CSB ag & mins & misc 1987f
To: Ron Neel. Assistant Fire Chief
From: Christy .Johnson, Civil Service
Date: December, 30, 1987
Subj: Fire Lt. position
As per, our discussion this
qualifications for, Fire Lt.
Chairman and he stated that s
needs 32 for, the position, the
at this time since he is
educational requirement.
morning reference the educational
I spoke with Dr. Darby, Board
ince ,John Carver has 31 credits and
Board will accept the 31 credits,
short only 1 credit to meet the
Ron, the guys are going to have to start meeting the educational
requirements for promotion, as this has been discussed at length
by the Board, and educational waivers are not going to be
approved by the Board, for, promotions.
•
CC: Dr. Darby
John Carver
Kim Smith
•
EQUAL PROTECTION
CIVIL SERVICE BOAPD
OFTHE
CITY OF SANFORD
P.O. BOX 1778
SANFORD, FLORIDA 32772 -1778
Telephone: 305 - 322 -3161, Ext. 207
EMPLOYER-EMPLOYEE Job Line: 305- 322 -3161, Ext. 208
Civil Service Board Meeting
for January 7, 1988
at 8:00 P.M., City Manager's Conference Room.
DR. JOHN F. DARBY
CHAIRMAN
ERNEST A. CAVALLARO
LUIS M. PEREZ, M.D.
BILL McQUATTERS
GEORGE A. RUFAS
1. Reading of the minutes of the last Civil Service Board
meeting of August 6, 1987.
2. Proposed amendments, revisions, and additions to the
Civil Service Board Rules and Regulations, last
revised printing February 6, 1986.
• 3.
•
Additional Employee Transactions from 7 -1 -87 to
11- 20 -87.
n
C,
EQUAL PROTECTION
CIVIL SERVICE BOARD
"o OF THE
CITY OF SANFORD
P.O. BOX 1778
SANFORD, FLORIDA 32772 -1778
Telephone: 305 - 322 -3161, Ext. 207
EMPLOYER- EMPLOYEE Job Line: 305- 322 -3161, Ext.208
Civil Service Board Meeting
for, January 7, 1988
at 8:00 F.M., City Manager's Conference Room.
DR. JOHN F. DARBY
CHAIRMAN
ERNEST A. CAVALLARO
LUIS M. PEREZ, M.D.
BILL MCOUATTERS
GEORGE A. RUFAS
1. Reading of the minutes of the last Civil Service Board
meeting of August 6, 1987.
2. Proposed amendments, revisions, and additions to the
Civil Service Board Rules and Regulations, last
r•evi sed pr,i nti ng Febr•uar,y 6, 1986.
3. Additional Employee Transactions from 7 -1 -87 to
11- 20 -87.
M
0
MEMORANDUM
TO: All Civil Service Board Members
FROM: Christy Johnson, Civil Service
DATE: December 23, 1987
SUBJECT: Agenda Item #2
Please review the attached proposed revisions, amendments, and additions
to the Civil Service Board Rules and Regulations. We will be covering
new rules 1 -25 this session, and at our next meeting we will be covering
rules 26 -45. Please hold on to your rough draft of the proposed rules
and regulations for our next meeting. As you are aware I am entering the
rules and regulations in the computer, and while doing so found many
areas that need updating, deleting, or new policy written.
•
C�
0
To: All Civil Service Board Members
From: Christy Johnson, Civil Service Secretary
Date: December 21, 1987
Subj: Civil Service Board Rules and Regulations
At the present time I am in the process of entering the Civil
Service Board Rules and Regulations into the computer for
updating and processing purposes.
While entering the Rules I noticed several areas that needed to
be revised, rewritten or new policy entered. Some of these
sections are no longer functional as written. I have listed the
Rule and section that needs the revision, rewriting, or new
policy entered.
Rule 35, (old Rule 1) end of paragraph which reads as follows:
The office of the Board of City Hall. Change line to read as
follows: at 8 P.M. in City Hall. Approved 3 -5 -87 by the Board.
Rule 3, (old rule 5, #2 ) Term of Application, middle of
paragraph
If the application is not renewed by the end of one years active
period, it is placed in an inactive status for one year and is
I�
destroyed thereafter unless renewed. Change to read as follows:
Applications become void after 1 year from date of submission,
are filed in inactive for 1 year, and after this period are
destroyed in accordance with Florida Archives. Approved 3 -5 -87
by the Board.
Rule 9, ( old rule 5, #8 ) Disqualification, 2nd line of
paragraph which reads as follows: The Board may refuse to certify
as eligible, applicants found to lack any of the established
preliminary requirements for the examination or position for
which they apply. Delete examination or. Approved 3 -5 -87
1
•
New Rule 12 & 13 (old Rule 6, and Rule 7) Delete all underline
text as follows: OLD RULE 6 Eligible Registers- From the returns
or reports of the Board Secretary, t e Board s a 1 prepare a
register for each grade or class position in the classified
service These registers will contain the names of persons
certified as eligible for the employment or promotion. OLD RULE 7
Expiration of Registers- Unless otherwise provided tor herein,
eligible registers for entrance or promotional positions may be
cancelled by the Civil Service Board atter a perioT o not less
than one ear. Eligible re isters or the positions o Police
Sergeant t rough Police Chiet and Fire Department Senior
Firefighter through Fire Chief, will remain in effect for a
period of not more than one year, at which time the list will be
automaticaiiy cancelled. The names of eligible app icants on re-
employment registers shall remain thereon for a period not to
exceed one year, unless such period is extended by the Civil
Service Board. REPLACE WITH THE FOLLOWING RULE 12, & 13.
12. RECRUITING PROCEDURES
It is the responsibility of the Civil Service board
Secretary to coordinate the application and interview
• procedures for the City of Sanford to ensure that
employees as well as supervisors are informed of all
Employees will have five working days to file an
application with the Civil Service Office. Employees
should make every effort to file applications as
quickly as possible to expedite the recruiting process.
Applications are to be received before the in -house
closing date.
Employees should also notify their supervisors of their
intention to seek a transfer, or promotion. The Civil
Service Secretary will notify the supervisor involved
that a timely application has been received from the
employee, and will coordinate interview appointments
and prepare interview rating forms and submit them to
the interviewing supervisor, if meeting the
qualifications for the position.
Employee may be interviewed anytime during the
recruitment period of five working days. Applications
received after the announced in -house closing date will
be considered along with the outside applicants for the
position.
. In cases where no City employee applies for the
transfer, promotion, or fails to meet the
qualifications of the position, or would result in
nepotism within the Department /Division, outside
applicants will be sought immediately. Transfers and
promotions are not to be made effective until after the
job posting date has closed.
13. APPLICATIONS FROM OUTSIDE APPLICANTS
Applications will be accepted from the general public
in the event there is a vacancy which has not been
• filled by a City employee. This will include a review
of the applications already on file with the Civil
Service Board, applications received during the job
posting period, and by utilizing the interest card
system.
All advertising will be prepared by and called in to
the various papers, publications, etc. by the Civil
Service Board Secretary. All advertising for new
budgeted position(s) will be picked up by the
Department /Division with the new position. All
reoccuring position vacancies will be picked up by the
Civil Service Board.
Applications are to be logged in by the Civil Service
Secretary (to obtain applicant flow data information) ,
each applicant is to be given a applicant flow number
and classification code, and be notorized.
The Civil Service Secretary will perform a drivers
license check on all outside applicants thru the Police
Department or Driver's License Bureau (if required for
position); review applications for meeting the
required job qualifications, and review for possible
nepotism within the Department /Division.
Civil Service will schedule all interviews for the
Department/ Divisions at the designated time, and date
given. All non - selected applications are to be returned
to the Civil Service office and logged in not selected
for interview.
Civil Service will notify all applicants selected of
the date, time and place of interview. The Board
office will prepare the appropriate interview rating
form for each applicant, and notify supervisor that the
interview paperwork is ready to be picked up.
Applicants are then interviewed, and the Civil Service
Secretary is notified of the selection of applicant and
completes the following on the applicant selected:
Worker's Comp. form; background investigation form;
criminal history form (if required for position); and
schedules and notifies applicant of physical date and
time.
All applications are returned to Civil Service for log
ins, and for position filled letters to be sent to
applicants' interviewed for position, but not selected.
• All interview rating forms are returned to Civil
Service for review and attached to the Personnel
Requisition and signed off in the applicant flow log.
The application, worker's compensation form, physical
form, reference check forms, criminal history form (if
required for position), and interview rating form for
•
Rule 6, (old rule 5, #5b) second paragraph, first line
Change 48 hours prior to employment to 5 working days prior to
employment. Approved 12 -5 -86
Rule 26, (old rule 21 # 5)
non - prescribed drugs, etc. (add) or controlled substances as
defined by F.S. 893. Approved 12 -5 -86
Rule 6, (old rule 5, paragraph 1, first line)
(Add) after physical exam, which includes drug screening.
Approved 3 -5 -87.
Rule 9 (old rule 5, #3)
(Add) any person who fails to pass the physical fitness and
examination physical shall not be employed by the City of
Sanford.
Rule 14, (old rule 8, section 2A, line 3)
delete names of the applicants on the eligible register. Add
the applications resumes in its place
Rule 14, ( Rule 8, Number 2 B. middle of paragraph)
An applicant who accepts certification in such lower class shall
retain his standing on the eligible register for the higher level
position, but may not be certified for consideration of
appointment to the higher level without the approval of his
department head. - Recommend e eeing underline text, as eligible
registers are no longer kept due to testing being discontinued
3/82.
Rule 14 (old Rule 8, number 2 D whole section)
Recommend deleting this section, as the office no longer retains
testing registers effective 2/82. Approved 3 -5 -87
Rule 16 (old rule 9, par. 1) add Promotion in place of
promotional eligible, and for promotional register.
Any appointment whether from an entrance or promotional eligible
shall be on probation. If any probationer is found incompetent or
unqualified to perform the duties of the position to which he has
been appointed, the appointing authority may dismiss the
probationer if the appointment was made from an entrance eligible
register. If the probationer was apppointed from a promotional
register and is found to be unsatisfactory, he shall be returned
to the same or similiar position from which the promotion was
made.
•
Recommend deleting all underlined text, as eligible registers
are no longer applicable. Approved 3 -5 -87
OLD Rule 12 delete, recommend combining with old rule 13, as they
are treated the same. Approved 3 -5 -87
Rule 19, #1 (old rule 13.)
Upon receipt of a requisition to fill a vacancy of an essential
temporary, (add contractual ), or transitory nature. By adding
contractual to this section Rule 12 can be deleated.
Qualified applicants on eligible registers (recommend deleting
underlined text as eligible registers are no longer kept.) shall
be given priority of consideration, if available for temporary
appointment.
Rule 19, whole paragraph. (old rule 13, #2)
The acceptance of temporary employment, or the refusal thereof by
any eligible ( Change to applicant) will in no way effect the
furture consideraiton of such eligible (change to applicant)for
appointment to the class position for which he /she is certified.
(change to has applied.) Approved 3 -5 -87
Rule 20, (old rule 14)
Delete on eligible registers , as they are no longer maintained.
Rule 20, (old rule 14, #2)
The acceptance of part -time employment, or the refusal thereof by
an eligible (change to applicant) will in no way effect the
future consideration of such eligible (change to applicant) for
appointment to the class position for which he or she is
certified. (Change to has applied.) Approved 3 -5 -87
Rule 21, (old rule 15, #1)
Qualified applicants on eligible registers ( delete underlined
text) Approved 3 -5 -87
Rule 21, (old rule 15, #2)
The acceptance of emergency employment , or the refusal thereof
by an eligible (Change to applicant) will in no way effect the
future consideration of such eligible (change to applicant) for
appointment to the class position for which he /she is certified
(Change to has applied) Approved 3 -5 -87
5
11
Rule 5, #2 (old Rule 16, delete this rule, covered in new rule
5)
In addition to the applicable provisions of the general
requirements for employment, applicants for the position of
Police Officer and Firefighter must not be less than the minimum
age as prescribed by Federal and State Regulations, at the time
of examination, must have a high school or equivalent education,
be able to pass the medical examination conducted by the City
Physician and possess the minimum certification as prescribed by
the Fl. Police Standards and Training Commission or the F1.
Firefighter Standards Training Council. Firefighters must also
possess current Fl. EMT Certification.
Rule 15, (old Rule 17, #2)
This section needs to be deleted as eligible registers are no
longer maintained. Approved 3 -5 -87 Delete as follows:
Z. 10 Eligible Register
A. Upon written request to thr Civil S, virr lin,,rd, All) irm mni pelmanrnt
• or probationary employee, who resigned from e "rlcv'Tr)t while in Q'^d
standing may, have his name entered on an eligible register under the
following conditions:
(1) Approval by the Civil Service Romid
(2) Request is for reinstatement to the eligible register frnm which
the applicant's most rec^nt appointment was made.
(3) The period of separation does not exceed one (1) year freT date
of resignation.
(4) The applicant meets all current minimum qualitications ter class
-
(4) to which appnintment is desired.
(5) if applicant is Selected fee app ^tntmeni, he m�icl ^ ^rt ph�ciral
c
requirements for the class position to which epee iq
considered. A physical e•amination by the City physician i <_ •o-
uired to determine the applicant's physical eligihility.
Rule 17 #5 (old rule 11) ADD: Request for an extension of
probationary period must be submitted 30 days prior to expiration
of probationary period. Approved 11 -6 -86.
Rule 22,23 (old rule 18) This section really just needs to be
clarified, as it is one of the sections that I am asked about
for clarity, quite frequently .
(new rule 23, old rule 18 #2) Recommend that Rule 2 heading reads
as follows: PROMOTIONS FOR FIRE & POLICE (SWORN PERSONNEL)
Rule 23, #4 (old Rule 18, Number 2, Section 2)
Successfully demonstrated a practical knowledge of, and
01oficiency in the use of, the firearms and related equipment
listed in Appendix I attached hereto on page 8, and have attained
the minimum standards and requirements set forth therein.
Recommend deleting all underlined text, as the Appendix is
constantly being changed, which more frequency than our Rules and
Regulations. Approved 3 -5 -87
•
Rule 23 is composed of old Rule 18 parts as follows: 1B,2A,2 -4,3-
4,3-5
Rule 22 (old Rule 18) Recommend moving text 3 -1 thru 3 -5 under
old rule 18 , and moving old rule 18 CA, 2 -4 to this section.
Delete old rule 18 section 2 -1, an,-, 2 -3 as follows:
(1) POLICE: Successfully passed the basic Police Officer training
course as prescribed by the State of Florida Police
Standards 6 Trainina Commission.
(3) FIRE: Successfully passed the basic Firefighter training Course
as prescribed by the State of Florida Firefighter Stand -
ards 6 Training Council. Must also have currrent Florida
EMT certification.
The following changes should make these sections easier to
understand and comprehend.
Page 8, Appendix I, discussed under Rule 18, number 2, section 2
recommend that this be deleted. Approved 3 -5 -87
Rule 25, (old rule 20 # 2, line 8) which reads as follows:name
placed on an appropriate eligible register in accordance with his
• examination grade. (Recommend deleting this as eligible
registers are no longer kept effective 3/82, and have line read
as follows: with applications for his /her position. Approved 3 -5-
87
•
CIVIL SERVICE BOARD RULES AND REGULATIONS
I. APPLICATIONS AND RECRUITING PROCEDURES
1. REPORTING VACANCIES IN DEPARTMENTS
The heads of departments shall promptly report to the
Civil Service Board all vacancies which occur in their
respective departments through the use of a Personnel
Requisition.
2. APPLICATION FOR EMPLOYMENT
If the Civil Service Board determines there are not
sufficent applications on file for a specific job the
Civil Service Board shall recruit applications by
advertising in newspapers. Positions shall remain open
a minimum of one (1) week following the advertisement,
except for positions of Department Heads. However, any
person who has previously filed a timely application
shall be considered for employment as well, provided
that the application meets the requirements as
established by these rules and regulations.
Applications for employment filed with the Civil
Service Board but to be eligible for employment, the
application must be filed on or before the final date
announced in the legal advertisement for filing
applications.
Applications filed prior to a job advertisement shall
be recertified on or before the final date for filing
applications if the applicant wishes to be considered
for employment. The recertification may be made by
contacting the Civil Service Board either in person, or
by telephone.
All applications must be made upon a form or blank
furnished by the Board and must be completed personally
by the applicant. Incomplete applications may be
corrected or revised by applying in person to the Civil
Service Board before the final date announced for
receiving applications.
The Civil Service Board recognizes that no person in
the United States, shall on the ground of race, color,
national origin, sex, age, handicap status or religion,
be excluded from participation in, be denied the
benefits of, or be subjected from participation in
employment or promotion, or under any program or
activity of this unit of local government funded in
whole or in part by Federal Revenue Sharing Funds and
all state and local funds.
9
3. TERM OF APPLICATION
Applications for positons in the classified service
shall be active for a period of one year from date the
application is filed, unless it becomes void by virtue
of some other rule of the Board , or is withdrawn by
the applicant. Applications become void after 1 year
from date of submission, are filed in inactive for 1
year, and after this period are destroyed in accordance
with Florida Archives.
4. CITIZENSHIP AND RESIDENCE REQUIREMENT
Citizenship - No person shall be denied employment
because of lack of citizenship or because of nation
origin unless the denial is based on Federal or State
regulations. .-
Residency - Employees ma be required to reside within
the limits of the City of anford at the discretion f
the City governing officials .�
5. AGE LIMITS
Applicants for positions in any department of the City
must not be under 18 years of age prior to the date of
employment to a position in the City, unless such age
is waived by the provisions of this rule.
• Age limits for the Police and Fire departments will be
in accordance with the age limits specified by State
and Federal laws.
•
W f g e r u' em - i m ag f 1
a've he C v' 1 e v ce Bo d h n in t e j d
a s' n o t Bo d, th a t c la ci um
wa a s c s f su a o
6. PHYSICAL FITNESS AND EXAMINATION
Applicants for any position within the scope of the
City service shall be required to undergo a physical
examination which includes drug screening, and be
certified physically eligible by the City Physician.
Proof produced at any time of a physical disability or
incapacity of an applicant or eligible shall be deemed
sufficient cause to exclude the applicant from
examination.
The required physical examination must be obtained
before, but not more than five (5) working days prior
to employment. Applicants not meeting the prescribed
physical standards will not be employed.
2
7. REFERENCES
All applicants for positions in the classified service
will be required to provide the names and addresses of
a least (3) personal (none being relatives), or work
references of previous employers.
8. SPECIAL QUALIFICATIONS
In the case of applicants for examination for positions
requiring technical, professional or scientific,
knowledge and experience, or for positions which
require special qualifications, the Board may demand
evidence of a satisfactory "degree of education ",
training or experience and may demand such certificates
of competency for the practice of the profession, art,
or trade involved.
9. DIS UALIFICATON
The Board may refuse to certify as eligible, applicants
found to lack any of the established preliminary
requirements for the position for which they apply, or
who have practiced or attempted to practice any
deception or fraud in their applications, or in
securing their eligibility for appointment; or who are
• disqualified under the provisions of paragraph 9 of
this rule.
•
Former employees who resign while not in good standing
with their department or under suspension, shall be
disqualified from future consideration for employment
unless in the judgement of the Board the disbarment
should be removed. Persons affected by the foregoing
provisions may, at their request, be given an
opportunity to be heard in their behalf.
Any person who has resigned, or hereafter may resign
under charges, or who has been, or may hereafter be
dismissed upon charges, shall not, without approval of
the Board and of the head of department in which he
served, be considered for employment in any position in
the classified service.
R
C11 MMIM, -W
e pity
10. SPECIAL PROVISIONS
• The political or religious views and opinions of
applicants for employment under the provisions of these
Rules and Regulations shall not be considered by the
Board, except that any applicant who is a member of any
organization, movement, group, or combination of
persons which advocates the overthrow of our
constitutional form of government, or which has adopted
the policy of advocating or approving the commission of
acts of force or violence to deny other persons their
rights under the Constitution of the United States or
the State of Florida, or which seeks to alter the form
of government of the United States or the State of
Florida by unconstitutional means, shall not be
employed by any City of Sanford governmental department
or agency within the scope of the City.
Any person employed by the City who becomes a member of
any organization, association, or movement whose aims
are as those set forth in Paragraph 9A, of this Rule,
or refuses to uphold and support the laws and
ordinances of the City of Sanford, shall be dismissed
from employment with the City.
The Board shall not consider any communication as to
the qualifications or merits of any candidate for a
. position except as it may invite by way of
verifications of statements made by the candidates.
11. VETERANS PREFERENCE
•
As provided in Florida Statues, the Civil Service Board
in its consideration of applicants will give preference
to disabled veterans who have served on active duty in
any branch of the Armed Forces of United States; who
have been seperated there under honorable conditions
and who have established the present existence of a
service - connected disability which is compensable under
public laws administered by the U.S. Veterans
Administration, or who are receiving compensation,
disability retirement benefits, or pension by reason of
public laws administered by the U.S. Veterans
Administration and the Department of Defense. The Civil
Service Board will also comply with Florida Statues as
it applies to Veterans.
M
The spouse of any person who has a total disability,
permanent in nature, resulting from a service connected
• disability and who, because of this disability, can not
qualify for employment, and the spouse of any person
missing in action, captured in line of duty by a
hostile force, or forcibly detained or injured in line
of duty by a foreign government or power shall also be
extended preferential consideration for employment.
Additionally, the unremarried widow or widower of a
veteran who died of a service connected disability
shall be extended preferential consideration for
employment. Veteran preference shall be granted only
when the applicant meets the entry level qualifications
for the position. Those veteran's who have been
assigned a 30% or more disability by the Veterans
Administration and meet the entry level qualifications
of a given position will be placed on the top of the
applications for consideration.
12. RECRUITING PROCEDURES
It is the responsibility of the Civil Service board
Secretary to coordinate the application and interview
procedures for the City of Sanford to ensure that
employees as well as supervisors are informed of all
Employees will have five working days to file an
• application with the Civil Service Office. Employees
should make every effort to file applications as
quickly as possible to expedite the recruiting process.
Applications are to be received before the in -house
closing date.
E
Employees �� notify their supervisors of their
intention to seek a transfer, or promotion. The Civil
Service Secretary will notify the supervisor involved
that a timely application has been received from the
employee, and will coordinate interview appointments
and prepare interview rating forms and submit them to
the interviewing supervisor, if meeting the
qualifications for the position.
Employee may be interviewed anytime during the
recruitment period of five working days. Applications
received after the announced in -house closing date w-I -I% v
be considered along with the outside applicants for the
position.
5
In cases where no City employee applies for the
transfer, promotion, or fails to meet the
• qualifications of the position, or would result in
nepotism within the Department /Division, outside
applicants will be sought immediately. Transfers and
promotions are not to be made effective until after the
job posting date has closed.
13. APPLICATIONS FROM OUTSIDE APPLICANTS
Applications will be accepted from the general public
in the event there is a vacancy which has not been
filled by a City employee. This will include a review
of the applications already on file with the Civil
Service Board, applications received during the job
posting period, and by utilizing the interest card
system, A`% CS16
All advertising be prepared by and called in to
the various papers, publications, etc. by the Civil
Service Board Secretary. All advertising for new
budgeted position(s) will be picked up by the
Department /Division with the new position. All
reoccuring position vacancies will be picked up by the
Civil Service Board.
Applications are to be logged in by the Civil Service
Secretary (to obtain applicant flow data information) ,
each applicant is to be given a applicant flow number
and classification code, and be notorrized.
The Civil Service�%nll rrq w-r= perform a drivers
license check on all outside applicants thru the
Driver's License Bureau ]�if required for positior�j;
review applications for meeting the required job
qualifications, and review for possible nepotism within
the Department /Division.
Civil Service b
j4jhYc'he_dule all interviews for the
Department/ Divisions at the designated time, and date
given. All non - selected applications are to be returned
to the Civil Service office`, �gged in not selected to
for interview.
Civil Service w-notify all applicants selected of
the date, time and place of interview. The Board
office will prepare the appropriate interview rating
form for each applicant, and notify supervisor that the
interview paperwork is ready to be picked up.
• 6
Applicants are then interviewed, and the Civil Service
is notified of the selection of applicant and
• completes the following on the applicant selected:
Worker's Comp. form; background investigation form;
criminal history form (if required for position); and
schedules and notifies applicant of physical date and
time.
All applications are returned to Civil Service for
i-lts,, and for position filled letters to be sent to
applicants' interviewed for position, but not selected.
All interview rating forms are returned to Civil
Service for review and attached to the Personnel
Requisition and signed off in the applicant flow log.
The application, worker's compensation form, physical
form, reference check forms, Driver's license form, and
interview rating form for the new hire is then
forwarded to Personnel.
14. PERSONNEL REQUISITION & CERTIFICATION
The appointing authority shall submit a Personnel
Requisition for the Civil Service Board to obtain
certified applicants to fill the vacancy.
• Upon receipt of a requisition, the Board will, unless
the vacancy is to filled by reinstatement or transfer,
certify to the appointing authority the
applications/ resumes which possess the qualifications
appropriate to satisfy the duties of the position to be
filled.
