationary period and been retained as provided in this chapter and the personnel rules;
K. Any position primarily funded under a state or federal employment program;
L. Employees not included in the competitive service, as that term is defined in the personnel
rules, shall serve at the pleasure of their appointing authority.
* Incumbents in any positions so designated by the City Council who held these positions on September 1, 1987 shall be subject to the
provisions of this chapter.
2.20.050 Adoption and amendment of rules.
Personnel rules shall be adopted by resolution of the City Council. The rules may establish
regulations governing the personnel system, including:
A. Preparation, installation, revision, and maintenance of a position classification plan
covering all positions in the competitive service, including employment standards and
qualifications for each class;
B, Appropriate announcement of the selection process and acceptance of applications for
employment;
C. Preparation and conduct of tests and the establishment and use of resulting employment
lists containing names of persons eligible for appointment;
D. Certification and appointment of persons from employment lists, and the making of
provisional appointments;
E. Establishment of probationary testing periods;
F. Evaluation of employees during the probationary testing period and thereafter;
G. Transfer, promotion, demotion, reinstatement, disciplinary action and layoff of employees
in the competitive service;
H. Separation of employees from the City service;
I. The establishment and maintenance of adequate personnel records for purposes of
accounting and legal requirements;
J. The establishment of any necessary appeal procedures,
2.20.060 Appointments.
A. Appointments to vacant positions in the competitive service shall be made in accordance
with the personnel rules, Appointments and promotions shall be based on merit and fitness to be
ascertained so far as practicable by competitive examination. Examinations may be used and
conducted to aid the selection of qualified employees and shall consist of selection techniques
which will test fairly the qualifications of candidates such as achievement and aptitude tests,
b ~ IJ-
written tests, personal interview, performance tests, physical agility tests, evaluation of daily
work performance, work samples or any combinations of these or other tests, The. probationary
period shall be considered an extension of the examination process. Physical, medical and
psychological tests may be given as a part of any examination.
B. In any examination the City Manager or his/her designee may include, in addition to
competitive tests, a qualifying test or tests, and set minimum standards therefor,
C. The appointing authority of employees in the competitive service is the City Manager. The
City Manager may delegate the appointing authority to any other officer or employee of the City,
2.20.070 Probationary period.
A. All regular appointments, including promotional appointments, shall be for a probationary
period as set forth in the personnel rules adopted pursuant to this chapter. During the
probationary period, the employee may be rejected at any time without cause and there shall be
no right of appeal, hearing, or grievance procedure.
2.20.080 Status of present employees.
A, Any person holding a position included in the competitive service who, on the effective
date of this ordinance, shall have served continuously in such position, or in some other position
in the competitive service, for a period equal to the probationary period prescribed in the rules
for his class, shall assume regular status in the competitive service in the position held on such
effective date without qualifying test, and shall thereafter be subject in all respects to the
provisions of this chapter and the personnel rules.
B. Any other persons holding positions in the competitive service shall be regarded as
probationers who are serving out the balance of their probationary periods as prescribed in the
rules before obtaining regular status, The probationary period shall be computed from the date of
appointment or employment.
2.20.090 Demotion-Dismissal-Reduction in pay-Suspension-Reprimand.
The City Manager shall have the authority to demote, discharge, reprimand, reduce in pay, or
suspend, any regular employee for cause in accordance with procedures included in the
personnel rules.
2.20.100 Right of appeal.
A. Any employee in the competitive service who has successfully completed the probationary
period shall have the right to appeal a demotion, discharge for disciplinary or medical reasons,
and certain reductions in payor suspensions as set forth in the personnel rules adopted pursuant
to this chapter.
B. All appeals shall be processed in accordance with the requirements and procedures as set
forth in the personnel rules adopted pursuant to this chapter.
2.20.110 Layoff and reemployment.
Layoff and reemployment actions shall follow the process outlined in the personnel rules.
