The Merit System in Classified Employment Presented by: Marina Mihalevsky Director, Classified Personnel
HISTORICAL PERSPECTIVE Assembly Bill 999 – Civil Service Act of 1883 Federal Government Civil amendment to Education (Pendleton Act) – federal Service Reform – Code to adopt Merit employment protections established Office of System “Civil Service” against patronage. Personnel Management 1883 1978 1935 1880 1980 CIVIL SERVICE REFORM 1913 1934 1974 1936 State of CA – State of CA – CVUSD adopts LAUSD Civil Service Civil Service Merit System adopts the Act of 1913 Act of 1934 Merit System
MERIT SYSTEM AT CVUSD • 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. • 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
ADMINISTERING THE MERIT SYSTEM – PERSONNEL COMMISSION • 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
WHAT IS THE MERIT SYSTEM? 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 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.
COMMISSIONER APPOINTMENT 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
PERSONNEL COMMISSION FUNCTIONS Selection Exams Recruitment Eligibility Lists Personnel Classification Personnel Commission Commission Compensation Budget Rules and Procedures Disciplinary to govern Appeals Classified Employment
POSITIONS IN CLASSIFIED SERVICE Board of Education Personnel Commission • • Establish the need and Establish job classification/adopt type of services – job specifications to appropriately authorize positions classify positions/allocate positions to job classes • Adopt salary schedule / • approve salary allocation for Establish hierarchical job class relationships within/between occupational groups • Flexibility to set salary within • the relationships established Recommend salary allocation for by PC newly established job classes • Must give notice to PC, if taking action contrary to PC recommendation
DISCIPLINE IN CLASSIFIED SERVICE Personnel Commission Board of Education • • Board designees (i.e. Provides notice to the employee management/administrative staff that the Board of Education has make recommendations for taken disciplinary action – 14 days discipline) to file an appeal • • Superintendent appoints a designee PC has authority to issue witness to serve as Skelly Officer (due process) subpoenas to individuals within and outside the district. • Skelly Officer brings recommendation • for discipline to the Board of Holds disciplinary appeal Education for action hearings • • Board of Education takes action on Authority to uphold, modify or discipline in closed session, or at the overturn discipline taken by the request of the employee, may be Board of Education asked to take action in open session
VACANCIES IN CLASSIFIED SERVICE • Staff collaborates with Department/School administrative staff to identify the essential job functions and related knowledge, skills, abilities – job Position competencies. Review • General Fitness (multiple-choice, reading comprehension, general knowledge) • Performance exam (written assessment, computer skills, software proficiency) Exam • Oral Interview (technical, interpersonal and communication savvy) Development • Proctoring exams, ensuring administration integrity Exam Administration • Individuals are ranked based on aggregate score of weighted scores of all exam parts. A unique score occupies a rank. Eligibility List Establishment • Eligibility for a particular vacancy must come from the top 3 ranks of able and willing individuals from the eligibility list, any eligible transfers, Vacancy re-employment/reinstatement eligible candidates. Certification
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 Craigslist College Website APPLICATION SOURCE Monster 1% 0% 2% District Employee Job Search Site Other 4% (ie-Indeed) 16% 6% District Job Bulletin Job Interest Card 2% 4% District Website 30% Governmentjobs.com 24% Friend/Relative Edjoin.com 5% 6%
EXAMINATION STATISTICS FISCAL YEAR STATISTICS SUMMARY 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 1,273 2,617 2,777 2,943 3,372 Entrance Qualifications 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 456 795 733 509 620 Oral Interview Total Number of Applicants Evaluated by 398 726 759 434 483 Structured Oral Interview 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
CAPITALIZING ON THE MERIT SYSTEM 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
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