A certified eligible applicant may accept certification
to a postion in a lower class in the same series than
that for which he is qualified.
No name shall be certified for an entrance level or
promotion more than three times to the same department
within a period of three consecutive months.
• 7
•
15. REINSTATEMENTS
1. TO PREVIOUS POSITION
Any former classified employee who resigned from
employment while in good standing, may within one year
from date of resignation be reemployed in his former
position under the following conditions:
1. Approval by the Civil Service Board
2. A vacancy exists
3. If he meets current minimum qualifications as to
training and experience for the class of positions.
4. Providing his /her qualifications coincide with
existing pension laws.
5. If he /she meets current minimum physical
qualificatons for the sit`i n. A physical
examination�i ity y cian is required in
order to ascertain this fa
PROBATION AND PROBATIONARY PERIODS
16. PROBATION
• Any appointment, whether thru an entrance level or
promotion, shall be on probation. If any probationer
is found incompetent or unqualified to perform the
duties of the position to which he has been appointed,
the appointing authority may dismiss the probationer
if the appointment was made thru an entrance level. If
the probationer was appointed from a promotion and is
found to be unsatisfactory, he shall be returned to the
same or similiar position from which the promotion was
made.
•
An employee dismissed before the expiration of his
original probationary period in the City service shall
not be entitled to appeal to the Civil Service Board.
Any dismissal or reduction action taken under the
provisions of Paragraph 1 or 2 will be reported to the
Civil Service Board, with information as to the reasons
for such action.
•,
17. PROBATION PERIOD
• The probationary employment period of all city
appointees or promotees shall be for a minimum period
of 12 months, and such probationary employment may be
extended in accordance with the provisions of this
Rule.
The date a probational appointment shall begin shall be
the first day of employment.
"Time served on probation" shall be as determined by
the Civil Service Board.
The Civil Service Board may extend the probationary
period of employment of a probationer for periods as
may be determined by the Board.
Request for an extension of probationary period must be
submitted 30 days prior to the expiration of
probationary period.
18. PROBATIONARY PERFORMANCE EVALUATION REPORT
When a probationary appointee or promotee has served 6
months, but not more than 11 months of a probationary
period, the employee's supervisor will submit a
• performance evaluation report to the Civil Service
Board on the employee. Prior to submitting the report,
it will be reviewed by the employee who will sign it.
The report will be forwarded through the appropriate
department and will contain either the concurrence or
nonconcurrence of the department head.
If the employee refuses to sign the report after the
review has been made, the supervisor and the department
head will certify that it has been reviewed with the
employee.
The report required by this Rule will be made on the
appropriate Performance Evaluation form for Supervisory
or Non - supervisory personnel.
•
9
III. EMPLOYMENT OTHER THAN PERMANENT
• 19. TEMPORARY & CONTRACTUAL APPOINTMENTS
Upon receipt of a requisition, or notification to fill
a vacancy of an essential temporary, contractual, or
transitory nature, the appointing authority may make a
temporary appointment to remain in force not to exceed
90 days. Qualified applicants shall be given
priority of consideration, if available for temporary
appointment.
The acceptance of temporary employment, or the refusal
thereof by any applicant will in no way effect the
future consideration of such applicant for appointment
to the class position for which he /she has applied.
Temporary, contractual appointments may not be
continued beyond the 90 day period without approval of
the Civil Service Board.
A report of all temporary, contractural appointments
will be submitted to the Civil Service Board7Zkw
20. PART TIME APP INTMENTS
Upon receipt of a requisition, or upon notification to
• fill a vacancy of a part -time nature, the appointing
authority may make a part -time appointment. Qualified
applicants will be given priority consideration, if
available for part -time employment.
The acceptance of part -time employment, or the refusal
thereof by an applicant will in no way effect the
future consideration of such applicant for appointments
to the class position for which he /she has applied.
r�
LJ
21. EMERGENCY EMPLOYMENT
Qualified applicants shall be given priority of
consideration, if available for emergency employment.
The acceptance of emergency employment , or the refusal
thereof by an applicant will in no way effect the
future consideration of such applicant for appointment
to the class position for which he /she has applied.
10
IV. EMPLOYEE TRANSACTIONS
. 22 PROMOTIONS (Except Fire & Police Sworn Personnel)
1. Promotions to any higher grade or rank, except to
the position of Chief of the department, shall be
accomplished from within the grade below that in
which the vacancy occurs. However, should there be
no eligible employees in the next lower grade or
grades, or should those eligible fail to qualify
for promotion for any reason, the Board may open the
selection to eligible classsified personnel and to
the general public.
2. In so far as it is practiable and feasible,
advancement from class to class in a series, except
to the position of Department Head, Finance
Director, City Clerk, Assessor, Tax Collector, will
be made from, within the Department in which the
vacancy occurs.
3. In accordance with the provisions of the City
Charter appointments to vacancies in the position of
Department Heads, Finance Director, City Clerk,
Assessor, And Tax Collector, are made by the City
Commission from a list of eligibles furnished by the
Board. Employees within the department in which the
• vacancy occurs will be afforded an opportunity to
undergo an interview by the Board to determine their
qualifications and fitness for the position.
4. To be eligible to compete for any promotion an
employee must have permanent status, and meet
minimum qualifications, training and experience
required for the position to be filled unless
otherwise exempt by the Civil Service Board.
0
_ 5. The head of any department may recommend a member or
members of his department for appointment,
regardless of rank and length of service, to a
position requiring special skill and knowledge which
are not considered as promotions. All such
appointments will be subject to the approval of the
board.
11
6. An investigation will be made of all employees
. applying for a promotion or who are being
considered for a promotion. Any employee may be
prohibited from or denied advancement if found
guilty of any of the following: has been previously
dismissed or suspended from public service for
reason of delinquency, presently is on suspension
for reason the nature of which is just cause for
rejection; has made false statements of any material
fact; or attempted to practice deception or fraud in
his application in securing eligibility for
advancment or promotion.
7. The employee must meet the other qualifications of
the position as required by the approved job
description.
23. PROMOTIONS FOR FIRE & POLICE (SWORN PERSONNEL)
1. In accordance with the provisions of the City
Charter, appointment to vacancies in the position of
Chief of Police and Fire Chief are made by the City
Commission from a list of eligibles furnished by the
Civil Service Board to be considered for the
position of department chief. However, should
less than three persons qualify for
certification, or should none of those certified
•
be selected to fill the vacancy, the Civil
Service Board may then open to eligible
classified personnel, and to the general public.
•
2. Eligibility for certification for promotion with the
Police /Fire Departments, from lower rank to a
higher rank, or by appointment, from any rank to
a higher rank, up to and including that of
captain or assistant chief, shall require that
the employee meets the qualifications of the
position as required _b y the approved job
description.
3. To be eligible to compete for any promotion an
employee must have permanent status, and meet
minimum qualifications, training and experience
required for the position to be filled; unless
otherwise exempt by the Civil Service Board.
WA
4. The employee must meet the other qualifications of
• the position as required by the approved job
description, and successfully demonstrated a
practical knowledge of and proficency in the use of
firearms and related equipment.
5. The head of any department may recommend a member or
members of his department for appointment,
regardless of rank and length of service to a
position requiring special skill and knowledge which
are not considered as promotions. All such
appointments will be subject to the approval of the
Board.
6. An investigation will be made on all employees
applying for a promotion or who are being considered
for a promotion. Any employee may be prohibited
from or denied advancement if found guilty of any of
the following: has been previously dismissed or
suspended from public service for reason of
delinquency; presently is on suspension for reasons
the nature of which is just cause for rejection; has
made false statements of any material fact; or
attempted to practice deception or fraud in his
application in securing eligibility for advancement
or promotion.
• 24. PERFORMANCE EVALUATIONS
•
Reports relative to the conduct and capacity of the
employee shall be made annually by Department Heads.
Records, reports, and levels of efficiency of each
employee shall be open to inspection and review by the
Board and Department Head concerned. The efficiency of
the employee shall be ascertained by the use of the
Performance Evaluation form.
Prior to submitting an evaluation to the Civil Service
Board, the department head, or rating official will
review the report with the employee concerned.
Following the review, the employee will sign the report
indiciating that the required review has been made.
25.TRANSFERS
An employee may be transferred from a position in one
department to a position in the same class and
character of work in another department, provided there
is no change in pay involved, and provided such
transfer is agreeable to the department heads concerned
and to the City Manager.
13
If an employee request a transfer to a position in
• another department and is consequently transferred, he
shall serve a twelve month probationary period in the
new position. If the employee is found to be
unqualified or incompetent in performing the duties of
the new position, he shall be returned to the position
from which he was transferred provided a vacancy
exists. If there is no vacancy and the employee was
classified in the position from which he transferred,
he shall be released.
Should an employee become physically unable to perform
his assigned duties, the City Manager may transfer him
to a position which he has the ability to fill in the
same or lower classification.
Transfers shall not be permitted where the
qualifications of the employee were not of the
character and standard of such employee for the
position to which it is proposed to make the transfer.
Any classified employee transferred under the
provisions of Paragraph 3 of this Rule may appeal the
transfer action to the Civil Service Board. The appeal
must be submitted in writing and delivered to the Civil
Service Board within 10 days after date of transfer.
• The hearing of the appeal, and judgement of the Board
will be in accordance with the provisions of Rule 26.
•
V. SUSPENSION, DISMISSAL AND DEMOTIONS
26. CAUSES FOR SUSPENSION, DEMOTION, AND DISMISSAL
Just causes for dismissal, demotion in service or
suspensions are listed below although dismissal,
demotion or suspension may be made for other just
causes:
1. The employee has been convicted of a felony, or of
a misdemeanor involving moral turpitude.
2. The employee has willfully, wantonly, unreasonably,
unnecessarily or through culpable negligence been
guilty of brutality or cruelty to an inmate or
prisoner of an institution or to a person in
custody, provided the act committed was not
necessarily or lawfully done in self- defense; to
protect the lives of others; or to prevent the
escape of a person lawfully in custody.
14
3. The employee has violated any of the principles of
• the merit system of these Rules.
4. Misconduct includes, but is not limited to, the
following, which shall not be construed in pari
materia with each other:
A. Conduct evincing such willful or wantonly
disregard of an employer's interests as is found in
deliberate violation or disregard of standards of
behavior which the employer has the right to
expect of his employee.
B. Carelessness or negligence of such a degree or
recurrence as to manifest capability, wrongful
intent, or evil design or to show an intentional
and substantial disregard of the employer's
interests or of the employee's duties and
obligations of his employer.
w
5. The employee has used or been under the influence
of non - prescribed drugs, intoxicants, or controlled
substances as defined by F.S. 893, while on duty.
6. The employee is offensive in his /her conduct or
language in public or towards the public, officials
• or employees.
7. The employee has used or threatened to use or
attempted to use, personal or political influence
in securing promotion, leave of absence, transfer,
change of pay rate, or character of work.
is
8. The employee has induced or has attempted to induce
an officer or employee of the City of Sanford to
commit and unlawful act or to act in violation of
any lawful departmental or official regulations or
orders.
9. The employee has taken for his /her personal use
from any person, any fee, gift, or other valuable
thing in the course of his /her work or in
connection with it, when such gift or other
valuable thing is given in the hope, or
expectations of receiving a favor or better
treatment than that accorded other persons.
15
10. The employee has engaged in outside activities on
Governmental time or has used City of Sanford
property for personal gain.
NOTHING IN THE RULES JUST OUTLINED SHALL BE INTERPRETED
SO AS TO PREVENT THE CITY FROM TAKING DISCIPLINARY
ACTION OR TO ELIMINATE ANY PROTECTION TO CITY EMPLOYEES
FROM DISCIPLINARY ACTION.
FOR EXAMPLE:
If an employee was arrested for a crime, the employee
may not automatically be disciplined for that crime
under the assumption that he is guilty. The City shall
take timely appropiate action that is reasonable
according to the severity of the alleged crime. It
would not be unusual in such situations for
"Suspension, with pay being escrowed pending outcome of
the investigation" to be used. Other lessor or more
severe actions might also be appropiate.
27. DISMISSAL, SUSPENSION AND DEMOTION OF EMPLOYEES
A. SUSPENSIONS,AND DISMISSAL FOR CAUSE
The appointing authority may suspend a classified
• employee only for cause for a period not to exceed
thirty (30) calendar days. The appointing authority
may dismiss any classified employee only for cause.
Prior to suspension or dismissal, the appointing
authority shall furnish the employee, the Personnel
Officer and the City Manager, a detailed written
statement of the charges for suspension or dismissal.
Said charges for suspension or dismissal shall be
restricted to actions occuring within thirty (30) days
from date of filing of the papers of intent.
B. PROCEDURE
Cumulative acts of an employee constituting failure to
perform his duties in a proper manner may, if no
reprimand or other disciplinary action has been taken,
be incorporated in disciplinary proceedings brought
within ninty (90) days from any act relied upon and set
forth with particularity as to date, time, place and
the specific acts constituing the charge. No act more
than ninety (90) days remote may be relied upon in any
charges brought against any employee, but may be
considered in deciding proper punishment. Nothing in
this section shall preclude the appointing authority
from taking disciplinary action against classified
. employees for cumulation of offenses or violation of
Rules and Regulations.
16
This statement shall include the alleged offenses, the
date of alleged offenses, the City of Sanford Rules and
Regulations, or the Civil Service Board Rules and
Regulations that have been violated and all necessary
data. Immediately upon receipt of the detailed written
statement the Personnel Officer shall notify the
employee by registered or certified mail that he /she
will be afforded an opportunity for an appeal hearing
before a hearing officer. It shall be the duty and
responsibility of the employee to inform the Personnel
Office of his /her intention to appeal or not to appeal
within five (5) calendar days after receiving
notificatin from the Personnel Office.
Failure to notify the Personel Office shall be
construed as a waiver of any further right to appeal
and the action of the appointing authority shall be
sustained. Upon receipt of request for hearing, the
Personnel Officer shall set a hearing and immediately
notify the disciplined employee by registered or
certified mail, return receipt requested. The
disciplined employee may waive this reqistered or
certified receipt and appear at the Personnel Office
and sign a receipt for his proper notification of the
hearing date.
Is C. CAUSES FOR IMMEDIATE SUSPENSION OR DISMISSAL
If the retention of the employee would result in any of
the following extraordinary situations, an appointing
authority (Department/ Division Head or Supervisor) may
immediately suspend an employee without pay, or dismiss
an employee, pending a hearing date. The following are
considered extraordinary situations and are deemed as
the exceptions.
1. The retention of the employee would result in
damage to municipal property.
2. The retention of the employee would be injurious to
the employee themselves.
3. The retention of the employee would be injurious to
fellow employees.
4. The retention of the employee would be injurious to
the general public.
5. The retention of the employee would be detrimental
to the interests of the City of Sanford.
17
• Any of the following situations may be utilized and are
examples of the type of criteria to be utilized to
immediately suspend or dismiss any employee according
to paragraph C.
1. Intoxication 34 the job
2. Possession of and /or use of alcohol, a controlled
substance, or illegal narcotics while on duty.
3. Commission of an act which constitutes a felony
offense or a misdemeanor involving moral turpitude
under the criminal laws of the State of Florida.
4. Brutality or cruelty to an employee or to the
general public while on duty.
If any of the above criteria as outlined in paragraph C
are met, and employee may be immediately suspended
without pay or dismissed. In any of the above
situations, a disciplinary action record of the charges
shall be furnished to the employee, the City Manager,
and the Personnel Officer within twenty -four (24) hours
after commencement of suspension or dismissal.
Employees will have the opportunity for a post-
disciplinary hearing as a result of causes outlined
above, and will be notified of the hearing procedures
by the Personnel Officer as outlined in paragraph B.
D. CAUSE FOR SUSPENSION DUE TO VIOLATION OF STATE LAW
Where an employee has been suspended as provided in
paragraph C of this rule and the reason for such
supension is that such employee has committed an act
which constitutes a felony offense or a misdemeanor
involving moral turpitude under the criminal laws of
the State of Florida and criminal charges are pending
against said employee, and it is considered by the
appointing authority (Department /Division Head, or
Supervisor) that the retention of the employee would
result in damage to municipal property; would be
injurious to the employee themselves; to a fellow
employee; to the general public; or would be
detrimental to the interests of City Government, then
and in that event, said employee may request the
in
• Personnel Office that their scheduled pre - disciplinary
hearing be postponed and that their suspension continue
without pay until such criminal charges have been
disposed of. The City Manger may approve such request
provided such employee has filed with the Personnel
Officer a waiver in writing to the effect that is
he /she is successful in appealing said suspension to
the Personnel Office, that he /she waives any right to
salary during such period of suspension.
Upon final disposition of the criminal charges, it
shall be the responsibility of the employee to notify
the Personnel Office of such disposition within ten
(10) days in writing and request that his /her
diciplinary hearing be re- scheduled or in the
alternative, tender written resignation of his /her
positon with the City. In the event the employee
request that his /her disciplinary hearing be re-
scheduled then the Personnel Office shall schedule the
hearing within twenty (20) days after receipt of the
written request. The provisions of the above paragraph
D of this .rule shall be not waived in any respect
unless such waiver is approved by the City Manager.
Appeal of a grievance by an employee may not in itself
• be used as a ground for disciplinary action.
E. DEMOTION
The movement of a classified employee to a position in
a lower class is a demotion. For this purpose, a lower
class means a class having a salary lower than the
grade of the position in which the individual is
employed.
A classified employee may be demoted for lack of work
in his /her class, or for cause, and in the case of the
latter, only after the employee has been presented with
the reasons for such demotion in writing and has been
allowed at least 15 calendar days to reply in writing,
or upon request to appear personally, or with counsel
and reply to the appointing authority. A copy of the
statement of reasons and the reply shall be filed with
the Personnel Office and the City Manager.
An employee with status may appeal his demotion for
cause.
19
• If for personal or other reasons an employee requests
that he be assigned to a position of a lower class, the
appointing authority may take such a demotion if
approved by the City Manager, providing approval by the
City Manager and the following conditions are met:
1) The request is in writing
2) The request is made on a voluntary basis.
In such cases, the demotion will be deemed to have been
on a voluntary basis and from which there shall be no
appeal.
VI. APPEALS & HEARING PROCEDURES
28. RIGHT TO APPEAL, TO THE CIVIL SERVICE BOARD
Following the outcome of a pre- determination hearing by
the City's Hearing Officer, any classified employee has
the right, within 10 days after receipt of notice of
his dismissal, suspension, demotion, or transfer, to
appeal to the Civil Service Board.
WRITTEN CHARGES FOR RULES 26 AND 27 MAY BE PREFERRED BY
• THE AUTHORITY WHICH APPOINTED SUCH EMPLOYEE, THE CITY
COMMISSION, THE CITY MANAGER, ANY TAXPAYER, OR
QUALIFIED ELECTOR OF THE CITY, AGAINST ANY EMPLOYEE IN
THE CLASSIFIED SERVICE, AND THE BOARD SHALL GIVE SUCH
EMPLOYEE AN OPPORTUNITY TO BE HEARD IN HIS OWN DEFENSE.
SUCH CHARGES SHALL BE INVESTIGATED, HEARD AND
DETERMINED BY THE CIVIL SERVICE BOARD AND ITS FINDING
AND JUDGEMENT CERTIFIED TO THE APPOINTING AUTHORITY FOR
ENFORCEMENT.
•
Should any employee who has been transferred,
dismissed, suspended, or demoted, fail to appeal to the
Civil Service Board within 10 days from date of
notification of such action, the action shall stand
approved by the Civil Service Board without any further
or special action on the part of the Board.
29. HEARING BY THE CIVIL SERVICE BOARD
Upon receipt of an appeal submitted in accordance with
Rule 26 of these Rules and Regulations, the Civil
Service Board shall schedule a hearing. The authority
20
• which made the transfer, dismissal, suspension or
demotion, and the employee affected thereby shall be
notified of the date, hour, and place the hearing will
be held. Said notice shall be delivered to said
persons by any member of the Sanford Police Department
or by registered return receipt mail. Any Police
Officer delivering notices required by this rule shall
immediately submit a report to the Civil Service Board
of the time, and date each notice was sent.
After not less than 5 days from date of delivery of
notice required by subsection above, the Board shall
hear evidence for and against the action taken by the
authority.
All hearings by the Civil Service Board shall be held
in the City Commission Room of the City Hall in
Sanford.
All hearings shall be open to the public.
Hearings may be adjourned from day to day.
The authority effecting such transfer, dismissal,
suspension, or demotion and the employees affected
• thereby shall have the right to produce witnesses to
support their respective positions, to be represented
by council, and to have witnesses summoned to testify
in their behalf.
Witnesses summoned shall be entitled to a resonable
monetary fee for each day or part of a day's attendance
at a hearing. The amount of said fee shall be
determined by the Civil Service Board, and be specified
in the Personnel Rules and Regulations. However, the
City shall bear the expense of witnesses appearing at a
hearing.
In the course
the provision:
have the power
have the
both the
productio
hearings.
C7f conduc
of this
to admin'
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nd
power to re
attendance a
n of books
21
ting hearings
rule, each
aster oaths,
ire the City
testimony of
and papers
in accordance
Board member
and the Board
Clerk to su
witnesses an
relevant to
with
shall
shall
bpoena
d the
such
• Any employee of the City of Sanford served with a
subpoena issued by the City Clerk at the request of the
Civil Service Board to appear and testiy or to produce
books and papers and who shall refuse or neglect to
appear or testify or to produce books and papers
relevant to a hearing is subject to dismissal from City
employment.
A subpoena list is to be submitted a minimum of 3 days
before the Civil Service Board hearing date with the
name, and addresses of those individuals to be served a
subpoena. This rule is to also be put on the Hearing
Notice to the employee and the Department involved.
30. JUDGEMENT OF THE CIVIL SERVICE BOARD
After hearing evidence, the Civil Service Board may
affirm or reverse the action of the authority in
dismissing, suspending, transferring or demoting an
employee. Further, it is the prerogative of the Board
to mitigate the sentence imposed by the appointing
authority when the evidence presented indicates, that
such mitigation is warranted. The judgement of the
Board shall be recorded in its minutes and certified to
the authority who initiated the charge.
• If the action of the authority is reversed and without
mitigation, the employee affected shall be restored to
his rank and seniority and paid the compensation to
which he would have otherwise been entitled.
If the action of the authority is affirmed, the
employee shall be held to have been dismissed,
suspended, transferred or demoted as of the date of
action of such authority.
If the action of the appointing authority is mitigated,
the findings and judgement of the Civil Service Board
shall be certified to said authority for enforcement.
0 22
VII. EMPLOYEE ELECTIONS
31. CIVIL SERVICE
S
• A. ELECTIONS
Civil Service Board Elections authorized under the
provisions of Section 3 of the Civil Service Act, to
elect members to the Civil Service Board will be held
annually, except that special elections will be held as
provided for in paragraph 3 of this rule.
Annual Elections will be held no later than the last of
,Tune of each year to elect a Board Member to fill the
vacancy on the Board which will be created by the
expiring term of the employee elected member, whose
term as a Board member expires on .Tune 30 of that same
year.
Special elections to fill an unexpired term of an
employee elected Board Member who has resigned, died,
or been removed will be held as soon as possible after
the vacancy occurs.
B. ELIGIBILITY TO VOTE IN EMPLOYEE ELECTIONS
All personnel who have served the necessary
probationary period of employment and have thereby
gained full classified status shall be eligible to vote
• in employee elections.
C. NOTICE OF ELECTIONS
•
At least 2 weeks prior to the date of any election to
be held under the provisions of this Rule, the Civil
Service Board person will prepare a notice of the
election, setting forth therein the purpose, date,
time, and place of election. Distribution of notice
will be made as follows:
POST A COPY ON THE BULLETIN BOARD AT THE FRONT DOOR OF
CITY HALL.
DISTRIBUTE A COPY TO EACH DEPARTMENT FOR THE
INFORMATION OF THE EMPLOYEES THERE -IN ASSIGNED.
23
D. VOTING PROCEDURE
Voting will be by secret ballot, and must be performed
at the designated voting place on the date and during
the hours specified for voting, except when an employee
has been authorized to vote by absentee ballot under
the provisions of absentee ballot under the provisions
of this rule.
E. ABSENTEE VOTING
Absentee voting in employee elections will be permitted
under either of the following conditions:
When elector is physically disabled and is unable
without assistance to attend poll on election day.
When elector will be absent from the City during the
scheduled period for the elction because of compelling
business reasons and cannot, without manifest
inconvenience, vote in person.
When elector will be on vacation and is therefore
absent from the City of Sanford and cannot, without
manifest inconvenience, vote in person.
F. PROCEDURE FOR ABSENTEE VOTING
When an elector determines he will be unable to vote in
person in an election, for either cause listed in
paragraph above, he may submit a request for an
absentee ballot, using an application form which will
be provided by the Civil Service Board. The application
form, which is self - explanatory, will be filled out by
the elector, signed, notorized, and returned to the
Civil Service Board. The Elector will then be furnished
an absentee ballot, with instructions for submitting
the ballot.