2.20.120 Political activity.
The political activities of City employees shall conform to pertinent provisions of state law
and any local provision adopted pursuant to state law,
2.20.130 Contracts for special service.
The City Manager shall consider and make recommendations to the City Council regarding
the extent to which the City should contract for the performance of technical services in
connection with the establishment or operation of the personnel system. The procurement of any
q~~
contractual services shall be arranged in accordance with the adopted procurement laws and
policies of the City, The City may contract with any qualified person or public or private agency
for the performance of all or any of the following responsibilities and duties imposed by this
chapter:
A. The preparation of personnel rules and subsequent revisions and amendments thereof;
B. The preparation of a position classification plan, and subsequent revisions and
amendments thereof;
C. The preparation, conduct and grading of competitive tests;
D. The conduct of employee training programs;
E. Special and technical services of advisory or informational character on matters relating to
personnel administration.
Section 2. Severability. The provisions of this Ordinance are severable and if any
provision, clause, sentence, word or part thereof is held illegal, invalid, unconstitutional, or
inapplicable to any person or circumstances, such illegality, invalidity, unconstitutionality, or
inapplicability shall not affect or impair any of the remaining provisions, clauses, sentences,
sections, words or parts thereof of the ordinance or their applicability to other persons or
circumstances,
Section 3. Effective Date. This Ordinance shall take effect and be enforced thirty
(30) days following its adoption.
Section 4. Posting, The City Clerk of the City of Dublin shall cause this Ordinance
to be posted in at least three (3) public places in the City of Dublin in accordance with Section
36933 of the Government Code of the State of California.
PASSED, APPROVED AND ADOPTED this _ day of
,2008,
AYES:
NOES:
ABSENT:
ABSTAIN:
Janet Lockhart, Mayor
ATTEST:
) 0 ~/;L
Carolyn Parkinson, Interim City Clerk
" ~ IJ.
RESOLUTION NO. - 08
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
*********
RESTATING THE MANAGEMENT POSITIONS EXEMPT FROM
COMPETITIVE SERVICE AS STATED IN THE RESOLUTION
ESTABLISHING MANAGEMENT POSITIONS EXEMPT FROM
COMPETITIVE SERVICE AND PRESCRIBING LEAVE BENEFITS FOR THE
POSITIONS AND ALL AMENDMENTS THERETO
WHEREAS, Section 2,20.040.E of the Dublin Municipal Code exempts
Department Heads and other Management Positions from Competitive Service; and
WHEREAS, the City Council adopted Resolution No. 142-90 which establishes
Management Positions and defines benefits for those positions; and
WHEREAS, Resolution 142-90 has subsequently been amended by numerous
resolutions to reflect changes in the benefits for those positions and to add, remove and
modify the titles of positions included in the category of positions exempt from
competitive service; and
WHEREAS, the City Council wishes, for the sake of clarity, to restate those
positions which have been designated exempt from the competitive service by Resolution
No, 142-90 and subsequent amendments thereto, without superseding any of the
provisions of Resolution No. 142-90 or the subsequent amendments relating to the
benefits pertaining to such exempt positions.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of
Dublin, in accordance with Section 2,20.040.E ofthe Dublin Municipal Code, restates the
positions below as exempt from competitive services and subject to service at the
pleasure ofthe City Manager, except as otherwise noted in Section 2.20.040,E:
1. Administrative Services Director
2, Assistant City Manager
3. Assistant to the City Manager
4, Building Official
5. City Clerk
6, City Engineer
7. Community Development Director
8, Economic Development Director
9. Finance Manager
10. Information Systems Manager
11. Parks and Community Services Director
12. Parks and Community Services Manager
ATTACHMENT 3
2008,
ATTEST:
13. Parks and Facilities Development Manager
14. Planning Director
15. Planning Manager
16, Public Works Director/Assistant City Engineer
17, Public Works Manager
BE IT FURTHER RESOLVED that this Resolution shall be effective
PASSED, APPROVED AND ADOPTED this _ day of
AYES:
NOES:
ABSENT:
ABSTAIN:
,2008.
1 ~ ':1 );t
1099635.1
City Clerk
Mayor