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REVISED CLASSIFICATION SPECIFICATION AND OPEN AND COMPETITIVE RECRUITMENT BULLETIN: WAREHOUSE WORKER/DELIVERY DRIVER
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Contact Person/Dept: Amy Webber/Human Resources
Phone Number: 310-253-5640
Fiscal Impact: Yes [] No [X] General Fund: Yes [] No []
Public Hearing: [] Action Item: [X] Attachments: [X]
Public Notification: Email Meeting Agenda (02/26/2016)
Department Approval: Serena Wright, Human Resources Director, (02/26/2016)
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RECOMMENDATION
Staff recommends that the Civil Service Commission approve the revised classification specification and open and competitive recruitment bulletin for Warehouse Worker/Delivery Driver.
BACKGROUND/DISCUSSION
The Warehouse Worker/Delivery Driver classification is part of the Finance Department’s Purchasing Division and functions to provide supplies to all City Departments. The current staff is comprised of four Warehouse Workers/Delivery Drivers reporting to the Warehouse Supervisor.
In 2006, the Commission approved minor changes to the Warehouse Worker/Delivery Driver classification along with increasing the weight of the written exam and decreasing the performance test weight equal to the appraisal interview.
Since that time the City has implemented new enterprise resource planning systems. Warehouse Worker/Delivery Driver’s spend a majority of their work day using these enterprise resources planning (inventory) systems and other computer programs to complete inventory work. This work is needed to process requisitions for purchasing transactions in all City departments. The City’s inventory systems have advanced technology and require users that have the ability to operate a personal computer along with knowledge of inventory best practices when utilizing computerized inventory systems.
Along with the class specification and recruitment bulletin review, Human Resources staff reviewed the results of the two most recent recruitments which took place after the 2006 revisions. While the City received hundreds of applications, those candidates placing on the eligible list didn’t all possess the basic computer skills and knowledge needed for the position. Therefore, in light of the technology advancements in the City’s inventory systems, Human Resources staff has determined that increased minimum knowledge, skills, abilities and training and experience are needed for a successful candidate to fulfill the essential job duties and the proposed changes are reflected in the attached specification (Attachment A).
Classification Specification
• Classification Title change is recommended to accurately reflect the essential job duties.
Stores Specialist has been proposed as the new title. Human Resources Staff along with Finance Management agree that this title reflects the scope of work performed by the classification. A review of the labor market was conducted and found that this title is similar to other comparable classifications.
• Essential Job Duties has been revised to clarify the work actually performed by this classification.
• Minimum Knowledge has been revised to include the minimum knowledge of inventory best practices and inventory software applications which are needed for an incumbent to be successful in the position.
• Minimum Skill and Ability have been revised to reflect the minimum skills and abilities needed to satisfactorily perform those essential job duties associated with the multiple computerized inventory systems.
• Licenses and Certificates have been updated to incorporate the desirable certificate that would assist an incumbent in preforming the essential job duties.
• Training and Experience have been revised to include high school graduation or equivalent education and one year warehouse experience standards.
The proposed changes are needed to satisfactorily perform the job duties. Additionally, the one year level of experience is consistent with comparable classifications in the labor market.
• Physical Requirements and Working Conditions have been updated based upon a review of the medical exam profile and job analysis to include a vision requirement for this classification.
The current incumbents possess all the minimum requirements reflected in the revised classification specification.
Recruitment Bulletin
Throughout the recruitment bulletin (Attachment B) proposed changes reflect the revised classification specification.
The Culver City Employees Association (CCEA) has been provided copies of the revised classification specification and recruitment bulletin for Warehouse Worker/Delivery Driver. Additionally, CCEA is in agreement with the proposed changes including title.
FISCAL ANALYSIS
The salary was reviewed in light of the proposed changes to the classification during the 2014/2015 Salary Study. As a result of that study the City Council approved a salary adjustment to reflect the below listed range.
Range $3,499.82 - $4,272.62 monthly $41,997.80 - $51,271.48 annually
AUTHORITY
According to Civil Service Rules 3.3(a) and 6.4, the Commission:
• Must approve major changes to classification specifications; and
• Must approve job bulletins prior to recruitment, including the examination components and the examination categories.
3.3(a) Processing:
The establishment of a new classification or a reclassification may be requested by any member of the City Council, Commission, appointing authority or any employee of the City. The request shall be prepared and submitted to the Human Resources Director and the affected department head, and attached thereto shall be a description of the duties to be performed, and such information or attachments as may be necessary to consider the case. The Human Resources Director shall review the requested action with the requesting party and make such recommendations to the Commission as the Human Resources Director deems appropriate.
The Human Resources Director’s recommendations shall be communicated to the originator, the affected appointing authority and employee organization. If any party disagrees with the Human Resources Director’s recommendations, such objection may be presented in writing or verbally to the Commission at the time for consideration of the recommendation. The Commission shall make the final decision on the establishment of a new classification or revisions to an existing classification.
6.4 Commission Approval: Where an examination is required, the Human Resources Director shall prepare a Job Bulletin and forward it to the Commission for approval. It shall not be necessary to obtain additional Commission approval of a Job Bulletin if there have been no changes to the minimum requirements or examination components.
ATTACHMENTS
1. 2016-03-02 - ATT A - Revised Class Specification Warehouse Worker/Delivery Driver
2. 2016-03-02 - ATT B - Revised Open & Competitive Recruitment Bulletin for Warehouse Worker/Delivery Driver
3. 2016-03-02 - ATT C - Org Chart Finance Department
MOTION
That the Civil Service Commission:
1. Approve the Revised Classification Specification for Warehouse Worker/Delivery Driver; and
2. Approve the Revised Open and Competitive Recruitment Bulletin for Warehouse Worker/Delivery Driver