Absentee ballots will be mailed or delivered in person
to the Civil Service Board• office, in an envelope
having the following "ELECTOR'S CERTIFICATE" on the
reverse side thereof: "I, (name of elector), do
solemnly swear or affirm that I am a classified
employee of the City of Sanford, Florida, and am
24
•
•
•
entitled to vote in the employee elections in Sanford:
That I will not be in the City during the time the
election is held ( or that I am too ill to come to the
poll). (elector's
signature)Sworn and subscribed before me this day
of 19 , and I hereby certify that the
affiant exhibited the enclosed ballot to me unmarked;
that he then in my presence and in the presence of no
other person and in such manner that I could not see
his vote, marked such ballot and enclosed and sealed
the same in the ballot envelope: that the affiant was
not solicited or advised by me for voting. Signed by an
attesting witness.
The Elector certificate on the back of the envelope
must be signed and the elector, and the envelope, with
the ballot there -in witnessed,, and returned as
provided in the paragraph above, NOT LATER THAN 5 PM OF
THE DAY IMMEDIATELY PRECEDING THE DAY OF THE ELECTION.
Any Notary Public, Untied States Postmaster, Assistant
United States Postmaster, Postal Supervisor, clerk in
charge of a contract postal station, or any officer
having authority to administer an oath or take an
acknowledgement may be an attesting witness. If a
Postmaster, Assistant Postmaster, Postal Supervisor, or
Clerk in charge of a contract postal station acts as a
attesting witness, his signature on the elector's
certificate must be authorized by the cancellation
stamp of their respective post office. If no one of the
other officers named acts as attesting witness his
signature on the elector's certificate, together with
his title and address, but no seal, shall be required.
All absentee ballots received by the Civil Service
Board office shall be delivered, unopened to the Clerk
of the employee election committee prior to the
expiration of the period specified for voting.
G. ELECTION SUPERVISION
All elections held under the provisions of
shall be conducted under the supervision of
Service Employee Election Committee appointed
provisions of Section 3 of the Civil Service
25
the Rule
the Civil
under the
Act.
H. DUTIES OF THE EMPLOYEE ELECTION COMMITTEE &
NOMINATING COMMITTEE
Employees from each of the 8 departments in the City
• will appoint a person to sit on the Nominating
Committee. Each Department is to be assigned a number.
Even numbered departments will appoint a representative
on the even numbered years, and odd numbered
departments will appoint members on odd numbered years.
The purpose being to rotate the Nominating Committee
among all Civil Service Board employees.
THE DEPARTMENTS ARE NUMBERED AS FOLLOWS:
1. ADMIN. SERVICES /STAFF OFFICES
2. FINANCE DEPARTMENT
3. POLICE DEPARTMENT
4. FIRE DEPARTMENT
5. PUBLIC WORKS DEPARTMENT
6. RECREATION & PARKS DEPARTMENT
7. UTILITY DEPARTMENT
8. ENGINEERING & PLANNING DEPARTMENT
• I. DUITIES OF THE NOMINATING COMMITTEE
•
The Civil Service Board reviews the 8 names and
authorizes them as the Nominating Committee ( unless a
name is found unacceptable and asks for a substitute).
The Nominating Committee consisting of one
representative from each City Department and shall,
prior to any election over which it is to exercise
supervision, nominate one or more candidates for the
Board position to be filled by the election. This
nominating action will not be construed as being
absolute since the members of the classified employees
are at liberty to add the name of the person of their
choice to the ballot, providing the person whose name
is added is eligible and willing to serve as a Board
member.
26
J. DUTIES AND APPOINTMENT OF THE ELECTION COMMITTEE
The 2 Board Members that are appointed by the City
Commission then appoint from the 8 employees and
• Election Committee; composed of a Clerk and 3
Inspectors.
The Election Committee's responsibility will be to
assure that all nominated candidates for positions on
the Civil Service Board shall meet election
requirements as set forth in the Civil Service Rules
and Regulations and the Act. They shall also supervise
the election, count votes, and certify the results of
the election to the City Clerk.
The Election Committee will supervise the election;
issue ballots to voters; maintain a list of persons
voting; and ascertain that only qualified classified
employees participate in the voting. Upon completion of
the eleciton, the committee will count the votes and
certify the results thereof to the City Clerk.
The person receiving the highest number of votes in the
election shall, if otherwise eligible, become the
member of the Civil Service Board.
VIII. CLASSIFICATIONS, GRADES, ETC. OF EMPLOYEES
32 POSITION CLASSIFICATIONS AND PAY PLAN
• Position classifications for all positions in the City
as provided by the City Commission, shall be maintained
in the files of the Civil Service Board.
•
Each position classification shall adequately cover the
general duties, responsibilities and qualifications
required for the position to which it applies.
The Civil Service Board will be furnished a revised
position classification upon a significant change in
the duties of any position.
Employee classifications -are based on job assignments
and responsibilities. They are used to promote
consistency and uniformity. The City of Sanford
distributes a Position Classification Plan and, Pay
Schedule.
27
The Position Classification Plan and Pay Schedule cover
all full time positions within the City service. The
job classification plan provides a list of job titles,
• descriptions of the nature and requirements of the work
in each class, and the allocation of specific positions
to the appropriate classes. The pay plan covers wherin
jobs are graded and reviewed annually. If a Department
Head or an individual employee feels that a job
position is improperly classified or that the
classification plan is inaccurate in some aspect, the
problem should be directed to the attention of the
Director of Administrative Services, who shall make an
investigation and take appropriate action.
33. CLASSIFICATION OF EMPLOYEES
The employees of the City are hereby divided into 2
classifications: classified and unclassified.
Unclassified employees are employees which are
temporary, emergency, contractual, and other employees
exempt form classified service under the provisions of
the Civil Service Act.
Classified employees are all employees of the City not
specifically included in the unclassified category.
34. EMPLOYEE GRADES IN DEPARTMENTS
• Grade 1 is hereby defined as being the highest grade in
a department. The head of each department shall be
construed as being in Grade 1 in this department
provided he has been appointed and certified to the
position in acccordance with the applicable provisions
of these rules and regulations.
0
All employees, other than the department heads, having
duties of substantially similiar importance,
responsibilites, and rates of pay shall be graded
together. The various grades, and classifications in
each department will be designated from time to time as
deemed necessary by the Board.
We
The grades and classifications of members of the Fire
and Police Department shall be as follows:
is POLICE CHIEF
CAPTAIN
•
•
POLICE LT. /WATCH COMMANDER
POLICE LIEUTENANT /POLICE
ADMIN. OFFICER
SERGEANT
POLICE OFFICER FIRST CLASS
POLICE OFFICER
FIRE CHIEF
ASST. FIRE CHIEF
BATALLION CHIEFS
FIRE MARSHALL /FIRE LT.
SR. FIREFIGHTER /FIRE
PROTECTION OFFICER
FIREFIGHTER
IX. GENERAL CIVIL SERVICE POLICIES & PROCEDURES
35. MEETINGS OF THE CIVIL SERVICE BOARD
The Civil Service Board of the City of Sanford,
Florida, shall meet �n regular session on the first
Thursday, after the first Monday irmr°'Ieach month, at 8:00
P.M. in City Hall.
36. DEPARTMENT RULES
The head of each department shall have immediate
direction and control of his department, and make such
orders, rules and regulations for the operation of said
department as -he deems best, provided the same are not
in conflict with any rule or regulations promulgated by
the Civil Service Board.
37. SUBSCRIPTION OR CONTIRBUTION TO ANY MUNICIPAL
POLITICAL PURPOSE FORBIDDEN
No employee of the City of Sanford shall solicit orally
or by letter, or receive or pay, or be in any manner
concerned in soliciting, receiving, or paying any
assessment, subscription, or contribution to any
municipal political purpose whatever.
29
38. USE OF POLITICAL INFLUENCE IN MUNICIPAL ELECTIONS
FnRRT nnF.N
No employee of the City of Sanford shall use his
official authority or influence to attempt to influence
or coerce the political action of any person or body,
or to in any way interfere with any nomination or
election to municipal office. No employee shall take
part in the conduct of any municipal election campaign
further than to vote or to perform any official duty in
connection there with.
39. MILITARY & RESERVE LEAVE
If any permanent employees are drafted or enlist in the
Armed Forces, they will be granted military leaves of
absences without pay. Within 90 days after honorable
discharge, separation, or reversion to reserve status
from their original tours of duty with the Armed
Forces, they may be reinstated in the City's employ in
accordance with Federal Regulations, Veterans' Job
Rights, Section 19.
Employees on military leave will not lose any sick
leave accumulated; however, they will not accumulate
any sick leave or vacation time for the duration of
their military leave.
Employees as members of National Guard or Military
• Reserve Units shall be entitled to leave of absence
from their respective duties, without loss of pay, on
all days during which they shall be engaged in active
State or Federal duty, field exercises or other
training ordered under the provisions of Florida
Statues Chapter 115 and 120, provided these leaves
shall not exceed seventeen (17) days at any one time.
Except for emergency situations, it shall be the
employees responsibility to notify their department
head at least two (2) weeks in advance of such leave.
Department heads shall show Military Reserve leave on
their daily attendance card.
40. RECORDS AVAILABLE TO THE CIVIL SERVICE BOARD
Personnel Records, of all employees of the City of
Sanford shall be open to the inspection and examination
by the Civil Service Board.
•
30
41. DUTIES OF THE CIVIL SERVICE BOARD
The Civil Service Board main functions are to recruit
• applicants; determine if applicants meet qualifications
for positions; schedule interviews; notifies applicants
of vacancies, interviews, and of selection; and
completes all preemployment paperwork, checks and
verifications to become a City Employee. Reviews all
employee transactions; Employee Appeal Hearings;
Probationary Periods; Etc.
The Civil Service Board Secretary is also responsible
for preparing employment applications; employment
brochures; preparing divisions annual budget; handling
all inquiries, complaints, and questions concerning
office procedures, etc; and develops and implements all
forms and procedures to be used in office.
The Civil Service Board office shall be authorized to
advertise for applicants without prior approval of the
Civil Service Board, when such action is required.
The Civil Service Board Secretary shall act as
Secretary to the Civil Service Election Committee
appointed under paragraph 3A, Section 3 of the Civil
Service Act.
42. REPORTS TO THE CIVIL SERVICE BOARD
• The heads of the various departments having classified
employees under thir supervision shall make reports to
the Civil Service Board on the following matters:
•
Performance Evaluations on all employees in their
respective departments.
All appointments: Permanent, Temporary, Emergency,
Parttime, and Contractual
Promotions and Transfers of employees
Separations from City Employment: Resignations,
Dismissal, Lay -off, Retirement, Death, and other
Changes in Salary, position, or grade
31
Creation or abolishment of any position
All Disciplinary actions
Any other report affecting an employee in relation to
his /her employment.
43. CIVIL SERVICE BOARD RECORDS
It is the policy of this state that all municipal and
county Civil Service /Personnel records shall at all
time be open for personal inspection by any person.
"Public Records" means all documents, papers, letters
maps, books, tapes, photographs, files, sound
recordings, or other material, regardless of physical
form or characteristics, made or received pursuant to
law or ordinance or in connections with the
transactions of official business by any agency.
Where possible, the City will attempt to notify
employees should a request to review an employee's
personnel file or other records be made by other City
Officials in the normal routine course of official City
business.
44. EMPLOYEE ASSISTANCE PROGRAM
• Purpose: Nearly everyone is affected by personal
problems at one time or another. For many, these
problems can be resolved independently or with the help
from a personal resource. But, in many cases, it is
not only difficult to determine what steps to take to
resolve the problem, but also difficult to follow
throught with the necessary steps. In such cases, the
personal problems may gradually begin to get out of
hand. As these personal problems worsen, they will
most likely affect the employee on the job- -
absenteeism may increase, job performance may decline,
accidents may be more frequent, and termination may
become more likely.
•
32
The objective of the Employee Assistance Program (EAP)
is to benefit both our employees and the City by
providing professional and confidential personal
• assistance to employees and family members who are
experiencing any type of personal problems. Thus, on-
the -job effects of personal problems can be minimized
and employees can receive meaningful help in improving
their personal and family life. The Employee
Assistance Program benefits the City by improving the
on- the -job results of employees. The program is also
part of the City's continuing concern for the well-
being of its employees.
SCOPE: The City recognizes that virtually all personal
problems can be successfully dealt with and resolved
provided that they are identified at an early stage and
referral is made to an appropriate form of care. This
applies whether the problem is one of physical illness,
mental or emotional illness, alcoholism, drug abuse,
marital or family distress, financial or legal problems
or other concerns.
POLICIES: The Employee Assistance Program is
established within the following framework:
The City recognizes that any employee having a work
hampering personal problem should receive the same
careful consideration and offer of professional and
. confidential assistance that is presently extended to
employees having health problems.
0
The City's concern with personal problems is strictly
limited to the effect of these problems on employee's
work perfoemandce and attendance.
It is expected that the City's concern with the effects
of personal problems will encourage employees to take
early advantage of the professional problem assessment,
counseling and treatment service available through the
Employee Assistance Program.
33
It is the responsibility of supervisors at all levels
to implement this policy by remaining alert to all
instances of substandard work performance and to bring
• these to the attention of the employee along with an
offer of assistance at the earliest indication of
recurrent pattern. Supervisor are not to attempt to
diagnose or even discuss the nature of the personal
problem responsible for the p�it:tern of poor
performance.
It is the responsibility of the employee to seek
assistance through or accept referral to the Employee
Assistance Program and to comply with the recommended
action plan when personal problems are affecting the
employee's performance. An employee's continued
failure to take constructive action to resolve a work -
hampering personal problem will be handled in the same
way that similar refusals or treatment failures are
handled for all other problems, when the results of
such refusals or failures continue to effect job
performance.
The City assures that the decision to seek or accept
assistance through the Employee Assistance Program will
in no way be detrimental to an employee's job security
or advancement opportunities. It is the supervisors
responsibility to evaluate employees only in terms of
work performance.
• Participation in the Employee Assistance Program in no
way relieves the employee of the responsibility to meet
acceptable work performance standards. Participation
in the Employee Assistance Program must never be used
as a "Crutch" for poor work performance.
•
All records pertaining to the Employee Assistance
Program will be treated with the same degree of
confidentiality afforded employee's medical records.
voluntary self - referred individuals seeking assistance
will be able to do so with complete anonymity, making
the consultant unable to share information with the
City without the employee's written consent.
Since employees work performance and attendance can be
affected by the problems of an employees spouse and /or
family members, the Employee Assistance Program is also
available to the immediate family members of City
employees.
34
•
•
•
Treatment and /or rehabilitation benefits for any
condition identified through the Employee Assistance
Program will be provided in accordance with the City's
Group Health Insurance as delineated in the existing
Program of Insurance Benefits.
Implementation of this policy will not require, or
result in, any special regulations, privileges or
exceptions from standard City of Sanford administrative
practices applicable in job performance stardards.
Likewise, nothing in this statement of policy or in the
Employee Assistance Program is to be interpreted as
constituting any waiver of management's responsibility
to maintain discipline or the right to invoke
disciplinary measures in the case of misconduct which
may result from or be associated with a personal
problem.
45. AMENDMENT, REPEAL, INVALIDATION OR SUPPLEMENT OF
CIVIL SERVICE BOARD RULES & REGULATIONS
These Rules and Regulations may be amended, repealed or
supplemented by the Civil Service Board in accordance
with the Civil Service Act. If any rule or part of a
rule should be declared invalid for any reason by any
court the same shall not effect the remaining Rules
which shall then be in force and in effect.
AMENDED AND REVISED BY THE CIVIL SERVICE BOARD, AND
ADOPTED EFFECTIVE
35
0
1
ADDITIONAL EMPLOYEE TRANSACTIONS
(INCLUDES RESIGNATIONS, TERMINATIONS, SPECIAL AND EARLY
EVALUATIONS, DISCIPLINARY ACTIONS, ETC.)
NAME DEPT. /DIV. DATE TRANSACTION
K. Kaiser Police 7 -22 -87 Susp: 5 days, failure to
obey a proper directive.
L.
Charles
Police
7 -30 -87
Written Rep.: Incompetent
or inefficient in
performance of duties.
W.
Brooks
Refuse
8/14/87
Voluntary Suspension
without pay, pending
outcome of charges
brought against him by
the State of Fl.
W.
Brooks
Refuse
8 -11 -87
Suspension: 8/11 to 8/29
•
G.
Reid
Police
8 -24 -87
Suspension: with pay
medicial
J.
Beall
Rec. & Pks.
9 -9 -87
Written Rep.: Attendance
G.
Smith
Police Off.
9 -1 -87
Susp.: offensive language
or conduct in public,
Suspended 1 day w/o pay
F.
Wilson_
Refuse Coll.
9 -17 -87
Susp.: offensive language
or conduct in public,
Suspended 3 days w/o pay
W.
Brooks
Fld. Supv.
8 -29 -87
Resigned: Personal &
legal problems.
0.
Sjoblem
Firefighter
10 -15 -87
Retiring
R.
Robinson
MWI -Sewer
9 -23 -87
Written Rep.:Attendance
problem
D.
Irvin
Optr. Tr.
9 -29 -87
Termination: viol. of
duties, negligent with
City property
•
R.
Robinson
MWI- Sewer
9 -30 -87
Termination: Habitual
absenteeism
0
•
•
2
F.
Santos
Equip. Optr.
10 -15 -87
Resigned: found another
position
C.
Rowe
Rehab. Spec.
10 -5 -87
Contractual emp. till
12 -21 -87
D.
Irvin
Pl. Optr. Tr.
10 -2 -87
Dismissal: disgraceful
conduct
R.
Robinson
MWI -Sewer
10 -6 -87
Dismissal:Failed to show
for work
C.
Schuster
Police Off.
10 -1 -87
Suspension: 1 day,
offensive conduct or
language in public
W.
Taylor
MWII
10 -12 -87
Will reevaluate 1/2/88
evaluation borderline
unsatisfactory to
satisfactory
W.
Martin
Refuse Coll.
11 -10 -87
Suspension 3 days for
falsification of sick
leave
0.
Sjoblem
Firefighter
10 -15 -87
Retirement
A.
Lampkin
Rec. Leader
10 -15 -87
Terminated: violation
policy or procedure,
insubordination
F.
Wilson
Refuse Coll.
11 -6 -87
Unexcused absences,
failure to call in.
B.
Robinson
MWI- Plants
11 -9 -87
Resigned, did not give
notice
G.
Reid
Police
11 -5 -87
Released from suspension
with pay.
R.
Bagley
MWI -Water
11 -30 -87
Early increase, above
satisfactory employee
R.
Casper
Bldg. Insp.
11 -20 -87
Resigned: found other
employment
R.
Hill
MWI- Street
11 -20 -87
Terminated: Habitual
absenteeism
J.
Bush
Equip. OptrII
11 -20 -87
Suspension: 4 days,
habitual absenteeism
•
ADDITIONAL
(INCLUDES RESIGNATIONS, T
EVALUATIONS, DISCIPLINARY
NAME DEPT. /DIV.
K. Kaiser Police
1
EMPLOYEE TRANSACTIONS
ERMINATIONS, SPECIAL AND EARLY
ACTIONS, ETC.)
DATE TRANSACTION
7 -22 -87 Susp: 5 days, failure to
obey a proper directive.
L.
Charles
Police
7 -30 -87
Written Rep.: Incompetent
or inefficient in
performance of duties.
W.
Brooks
Refuse
8/14/87
Voluntary Suspension
without pay, pending
outcome of charges
brought against him by
the State of Fl.
• W.
Brooks
Refuse
8 -11 -87
Suspension: 8/11 to 8/29
G.
Reid
Police
8 -24 -87
Suspension: with pay
medicial
J.
Beall
Rec. & Pks.
9 -9 -87
Written Rep.: Attendance
G.
Smith
Police Off.
9 -1 -87
Susp.: offensive language
or conduct in public,
Suspended 1 day w/o pay
F.
Wilson
Refuse Coll.
9 -17 -87
Susp.: offensive language
or conduct in public,
Suspended 3 days w/o pay
W.
Brooks
Fld. Supv.
8 -29 -87
Resigned: Personal &
legal problems.
0.
Sjoblem
Firefighter
10 -15 -87
Retiring
R.
Robinson
MWI -Sewer
9 -23 -87
Written Rep.:Attendance
problem
D.
Irvin
Optr. Tr.
9 -29 -87
Termination: viol. of
duties, negligent with
•
City property
R.
Robinson
MWI- Sewer
9 -30 -87
Termination: Habitual
absenteeism
•
•
F. Santos Equip. Optr.
C. Rowe Rehab. Spec.
D. Irvin Pl. Optr. Tr.
R. Robinson MWI -Sewer
C. Schuster
W. Taylor
W. Martin
0. Sjoblem
A. Lampkin
F. Wilson
B. Robinson
G. Reid
R. Bagley
R. Casper
Police Off.
MWII
Refuse Coll.
Firefighter
Rec. Leader
Refuse Coll.
MWI- Plants
Police
MWI -Water
Bldg. Insp.
• R. Hill MWI- Street
J. Bush
Equip. OptrII
a
10 -15 -87 Resigned: found another
position
10 -5 -87 Contractual emp. till
12 -21 -87
10 -2 -87 Dismissal: disgraceful
conduct
10 -6 -87 Dismissal:Failed to show
for work
10 -1 -87 Suspension: 1 day,
offensive conduct or
language in public
10 -12 -87 Will reevaluate 1/2/88
evaluation borderline
unsatisfactory to
satisfactory
11 -10 -87 Suspension 3 days for
falsification of sick
leave
10 -15 -87 Retirement
10 -15 -87 Terminated: violation
policy or procedure,
insubordination
11 -6 -87 Unexcused absences,
failure to call in.
11 -9 -87 Resigned, did not give
notice
11 -5 -87 Released from suspension
with pay.
11 -30 -87 Early increase, above
satisfactory employee
11 -20 -87 Resigned: found other
employment
11 -20 -87 Terminated: Habitual
absenteeism
11 -20 -87 Suspension: 4 days,
habitual absenteeism
I i
September 11, 1987
TO: City Manager
FROM: Police Chief
SUBJECT: FCIC /NCIC Audit
Florida Dept. of Law Enforcement
FDLE conducted an audit of the police department's FCIC /NCIC system
today.
FDLE has informed us that we.can no longer use the FCIC /NCIC system
to run criminal history and driver license checks for pre - employment
purposes for non- criminal justice employees. This procedure is prohi-
bited by the FDLE's CRIMINAL HISTORY RECORDS DISSEMINATION POLICY.
Unauthorized use of the FCIC /NCIC system for such purposes as non-
criminal justice criminal history checks and driver license checks
will result in the removal of the FCIC /NCIC terminal from the police
department.
The information can still be obtained by Civil Service and Personnel
by submitting written requests to FDLE's Division of Criminal Justice
Information Systems in Tallahassee. Driver license checks are available
through the Dept. of Highway Safety and Motor Vehicles also in Tallahassee.
Criminal history checks require a fee, $5. while drivers license checks
require a $3. fee.
I will work with Administrative Services and Civil Service to develop
a viable alternative to the use of the FCIC /NCIC system for non - criminal
Justice record checks.
SDH /glp
cc: Adminn. Services Dir.
Personnel Officer
Civil Service - a risty
Attachments
3.3 USE OF SYSTEM-DERIVED CRIMINAL HISTORY AND III DATA
A. Criminal history and III data on an individual from the
national catputerized file will be made available to Federal
agencies authorized under Executive Order or Federal statute
and to criminal justice agencies for criminal justice
purposes.liis precludes the di88em# fatal' for
f,, uw, in connection with lic�ensina ii- tr_�.rs it8
f
C. Agencies should be instructed that their rights to direct
aocess enaagmw only requests reasonably a w*cted with
their criminal justice responsibilities.
D. NCIC and FCIC will make checks, as neoessary, oonoerning
made of the system to detect possible misuse.
August 1, 1983 3.5
(.. 4 .
16.4 USE AMID DISSQ MNATICN BY IACAL AGENCIES
Local agencies who have obtained criminal history record
information from the Florida Department of Law Enforcement are
restricted in the manner that the information may be used and
limited in further dissemination of the information.
Taw
110 11
• 16.5 DISSEMIMMCN IDWING
( Logging is required for the support of the annual audit process
and serves as a means of notification after correcting erroneous
information that has been disseminated. A dissemination record
(log) will be maintained whenever criminal history record
information obtained is released by the receiving agency. This
disseninatiai log will contain as a minimum:
-When the information relates to
-Whom the information was released to
-The date
-Mie purpose for which the information was released
- Numeric (SID/FBI) identifiers
This record or log will be retained indefinitely by the releasing
agency-
August 1, 1983 16.3
17�j
r
CRIMINAL HISTORY RECORDS Di�IINA ON POLICY CHAPTER I IC-6
RULES
OF THE
FLORIDA DEPARTMENT OF LAW ENFORCEMENT
DIVISION OF CRIMINAL JUSTICE
INFORMATION SYSTEMS
., ;d.,
CHAPTER I IC4. a ;
1 ± CRS UNAL HEMRY RECORDS DL4 -SEl to m tOLiCY . t.
. (1) The Department receives funding from the
Law Enforcemlettt` FAssistance Administration of -the
U. S.-Depargnent-of Justice and "U :'therefore subject to
federal regulatioes ooatained in:Ch. {,1, Tiitie vkSubpart
20B, C.F.R. .:
''(3) Tbd' Deprtment utilizes the services of
1J. S. Dept "" of Justice "lumina history record
infotnution systems "ind ` herefore must abide by and
4anaad adherence to federal diaentioation policy when
<. Vsing such services. The federal ''policy is contained
in Ch. I, Title 28, &4gMt '20C, C.F.R.
(3) NWU fthinal justice "agencies and some
snonsxitninal justice agencies hi!Ybride `are themselves
aim8atly ssftttated.' ,.,8totreowtnr
any JWMn or agency
receiving 'or6ninal Justice information. directly from
this 0011art cent. or • iodirec tly 'through any of these
other agencies " !s sub jeei to - Ch: 1. ' Title 28, Subpart
20B. - C.F.R,•,and•wdll additionally `be subject to Ch. 1,
Title 28, Subpart 30C, 'if suds` information was derived
from the: criminal justice information systems of the
United States,Depertu mt of Justice.
apache A*tbe tl!.; 120.53e,4943A3 FS. Ch. J. Tide 26, ran
20, CF.R. Law Lnpiawewted tsa.s3, 94:.05 FS.. Ch. 1,7itk 28,
Aar} 20. C.F.1t. History —New 6.24.74.
IIC-6,02 Present Policy.
(1) Pending legislative or judicial direction to
. the contrary and to the maximum extent that it may
act consistent with Chapter 119, Florida Statutes, the
Department adopts by reference the definitions con-
tained in Ch. 1. Title 28. Subpart 20A. C.F.R., and
make and haeby autflOdW di:adrl U"* -`t0 the
IV" extent autbodsed amdW 4M 1 -T 1& "28 %bpart
208 amid Ch. 1, lkle 8 Subpart 20C. C.l X also
incorporated herein by referesim. :-M1,
(2) Ch. 1, Title -28, Part 20 C.F.R., was pub.
fished in the Federal =Register, ,V& —,40, 'No'" dated
Tuesday. May, 20, 1975. Significant, amendments
thereto were published in the Federal " Register, Vol.
41, No. 55, dated •.-Friday, Match 19, 1976. These
regulations hatee been Bled with tbo;.iFlaids- Depart.
ment of State.
(3) In ovda for the Department to respond to
ipqn, for Florida aimind �.hisoryiaformatioa, the
person or entfty. who wishes to review or ;eeeure ` such
infonaation shall provide%*, the Department the subject's
full. some and -appsoldmate age or de *_'W "birth. If
available, the social . security', number,-110inpleted
fingerprint card, and any other identifiers - hall be
provided.
Sp@Wk sedmW %&03. 943.05. Fa law Lii tad
943.05. 943.08 M. =tom. 1, TWO 24. Fart'`30 `fte" 20.20.
20.21 aM 2033. C:F.R. 11WO, -*9W6 *4-7#.
IIC4.03 System Secuft,m0W Pub1WAeeess.
(1) Not all criminal history records contained
in or available -through the record systems of the Florida
Department of Law Enforcement are • avallable to-the
public under. the, Florida Public Records Law. (e.g.
racosdri sealed under Sectbn 893.14, F.S. or derived
from the Federal Bureau of bnvestiption'- criminal
history record systems). And because federal and state
privacy and security laws, rules ant.regulations pre-
clude members of the public from personally making
searches of the criminal history sydems, and records
of the department, searches for criminal )history records
shall be conducted only by personnel of the
department and those criminal justice agencies having
access thereto through secure remote terminals.
(2) Personnel conducting such searches &tall
insure that copies of records made available to the public
contain no information deemed confidential by law.
(see over)
•
•
(3) DePmdh6 upon whether the raped
for a record check is in writ* or wcompenbd by a
of r executed fbWfpdu card and upon the results
check. the letter of request, fingerprint
cud. and/or record will be returned bearing one of the
following notations:
(a) "Subject identical with subject of attached
Florida Department of Law Enforcement record number
(b) "Based on the infon=tbn . prodded,
aubJ@d of attached Florida Department of law EUSMOS.
Mew wco- !tanber(a)._.....�,,.,,,. s,► be the saas a
(c) IMM"t the iafoensadoa provided Y
ire ttnbjact iaquhed ,- -tlpoo =- :aubot be
n t „loiit�idad i + t+eooad` °iu the
e ealaal hid M record rya s of the naide Depart.
not of Law Eoroe®eA64' x. t.. .
( "Based ' arpoll the information provided.
_;yar fro a hbed;,titat ire sr$Ject .ias so`crimb el history
record In, the system :of the Florida Depaunent of
(4) `Copies of -.S*&N ds made available to the
h pumuaat to the Md&'%Wr Reooer>s law d all
be prornhwady anuotsted to indicate whether the record
J& based upon <podt&o idarglicgd= =fig fingerprints
and dwq, be dpreCmd ; dalad , _byoft ., pmeening
(� MlePubiio bdvbed that °hissmy
record dredcs aoeducted "wfthork;dW Low, of ft rprint
ideotificatioq proeedwat me; 6k: Moreover, the
rOOOrd Provided my be or h oompiete due to
the failure of an agency to make a report or because
",Portion of the _record me ,aaied, have = born =armed.
Or. we otherwise unavailable except_: to .certain law en.
foncetneat or .dmiasl... justice asondes ender state or
federal law.
SP4eM Avth*My I2O.02(1)f(44SASOV943A5(2) FS.
Law lrV1M*nt”- 1194% },ASeai(i). 943.OS(2).
043.O8(3), ,043.09(S),,l43Aa(`►) s'a : "t`b: r,' TIM 28,
SOMOM 20JIM, c.F.R.IiM64-NOW 12.9 -76.
i iC�A4
.25 03 -
records Contained .1a the ISM rai 'oi p p .Dept,
NNW of Law Enfe"eatertt afro to 'be ?directed to the
iollowiry address:
FlOr da Deputnient of L 1W Enforcement
Division of ftinal Justice Inlormation
(2) The request will be subject to processing in
ebesollowrg deems order of per,
(a) Requests from haw eaforcemwt and
=0tocies
(b) <• egNesb hr • =persond tend review
Pub to 11C
(e) Requests from the JudMdal Qualifications
Commission, the Govermr. and the President of the
Senate to the appo6waent of ofiicea;
Re4ua4ftm 400rcr6ninal justice agencies
}
Information; statutory i Mrthorfty to receive this
(e) frog other govamwatal agencies
relying . she Public .. Records : Law (Ch. 119, F.S.);
(� R ints AM ;pdrate individuals relying
"t1pcM the Public Records law.
(3). ., Tbere ,loan be so dmge for conducting
record dw&J -ader ON ;(e� A processing
_;fee of ;S, for: each subject Inquired
'upon under, tubW;tlOtu. (2)(d) through (f) unless the
&ec U&S ' Pireetor of the Department determines that
conducting the record clwck. would be In the interest of
loll eoforoeraart,or aknh d PON or if the fee Is other.
tiwhe legally weiKaWe
(4) The prooedirts` fee of,SS. ahaU not be
deemed tendered by a. noagavenunental .agency until
actual receipt and aoceptaace thereof by the Department.
.. PfersorlU dwda wiU � apt be aoeepted.
ttPOCI o . Aftt" l,,;,12o.SN1). , 043.O3(A "S.OS(2), FA
�' V/�1Md»4,Of(=),11"7- 94SAWSM). 943.OS(2),
su Ka). (7i, F.O.. 924(b) F&* L OMS. Ck. 1. Trek 28. Sec.
2e.21(sXl). CFA.-Are. V. ft e. 12(o); AK. IV. s:e. 1(a). Fla.
cry - Now 12.3074, AMM"kd 11• •a3.
dL �
� ; or V
ez_j�1111_0111 Z_
EDUAL PROTECTION
EMPLOYER- EMPLOYEE
CIVIL SERVICE BOARD
OFTHE
CITY OF SANFORD
SANFORD, FLORIDA 32771
FOR BULLETIN BOARD POSTING
DR. JOHN F. DARBY
CHAIRMAN
ERNEST A. CAVALLARO
LUIS M. PEREZ, M.D.
BILL McOUATTERS
GEORGE A.RUFAS
To: All Board Members
From: Christy Johnson, Civil Service
Date: October 23, 1987
Subj: November Board meeting
--------------------------------------------------------------
There will be no Civil Service Board meeting fcr the month
of November.
ADVICE TO THE PUBLIC: IF A PERSON DECIDES TO APPEAL A DECISION
MADE WITH RESPECT TO ANY MATTER CONSIDEREDAT THE ABOVE MEETING,
OR HEARING, HE MAY NEED AV.ERBATI-M RECORD OF THE PROCEEDINGS,
INCLUDING, THE TESTIMONY AND EVIDENCE, WHICH RECORD IS NOT
PROVIDED BY THE CITY OF SANFORD. (FS 286.0105)
10
EQUAL PROTECTION
EMPLOYER- EMPLOYEE
CIVIL SERVICE BOAPD
OFTHE
CITY OF SANFORD
SANFORD, FLORIDA 32771
FOR BULLETIN BOARD POSTING
To: All Board Members
From: Christy Johnson, Civil Service
Date: September 24, 1987
Subj: October Board Meeting
DR. JOHN F. DARBY
CHAIRMAN
ERNEST A. CAVALLARO
LUIS M. PEREZ, M.D.
BILL McQUATTERS
GEORGE A. RUFAS
There will be no Civil Service Board for the month of
October. The next Civil Service Board meeting has been scheduled
for November 5th.
•
I will be sending around a card for you to sign as Dr. Darby
will be going to Gainsville Sept. 28 for surgery on his back.
Christy
ADVICE TO THE PUBLIC: IF A PERSON DECIDES TO APPEAL A DECISION
MADE WITH RESPECT TO ANY MATTER CONSIDEREDAT THE ABOVE MEETING,
OR HEARING, HE MAY NEED AV.ERBATIM RECORD OF THE PROCEEDINGS,
INCLUDING, THE TESTIMONY AND EVIDENCE, WHICH RECORD IS NOT
PROVIDED BY THE CITY OF SANFORD. (FS 286.0105)
� 0
EOUAL PROTECTION
EMPLOYER - EMPLOYEE
CIVIL SERVICE HOARD
Or THE
CITY OF SANFORD
SANFORD, FLORIDA 32771
FOR BULLETIN BOARD POSTING
To: All City Employees
From: Christy Johnson, Civil Service
Date: August 31, 1987
Subj: September Board Meeting
DR. JOHN F. DARBY
CHAIRMAN
ERNEST A. CAVALLARO
LUIS M. PEREZ, M.D.
BILL McOUATTERS
GEORGE A. RUFAS
There will be no Civil Service Board meeting for the month
of September. The next Board Meeting has been tentatively
scheduled for October 8, 1987.
•
ADVICE TO THE PUBLIC: IF A PERSON DECIDES TO APPEAL A DECISION
MADE WITH RESPECT TO ANY MATTER CONSIDEREDAT THE ABOVE MEETING,
OR HEARING, HE MAY NEED AV-RBATI -M RECORD Or THE PROCEEDINGS,
INCLUDING, THE TESTIMONY AND EVIDENCE, WHICH RECORD IS NOT
PROVIDED BY THE CITY OF SANFORD. (FS 280.0105)
•
•
r1
U
EQUAL PROTECTION
CIVIL SERVICE BOAPD
OFTHE
CITY OF SANFORD
P.O. BOX 1778
SANFORD, FLORIDA 32772 -1778
Telephone: 305 - 322 -3161, Ext. 207
EMPLOYER - EMPLOYEE Job Line: 305- 322 -3161, Ext.208
To: All Civil Service Board Members
From: Christy Johnson, Civil Service
Date: August 31, 1987
Subj: September Board Meeting
There will be no Civil Service Board Meeting for the month
of September.
I am forwarding for your information the recent compliance
agreement #1, along with my memo stating action presently taken
by this office. #2.
The latest information on the computer is the IBM's should be
received by December 1st, with an implementation date of or before
March 1st. for the Civil Service Board office.
7
•
OFFICE OF THE SECRETARY OF THE TREASURY
WASHINGTON, D.C. 20226
Dear Mayor Smith:
JUL 3C 1987
The Office of Revenue Sharing (ORS) has received the
Compliance Agreement that has been signed by you as the Chief
Executive Officer of your government; accordingly, we are now
formally closing our files on the complaint which prompted our
involvement. I am enclosing a copy of the executed Compliance
Agreement with all signatures affixed. The complainant will
also receive a copy of this Agreement.
Please be advised that although Title XIV of the Consoli-
dated Omnibus Budget Reconciliation Act of 1985, Public Law
99 -272 (COBRA) repealed the Revenue Sharing Act, and the ORS
is scheduled to close September 30, 1987, under the COBRA the
nondiscrimination requirements of the Revenue Sharing Act
remain in effect. Moreover, Section 14001(a)(6) of the COBRA
states in pertinent part that this "shall not have the effect
of releasing or extinguishing any ... compliance agreement or
other duly authorized action for the purpose of sustaining any
proper action or prosecution for enforcement authorized under
the terms of the Revenue Sharing Act." Therefore, if it
appears that the City has failed to comply with the terms
of the Agreement, this matter may be raised with the Department
of Justice.
Thank you for your cooperation in resolving this matter.
If you have any questions, please contact Sue Jackson, Acting
Manager, Civil Rights Division.
Sincerely,
IZ,r4i� -/��
Kent A. Peterson
Acting Director
The Honorable
Betty Smith, mayor
City of Sanford
Sanford, FL 32771
Enclosure
0
DIRECTOR
OFFICE OF REVENUE SHARING
2401 E STREET. N.W.
COLUMBIA PLAZA
•
OFFICE OF THE SECRETARY OF THE TREASURY
WASHINGTON, D.C. 20226
Dear Mayor Smith:
JUL 3C 1987
The Office of Revenue Sharing (ORS) has received the
Compliance Agreement that has been signed by you as the Chief
Executive Officer of your government; accordingly, we are now
formally closing our files on the complaint which prompted our
involvement. I am enclosing a copy of the executed Compliance
Agreement with all signatures affixed. The complainant will
also receive a copy of this Agreement.
Please be advised that although Title XIV of the Consoli-
dated Omnibus Budget Reconciliation Act of 1985, Public Law
99 -272 (COBRA) repealed the Revenue Sharing Act, and the ORS
is scheduled to close September 30, 1987, under the COBRA the
nondiscrimination requirements of the Revenue Sharing Act
remain in effect. Moreover, Section 14001(a)(6) of the COBRA
states in pertinent part that this "shall not have the effect
of releasing or extinguishing any ... compliance agreement or
other duly authorized action for the purpose of sustaining any
proper action or prosecution for enforcement authorized under
the terms of the Revenue Sharing Act." Therefore, if it
appears that the City has failed to comply with the terms
of the Agreement, this matter may be raised with the Department
of Justice.
Thank you for your cooperation in resolving this matter.
If you have any questions, please contact Sue Jackson, Acting
Manager, Civil Rights Division.
Sincerely,
IZ,r4i� -/��
Kent A. Peterson
Acting Director
The Honorable
Betty Smith, mayor
City of Sanford
Sanford, FL 32771
Enclosure
0
•
•
OFFICE OF REVENUE SHARING
UNITED STATES DEPARTMENT OF THE TREASURY
2401 E STREET, N.W. -
WASHINGTON, D.C. 20226
COMPLIANCE AGREEMENT
In the matter of:
OFFICE OF REVENUE SHARING
and
City of Sanford, Florida
Sanford, FL 32771
Account Number 10- 2- 059 -005 (002)
RECEIVED
JUL 1987
1. On May 15, 1960, the Office of Revenue Sharing of the U.S.
Department of the Treasury (ORS) notified the City of
Sanford, Florida, through its Chief Executive Officer,
Betty Smith, Mavor► that the ORS had received an allegation
that the City of Sanford was in noncompliance with 31 U.S.C.
6716 (formerly 31 J.S.C. 1242(a) and Section 122(a) of the
State and Loca
1 Fiscal Assistance Act of 1972, as amended).
F Sanford,
2. Without an admission of any violation, the Cit' o-
Florida, agrees to take the following actions:
Continue to make a concerted effort to recruit for minori-
ties and females for jobs where they are underrepresented,
i.e., upper level jobs and sworn positions with the Police
and Fire Departments. Recruitment methods shall include,
depicting minority and female police
but not be limited to,
officers on all recruitment posters; having a minority and
female officer accompany the recruiter on recruitment
expeditions; including the statement that minorities and
females are encouraged to apply
-vice for protective sevice
-2-
positions in all recruitment literature and on radio,
newspapers and TV announcements; and disseminating recruit-
ment information to organizations which are minority and
female oriented. The City shall designate a responsible
office or employee who will monitor the City's efforts as
reflected in the reports cited below.
3. Beginning October 1, 1987 and for two years thereafter,
the City of Sanford, Florida, shall develop the following
written reports on a yearly basis to verify the implemen-
tation of the actions enumerated in paragraph two (2) and
report on the implementation and results to the City Manager.
A. A narrative describing the specific actions taken during
the reporting period to recruit minorities (blacks) and
females for upper level, and protective service posi-
tions. The narrative must be supported by evidence to
verify that the stated actions have been taken, and
shall include the name of the recruiter.
B. A list of employees of the City of Sanford, indicating
for each: name, race, sex, date hired, starting position
and present position. The list shall distinguish between
Dermanent full -time employees and others.
• C. A list of persons who applied for upper level and Pro-
tective Service positions with the City of Samford
during the previous year indicating for each: name,
race, sex, position applied for, date of app� t
icalon,
and reason for reJeC-ion, where appropriate.
D. A list of persons hired with the City of Sanford
during the previous year indicating for each: name,
race, sex, position for which hired, and date of hire.
4. The oRS, by its Director, shall accept this Compliance
Agreement pursuant to Public Law 99 -272,, Section 14001(a).
However, if the ORS concludes that the City of Sanford,
Florida, is not meeting the obligations stipulated in this
Agreement, the Director shall notify the City of Sanford,
Florida, of the areas of noncompliance. Unless the City
of Sanford, Florida, submits documentation of compliance
within (30) thirty days from such notice, the Director
shall refer the matter to the U.S. Department of Justice
for possible enforcement action under Public Law 99 -272,
Section 14001(a)(7) and other appropriate law.
is
•
- 3 -
I have read the foregoing Compliance Agreement and I accept
and agree to the provisions contained therein.
DATE: Az
Betty Smith, Mayor
Cit of Sanford, Florida
DATE: -7l3
Kent A. Peterson
Acting Director
Office of Revenue Sharing
EQUAL PROTECTION
EMPLOYER - EMPLOYEE
4W
CIVIL SERVICE 130ARD
OFTHE
CITY OF SANFORD
P.O. BOX 1778
SANFORD, FLORIDA 32772 -1778
Telephone: 305 - 322 -3161, Ext. 207
Job Line: 305- 322 -3161, Ext. 208
TO: Fran Diedrich, Personnel Officer
FROM: Christy Johnson /Civil Service
DATE: August 27, 1987
DR. JOHN F. DARBY
CHAIRMAN
ERNEST A. CAVALLARO
LUIS M. PEREZ, M.D.
BILL McQUATTERS
GEORGE A. RUFAS
REF: Our discussion on compliance agreement, dated July 24, 1987.
Section 2
After our discussion, it was agreed upon to include the following
statements "Minorities and females are encouraged to apply for
Protective Service positions ", on all advertising copies, along with
our standard "EEOC" M /F /V /H notation which we presently use.
Section 3
#A As discussed, I already write a brief narrative of ad copy,
where ad was placed, and any other recruiting action taken on this
position, and copy of actual ad. This is attached to the requisition
along with job posting, and completed interview rating sheets, which
are then filed. In view of this procedure which I have been doing
for 4 years, I feel we comply with this section letter.
#C This data is already supplied from the Civil Service flow log
sheets. (See attached)
#D This information will be obtained from my Personnel Requisition
log sheet.
Overall, I feel our recruitment efforts for minorities and women
are satisfactory for the Central Florida area, as a review of Seminole
County recruiting procedures for Fire and Police were equal to those
provided by the Civil Service Board.
r
September 1, 1987
MEMORANDUM
TO: Christy Johnson
FROM: Director of Administrative Servic
SUBJECT: Computer Selection for Civil Service Office
I plan to move forward this week to order two (2) IBM
P.C.'s for the Administrative Services area, targeted
for installation December 1, 1987, whether one of them
will "go" in your office or not, has not yet been
decided.
As previously discussed, present plans call for the B-
21 to be moved to your office if, and only if it will
"do the job" for you.
As of today's date, Lawson Personnel training has been
tentatively scheduled for the first or second week in
November. Between now and then Mike Wierzbowski and
George Mahoney will be analyzing your software and
hardware needs and making a recommendation to me to
decide whether the B -21 or the IBM 50 will best fit
your needs.
Until that time, work with Mike and George to define
your needs and rest assured that these needs will be
met.
If you have any further questions regarding this
matter, let me know.
KS jis
(7)
' ,EQUAL PROTECTION
•
EMPLOYER-EMPLOYEE
To
From:
Date:
CIVIL SERVICE 130APD
OF THE
CITY OF SANFORD
P.O. BOX 1 778
SANFORD, FLORIDA 32772-1778
Telephone: 305-322-3161, Ext. 207
Job Line: 305-322-3161, Ext.208
Kim Smith, Dir. of Admin. Services
Christy Johnson, Civil Service
August 31, 1987
Subj: Computer System for Civil Service Office
------------------------------------------------- - - - - --
DR. JOHN F. DARBY
CHAIRMAN
ERNEST A. CAVALLARO
LUIS M. PEREZ, M.D.
BILL McQUATTERS
GEORGE A. RUFAS
I am putting in writing my recommendation so that this will
alleviate the rumor mill, etc. concerning the Civil Service
Board computer system.
I have reviewed your recommendation reference the Civil Service
Board taking the old Buroroughs machine with expansion modules,
on the assumption that it would be equal to the IBM presently
budgeted for in the Civil Service budget.
• I have consulted several companies /agencies and publications
which have or had Burrough personal computers. The result of
this information gathering was twofold: 1) Those that had
Burroughs have since replaced them with IBM, due to the fact
that software which is available for IBM for present and future
needs far exceed the Burroughs software available. 2) The
agencies /companies that are presently utilizing Burrough
personal computers the comment was made "if they had to buy
computers again they would purchase IBM's.
The overall line is that the IBM is a far superior machine, and
the various software which is available makes it the best machine
for the Civil Service Board office.
The City of Sanford itself researched personal computers for
the best machine to fit the City's needs, and as the contract
reflects it is the IBM, not a Burroughs.
I realize that one of the main reasons for Admin. Services
wanting to trade machines is that you will have 1 Burroughs,
and 1 IBM machine, and you want to have 2 IBM's.
The Burrough personal computer being updated is fine for a very
short time fix, but software for our office needs are not
available, and it is the IBM with it's many software programs
that will meet current and projected long term need, and it what
was budgeted for to meet the office needs.
(1)
Computer System for Civil Service Office (cont'd)
/. 4
' Based on the increased work load, growth potential, lack of
adequate staffing, and needs of the officq such as compliance
with the Department of Justice agreement the Civil Service
. Board needs the IBM and software which it budgeted for to meet
current and future needs for the office. It is therfore
my recommendation that this office receive the IBM computer and
software as budgeted.
•
4
•
EQUAL PROTECTION
* Li_�L
EMPLOYER - EMPLOYEE
4
01.
CIVIL SERVICE BOAPD
Or THE
CITY OF SANFORD
SANFORD, FLORIDA 32771
FOR BULLETIN BOARD POSTING
To: All City Employees
From: Christy Johnson, Civil Service
Date: August 31, 1987
Subj: September Board Meeting
There will be no Civil Service Board meeting for the month
of September. The next Board Meeting has been tentatively
scheduled for October 8, 1987.
DR. JOHN F. DARBY
CHAIRMAN
ERNEST A. CAVALLARO
LUIS M. PEREZ, M.D.
BILL MCOUATTERS
GEORGE A. RUFAS
ADVICE TO THE PUBLIC: IF A PSRSON DECIDES TO APPEAL A DECISION
MADE KITH RESPECT TO ANY MATTER CONSIDEREDAT THE ABOVE MEETING,
OR HEARING, HE MAY NEED AV.ERBA7I-M RECORD OF THE PROCEEDINGS,
INCLUDING, THE TESTIMONY AND EVIDENCE, WHICH RECORD IS NOT
PROVIDED BY THE CITY OF SANFORD. (FS 286.0105)
0
0
EQUAL PROTECTION
EMPLOYER- EMPLOYEE
CIVIL SERVICE 130ARD
OF THE
CITY OF SANFORD
P.O. BOX 1778
SANFORD, FLORIDA 32772 -1778
Telephone: 305-322 -3161, Ext. 207
Job Line: 305 - 322 -3161, Ext. 208
REVISED*
CIVIL SERVICE BOARD AGENDA
AUGUST 6, 1987 AT 8:00 P.M.
CITY MANAGER'S CONFERENCE ROOM
DR. JOHN F. DARBY
CHAIRMAN
ERNEST A. CAVALLARO
LUIS M. PEREZ, M.D.
BILL McOUATTERS
GEORGE A. RUFAS
1. Section 5 of the Civil Service Act, Reorganization of the
Civil Service Board. Appointment of the 5th member of the
Civil Service Board, by the other four members; Appointment
of a Chairman, and Board Secretary for election year
June 30, 1988.
2. Reading of the minutes of the Civil Service Board meeting of
April 9, 1987.
*3. Board Review of request for extension of Probationary Period,
sifunitted July 29, 1987, by Police Department.
4. Employee transactions from 4 -9 -87 to 7- 29 -87.
EQUAL PROTECTION
EMPLOYER-EMPLOYEE
CIVIL SERVICE BOAPD
OFTHE
CITY OF SANFORD
P.O. BOX 1778
SANFORD, FLORIDA 32772 -1778
Telephone: 305 - 322 -3161, Ext. 207
Job Line: 305 - 322 -3161, Ext.208
DR. JOHN F. DARBY
CHAIRMAN
ERNEST A. CAVALLARO
LUIS M. PEREZ, M.D.
BILL McQUATTERS
GEORGE A. RUFAS
MINUTES OF THE CIVIL SERVICE BOARD MEETING OF AUGUST 6, 1987
MEMBERS PRESENT: Chairman, Dr. John F. Darby
Ernest Cavallaro
Bill McQuatters
George Rufas
MEMBER ABSENT: Secretary, Dr. Luis M. Perez, MD
ALSO ATTENDING: Christy Johnson, Civil Service Secretary
Kim Smith, Dir. of Admin. Services
Steve Harriett, Police Chief
Chairman Dr. Darby, opened the meeting at 8:00 P.M., Thursday,
August 6, 1987 with a quorum present. The meeting was held in
the Utility Conference Room, due to the unavailability of the
City Manager's Conference Room.
• The Chairman opened the discussion re: Appointment of a Board
Chairman, Board Secretary, and 5th member of the Board.
C�
Board member George Rufas nominated Bill McQuatters to be the
fifth member of the Civil Service Board, seconded by Ernest
Cavallaro. There being but one nomination to the position of
fifth member of the Board, the nominations were closed, and Bill
McQuatters was unanimously elected to be the fifth member for the
coming year. Motion Carried.
Motion by Bill McQuatters to reappoint Dr. Darby to the position
of Board Chairman, motion seconded by George Rufas. There being
but one nomination for Chairman of the Board and the motion
having been made and seconded to close nominations, Dr. Darby was
re- elected by unanimous vote by the members to be Chairman of the
Board for the coming year.
The Chairman called for nominations for Secretary of the Board.
Board member Geroge Rufas made the motion to reappoint Dr. Perez
for Secretary of the Board. Motion seconded by Bill McQuatters.
There being but one nomination for Board Secretary and the motion
being made and seconded to close nominations, Dr. Perez was re-
elected by unamimous vote by the members to be Board Secretary
for the coming year.
-1-
OLD BUSINESS:
• The Chairman called for the reading of the minutes of the last
regular meeting of the Civil Service Board held April 9, 1987.
Motion made by George Rufas and seconded by Bill McQuatters to
approve the minutes as mailed. Motion Carried.
NEW BUSINESS:
The Board then reviewed the request for extension of Probationary
Period for Walter Gaines as requested by the Police Chief. Chief
Harriett stated that extension of probationary period has worked
before for salvaging employees, and this employee is salvagable,
but he needs more time and consideration before becoming a
permanent employee. After the Board discussed the reasons for
extension, problem areas of the employee, etc. Motion was made by
Bill McQuatters to extend the employees probationary period an
additional six months. Motion seconded by Ernest Cavallaro.
Motion Carried.
The Board then reviewed employee transactions as mailed to the
Board members. They were reviewed by the Board with no changes
as mailed, with the exception of Ken Kaiser's disciplinary action
which will be on the next Board meeting print out.
There being no further business before the Civil Service Board
the meeting was adjourned at 8:37 P.M., August 6, 1987 upon
• receiving a motion from Bill McQuatters, and seconded by George
Rufas. Motion Carried.
s
-2-
EQUAL PROTECTION
CIVIL SERVICE BOARD
OFTHE
CITY OF SANFORD
P.O. BOX 1 778
SANFORD, FLORIDA 32772-1778
Telephone: 305 - 322 -3161, Ext. 207
EMPLOYER- EMPLOYEE Job Line: 305- 322 -3161, Ext.208
DATE: July 29, 1987
TO: Civil Service Board
FROM: Christy Johnson
DR. JOHN F. DARBY
CHAIRMAN
ERNESTA. CAVALLARO
LUIS M. PEREZ, M.D.
BILL McOUATTERS
GEORGE A. RUFAS
SUBJECT: Reference special evaluation on Officer Walter Gaines
Attached is a special evaluation of Officer Walter Gaines.
Officer Gaines will complete one (1) year of service
10/1/87.
Please review attached papers supporting request for extension.
Officer Gaines was hired on 10/1/86. He was given a merit
increase in 6 months on 3/16/87. (See evaluation #B)
On 7/29/87, request for extension of probationary period was
submitted for Board consideration.
/pd
40
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vLitLIi J G� jxN
- -r'•.�
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v
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L L
Name L`1 G ✓4 i Class Title P6: L e F__ L Fr 1 C s-L
Department Pd-L1 L Division 1.)!,J I F=w Sri S.S.r
Date 22 - ?]Last Increase "T:.ast Review Hired Next Review
Purpose of Evaluation: ( )Regular ( )Probationary (P ISpe'c"al
The purpose of this rating is to evaluate tine employee's performance, point
out strong points and areas that need improvement, and provide directions
for improvement. The evaluation must be reviewed with the e.^iplovee and have
required signatures before submission.
PERFOR211ILNCE FACTORS
Weak Points Are: 4
4.q4 s t
G. DEPE1:D:•B:7 I.Y
I I
Rate one factor at a time and check the performance
>.
�,
.
c
�4
+�
level which you believe is most appropriate.
y
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(See Manual for definition of factors)
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A. JOB M1 OWTIEDGE
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D. IN_TTATIVZ I
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E. ATTITUDE I Y j I
F. JUDGME,", T
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Weak Points Are: 4
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H. ATTB_:Dr_:CB Since Last Repert.
0 rte/ �/-f �
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Days Sick Leave
%7/fs 7. �/` C � j�� I
I i..� S l �✓ �\ /G r-.-S KY /7 c`_ r� -�(�' l
l.% `L:` � .. .
Days Sick + —' —out Paves_
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Days Late �_
1/
J. SAFETY & CA-RZ OF EQUIPM NT
I
I
I
K. RELATIONS ry -TL O -- .xS
I
I
OVERALL EVAs UAT:IeN
UNSATISFACTORY SATISFACTORY - ABOVE SATISFACTORY
• EVALUATOR'S C01,11 :TS -
Employee's Major Strong Points Are: 4t-45 p f...',LLi Dc-
These Can Be Used More Effectively Bv:
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I
Employee's�M,afjor W
Weak Points Are: 4
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6 -� 7 G` li' ! S L �S A' z c-
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�xJ —1 ac i�(og� /- {_B11ALUA 0R'S CO3? tE: ;TS (Cont'd.)
These Can Be Strengthened By:
-x ( C J--� -� --O�—t S
c D,( Ljo, 4 Date
The overall rating deter-tines the em-olovee' s eligibility .Or sdldr'7 i:iCreaSe
and depends on (l) the er�-,plovee' s co.r.ti-:uizg to do tae job at least as well
as in the Das-, (2) availabilltV o= _ nas «it.._n the '.�tV Budget, and (3) th
salary range and the employee's relation to the maXi::tum pay rate O: tae rant
This remort has been discussed withh me.
satisfied with the rating ✓ I AM NOT satist:ied
Employee Signatures Date %`1`f ?�7
10/01/78
Reviewer Signature ��Qi�y/
LYLG2.J
Date
Department Head Signature
Date 2
10/01/78
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Department Division
Date3-/L/,1 Last Increase — :.a Review Hired 0-_ ;ext Review/
•Purpose of Evaluation: ( )Regular Probationary ( )Special
The purpose of t -,s racing is to evaluate the employee's performance, point
out strong points and areas that need improvement, and provide directions
for improvement. The evaluation must be reviewed with the employee and have
required signatures before submission.
PERFORMANCE FACTORS
UN SnTIS= ACTORY
OVERALL -vaLU-.TI h
SlTISFACTORY ✓ ABOVE
SATIS:AC_ORY
Rate one factor at a time and check the performance
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level which you believe is most appropriate.
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A. JOB iaMWLEDGE
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D. iI�ITIr'.:'I� � I
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G. DEPENDA B_L_T�'
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H. ATTZNM;r_:CZ Since Last Repo :
Days Sick Leave D
Days Sick 'r..t::c:.. Pav V
Days ?rate p
z. A.PP,E K;::CE
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J. SAFETY CA=. . O: EQ:,_? "_.NT
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K. RZLAT_MNS
L. COT- t* :;J- 1ICA: = cr. S
I
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UN SnTIS= ACTORY
OVERALL -vaLU-.TI h
SlTISFACTORY ✓ ABOVE
SATIS:AC_ORY
E^ployee' s ?:a j cr
?.'L'ALUATOR' S COIL),!Z!'_'S
Strong Points Are: P�)
J___S44_2�_D
These Can
L�
Be Used
Mcre Effectively By:- /,. PLLe (_:: r 6—
Employee's
- -�-o PE-C,
}:a jcr
P��_
Weak Points Are: 94S
i4-,'". I's d"l- - l-/(S I o ,
(Cont'd.)
e Can Be Strengthened By: (,4
/ - S Title Date-2 Z) -3
-7valuator cLL
_he overall rating determines the emplovee's eli94h'1`7 for salary increases
3nd depends on (1) the erplovee' s cons -J ruing to do the job at least as well
y y _t, 'and (3 ) the
as in the past, (2) availability of :ands wi-h•n the City Budge -
salary range and the employee's
loyee's relaton to the maxinum pay rate oc the range
-uD�a s COHMEIITTs
T: .s report has been discussed with me.
`u satisfied with the rati nq I �'� IroT satis�i -
-7-� y 7,4,e f�<L4ey /'s /z,,v ,�,o 7
.,Y fieyectA7
Employee Signa
ieger Signature_
Date
Date
Department_ Head Signature
} Date
•
� 0
10
ADDITIONAL EMPLOYEE TRANSACTIONS
(INCLUDES RESIGNATIONS, TERMINATIONS, SPECIAL AND EARLY
EVALUATIONS, DISCIPLINARY ACTIONS, ETC.)
NAME DEPT. /DIV. DATE TRANSACTION
C. Thompson Admin. Svs. 6 -24 -87 Written Rep.: absence,
failure to notify supv.
R. Linder 31r'Qp � )6 -30 -87 Term.: unsatisfactory
performance
S.
Alford
Plants
7 -23 -87
Written Rep.,: absent
from worksite w/o
permission.
"Y,F.
Thompson
Police
7 -22 -87
Written Rep.: Failed to
failed to follow orders
by a superior officer.
J.
Wall
Utility
7 -13 -87
Suspended 1 day.:
Disgraceful conduct..
C.
Williams
Utility
7/10/87
Written Rep.: Disgraceful
conduct.
EQUAL PROTECTION
CIVIL SERVICE BOAPI)
OF THE
CITY OF SANFORD
P.O. BOX 1778
SAN FOR D, FLORIDA32772 -1778
Telephone: 305 - 322 -3161, Ext. 207
EMPLOYER- EMPLOYEE Job Line: 305- 322 -3161. Ext. 208
CIVIL SERVICE BOARD AGENDA
JULY 9, 1987 AT 8:00 P -M.
CITY MANAGER'S CONFERENCE ROOM
DR. JOHN F. DARBY
CHAIRMAN
ERNEST A. CAVALLARO
LUIS M. PEREZ, M.D.
BILL McOUATTERS
GEORGE A. RUFAS
1. Section 5 of the Civil Service Act, Reorganization of
the Civil Service Board. Appointment of the 5th member
of the Civil Service Board, by the other four members;
Appointment of a Chairman, and Board Secretary for
election year June 30, 1987 to June 30, 1988.
2. Reading of the minutes of the Civil Service Board
meeting of April 9, 1987.
3. Employee transactions from 4 -9 -87 to 6- 19 -87.
EQUAL PROTECTION
EMPLOYER- EMPLOYEE
CIVIL SERVICE BOAPE)
OF THE
CITY OF SANFORD
P.O. BOX 1778
SANFORD, FLORIDA 32772 -1778
Telephone: 305 - 322 -3161, Ext. 207
Job Line: 305 - 322 -3161, Ext.208
CIVIL SERVICE BOARD AGENDA
JULY 9, 1987 AT 8:00 P -M-
CITY MANAGER'S CONFERENCE ROOM
DR. JOHN F. DARBY
CHAIRMAN
ERNESTA. CAVALLARO
LUIS M. PEREZ, M.D.
BILL McOUATTERS
GEORGE A. RUFAS
1. Section 5 of the Civil Service Act, Reorganization of
the Civil Service Board. Appointment of the 5th member
of the Civil Service Board, by the other four members;
Appointment of a Chairman, and Board Secretary for
election year June 30, 1987 to June 30, 1988.
•
2. Reading of the minutes of the Civil Service Board
meeting of April 9, 1987.
3. Employee transactions from 4 -9 -87 to 6- 19 -87.
•
0 ADDITIONAL EMPLOYEE TRANSACTIONS
(INCLUDES RESIGNATIONS, TERMINATIONS, SPECIAL AND EARLY
EVALUATIONS, DISCIPLINARY ACTIONS, ETC.)
NAME DEPT. /DIV. DATE TRANSACTION
H. Gonzalez PW /Refuse 3 -24 -87 Term:excessive absences
J. Herman Street Supt. 4 -9 -87 Suspension 1 day
offensive conduct /lang-
uage towards an employee
R. Williams Police Sgt. 4 -30 -87 Retiring, after 20 yrs.
service
D. Smith Account C1k.II 4 -13 -87
R. Albershardt Cust. Ser.Rep. 4 -24 -87
J. Mason Maint. WkrI 4 -21 -87
•R. Robinson Maint. WkrI 4 -15 -87
Leave of absence w/o pay
illness
Resigned: found other
employment
Susp: 1 day, continued
lateness and absences
Written Rep.: failure to
notify supervisor of
absences
R. Lawson Maint. WkrI 4 -14 -87 Written Rep.: careless or
negligent with property
of the city.
D. Sweet Refuse Coll. 4 -23 -87 Term: poor attendance
record, falisification of
sick leave
K. VanRoekel Gr. Maint. 5 -1 -87 Resigned: returning to
school
P. Whie Bldg. Insp. 5 -8 -87 Resigned: found better
employment
F. Davis Pol. Officer 5 -18 -87 Recommend 30 day special
evaluation from 5/19/87.
•
Emp. 12 -19 -86 A Step emp.
Unsatisfactory eval.
11
Woods
D. Hanna
G. Cooper
L. Hagan
R. Linder
•
� 0
Street Foreman 5 -13 -87
Ut. P1. Optr. 6 -17 -87
Maint. Wkr. 5 -28 -87
Maint. Wkr. II 6 -2 -87
Maint. Wkr. 6 -3 -87
Early increase, above
average
Resigned: not satisfied
with position
Resigned: Personal
Merit increase, above
average
Unsatisfactory evaluation
EQUAL PROTECTION
CIVIL SERVICE BOARD
OrTHE
CITY OF SANFORD
P.O. BOX 1778
SANFORD, FLORIDA 32772 -1778
Telennone: 305-322-3161, Ext. 207
EMPLOYER-EMPLOYEE Job Line. 305- 322 -3161, Ext.208
FOR BULLETIN BOARD POSTING
To: All City Employees
From: Christy Johnson, Civil Service
Date: April 23, 1987
Subj: May Board Meeting
There will be no Civil Service Board meeting for the month of May.
•
DR. JOHN F. DARBY
CHAIRMAN
ERNEST A. CAVALLARO
LUIS M. PEREZ, M.D.
BILL McOUATTERS
GEORGE A. RUFAS
•
is
I
EQUAL PROTECTION
CIVIL SERVICE 130API)
OFTHE
CITY OF SANFORD
P.O. BOX 1778
SANFORD, FLORIDA 32772 -1778
Telephone: 305 - 322 -3161, Ext. 207
EMPLOYER - EMPLOYEE Job Line: 305- 322 -3161, Ext.208
To: All Civil Service Board members
From: Christy Johnson, Civil Service
Date: April 23, 1987
Subj: May Board Meeting
DR. JOHN F. DARBY
CHAIRMAN
ERNESTA. CAVALLARO
LUIS M. PEREZ, M.D.
BILL McQUATTERS
GEORGE A. RUFAS
The only item that I have for the agenda is the System Analyst position.
This position has been approved by the City Commission on April 20th. Please
review the attached job description, and if you have any problems with it,
please let me know no later than May 1st so a Board meeting can be called for
discussion.
Otherwise, it will be tentatively approved as submitted, and their will be no
Board meeting for the month of May.
Attachment
•
MEMORANDUM
TO: Civil Service Board
FROM: Director of Administrative Servic
SUBJECT: Systems Analyst Job Description
April 13, 1987
The attached job description approved by the City Comm-
ission on April 13, 1987, is submitted for your review
and approval at your next meeting.
40
KS: jis
C_ f
�
April 9, 1987
n
L_ J
TO: City Manager
FROM: Director of Administrative Servic
SUBJECT: Systems Analyst Job Description
The attached job description, recently authorized by the City
Ca mission, is surmitted for your review and approval. It is
recommended that this job description be approved for implemen-
tation.
is
•
SYSTEMS ANALYST
4/87
KIND OF WORK
This is responsible, skilled, technical work in municipal systems design
and implementation, conducting feasibility studies and cost estimates,
studying and evaluating alternative systems and software; coordinating the
implementation and /or revision of software systems and working with end
users.
EXAMPLES OF DUTIES
Reviews new hardware and software proposals to determine integration with
current systems. Analyzes problems and performs necessary corrections or
modifications.
Coordinates hardware and software training and trouble shoots potential
problems, as needed.
Recommends practices and policies to improve overall service to remedy
specific user /department problems.
• Acts as user contact, responds to user needs in coordinating data
processing activities.
Acts as project manager for implementation of new software and hardware in
departments throughout the City.
Maintains records on systems; assists in preparation of annual budget;
performs other duties as required.
KNOWLEDGE, SKILLS AND ABILITIES
Ability to communicate effectively with all levels of employees in both
oral and written presentations. Considerable knowledge of microcomputers
and Burroughs B -1000 Mainframe. Considerable knowledge of project
management skills, ability to manage time effectively. Ability to work
with a variety of computer operating systems and to program in at least two
higher level programming languages, to include Cobol 74 and be familiar
with Burroughs DMS II Database Design. Ability to maintain effective
working relationships with all departments of the City, ability to meet
deadlines and schedules.
Continued
•
Systems Analyst
Page 2
QUALIFICATIONS
Training and Experience
Graduation from an accredited, four year college having majored in
Computer Science or a related field. Considerable experience -in
computer programming or related field in a government environment.
SUPERVISION RECEIVED
Work is performed under limited to general supervision of the
Administrative Services Director.
SUPERVISION EXERCISED
None
0
•
•
•
EMPLOYER-EMPLOYEE
DR. JOHN F. DARBY
CHAIRMAN
CIVIL SERVICE 130ARD DONALD R. JONES
OF THE
CITY O F S A N F O R D LUIS M. PEREZ, M.D.
SANFORD, FLORIDA 32771 BILL MCQUATTERS
GEORGE A. RUFAS
MAY 21, 1987
THERE WILL BE NO CIVIL SERVICE BOARD MEETING FOR THE MONTH OF
JUNE. A CIVIL SERVICE BOARD MEETING HAS BEEN SCHEDULED FOR JULY
9, 1987. AGENDA FOR THE JULY MEETING WILL BE POSTED ON JUNE
19TH.
The only items that I have for a agenda are enclosed, and I could
not see having a meeting for this amount of data. (see attached)
The Library /Museum Curator ,job description was approved by the
City Commisison on April 27th, and I will be accepting apps for
this position until the closing date of June 15th. The second
item was a request by the Police Chief to remove Kenneth Kaiser
from his probationary status to classified emp. The Board
extended his probationary period in November 86.(see attached
memo, and fob description.)
Please let me know if you want to schedule a meeting for these
items, if so let me know no later than Tuesday, May 26th so a
Board meeting may be scheduled. Otherwise, it will be tentatively
approved as submitted, and their will be no Board meeting for the
Month of June.
As required by the Civil Service Act we will have to meet for the
July 9th meeting for reorganization purposes as required by the
Act. Please plan to attend.
Reminder: I will be on vacation June 22nd thru July 7th.
i1 /g7 LIBRARY- MUSEUM CURATOR 0245
• :I'JD OF ;iOPr
•
This is a responsible administrative position for directing operation of a
I!unicipal Library - Museum.
EXA14PLES OF DUTIES
Plans, directs and supervises the operation of the Library - Museum. This would
include indexing and development of computerized research files; the develop-
ment of computerized inventory of artifacts; the annual planning and initiation
of educational exhibits; collections management including care and preservation
of artifacts and manuscripts; recommends the hiring, discipline or termination
of employees assigned to the Library - Museum; shall serve as advisor to the De-
partment Head on matters relating to Library - Museum operations; shall supply
monthly and annual reports to immediate supervisors; shall oversee purchases
relating to the Library - Museum; prepares payrolls that effect the Library - Museum
shall guide development as Library - Museum expands. Prepares and recommends an-
nual budget appropriations; performs other duties as requited.
KNOWLEDGES, SKILLS AND ABILITIES
Considerable knowledge of principles and practices involved with Library - Museum
public operation; ability to develop knowledge of building expansion needs and
make recommendations through reports; ability and experience to develop effec-
tive program for the public; ability to effect collections management; must be
able to work with support groups; community education groups; ability to perform
public relations duties in a manner condusive to maintaining and enhancing the
image and reputation of the City; ability to maintain effective working rela-
tionships with other employees, the public and elected officials. '
QUALIFICATIONS
TRAINING AND EXPERIENCE
College or university graduate with a degree in Library Science and/
or museum management; minor in history or a combination of both and
considerable a:cperience in library- museu_-n operations.
SUPERVISION RECEIVED
G^nera.l and specific assignment are received from Director of Parks and P.ccrea-
tion t:nd work is carried out with considerable latitude for the use of independ-
ent professional judgement in selecting and setting up tho Library- luseum program.
SUPERVISION EXERCISED
Provides direct supervision to all Library- :luseum staff and community volunteers.
A(lop ted by City Commission 4/27/87
•
May 11, 1987
TO: Civil Service Board
FROM: Police Chief
SUBJECT: Ofr. Kenneth Kaiser
In November 1986, I requested and received a six (6) month extension
of Officer Kaiser's probationary status.
Since that time, Officer Kaiser has made vast improvements in his
work performance. Officer Kaiser's supervisors have re- evaluated
him and find him to be a satisfactory employee. I concur in their
• assessment.
I respectfully request that Officer Kaiser be removed from his probationary
status and be upgraded to a classified employee.
SDH /glp
cc: Personnel Officer
C�
! M11
•• E�IPLOYrP Pr^ •.�,� E t•�" r''.;_ i �' ..�.r*�er.
'Cn
NON- SUPERVISONY FZRSCN EL
Name LL17nd�`j ` �;rJ/ Class Title _ �!���. 'z
Department z-2L/rF Division Z.%ij/ - S.S.#
Date ; !c `Last Increase_Last Review Hired4Next Review?
w,
Purpose of Evaluation: ( )Regular ( )Probationary (✓fSpecial
The purpose of this rating is to evaluate the employee's performance, point
out strong points and areas that need improvement, and provide directions
for improvement. The evaluation must be reviewed with the employee and have
required signatures before submission.
PERFORMANCE FACTORS
Rate one factor at a time and check the performance
u
c
H
W
level which you believe is most appropriate.
}o,
0)
°
o 0
U
0 U
U
> U
(See Manual for definition of factors)
w
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w
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M
i4 CD
W
m
...,
a z
-+
4.3
E
.v
c0
N
ra
r0
C
A. JOB KNOWLEDGE
c/
B. QUALITY OF WORK
C. PRODUCTIVITY
D. INITIATIVE
E. ATTITUDE
F. JUDGMENT
G. DEPENDABILITY
i
H. ATTENDANCE Since Last Report:
Days Sick Leave
Days Sick Without Pay
Days Late
I. APPEARANCE
1
I
J. SAFETY & CARE OF EQUIPMENT
K. RELATIONS W=TH OTHERS
L. C01.2MI NICATIONS
OVERALL EVALUAT ON
• UNSATISFACTORY SATISFACTORY ABOVE SATISFACTORY
EVALUATOR'S COMMENTS
Employee's Major Strong Points Are: sS ��Q,,G i,J %_�,� z j— i�J /. Pg.Li✓, '�y
S 6;vo SPLr'-- i•+�� %��JF /0✓��5
A �\� vc,-T i t J p
Theses Can Be Used More Effectively By: Cc,�7i,�7u,;u5 �o� %� �`% w�74
�c e i.5 o-7A A4,4 s-9 r cam! /�y<« -2 e__4 rn4i1
Employee's Major Steak Points Are: n.S7Trc e
S ! O f C),m /H o nJ .S49"S -e /% Gc s'.oP 48 .0
I'
0
e
EVALUATOR' S C0 ?i E' ;TS ( font' d. )
These Can Be Strengthened By: % •;7,f ,9S 14 /2"
!1 C /.SM &A Pry/ %J- si/l2U ✓liL I .�% •_ /17r �s -- / -0 -- -- -
i
�o n1%•.,7� r cLQu C .6k F, a .✓ s.J �o L
Evaluator ,c� C ��+ �/� i t 1 e I_Q� Date
S
The overall rating determines the employee's eligibility for salary increasE
and depends on (1) the employee's continuing to do the job at least as well
as in the past, (2) availability of funds within the City Budget, and (3) t:
salary range and the employee's relation to the maximum pay rate of the rant
EMPLOYEE'S COMMENTS
This report has been discussed with me.
I AIM satisfied with the rating v I AM NOT satisfied
EHPLO aE COmx -- iTS :. • 7 W r T4 " ( � ! � '✓� kE Al t� / l� T
�" aJ /N')
77k5 �Utht , , . . , V
'dE"
i7 T* S 4v
,5�C t,APo e T
Employee Signature Date �� S
Rev' gnatureL z2 Wu ZZI Date -�/Ax -
Department Head Signature^f
s,
Date
10/01/78
•
11
•
Dr. John F. Darby
1234 East 24th Street
Sanford, Florida 32771
Dear Dr. Darby:
On April 27,
on the Civil
1, 1987.
o� Sanford, Fjo
rldd
P.O. Box 1778 — 32772 -1778
Telephone (305) 322 -3161
April 28, 1987
1987, the City Commission re- apppointed you to serve
Service Board, for a two year term commencing July
The Commission wishes t
service to the City.
jag
cc City Manager
.Civil Service Boar(
Ail
C
MINTUES OF THE CIVIL SERVICE BOARD MEETING OF APRIL 9, 1987
MEMBERS PRESENT:
MEMBER ABSENT:
Chairman, Dr. John F. Darby
Ernest Cavallaro
Bill McQuatters
George Rufas
Dr. Luis M. Perez, MD., Secretary
ALSO ATTENDING: Christy Johnson, Civil Service Secretary
• Tom Hickson, Fire Chief
Fran Diedrich, Personnel Officer
Kim Smith, Dir. of Admin. Services
Chairman Dr. Darby, opened the meeting at 8:03 P.M., Thursday,
April 9, 1987 with a full quorum present. The meeting was held
in the City Manager's conference room.
OLD BUSINESS:
The Chairman called for the reading of the minutes of the last
Civil Service Board meeting of March 4, 1987. Motion made by
George Rufas to approve the minutes as mailed. Motion seconded by
Ernie Cavallaro. Motion Carried.
The Board then discussed agenda item #2, Fire Marshall job
description which was tabled March 4th awaiting additional data.
Chief Hickson stated that he wished to clear up a couple of items
as follows: Their are 2 separate divisons in the Fire
Department; 1 for combat, and 1 for Administration. The Battalion
Chief is in charge of a Fire scene untill the Asst. Fire Chief,
or Fire Chief arrives on the scene. The Fire Marshall is for
fire investigation and works with the cooperation of the
Battalion Chief. The Fire Marshall job description as submitted
• is a technicial position, whereas some of the job descriptions
which you reviewed from other jurisdictions are more of a
supervisory position.
The qualifications as noted on the job description are for the
State mandated course, plus Police standards for arrest power
with the Police Department. Presently Thomas Martin is acting
Fire Marshall and he needs to be State certified.
This position will allow progression for the Fire Department
personnel. At present the Fire Marshall job duties require 1%
investigative, however the work load is heavy but not from many
arsons.
The Chief then explained the state incentives paid to Police and
Fire Dept. personnel. Chief Hickson stated that Police officers
are paid by the State incentive money for obtaining college
degrees, whether it is required in their job descriptions or not.
The Fire Dept. personnel receive incentive money from the state
if they have a degree but it is not required for their current
position. Chief Hickson stated higher education is required but
not necessarily a degree, as State Certification for Fire
Marshall and certification as a Police Officer are higher
education.
The Board then discussed the position, requirements, and
• education requirements. Motion by Ernie Cavallaro to approve the
Fire Marshall job description as submitted. Seconded by George
Rufas. Motion carried.
The Board then discussed agenda item #3 , reference the Civil
Service Board's review of all positions in the City dealing with
lower to higher rank classifications. This request was made by
the Civil Service Board as the Board has had several positions
come before it where educational requirements were not consistent
with higher level positions. The Civil Service Secretary stated
that at present this data on the 60 positions would need to be
researched manually and requested that the board consider that
this be done in June when summer help is available to the Civil
Service office. The Board members stated that this time frame
would be fine.
NEW BUSINESS:
The Board then reviewed the employee transactions as mailed to
the board members. They were reviewed by the Board members with
no changes as mailed. Motion Carried.
There being no further business before the Civil Service Board
the meeting as adjourned at 8:54 P.M., April 9, 1987 upon
receiving a motion from Bill McQuatters and seconded by George
Rufas. Motion Carried.
EQUAL PROTECTION DR. JOHN F. DARBY
CIVIL SERVICE 130ARD CHAIRMAN
ERNEST A. CAVALLARO
OF THE
CITY O F S A N F O R D LUIS M. PEREZ, M.D.
P.O. BOX 1778 BILL McOUATTERS
SANFORD, FLORIDA 32772-1778
Telephone: 305 - 322 -3161, Ext. 207 GEORGE A. RUFAS
EMPLOYER - EMPLOYEE Job Line: 305- 322-3161, Ext. 208
FOR BULLETIN BOARD POSTING
CIVIL SERVICE BOARD AGENDA
APRIL 9, 1987 AT 8:00 P.M.
CITY MANAGER'S CONFERENCE ROOM
1. Reading of the minutes of the Civil Service Board meeting
of March 5, 1987 .
2. March 5th meeting, agenda item number 3, reference Fire Marshall
Tabled awaiting job descriptions,etc. *( Board discussion)
* Forwarded to board members
3. January 8th meeting, minutes revised March 5th, reference
review of all job descriptions dealing with lower to higher
rank classifications. ( Board discussion)
4. Employee transactions from 2 -5 -87 to 3 -26 -87
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.Rev. 1/10 -25 -83
POSITION TITLE:
1%0 Lieutenant
POSITION FUNCTION
,( -/41' P ROVED:
10 -25 -83
"4 V�k
RESPONSIBLE T0: ll r �, - `NU/ -I,
District Commander
aa,C 37 Yiy
The Lieutenant serves in a shift supervisory capacity as a fire combat /rescue
company officer in charge of an urban multi- company station.
Work involves responsibility for the protection of life and property by combating
and extinguishing fires, preventing fire damage, providing emergency medical services
in emergency situations, and directing the activities of subordinate personnel
engaged in similar activities. Work frequently involves strenuous exertion under
hazardous conditions (such as smoke, exreme heat, heights, cramped spaces, extreme
cold, toxic or irritant gasses or chemicals, and potentially explosive conditions).
Supervisory responsibilities extend directly to station operations where the
incumbent is expected to: provide guidance and instruction to subordinates; evaluate
performance; maintain discipline; and represent subordinates to superior officers
through the chain of command. The Lieutenant also maintains all records, logs,
reports, and other information necessary for proper station operations.
The Lieutenant reports to and normally works under the general supervision of a
District Commander. The incumbent will, in some emergency operations, receive orders
from Command personnel above the rank of District Commander.
POSITION AUTHORITY
The incumbent has the authority to administer the affairs of the Division to
subordinates and may take any reasonable action necessary to carry out assigned
responsibilities as long as such action is consistent with accepted life support and
fire suppression practices and with position guidelines as outlined.
The incumbent has command authority in emergency operations situations until
relieved by a superior officer.
Supervisory authority is limited to the extent that the Lieutenant may make
recommendations relative to hiring, discipline, commendation, and termination of
subordinate personnel, but does not have final authority in such matters.
POSITION GUIDELINES
Guidelines include, but are not limited to: established Board of County
Commissioners' policies and procedures; merit system rules and regulations;
Department of Public Safety operating manual; accepted life support and fire
suppression practices; and any written and /or verbal orders received from superiors.
The employee is expected to exercise initiative and judgment in maintaining and
increasing operational effectivenss and efficiency in the station and in recommending
courses of action for programs, program changes, and implementation methods.
Rev. 1/10 -25 -83
Lieutenant
Page 2 of 3
-------------------------------
OJOR DUTIES
Responds to fire and resuce alarms in an assigned area and performs fire fighting
and rescue related duties as required to lessen damage by fire and protect life and
property.
Commands assigned personnel, equipment and apparatus for effective control of
the emergency incident.
Initiates action as to be the best method of extinguishing fires, effecting
rescues, and treatment of victims.
Directs fire fighting and rescue efforts until relieved by a superior officer.
Supervises station operations for assigned shift.
Maintains, by coordination with subordinates, high productivity, discipline, and
positive morale of subordinates.
Evaluates performance of subordinates; and provides input and recommendations on
matters relating to hiring, formal discipline and commendation, and dismissal of
subordinates.
Transmits and carries out orders from superior officers.
• Conducts station drills and provides instruction to subordinates to maintain an Am
efficient, effective performance level.
Supervises station and equipment maintenance efforts.
Maintains records, logs, reports, and other information necessary for proper
station operations.
Incumbent may act in the capacity of a certified paramedic; only if incumbent is
so certified and the Department of Public Safety has authorized and designataed him to
act in such capacity.
Performs other duties as assigned or as may be necessary.
MINIMUM QUALIFICATIONS
Knowledge, Abilities, and Skills: Considerable knowledge of street and road
systems and geography of the County. Considerable knowledge of and skill in the
operation and maintenance of the various types of apparatus and equipment used in fire
fighting activities, and the ability to supervise the effective use of such equipment
and apparatus. Working knowledge of emergency medical procedures and first -aid
principles and methods, and skill in their application. Knowledge of Fire Department
rules and regulations, fire prevention methods, and ordinances on fire prevention.
Rev. 1/10 -25 -83
Lieutenant
Page 3 of 3
dp----------------------------'---
MINIMUM QUALIFICATIONS (CONY D
Ability to remain current with fire protection and suppression techniques; to
learn and remember the locations of fire hydrants and streets in an assigned
territory; to unerstand and follow oral and written instructions; to react quickly and
calmly in emergencies; to pass and maintain those standards required of the physical
agility evaluation; to lead subordinates effectively and maintain discipline; to
exercise sound judgment; to promote harmony and cooperate with other officers; to
prepare clear and concise reports.
Trainin and Experience: Graduation from high school or possess a certificate of
equivalency (GED), which is accepted by the State of Florida Firefighters Standards;
and at least one (1) year of experience in fire suppression, prevention of fire
damage /rescue operations.
Special Requirements: Must meet State Firefighter Standards for employment.
Must pursue and obtain Company Officer certification according to schedule as
approved by Director of Public Safety.
Must possess a certificate of compliance for an approved State of Florida minimum
standards fire fighting course.
Must possess and maintain EMT I certification.
10 Must possess and maintain paramedic certification, if incumbent is authorized
and designated to act in such capacity.
Must pass and be able to continuously pass the physical agility test requirements
as administered semi - annually.
Must have and maintain a valid Florida driver's license. (Definition of VALID:
The issued license is not expired nor has within the past three years been revoked or
suspended.)
PERFORMANCE EVALUATION
Work is reviewed through conferences, reports, and general observation of work
activities.
The employee's performance is evaluated utilizing the standard County evaluating
process.
Rev. 1/01 -13 -84
POSITION TITLE:
LM
Fire Marshal
POSITION FUNCTION
RESPONSIBLE
Director
APPROVED: 1 -13 -84
C
TO:
of Public Safety
This is skilled, technical, and supervisory work involving responsibility for
the operations of fire investigation, fire inspection, and fire prevention for the
County.
Work responsibilities include field enforcement of all local and State fire
safety codes, laws, and ordinances and the investigation or coordination of same for
all fires in the County.
Work involves considerable contact and coordination of duties with the County
Sheriff's Department, Building Division, Planning Department, Federal, State and
local government agencies dealing with fire investigations and control, and the
general public.
The incumbent is responsible to and works under the general supervision of the
Director of Public Safety.
POSITION AUTHORITY
The Fire Marshal is authorized to take any reasonable action necessary to
carry out assigned responsibilities provided that such action is consistent with
is position guidelines as outlined below.
The incumbent bas considerable latitude to direct fire investigations and use
independent judgment in selecting work methods and procedures to carry out duties of
the Fire Loss Management Bureau.
Supervisory authority. is limited to the extent that the incumbent does not
have final authority on matters relating to hiring, formal disciplinary or
commendatory action and dismissal.
POSITION GUIDELINES
Guidelines include but are not limited to: Established Board of County
Commissioners policies and procedures, Departmental operating manual for the
Department of Public Safety; Personnel Policies and Procedures; Southern Standard
Building Code; Life Safety Code; National Fire Codes; Fire Prevention Code for
Seminole County; other. applicable State and local fire safety codes, laws, and
ordinances; and all supervisory directives as may be issued by the Director of Public
Safety.
The incumbent is expected to use considerable independent judgment and
initiative, within the guidelines to direct County fire investigation and
inspection.
MAJOR DUTIES
Coordinates inspections and performs inspections of places utilized for
public assembly such as auditoriums; theaters; halls; business, industrial, and
institutional occupancies for existing or potential fire and life hazards, and
assures that same are in compliance with local fire prevention regulations.
d4
,I
3
---------------------
NEW DUTIES (CONT'D)
Orders correction of hazardous conditions where they exist.
Coordinates inspections and inspects and processes certificates of occupancy
,r compliance with fire codes, laws, and ordinances.
Assures investigation of complaints of hazardous conditions or practices.
Coordinates fire prevention programs and pre -fire planning for schools,
Dspitals, civic groups, and other institutional buildings.
Coordinates and investigates fire scenes in order to determine causes and
- epares and submits reports relative to such findings.
Gathers information for investigations and criminal prosecution on suspicious
. r e s . — — -- -- -- - - -- - --
Coordinates photography necessary at fire scenes.
Coordinates and /or inspects sprinkler systems, portable fire extinguishers,
id other private fire protection devices.
Receives requests for variances to the Fire Code from the public, as
2cessary.
t Serves as Division liaison for 'Development Review Committee, building
n ractors, and other Federal, State, or local meetings related to operation of the
re Prevention Bureau.
Develops equipment specifications, as directed; and evaluates bids and
oposals.
Maintains inspection records and statistics, as required.
Prepares budget for the Fire Prevention Bureau of the Fire Division.
Prepares and submits reports as required.
Pursues, apprehends, and arrests law violators or suspected law violators.
Performs other duties which may be assigned or as necessary.
U MUM QUALIFICATIONS
Knowledge, Abilities, and Skills: Extensive knowledge of local and State
,e safety codes, laws, and ordinances of fire hazards in various types of
cupancies; storage and handling of flammable Tiquids and explosive materials.
Knowledge of the principles, practices, and procedures of fire prevention,
spection, and investigation. Working knowledge of photography.
*Ability to recognize existing and potential fire and casualty hazards in a
Je variety of structures and installations; to develop and maintain effective
spection methods and techniques; to.- prepare clear and concise reports.
/1 -13 -84
'Fire Marshal
Page 3 of 3
MINIMUM QUALIFICATIONS (CONT'D)
Ability to speak and write effectively; to enforce fire safety codes firmly,
tactfully, and impartially; to understand and carry out instructions or directives
with a minimurelationships wmth of other supervision; employees, tsuperior s,sand the general public.
effective working
publi��
Training and Experience: Graduation from an accredited college with an
Associate of Science Degree in Fire Technology, supplemented by three (3) years of
experience as a fire fighter as well as three (3) years of experience in the fire
prevention /investigation field; or an equivalent combination of related training and
experience.
S ecial Re uirements: Must have and maintain a valid Florida Driver's
License. Definition of VALID: The issued license is not expired nor has within the
past three (3) years been denied, suspended, or revoked.)
Meet requirements set forth by the Florida State Firefighters' Standard
Council and the NFPA Pamphlet 1031, Chapters 4, 5, 6, 7, 8, Professional
Qualifications for Fire I, II and III /Investigator II and III.
Must possess or obtain within one (1) year a certificate of compliance for
Police Officer Standards & Training.
• PERFORMANCE EVALUATION
Work of employee is evaluated on a number of factors, including but not
I to, the incumbent's conformance to established policies and procedures, and
the overall efficiency and effectiveness of the Fire Prevention Bureau of the Fire
Division.
U
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JS FORM 101 -5
FUNCTIONS AND RESPONSIBILITIES
DEPARTMENT: FIRE
�.1 lI l V. L f,
NUMBER LINE ITEM
901 1 Fire Marshal
REV.. SUPERSEDES.
1 Job Spec 12/01/7.
PREPARED BY: T. L. SIEGFRIED APPROVED BY:
FIRE CHIEF
POSITION 1 C(a CL I\-A -"
TITLE CHIEF FIRE INSPECTOR /MARSHALL J
RESPONSIBLE
TO Director (Fire Chief)
POSITION
FUNCTION This is a highly technical and responsible
supervisory /administrative staff position
involving the planning, organizing, staffing,
directing and controlling of the work programs
and activities of the municipal Fire Loss
Management Bureau. Decisions made by the
incumbent shall a direct or indirect effect
on potential fire or life safety hazards to
which individuals within the City of Altamonte
Springs may be exposed.
Work involves considerable contact and coordina-
tion of activities within the municipal Depart-
ment of Community Development, Building Offi-
cials, Planning and Zoning, Police Department,
and other local law enforcement agencies,
federal, state and local government agencies
dealing with fire loss management, and with the
general public as well.-
The incumbent is responsible and accountable for
the- development and execution of administrative
policies and procedures for the efficient and
effective operation of the Fire Loss Management
Bureau. The incumbent is responsible to and
works under the general supervision and direc-
tion of the Department of Director, Fire Chief.
POSITION
AUTHORITY The Fire Marshall is authorized to take any
reasonable action necessary to execute assigned
responsibilities, provided that such action is
consistent with position guidelines outlined
below.
The incumbent has considerable latitude to
direct bureau activities and use independent
judgment in selecting work methods and proce-
dures to carry out programs and achieve goals of
the Fire Loss Management Bureau.
CITY OF ALTAIIONTE SPRINGS
N Ui�i'I3 E R I REV.
(MANUAL - SUBJECT: BUREAU COM ANDER. 901
(FIRE MARS A -L).....
0
POSITION '
EFFECTIVE DATE
1 , July. 121 1982
PAGE OF
2 \ .
AUTHORITY The incumbent's supervisory responsibility,
both direct and indirect, encompasses employees
assigned to the Fire Loss Management Bureau, and
extends to all employees when performing
any related bureau function or support activity.
POSITION
GUIDELINES Guidelines include: established city policies
and procedures, Departmental Operating Instruc-
tions, Sou.thern Standard - Building Code, Life
Safety Code, National Fire Codes, Municipal Fire
Prevention Code, other applicable state and
local fire or life safety codes, laws, ordi-
nances and resoluti -ons, and all directives
issued or approved by the Department Director,
Fire Chief.
The incumbent is expected to use considerable
independent judgment and initiative, within
these guidelines and accepted managerial prac-
tices, to direct municipal fire loss management
programs.
MAJOR DUTIES: Coordinates- and directs all approved bureau
programs and activities such as: inspections
and reinspections, plans review and code com-
pliance, fire investigation, public education
and relations, and water supply maintenance and
inspection practices.
i
AS FORAi 101-2
Inspects and /or causes to inspect - places of
public assembly such as: auditoriums,-'the- aters,•
halls, businesses, industrial, - temporary struc-
tures or tents, and institutional - - occupancies,
for existing or potential fire and life safety
hazards and compliance with municipa -1 fire,
prevention regulations.
Inspects and /or causes to inspect. fire pro-
tection systems and devices in buildings and
structures within the municipality such as, but
not limited to, sprinklers, portable fire
extinguishers, heat and.smoke detectors, and
other private fire protection devices.
Co- ordinates and monitors the voluntary public
rr-ome 'fire inspection program, consisting of one
and two family dwellings within-the municipality.
.Z
MANUAL - SUBJECT:
BUREAU COMMA DER
(FIRE MARSHA )
901 1 1 July 12, 1982 1 3
MAJOR DUTIES: (continued)
Acts on and assures immediate investigations of
complaints received from any concerned person,
group, or agency on matters concerning hazardous
conditions or practices.
Interprets and enforces all applicable fire and
life safety codes or ordinances, as required
within the performance of duties.
Reviews and approves fire and life safety
matters pertaining to permits, licenses, var-
iances, and other documents dependent on depart-
ment approval.
Orders corrections and remedies of hazardous
condition where they exist, and follows through
until disposition is satisfactory.
Develops and recommends pertinent code /ordinance
revisions, as assigned or as necessary.
Participates or assists the general public,
• builders, architects, developers, and federal,
state and local governmental agencies in matters
of mutual concern, as requested or when required.
Provides pertinent information and technical
data to other departments, divisions or bureaus
onl matters of mutual concern.
Provides instruction, guidance and training to
any and all department personnel in the area of
loss management, to include the use of basic
code books and local ordinances.
Maintains affiliation with professional organi-
zations or agencies, as necessary, to increase
proficiency by means of direct or indirect
participation, memberships, technical publica-
tions and subscriptions, attendance of meetings,
conferences and seminars.
' Coordinates and shall cause the investigation
of municipal fire scenes in order to determine
causes, and prepares and submits reports rela-
tive to such findings, to include the gathering
of information for investigations and criminal
• prosecutions on incendiary fires.
AS FORP1 101-2
IMANUAL - SUBJECT:
BUREAU COMMAN ER 901 1
(FIRE MARSHAL
• MAJOR DUTIES: (continued)
July 12, 1982 1 4
Records and maintains historical and current
statistical data relating to bureau programs and
activities, as required.
Maintains and assures bureau compliance with
city and departmental policies, procedures and
directives.
Develops, prepares and submits the annual budget
for the Fire Loss Management Bureau, to include
responsible fiscal management of same.
Prepares and submits both oral and written
reports, as required.
Performs other related duties as assigned, or as
necessary.
MINIMUM QUALI-
FICATIONS Knowledge, Skills and Abilities:
Considerable working knowledge of National Fire
• Codes, Life Safety Code, state and local fire
codes, laws and ordinances; extensive knowledge
of fire hazards found in various types of
occupancies; of characteristics and behavior of
smoke and fire and their effect on human life;
of storage and handling of combustible, flam-
mable and explosive materials; of modern prac-
tices to guard against the occurrence of fire or
minimize losses and the most current means
of protection; of current trends and practices
in public education as related to fire loss
management; of principles, practices and proce-
dures of fire loss management including, but not
limited to inspection, plans review, investiga-
tion; of modern fire service and personnel
management.
L
•
AS FOM 101-2
Demonstrate considerable working skills in the
use of manual, mechanical and electronic tools
and equipment as required to perform duties;
extensive skills in oral and written communica-
tions; interpersonal communications with public
and co- workers and supervision of employees.
L
1ANUAL - SUBJECT: BUREAU COMMAN ER 901 1 July 12, 1982
(FIRE MARSHAL
• MINIMUM QUALI-
FICATIONS Knowledge, Skills and Abilities
Considerable ability to recognize existing and
potential fire and life hazards in a wide
variety of structures and installations; develop
and maintain efficient and effective fire loss
management programs and activities; secure and
maintain confidential or sensitive information;
assume and delegate assigned tasks or projects;
work independently, efficiently and effectively
with the public on routine, stressful or complex
issues; organize, prepare and submit accurate,
clear and concise reports in a timely fashion;
plan, organize, staff, direct and control bureau
activities at the least costs of time, money,
materials and employee discomfort; perform
under stress and accomplish assignments within
short or immediate deadlines when required;
establish short and long range goals or object-
ives and employ methods of attaining same; write
and speak effectively; be objective and maintain
effective working relations with city depart-
ments, divisions and other agencies; enforce
. fire and life safety codes firmly, tactfully,
impartially and consistently; understand and
carry out instructions or directives with a
minimum of supervision; adhere to prescribed
rout %nes and practices, and provide logical and
constructive suggestions or recommendations of
same; attend and satisfactorily complete infor-
mal and /or formal educational courses or pro-
grams; meet the physical, medical and psycholo-
gical demands of the position.
Training and Experience
Graduation from High School or equivalent
(G.E.D), as recognized by the State of Florida
Department of Education. Four (4) year Bachelor
of Science or Arts Degree in a public fire
safety or related field, or a minimum of seven
(7) years of fire service experience with three
(3) years experience being in the fire preven-
tion area.
Note: College education may be substituted
by certifiable experience or credentials.
However, the incumbent may be required to
• satisfy any and/ or all college require-
ments as directed by the Fire Chief.
AS FORDS 101-2
CITY OF ALTAI•IONTE SPI11II4GS
MANUAL - SUBJECT: BUREAU COMMANDER
0
NUIiI�L']: I'.];V . LFFECTI V DATE
901 1 July 12, 1982
MINIMUM QUALI-
FICATIONS (continued)
PAGE Oil
Special Requirements: Must have and maintain a
valid Florida driver's license. (Definition of
valid: the issued license is not expired nor
has, within the past three (3) years, been
revoked or suspended).
Satisfy and receive a favorable review of
background investigation to determine good moral
character and a history of satisfactory working
habits. .
Hold or obtain State of Florida Fire Inspector
certification and license -by January 1, 1983.
Meet and satisfy medical, physical or psycholo-
gical requirements of position.
PERFORMANCE
EVALUATION Work involves managerial functions as a Bureau
Commander. Incumbent will be supervising and
coordinating fire loss management programs
• and activities in pursuit of minimizing losses,
both life and property.
Job performance is evaluated on a number of
factors including, but not limited to, incum-
bent's effective employment of accepted manage-
ment methods and techniques at the least cost to
the city; achievement of short range goals
towards long range goals; conformance to esta-
blished policies, procedures and current perfor-
mance standards; overall efficiency, effective-
ness and performance of bureau programs,
including assigned personnel and work areas;
decisiveness based on independent judgment,
tactfulness, firmness, fairness and consistency,
effectiveness of interpersonal relationships
with subordinates, co- workers, other divisions
or departments and the general public; overall
quality and quantity of work accomplished.
PROBATION
PERIOD Incumbent will be required to satisfactorily
complete a one (1) year probationary period
prior to being placed permanently into the
position, unless otherwise specified.
AS FORPi 101-2
I Y U1' A.1 1 AN'tUIN 1 1' JI'KIINV _T,
I y,
FUNCTIONS AND RESPONSIBILITIES
•
E
•
AS FORM 101 -5
DEPARTMENT: FIRE
PREPARED BY:
G. S. GASTON
an. 01, 1983
NUMBER
901
10F 7
LINE ITEM
Lieutenant
REV. I SUPERSEDES
APPROVED BY:
POSITION
TITLE LIEUTENANT
FIRE PROTECTION /EMS DIVISION
RESPONSIBLE
TO District Commander
Fire Protection /EMS Division
POSITION
T. L. SIEGFRIED
3 _Jr
FUNCTION This is a highly responsible position in a
supervisory capacity and on the station /company
level. Position requires the incumbent to plan,
schedule and administer the activities of
station company(ies), fire and rescue, to which
assigned.
The incumbent will perform supervisory functions
and specialized work as an individual and /or
team member in Fire Suppression, Emergency
Medical Services, and Fire Loss Management
activities. Work primarily involves the respon-
sibility of protection of life and property, and
frequently involves strenuous exertion under
hazardous conditions, such as: fire, smoke,
extreme heat and cold, heights, cramped spaces,
toxic or irritant gases or chemicals, explosive
situations, and water rescue.
The incumbent is required to administer and
participate in non - emergency activities or
programs, such as: training, station and
equipment maintenance, pre -fire planning,
public education, and Fire Loss Management.
Supervisory responsibilities extend directly to
personnel and station assigned where incumbent
is expected to: provide guidance and instruc-
tion; maintain high morale and discipline;
evaluate performance; represent both management
and subordinates. Complete and maintains
relative records, reports and logs required for
operation.
The incumbent is responsible and accountable for
all duties and functions assigned, and works
under the general supervision of the District
Commander. The incumbent will, under some
circumstances, receive orders or instructions
from command personnel equivalent or above the
CITY Or ALTA"1ONTE SPRINGS
NUi•iL'EI: I I-EV
(MANUAL - SUBJECT: LIEUTENANT I 901 2
FIRE PROTECTION /EMS DIVIS U ON
POSITION
FUNCTION (continued)
POSITION
EFFECTIVE DINE
January 1, 1982
rank of District Commander. The incumbent may
also be responsible for assuming the District
Commander position, as may be required.
AUTHORITY The Lieutenant has the authority to administer
the affairs of the station assigned and may take
any reasonable action necessary to carry out
assigned responsibilities, provided that such
action is consistent with position guidelines
outlined below.
Incumbent has minimal latitude in the methods or
practices of which duties, functions and pro-
grams are performed. The incumbent may recom-
mend courses of action for programs, program
changes, and implementation methods.
The incumbent has command authority on emergency
situation, until relieved by a superior officer.
• Supervisory authority is limited to the extent
that the incumbent may initiate and execute,
upon approval, actions relative to: promotions;
job placement and /or transfers; commendations;
merit bonuses; discipline; and termination of
sui ordinates.
The Lieutenant may be delegated the authority
to assume the duties of the District Commander
during absence of said superior, as assigned.
POSITION
GUIDELINES Guidelines include: established city policies
and procedures, Department Operating Instruc-
tions, relative federal, state and local laws,
ordinances or resolutions, 'accepted fire sup-
pression and emergency medical service prac-
tices, and all reltive directives from super-
iors, both written and verbal.
AS FORPi 101-2
Incumbent is expected to exercise considerable
independent judgement and initiative, within
these guidelines, in the performance of his /her
duties.
I
Od
.1
MANUAL - SUBJECT: LIEUTENANT 901 2 January 1, 1982 3
FIRE PROTECTI N /EMS DIVIS ON
MAJOR DUTIES: Performs assignments as an individual and /or
team member in emergency or non - emergency
situation.
AS FORAi 101-2
Assures and maintains the readiness state of
apparatus, equipment, and personnel to which
assigned.
Responds quickly to alarms in an assigned area
as commander of the fire company to which
assigned.
Observes and thoroughly investigates conditions
at emergency scenes to evaluate situation at
hand, makes decisions and initiates action to
control and remedy situations.
Initiates, directs and /or performs firefighting,
first aid, rescue, suppression, forcible entry,
ventilation, salvage and overhaul related duties
as needed to minimize injury, life and property
loss, as directed or until relieved by superior.
Secures fire scene evidence and provides assist-
ance with fire scene investigations, as requir-
ed, or as necessary.
Conducts emergency and non - emergency radio
communications for the company or unit, as
required.
Initiates the necessary safety precautions under
emergency and non - emergency circumstances to
safeguard the public and personnel and /or
equipment assigned, also to include periodic
safety briefings.
Supervises general station operations and
personnel activities to which assigned and as
directed.
Initiates and /or provides a variety of non -emer-
gency public assistance service in response to
the public's needs.
Routinely performs supervisory duties of the
position, such as but not limited to: personnel
management, planning and organization activity
schedules, record keeping and submission of
reports, training and instruction, and care
and use of facility and equipment.
CITY OF ALTAI1GNTE SPRINGS NUIliBLI: 11E,V.
MANUAL - SUBJECT: LIEUTENANT 901 2
FIRE PROTECT OV EMS DIVISION
0 MAJOR DUTIES:
•
40
(continued)
LFFI-CTIVE DATE
January 1, 1982
FADE — DT
Routinely schedules and conducts company profi-
ciency drills and /or examinations to determine
performance levels, to include initiating
corrective measures where needed.
Routinely plans, schedules and conducts non -
emergency company programs, such as: company
training, station and equipment maintenance,
pre -fire planning, public education and fire
loss management.
Transmits and executes orders or instructions,
supports and carries out existing programs, and
implements program changes as a representative
of management on a continuous basis.
Represents subordinates, through channels, on
matters requiring attention of superiors.
Maintains high productivity, positive morale
and discipline or subordinates, through effect-
ive supervisory techniques.
Assumes the responsibilities of District Com-
mander and carries out duties, as assigned.
Performs other related duties, as assigned or
as necessary.
I
MINIMUM QUALI-
FICATIONS Knowledge
AS FORPf 101-2
Skills and Abilities
Considerable working knowledge of fire suppres-
sion and emergency medical practices, fire loss
management methods, equipment and standards;
considerable knowledge of municipal street and
road systems, to include overall geography and
properties; basic working knowledge and familiar-
ity of municipal fire prevention codes and
ordinances; considerable knowledge of company
management practices, and techniques, to include
command of emergency operations; considerable
knowledge of subordinate jobs and functions;
working knowledge and familiarity of fire
protection and extinguishing systems, devices
and similar equipment, working knowledge of
municipal water distribution system; consider-
able knowledge of City and /or departmental
policies and procedures; working knowledge of
English, Spelling, Basic Math and Business
Communications.
4
CITY OF ALTANONL TE SPP ;INGS NUri131,1;
ANUAL - SUBJECT: LIEUTENANT 901
FIRE PROTECTI N /EMS DIVISION
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V. 1'_1'1'tU11VL 0111L
2 January 1, 1982
L "t1hG UL'1
MINIMUM QUALI-
FICATIONS Knowledge, Skills and Abilities (continued)
AS FOR2f 101-2
Demonstrates considerable working skills in the
proper supervision and use of firefighting and
rescue equipment, as required to perform
duties; effective working skills in business
communications, both oral and written; and
possess and exhibit safe driving practices.
Ability to remain current with fire protection
methods, practices and techniques, as related;
to understand and comply with city and depart-
ment policies and procedures; to understand and
follow oral and written instructions with
minimal difficulty; react quickly and calmly in
emergency situations; put forth best effort in
quality of performance; to work independently
and as a team member efficiently and effectively
with the public and co- workers; to provide
effective supervision and direction to those
supervised; to develop and prepare course
outlines, teaching lessons and special presenta-
tions; maintain high productivity morale and
discipline; to exercise consistent and sound
judgement; to plan, organize, adhere to pre-
scribed routines, and meet specified deadlines;
to recognize existing or potential fire and life
safety hazards and initiate appropriate action;
to, research, prepare and submit accurate, clear
and concise reports or correspondence; attend
and satisfactorily complete informal and /or
formal educational courses; to speak and write
effectively; perform prolonged and strenuous
work under normal or adverse conditions; to
readily awake and gain composure from a sleeping
condition without assistance or delay; meet
and maintain the medical, physical and psycholo-
gical demands of the position.
Training and Experience
Graduation from High School or equivalent
(G.E.D.) and recognized by the State of Florida
Department of Education.
Must possess a current Certificate of Tenure,
Completion and /or Compliance from State of
Florida Minimum Standards for Firefighters.
CITY Or ALTAI•lONTE SP111,14GS I'll U?1i13E,1; I:EV.
MANUAL - SUBJECT: LIEUTENANT 901 2
FIRE PROTECTI N /EMS DIVIS ON
L 1-F.CTIVE DATE
January 1, 1982
MINIMUM QUALI-
FICATIONS Training and Experience (continued)
PAGE 0
Must possess and maintain Emergency Medical
Technician I Certification and license from the
State of Florida.
Must possess and maintain current minimum
standards for Company Fire Officer Certification
from State of Florida.
Minimum of three (3) years of progressive fire
service experience in Fire Suppression /EMS
operations, and /or combination of education,
training, and related experience.
Minimum of one (1) year experience at the
Engineer or Rescue Technician /Paramedic level,
and /or combination of education, training, and
related experience.
Special Requirements
Satisfactorily complete pre- employment require-
ments in accordance with department standards.
Must hold and maintain a valid Florida driver's
license, chauffeur type. (Definition of valid:
the issued license is not expired nor has,
within the past three (3) years, been revoked or
suspended.)
Meet the employment standards of the State of
Florida for Firefighters, in accordance with
State Statute 633.34.
Satisfactorily complete and successfully pass
the promotional examination for the rank of
Engineer, or equivalent qualifications as
verified and approved by department.
Attend and satisfactorily complete related
training, both formal and informal, in accord-
, ance with department standards.
Work a prescribed work schedule, platoon type,
not less than an average of fifty -six (56) hours
per week, including holidays and weekends;
• perform overtime duties and assignments, as
directed.
AS FO M 101 -2
[.1
CITY OF ALTAr1O!�TE SPRINGS NUH3ER REV.
MANUAL - SUBJECT:. LIEUTENANT 901 2
FIRE PROTECTION/EMS DIVISION
MINIMUM QUAD-
EFFECTIVE DATE)
January 1, 19821
PAGE OF
FICATIONS Special Requirements (continued)
Provide a reliable means of transportation to
work on a consistent basis.
Meet and satisfy medical, physical and psycholo-
gical requirements of position.
PERFORMANCE
EVALUATION Work primari_.ly involves supervisory functions on
the station and company level. Work is reviewed
through observation of operation while in
progress.
PROBATION
Performance evaluation is based on a number of
factors such as, but not limited to:• incum-
bent's conformance to established policies,
procedures and performance standards; efficiency
and effectiveness in performance supervisory
duties; quality of performance, work habits,
judgement, initiative and reliability. Incum-
bent will be held responsible and accountable
for overall performance of company, and will
reflect such -on performance appraisal.
PERIOD Incumbent will be required to satisfactorily
complete a one ( 1 ) year probationary period,
prior to being placed permanently into the
position, unless otherwise specified.
is
AS FORZ1 101-2
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CI .'Y OF hI?:CER Phi:
JOB DESCRI ?PION
Position Title: Fire Lieutenant
Department• Fire
Ma' or Function
This is complex management and supervisory work recuiring independent
Judgement in the command of a fire station and fire suppression crew. Tne
Lieutenant reports as recuired to the Battalion Chief, but must operate
independently in most instances.
Illustrative Duties
Responds to fire and other emergency calls as the officer in chara_e.
Maintains records and statistics that pertain to Fires, rescue calls,
inspections, training, maintenance of station, equipment, etc.
Evaluates all aecionP6 n°—nnel for pay increases and prcmction.
Determines need for discipline of assigned subordinates and recommends same.
Gives periodic instruction and training as needed.
Assigns duties on basis of assessment of training and skill level.
Supervises laving of hose lines, direction and pressure of fire streams,
placing of ladders, rescue and emergency medical service functions.
Determines the method of fire attack.
Determines need for, assigns personnel for and supervises the cleaning of
quarters, equipment and apparatus at the station.
Assumes the position of the Battalion Chief in his absence.
Performs other related duties.
Minimum Recuiremerts
Rnowledoe, Abilities and Skills
Knowledge of management principles, skills and ; r
suborganization. Ability to supervise, regulate personneloanc,sasanecessary+
discipline personnel. Substantial prior ex=crle r:
superVlSlon. " "'� i'+ -ire S-:: iLC and
Traininc and ZxDerience
Graduation from • an accredited high school o_ equivalent, T
completion of the Floriaa State recu _ M' - successfLl
red Minimum Standards course for
firefighters and the Flcrida State Officers' Certification. At least three
(3) years of experience in fire suppression wi -h a f4
to or larger than the C4-v �- t_re department ecuivaient
of Winter ark Fire Department. Supplemental
courses in supervision, fire tactics and other related topics are desired. A
combination of training and experience may qualify an applicant for
consideration. Al L4 /sl
-7.1(o h-101 /0./7
do, 5y9- ?z 1-z - ,4.
;2Y AC.,a, )e iL) 7 K 7
C I T?('"DF `W. I r�TER 'PARK
JOB DESCRIPTION
toPosition Title: Fire Marshal
Department: ' Fire
Major Function:
This is difficult work requiring some judgement in the protection and, preservation
of life and property within the City of Winter Park. Work is performed under the,
general supervision of the Fire Chief and work is reviewed by observation and results
achieved.
I1lustrative'Duties: -
Inspects all public buildings and premises to ascertain violations of the Fire Safety
Codes.
Answers requests by property owners for inspections and makes recommendations
for correction.
Reviews all plans for new .construct ion. and makes recommendations for corrections
in flaws. _
Gives fire prevention programs to citizen groups and businesses.
• Maintains current files on all buildings within the City:
Assigns fire inspectors to investigate false alarms and suspected arson cases.
Performs related duties as requested and other sudh work as may be assigned.
Minimum Qualifications:
Knowledge, AbilltiCS and Skills: Considerable knowledge of all fire safety laws
and other regulations relating to new construction and renovation. Knowledge of
occupationally related safety practices and procedures. Ability to express oneself
both orally and in writing. Ability to speak before groups gathering for informational
purposes.
Trainino and Experience: Graduation from an accredited high shcool or equivalent
supplemented by technical courses in Fire Prevention and three (3) years experience
as a Fire inspector or Fire Marshall. Must have Florida State Fire .Safety Inspector
Certification. Employee in. this classification must successfully complete the Florida
State Minimum. Standards Course within one (1) year A combin-
ation of training and experience may qualify an applicant for consideration.
• Revised: September 30, 1985 —
in . N I rn 4 ,-o M n y
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/ke /YIA�s%.Al. �
2a, 2/y.4,0 3a, e-7 3, 60
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ADDITIONAL EMPLOYEE TRANSACTIONS
(INCLUDES RESIGNATIONS, TERMINATIONS,
SPECIAL AND EARLY
EVALUATIONS,
ETC.)
NAME
DEPT. /DIV.
DATE
TRANSACTION
Carl Higgs
PW /Shop
3/11/87
Voluntary Demotion
Michael Cotton Police- Admin.
2 -25 -87
Resigned
Gary Larson
Bldg. Insp.
3 -4 -87
Resigned: found other
emp.
James Benton
Firefighter
4 -2 -87
Retiring
H. Gonzalez
Refuse Coll.
3 -24 -87
Terminated
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MINTUES OF THE CIVIL SERVICE BOARD MEETING OF MARCH 4, 1987
MEMBERS PRESENT: Chairman, Dr. John F. Darby
Secretary, Dr. Luis M. Perez M.D.
Ernest Cavallaro
Bill McQuatters
George Rufas
ALSO ATTENDING: Christy Johnson, Civil Service Secretary
Asst. Fire Chief, Ronald Neel
Chairman Dr. Darby, opened the meeting at 8:01 P.M., Thursday,
March 4, 1987 with a full quorum present. The meeting was held
in the City Manager's conference room.
• OLD BUSINESS:
0
The Chairman called for the reading of the minutes of the last
Civil Service Board meeting of January 8, 1987. Motion by Bill
McQuatters to amend the minutes of the meeting on page 1, last
paragraph which reads as follows: The Board members would also
like to recommend to the City to consider all job descriptions
which require a degree, Motion to change as follows: The Board
recommends a review of all job descriptions dealing with lower to
higher rank classifications. Motion seconded by Dr. Perez. Motion
Carried.
NEW BUSINESS:
The Board then discussed agenda item number 2 dealing with the
amended drug testing policy as submitted by the City Attorney.
There was one change to the testing policy originally submitted
which reads as follows: Applicant may, at their expense, have
their sample tested by GC /MS testing should they test positive.
Motion made by Dr. Perez, and seconded by Bill McQuatters to
approve the alcohol /drug testing policy as submitted. Motion
Carried.
1
s '
The Board then discussed agenda item number
in classification for FireMarshall. The Board then rdiscussed
ge
the job qualifications, educational requirements and salary for
the Fire Marshall position. Asst. Chief Ron Neel presented to the
Board the justification for the change in classification, which
included a history of the position, and why it needs to be
changed. After much discussion it was the census of the Board
that their was a need for the position, however the educational
requirements as submitted did not require a 2 year degree, as
does the position of Fire Lieutenant. Salary for this position as
submitted was to be the same as Fire Lieutenant. It was the
census of the Board after reviewing the drawn organizational
chart, and taking into consideration the responsibilites of this
position that the Salary should be higher than presented. The
Board also stated numerous times that the Fire Lt. and Fire
Marshall job descriptions are very similiar to each other.
Motion made by Dr. Perez to table until the next meeting, and
then decide how to proceed. The Board needs a better
understanding of what the circumstances are and why he does not
have to have the qualifications of Lieutenant at least. Why the
qualifications and the job are more difficult why a different
base salary is not recommended for this position. Motion
seconded by Cavallaro. Motion carried.
• It was recommended that at the next meeting that the Fire
Department submit the job descriptions and salaries for the
position of Fire Marshall from the Cities of Winter Park,
Altamonte, Orlando, and Seminole and Orange Counties. This
information is to be submitted with the agenda for April 9, 1987.
•
The Board then reviewed the memo dealing with the New Immigration
Reform Law, and its impact on the City.
The Board then reviewed the revisions to the Civil Service Board
rules and regulations 1 -20 as submitted. (Please see attached)
Motion made by Dr. Perez and seconded by George Rufas to approve
as submitted. It was noted by the Board that the Civil Service
Secretary did a good job on preparing these revisions. Motion
Carried.
2
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The Board then reviewed the employee transaction from 1 -1 -87 to
2 -5 -87. Motion made by Dr. Perez, and seconded by George Rufas to
approve as mailed. Motion Carried.
There being no further business before
the meeting as adjourned at 8:54 P.M.,
receiving a motion from Bill McQuatters
Darby. Motion Carried.
3
the Civil Service Board
March 4, 1987 upon
and seconded by Dr.
EQUAL PROTECTION
CIVIL SERVICE 130API)
OFTHE
• CITY OF SANFORD
SANFORD, FLORIDA 32771
EMPLOYER - EMPLOYEE
To: All Divisions /Department Heads
From: Civil Service Board
Date: March 26, 1987
Subj: Recruitment Procedures
DR. JOHN F. DARBY
CHAIRMAN
DONALD R. JONES
LUIS M. PEREZ, M.D.
BILL McOUATTERS
GEORGE A. RUFAS
Attached for your review are the Civil Service Board recruiting procedures
which were approved by the Civil Service Board on March 5, 1987.
•
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C =SERVi 'CE'_'BQARD. RECRUI-TMENT PROCEDURES
It is the responsibility of the Civil Service Board Secretary to
coordinate the application and interview procedures for the City
of Sanford to ensure that employees as well as supervisors are
informed of all interview activity.
APPLICATIONS RECEIVED FROM CURRENT EMPLOYEES
Employees will have five working days to file an application
with the Civil Service office. Employees% should make every
effort to file applications as quickly as possible to expedite
the recruiting process. Applications are to be received before
the in -house closing date.
Employees should also notify their supervisor of their
intention to seek a transfer, or promotion. The Civil Service
Secretary will notify supervisors involved that a timely
application has been received from the employee, and will
coordinate interview appointments and prepare interview rating
• forms and submit them to the interviewing supervisor, if meeting
the qualifications for the position.
Employees may be interviewed anytime during the recruitment
period of five working days. Applications received after the
announced closing date will be considered along with the outside
applicants for the position.
In cases where no City employee applies for the transfer,
promotion, or fails to meet the qualifications of the position,
or would result in nepotism within the Department /Division,
outside applicants will be sought immediately.
_Transfers and promotions are not to be made effective until
after the job posting date has closed.
APPLICATIONS FROM OUTSIDE APPLICAI\'TS
Applications will be accepted from the general public in the
event there is a vacancy which has not been filled by a City
employee. This will include a review of the applications already
on file with the Civil Service Board, applications received
during the job posting period, and by utilizing the interest card
system.
• 1 All advertising ill be
g prepared by and called in to the
various papers, publications, and etc. by the Civil Service
Secretary. All advertising for new budgeted position(s) will be
picked up by the Dept. /Div. with the new position. The Civil
Service Board will cover all reoccuring position vacancy costs.
Applications are to be logged in by Civil Service (to obtain
applicant flow data information), each applicant is to be given a
applicant flow number and classification code, and be motorized.
The Civil Service Secretary will perform a drivers license
check on all outside applicants thru the Police Department or
Driver's license bureau, review applications for meeting the
required job qualifications, and review for possible nepotism
within the Department /Division.
Civil Service will schedule all interviews for the
Department /Division at the designated time, and date given. All
non - selected applications are to he returned to Civil Service and
logged in not selected for interview.
Civil Service notifies all applicants selected of the date,
time, and place of interview. The Civil. Service Secretary
prepares appropriate interview rating form for each applicant,
and notifies supervisor that the interview paperwork is ready to
be picked up.
Applicants are interviewed, and the Civil Service Secretary
is notified of the selection of applicant and completes the
following on the applicant selected: Worker's comp, form,
background investigaiton form, criminal history form (if
• regired), and physical form.
All applications are returned to Civil Service for log ins,
and for position filled letters to be sent to applicants
interviewed for position, but not selected for hire.
Civil Service notifies applicant of the physical date, and
tine, and anticipated starting date contingent upon the applicant
passing the City's physical, by sending out the physical form.
All interview rating forms are returned to Civil Service for
review and attached to the Personnel requisition and signed off
in the applicant flow log.
The application, worker's compensation form, physical form,
reference check forms, criminal history form (if required) and
interview rating form for the new hire is then forwarded to
Personnel.
Approved by the Civil Service Board on March 5, 1987
s
EQUAL PROTECTION
CIVIL SERVICE 13CARD
OFTHE
CITY OF SANFORD
P.O. BOX 1 778
SAN FORD, FLORIDA 32772-1778
Telephone: 305-322-3161, Ext. 207
EMPLOYER- EMPLOYEE Job Line: 305- 322 -3161, Ext.208
FOR BULLETIN BOARD POSTING
DR. JOHN F. DARBY
CHAIRMAN
ERNEST A. CAVALLARO
LUIS M. PEREZ, M.D.
BILL McQUATTERS
GEORGE A.RUFAS
THERE WILL BE NO CIVIL SERVICE BOARD MEETING FOR THE FEBRUARY 5th
MEETING DATE.
THE NEXT CIVIL SERVICE BOARD MEETING HAS BEEN TENTATIVELY SCHEDULED FOR
MARCH 5th.
EQUAL PROTECTION
CIVIL SERVICE 130iARD
OFTHE
• CITY OF SANFORD
SANFORD, FLORIDA 32771
EMPLOYER- EMPLOYEE
•
MEMORANDUM
TO: DIRECTOR OF ADMIN. SERVICES
FROM: CIVIL SERVICE
DATE: MARCH 11, 1987
SUBJ: BUDGET PREPARATION FY 1987/88
DR. JOHN F. DARBY
CHAIRMAN
DONALD R. JONES
LUIS M. PEREZ, M.D.
BILL McOUATTERS
GEORGE A. RUFAS
This memorandum is written in response to the City
Manager's memorandum of March 4, 1987 regarding additional
personnel or reclassification of personnel.
The Civil Service Board is requesting i reclassification for the
following:
Civil Service Secretary -pay schedule Ii, pay grade 8 to be
reclassified to Civil Service Technician, pay schedule II, pay
grade 11.
CC: Civil Service Board,
Budget Analyst
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EOUA_ oF0 ?E: ?ipn
CIVIL SERVICE 130APD
Or THE
CITY OF SANFORD
P.O. BOX 177E
SANFORD. FLORIDA 32772 -177E
leiepnone: 305- 322 -3161. Ex;, 207
EMPLOYER- EMPLOYEE Job Line: 305-322-3161, Ext. 208
FOR BULL -TIN BOARD ?HTINU
CIVIL SERVICE BOARD AGENDA
MARCH 5, 1987 AT 8:00 P.M.
CITY MANAGER'S CONFERENCE ROOM
DR. JOHN F. DARBY
:.HAIRMAN
ERNEST A. CAVALLARO
LUIS M. PEREZ. M.D.
BILL MCOUATTERS
GEORGE A. RUFAS
1. Reading of the minutes of the Civil Service Board
meeting of January 8, 1987.
2. Board review of drug testing policy as amended by the
City Attorney.
3. Board review of change in classification, for 1 Fire
Lt. position to become the new position of Fire
Marshall. (proposed job description attached)
4. Board review of memo on the impact of the new
Immigration Reform Law, which goes into effect 6/6/87.
5. Board review of Civil Service Board Rules and
Regulations 1 -20.
6. Employee transactions from 1 -1 -87 to 2 -5 -87.
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To: All Civil Service Board Members
From: Christy Johnson, Civil Service Secretary
Date: February 27, 1987
Subj: Civil Service Board Rules and Regulations
At the present time I am in the process of entering the Civil
Service Board Rules and Regulations into the computer for
updating and processing purposes.
While entering Rules 1 -20 I noticed several areas that needed to
be revised as they are no longer functional as written. I have
listed the Rule and section that needs the revision.
I end of paragraph which reades as follows: the office of
the Board of City Hall. The Board normally meets in the City
Manager's conference room, however since this room may not always
be available, I would like to recommend that the last line read
as follows: at 8 P.M. in City Hall.
21 Term of Application, middle of paragraph
If the application is not renewed by the end of one years active
period, it is placed in an inactive status for one year and is
destroyed thereafter unless renewed. Recommend change in order to
agree with current office procedure. Recommended change to read
as follows: Applications become void after 1 year from date of
submission, are filed in inactive for 1 year, and after this
period are destroyed in accordance with Florida Archives.
page-h, Disqualification, 2nd line of paragraph
which reads as follows: The Board may refuse to certify as
eligible, applicants found to lack any of the established
preliminary requirements for the examination or position for
which they apply, Recommend that examination or be deleated as
testing was discontinued effective March 82.
Make recommendation to delete these two sections, as eligible
registers, and expiration of re ere discontinued in March
82
I . w
Certification -Upon receipt of a requisition the Board will,
unless the vacancy is to be filled by reinstatement or transfer
certify to the appointing authority the names of the applicants
on the eligible register RECOMMEND deleting underline text
ue,to the Civil Service Board no longer has eligible registers,
and adding the applications /resumes, in its place.
appointment to the higher eve withou )roval his
epartment head. Recommend deleting un er ine text, as a igible
registers are no longer kept due to testing being discontinued
3/82.
Recommend deleting this section, as the office no longer retains
• testing registers effective 2/82.
Wo
Any appointment whether from an entrance or promotional eligible
shall be on probation. If any probationer is tound incompetent or
unqualified to perform the duties of the position'to which he has
been appointed, the appointing authority may dismiss the
probationer if the a2POintment was made from an entrance eligible
register. If the probationer was apppointed from a romotional
register—and is found to be unsatisfactory, he shale returned
to t e same or similiar position from which the promotion was
made.
Recommend deleting all underlined text, as eligible registers
are no longer applicable. Recommend in place of promotional
eligible the word PROBATION be inserted.
4» w, recommend combining with rule 13, as they are
treated the same.
4
40
or rI ti t � line+`.
Upon receipt of a requisition to fill a vacancy of an essential
temporary, (add contractual ), or transitory nature. By adding
contractual to this section Rule 12 can be deleated.
Qualified applicants on eligible registers (recommend deleting
underlined text as eligible registers are no longer kept.) shall
be given priority of consideration, if available for temporary
appointment.
tIu*ber22 vhoie paragriapM
The acceptance of temporary employment, or the refusal thereof by
any eligible ( Change to applicant) will in no way effect the
furture consideraiton of such eligible (change to applicant)for
.
appointment to the class position or which he /she is certified.
(change to has applied.)
' 13'x`
Delete on eligible registers , as they are no longer maintained.
4'1 Ill _W, WA P4,0
The acceptance of part -time employment, or the refusal thereof by
an eligible (change to applicant) will in no way effect the
future consideration of such eligible (change to applicant) for
appointment to the class position or which he or she is
certified. (Change to has applied.)
Qualified applicants on eligible registers ( delete underlined
text)
The acceptance of emergency employment , or the refusal thereof
by an eligible (Change to applicant) will in no way effect the
future con— s deration of such eligible (change to applicant) for
appointment to the class position tor which he /she is certified
(Change to has applied)
Federal and State Regulations at the time of examination (delete
this section as testing was discontinued effective 3/82—.
May also like to recommend that at the end of this paragraph the
Board add, and meet the other qualifications of the positon as
required by the job description.
This section needs to be deleted as eligible registers are no
longer maintained.
I This section really just needs to be clarified, as it is
one of the sections that I am asked about for clarity, quite
frequently .
Recommend that Rule 2 heading reads as follows: Police and Fire
Department (Sworn Personnel) minimum requirements for Promotion
or appointment within the Fire and Police Departments.
1,10 1
Successfully demonstrated a practical knowledge of, and
proficiency in the use of, the firearms and related equipment
listed in Appendix I attacheshereto on page 8, and have attained
t e minimum stan ar s an requirements set ort therein.
Recommend deleting -aTl underlined text, as the Appendix is
constantly being changed, which more frequency than our Rules and
Regulations.
I- Oil delete this section, as with the Addition of
(Sworn Personnel) to number 2 this paragraph is not needed and is
confusing.
Recommend moving text 3 -1 thru 3 -6
under RuYe 18 �um`er 1, and renaming this text as C, D, E, F,
G, H.
R �:,,_y also be duplicated
under Number 1, and renamed I.
The following changes should make this section easier to
understand and comprehend.
se *W2
recommend that this be deleted.
reads as follows:name placed on
a a" ro riate eligible register in accordance with his —
examination grade. Recommend deleting t is as e igi le
registers are no longer kept effective 3/82, and have line read
as follows: with applications for his /her position.
TESTING
Alcohol /drug testing will be handled through Roche Biomedical
Laboratories, Inc. (RBL).
• TESTING FOR APPLICANTS IS AS FOLLOWS:
A. Primary Urinalysis testing by RBL Abuscreen (radioimmunoassy).
B. If the primary screen tests positive, a second test is per-
formed by RBL Abuscreen to confirm the first testing.
C. If the second RBL Abuscreen confirms the finding of the pri-
mary screening, the applicant is disqualified.
D. Positive specimens are retained 90 days following analysis by
f the lab should the applicant wish confirmation by another lab.
Applicant may, at their expense, have their sample tested by
GC /MS testing should they test positive.
F. A notarized affidavit from the analyst is delivered to the
Personnel Officer by mail for specimens with confirmed posi-
tive results.
Results will be discussed individually with each applicant.
Supervisors and Department Heads will only be told the applicant
has or has not passed the City's physical.
• TESTING FOR EMPLOYEES IS AS FOLLOWS:
A. Primary Urinalysis testing by RBL Abuscreen (radioimmunoassay).
B. If primary screen tests positive, secondary testing will be by
gas chromatography /mass spectrometry (GC /MS) confirmation.
C. If GC /MS testing is positive, results will be mailed along with
an affidavit from the analyst confirming a positive specimen.
D. Positive specimens will be retained 90 days if the employee
wishes confirmation by another lab.
All alcohol /drug testing results will be kept in a seperate locked
medical file; not in personnel files.
Results for employees' testing positive will be discussed with the
employee by the Personnel Officer and his /her Department Head only
to determine what actions may be necessary.
•
NA
-lens trom. \ Iclnto5h. Julian. Colbert c � "hi`�nam, f' A.
A+"L0rIItn,5 and Counsellors aL La\N
• Uou ;as Sienst�om Kenneth w.. McIntosh wed \.Julian, Jr
n'i1Lam L. CoIber`L Frank C."Whi�'Iam Cla`-ton D. Simmons
Thomas r-Whilmam Kobert K.Llclntosh
Suite 22 Sun Bank
Post Office Boa 1330 Sanford, Florida 39-72-1330 '305`3 22 -21:1
January 23, 1987
HAND DELIVERY
Frank A. Faison, City Manager
City of Sanford, Florida
Sanford City Hall
Post Office Box 1778
Sanford, Florida 32772 -1778
RE: Alcohol /Drug Testing Policy
Dear Frank:
pursuant to vour request we have reviewed the Citv's proposed
Alcohol /Drug Testing Policy. A detailed report prepared by Mr.
• Julian is attached for your information and review.
Our conclusion is that the proposed policy is consistent with
exastrng state and federal legal standards for probationary and
non - probationary employees. The law is in a state of flux an
this point and we will attempt to monitor it. The case of
Shoemaker v. Handel pending before the U. S. Supreme Court may
give us more guidance when it is finally decided.
We do suggest that in the event an applicant's initial and second
RBL test shows positive that he be given an opportunity at nis
own expense to take she mere accurate and more expensive CG / ":S
method.
One additional comment we would like to make is that whoever was
invclvea in preparing the proposea policy dia an exceliet jcb.
This is a very difficult and changing area of the law right now
and they deserve a "well done" for their time and effort.
If vcu have questions, Tease call.
Sincerely,
S ^ENSTROM, Mc".N7CS , JUG
CO ._ER r 11 IC ... , _ .
arn L. Cc
; /�5 5
0
NI r. I M
TO: WILLIAM COLDERT
FROM: NED JULIAN
DATA: January 9, 1987
Re: Sanford Drug Testing Policy
The area of drug testing of governmental employees
is an emerging area of the law without a singular decision which
provides clear guidance.
For the local government the matter is fraught with
hazards because of the need to consider not only state law but
federal law' as well. In addition, the rules for applicants may
well be different than the rules for employees, both probationary
and nor. - probationary.
Clear lines of decision seem, however, to be develop-
ing. Decisions at both the state and federal level consistently
characterize the act of urine collection for drug screening as a
search and thus controlled by the limitations of the 4th Amendment.
The issue is no longer search vel non but whether the procedure
adopted is a reasonable intrusion into an employee's reasonable
expectation of privacy.
On. the issue of reasonableness, the courts appear
no make a distinction between employees on the basis of task, -.e.
ponce officers vis-a-vis maintenance workers: the difference lying
in the "tools of trade" revolver or screw driver and persons direct-
r
•
lv affected, bus load of passenaers cr the singular drive.- of a
mun cinal vehicle.
Secondary issues are the accuracy cf the analytical
protocal and opportunity for employee challenge.
The proposal of the City of Sanford for testing of
non - probationary employees and probationary employees is consistent
with emerging standards at both the state, and federal2 level.
Emerging guidelines require reasonable suspicion
on an individualized basis for a required submittal to testing as
to emplovees; a testing protocal deemed to be sufficiently accurate
for protection of emplovees from "fake positive" results; and an
opportunity for the employee (non - probationary) to challenge the
results prior to discipline. Although probationary emplovees are
not entitled to a pre - discipline hearing, as thev have no protected
property right, it would be well to bear in m_nd that thev are,
on demand, entitled to a "liberty interest" hearing.
i have been unable to find any case decisions
lat_ng to persons seeking emplc�vrment as opposed to those ayreadv
emnloved. Language in the Patchacue case succests that the city's
approach is acceptable with a caveat.
Screening for applicants and probationav emplovees
is at a lower level of test intensity and thus at a lesser cost
than screening for non- instructional personnel. In the case of
challenge the City should be p- repared to facilitate, at the appl_-
• cant's cr _rcbat -onary emplcyee's cos- screening L :z n„ the
accurate CG /MS method.
For the future the case to watch is: Shoemaker v.
Handel, which is presently pending appeal to the U.S. Supreme Court.
It may be the singular case which gives clear guidelines.
NNJJr
I *
1. City o= Palm bav v Bauman, 475 So.2d 1-22 (�la.5th DCh 1985)
Patchoaue- N_�edford Congress v. Bd. cf , 505 N.Y.S. 2d 888 (N.Y. 1986)
Capers v C_tv o. Rlaintie_d, 55 L.W. (N.J. 1986)
2. Jones v. McKengie, 628 r.Supp. 1500 (USDC - DC 1986)
National Treasury ymplovees Union v. Von. Rabb, (USDC - E.D.Da. 1986)
0
Impact of new- Irrlmi ration Reform law
plover fails to request the appropriate
tract, a clause making clear the respon-
by Janet Quist
documentation, a $100—$ 1,000 fine
sibility of the contractor or subcontractor
may be imposed:
for the legal worker status of its employ -
Several specific provisons of the Immi-
The law further requires an employer
ees.
gration Reform and Control Act of 1986,
and employee to sign a form attesting to.
-
signed into law by President Reagan No-
the fact that the appropriate documenta-
TIMELINE FOR INTERIM
vember 1, 1986-will impose new and
lion was examined, If..the individual is
FINAL RULES
increased manpower, financial and legal
hired the employer must keep the signed
CONTROL ACT OF 1986
res alities.
form for at least three years or, should
New proposed regulations to imple-
employment end sooner, the form must
January 16: Draft of proposed regula-
- ment the employer sanctions, legaliza-
be kept for one year following termina-
tions complete for outside comment '
tion and special agricultural worker pro-
tion. (Which ever is longer.) The form
INS sends notification to Federal Register
visions of the new law have just been
being considered is currently being circu-
to notify public that draft proposed regu-
issued for comment. This report is in-
lated for public comment. -
lations are available upon "call in" re-
tended to focus on some of the employer
While it is not necessary for an em-
quest. The phone number at INS is (202)
sanctions provisions as they impact cities
plover to keep the signed form of an
786 -4764. The notice is published 3
and towns, for' as employers, cities and
individual not hired, it is advisable to do
working days after it is received by the
towns will have to comply with new.
so to avoid possible prosecution for
Federal Register.
recordkeeping requirements.
discrimination. (Under Title VII of the
January 21 - February 5: Notice re-
Moreover, many - municipalities will
Civil Rights Act of 1964, it is illegal for an
garding "call in" request period pub -
find themselves exposed to law suits
employer to refuse to hire someone be- _
lished in the Federal Register. Requests
brought by newly legalized aliens who
'
cause he or she believes the individual is
for draft proposed regulations will be
believe they have been discriminated
foreign.) :. "-:: • -__ : - . . -
taken for 12 working days, until Febniar5
against by an potential employer.,
The employer sanctions provision of
5. - - - •-- - • - - -- -• • •-
• (municipality) `,;:.:
the law goes into P#a=ly nP F 1987 For _
February 5 - 13: INS reviews com-
The employer sanctions provision is a
the six months following that date, an
ments received on draft proposed regula-
major component of the law which di-
"education" period begins during which --
lions..' INS re- drafts proposed regula-
rectly effects local governments as em-
forms are distributed and information is
tions. -
ployers: Upon hiring any individual, an,
disseminated to employers and the gen-
February 16 - 20: Send proposed regu-
employer may be liable for fines regard -. -
- eral public. Employers will not be subject =
lations to -Office of-Management and
less of whether it appears dear that the _:.
- to any. _penalties •_for none complience
Budget (OMB) for approval. -- - • .
prospective employee is legally eligible
with the law during this time. =
- February 23: INS sends proposed
to work in the U.S., the elm Lover must
An employer will be subject to
regulations to the Fedral Registez The
ask for and examinees entanoonn in
warnings or citations beginning twelve
proposed regulations will be published 3
order to v the legal emplovability of,-
months following the end of the' educa-
working days after they are received by
the accent . -'' .... --- :., -, -, -
tion" period. Once the law is fully imple-
the Federal Register Office.
A prospective employer, however, is .-
mented, (which. is at the end of the
February 26 - March 27: Public Com-
not liable forhiring an individual passing -
_ _ twelve month period), the penalty- -for
ment period.' Written comments shoulc
fraudulent documents if he or she- has
knowingly hiring an illegal alien will be:
be sent to: Legalization and Special Agri-
made a "reasonable" judgment regard -- -
- $250 - $2,000 (for each individual) for a " " "-
` cultural Worker, Immigration and Natu-
ing their authenticity. Any one,--of the =- ;_
-- first offense; $2, 000 - $5,OOGbeach) `for -. "'—
ralization' :Service; 425 Eye Street;.N.titi -_ -
following is • considered--an acceptable
second: offense; and $3,000.,-$10,000
Washington,-D.C. 20536
form of identification U.S_ birth certifi-
(each) for a third offense. For employers
Employer Sanctions, Immigration anc
cate or passport, Social Security card and
who continually actin violation of the
Naturalization Service, 425 Eye Sree:
driver's. license; :state issued LD:.. card,
law, the fine can be up'to $3,000 or six
N.W. Washington, D.C. 20536
certificate of citizenship or naturalization,
months in jail.
March 30 - April 10: INS reviews put
unexpired • foreign passport with work
Furthermore, under the new law it is
lic comments received and drafts interir
permit ( "green card ") issued by the Im-
illegal for an employer to require a poten-
final rules.
migration-and Naturalization Service
tial employee to "post bond" to cover the
(INS), or a resident alien card with photo-
costs an employer might incur should the
BUILDING SYSTEMS
and personal identification.
new employee, in fact, be an undocu-
GUIDELINES PUBLISHED .
the reality that propoer identifi-
mented worker.
The first set of national guidelines fc
�Given
tion may not be immediately at hand,
Employers which subcontract services
designing and adapting building systerr
an employer is considered to be in com-
- as do many municipal govemments -
struc'.'hres to the surrounding enviror
pliance with the law if the newly hired
may be as liable for the immigration
ment has been published by the Buildir.
worker presents the necessary documen-
eli gibility status of the workers hired as
Svstems Institute, Inc
tation within twenty -four hours of being
the empiover who actually signs the pay
Titled "Building Systems: Archite•.
hired.
check. Therefore, it may be prudent for
tural Design and Planning Guidelines.
For each incident whereby an em-
the municipalih, to include in am• con-
the 16 -page color booklet is designed
ADDITIONAL EMPLOYEE TRANSACTIONS
NAME DEPT. /DIV. DATE TRANSACTION
A. Fontana Police 1 -1 -87 Returned to Police
Officer 1st class.
W.
Thurman
Ld. Cust. Wkr.
1 -2 -87
L.
Smith
Admin. Svs.
1 -5 -87
V.
Riles
Graphics Drft
1 -5 -87
R.
Grey
Rec. Leader
12 -29 -86
M.
Johnson
Prk. Enf. Spec
1 -16 -87
N.
Murray
MWI -Parks
1 -9 -87
R.
McIntyre
MWI -Sewer
1 -9 -87
W.
Martin
Refuse Coll.
1 -12 -87
R. George P.T. Rec Supv 1 -12 -87
D.
Hill
Rec. Leader
1 -13 -87
M.
Cotton
Police
1 -16 -87
J.
Marder
City Planner
1 -13 -87
R.
Davenport
MWI -Water
1 -19 -87
J.
Mason
MWI -Sewer
1 -29 -87
J.
Wall
MWI -Water
2 -5 -87
Retiring
Working 5 months error in
retirement time
Renewal of Contractual
employment. Emp. 9/2/86
Resigned: Contractual
emp .
Resigned, Moved
Resigned
Resigned
Step C, not above satis-
factory
Resigned,Contractual emp.
Term.,failed to call in
for 5 days
Voluntary Demotion
Special Eval.: above
average, step C
Resigned, Personal
Suspension: 2 days for
lateness
Written Rep.: lateness
and tardiness
0
EQUAL PROTECTION DR. JOHN F. DARBY
CIVIL SERVICE BOAPD CHAIRMAN
ER NEST A. CAVALLARO
OF THE
•
CITY O F S A N F O R D LUIS M. PEREZ, M.D.
P.O. BOX 1778 BILL McOUATTERS
SANFORD, FLORIDA 32772 -1778
Telephone: 305 - 322 -3161, Ext. 207 GEORGE A. RUFAS
EMPLOYER - EMPLOYEE Job Line: 305- 322 -3161, Ext. 208
Minutes of the Civil Service Board meeting of January 8, 1987
MEMBERS PRESENT:
ALSO PRESENT:
Chairman, Dr. John F. Darby
Secretary, Dr. Luis M. Perez, M.D.
Bill McQuatters
Ernest A. Cavallaro
George A. Rufas
Kim Smith, Dir. of Admin. Services
Ron Neel, Asst. Fire Chief
Christy Johnson, Civil Service Sec.
Mike Hoening
Chairman Dr. Darby opened the meeting at 8:02 P.M., Thursday
January 8, 1987 with a full quorum. The meeting was held
in the City Manager's Conference Room, Sanford City Hall.
OLD BUSINESS:
The Chairman called for the reading of the minutes of the last
regular Civil Service Board meeting held December 4, 1986.
Motion made by George Rufas, and seconded by Ernest Cavallaro
to approve the minutes as mailed. Motion Carried.
NEW BUSINESS:
The Board then discussed agenda item #2. Ron Neel, Asst. Fire
Chief discussed with the Board the reason for the request, and
why work experience should be substituted for portions of the
A.S. degree requirements for Fire Lieutenant.
The Board members and the Asst. Fire Chief then discussed at
length the Fire Lieutenant and Battalion Chief job descriptions.
Some discrepancies were noted between the requirements for
Fire Lieutenant and the requirements for Battal ion Chief .
Motion made by George Rufas to keep the educational requirements
for Fire Lieutenant the same as noted on job description.
Motion seconded by Bill McQuatters. Motion Carried.
Motion made by George Rufas to recommend to the City to amend
the Battalion Chief job description so that the educational
requirements are equal to or greather than the Fire Lieutenant
educational requirements. Motion seconded by Dr. Perez.
Motion Carried.
The Board members would also like to recommend to the City to
consider all job descriptions which require a degree, as City
employees can apply for positions which require a degree
with meeting only half of the degree requirements. It was
recommended by the Board members to monitor , or set a time
frame for the employees to acquire the rest of the degree
requirements.
U
Minutes for January 8, 1986 cont'd.
The Board members then reviewed agenda item #3 the policy
for the Employee Assistance Program.
The Board approved 2 changes to the policy as submitted
on page 7, paragraph H. to read as follows.
All records pertaining to the Employee Assistance Program
kept-by-PPG- (deleted) will be treated with the same degree of
confidentiality afforded employees' medical records. Voluntary
self - referred individuals seeking assistance will be able to
do so with complete anonymity, making RR6- (deleted), (Add)
the consultant unable to share information with the City without
the employee's written consent.
Motion made by Dr. Perez, and seconded by Bill McQuatters to
note the changes made to paragraph H. as listed and to approve
the EAP as submitted. Motion Carried.
Motion made by Dr. Perez, and seconded by Ernest Cavallaro to
add to the Civil Service Rules and Regulations as number 36.
Motion Carried.
The Board members then reviewed the employee transactions from
November 21, 1986 to December 24, 1986. Motion by Dr. Perez
and seconded by Ernest Cavallaro to approve as submitted.
Motion Carried.
There being no further business before the Civil Service Board
the meeting was adjourned at 9:20 P.M., January 8, 1987 upon
receiving a motion from George Rufas and Seconded by Ernest
Cavallaro . Motion Carried.
O