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CSB ag & mins & misc 2003EQUAL PROTECTION CIVIL SERVICE BOARD OF THE • CITY OF SANFORD P.O. BOX 1788 SANFORD, FLORIDA 32772 -1788 Telephone: 407 - 330 -5629 EMPLOYER - EMPLOYEE Job Line: 407 - 330 -5676 AGENDA CIVIL SERVICE BOARD MEETING November 20, 2003 6:00 P.M. City Manager's Conference Room City Hall, 2nd Floor • 1. Approval of Civil Service Meeting on 10/9103 II. Approval of Volunteer Program Coordinator- Police job description III. Other Business ADVISE TO THE PUBLIC: IF A PERSON DECIDES TO APPEAL A DECISION MADE WITH RESPECT TO ANY MATTER CONSIDERED AT THE ABOVE MEETING, OR HEARING, HE MAY NEED A VERBATIM RECORD OF THE PROCEEDINGS, INCLUDING THE TESTIMONY AND EVIDENCE, WHICH RECORD IS NOT PROVIDED BY THE CITY OF SANFORD. (FS 286.0105) PERSONS WITH DISABILITIES NEEDING ASSISTANCE TO PARTICIPATE IN ANY OF THESE PROCEEDINGS SHOULD CONTACT THE HUMAN RESOURCES OFFICE A.D.A. COORDINATOR AT (407) 330 -5626, 48 HOURS IN ADVANCE OF THIS MEETING. r. J _.v, l • MINUTES CIVIL SERVICE BOARD MEETING OF OCTOBER 9, 2003 6:00 P.M. CITY MANAGER'S CONFERENCE ROOM CITY HALL, SANFORD, FLORIDA MEMBERS PRESENT: William T. Royster ._r Lorenzo Polk Linda Kuhn f� Katheryn Alexander MEMBERS ABSENT: Oscar Redden The meeting was called to order at 6:00 P.M., by Mr. Royster. First order of business: The approval of the additions /deletions to the Police Lieutenant's job . description. After open discussion, Linda Kuhn motioned to approve the new job description of Police Lieutenant; seconded by Katheryn Alexander and carried by vote of the Board7as follows: 0 Katheryn Alexander Aye Linda Kuhn Aye Lorenzo Polk Aye Next Item: Hugo Camara disbarment request. The purpose of Mr. Camara's request was to remove the disbarment so that he could once again be considered for employment with the City of Sanford. Mr. Denaro asked that the statement received from the conversation with his supervisor Mr. Johnnie Blake be entered into the record. Mr. Camara insisted that Mr. Blake's comments were not correct, and that he notified his supervisor. After discussion, Mr. Royster asked Mr. Denaro what was the City's position in the removal of Mr. Camara's disbarment. Mr. Denaro stated that his position is that the City welcomes former employees to apply, they would be considered as any other employees, unless there is some official legal document which keeps them from applying such as settlement termination which is not in this case. If the disbarment is removed, Mr. Camara is welcomed to apply; although there is no guarantee that he would be employed. The hiring supervisor would review his file and select the most qualified for the job. Mr. Royster asked Mr. Denaro if he has any objection to him applying, Mr. Denaro said absolutely not. Mr. Camara insisted he talked with Mr. Blake in length about leaving his employ. Mr. Polk encouraged Mr. Camara in the future to give a two (2) week notice, because that is a requirement of most jobs. Minutes from Civil Service Board Meeting October 9, 2003 Page Two of Five Mr. Polk made the motion to lift the disbarment from Mr. Camara's record. Seconded by Ms. Alexander and carried by vote of the Board as follows: Lorenzo Polk Aye Katheryn Alexander Aye Linda Kuhn Aye Next Item of Business was the Disciplinary Appeals Hearing of Robin Brown: Mr. Joseph Denaro (Human Resources Director) notified the Board that Kevin Smith, Finance Director will be appearing on behalf of the City. Robin Brown, appeared on behalf of Petitioner (herself) Ms. Brown was given two (2) options, if the witnesses will be sequestered or if they would be leaving the room. Request was that all witnesses be sequestered. Direction was given for all potential witnesses to leave the room. Ms. Brown was asked if she wanted to make an opening statement. x Robin Brown's opening statement is as follows: This suspension was brought on by another situation where she was written up internally in the Department not formally through Human Resources. It escalated to the suspension. Discussion was held on the difference between Department files and Human Resources File. Noted that the Personnel file is the official record. Kevin Smith's opening statement is as follows: Personnel Policies allows Department Heads to suspend an employee for just cause. Define to include insubordination and conduct unbecoming a public employee. Those are the reasons Robin was suspended, no prior incident that caused the suspension. However, provided history, showing a pattern that magnifies this incident. However reiterated that this incident was the reason for suspension. Met with Robin to discuss incident, in which she became upset and called him (Kevin Smith) and Deputy Finance Director (Jerry Boop) a liar. This is the justification for the insubordination, along with accusation that the Deputy Finance Director "wanted to fire her," in which she adamantly stated that he couldn't. When questioned "why," her response was "because I will go to the commission." I believe that to be not submitting to authority. In which the Disciplinary action was initiated and she was suspended. Robin wanted to rebuttal a statement that was made in Mr. Smith's opening statement disputing her calling them liars, but was told (by Mr. Royster) the order of meeting (opening statements, call witnesses, questions and then rebuttals). Ms. Brown then made reference to the Personnel Rules and Regulations 2.73 (B. Said written reprimands are restricted to actions occurring within • two (2) years prior to the date of the written reprimand. Minutes from Civil Service Board Meeting October 9, 2003 Page Three of Five She was then told she was arguing her case, save it, and that she would have ample time to present that later. Call of witnesses: Cynthia Porter - Did not appear, was on vacation but provided a notarized statement which was read into the record by the Civil Service Secretary, Sabrina Benton. Susan McGlashan - Did not appear, nor did she provide a statement. John Jones - Appeared (provided diagram seating of Finance Department's personnel) Cheryl McCormick - Appeared Sue Bean - Appeared Karen Ward - Appeared Janet Dover - Appeared Mr. Royster (Vice Chairman) called for a five (5) minute recess and during that time two (2) witnesses were excused from appearing for testimony. They are as follows: r Marion Anderson - Excused Phyllis Gibson - Excused Meeting was reconvened by Mr. Royster. Upon reconvening, Ms. Brown was questioned referencing the release of witnesses. In answer verbatim: I excused Marion Anderson and Phyllis Gibson. Call of witnesses continued: Benjamin Crawford - Appeared John Stuart - Appeared Fred Fosson - Appeared Joseph Denaro - Appeared Jerry Boop - Appeared Kevin Smith - Appeared Both parties were provided full opportunity to question and cross examine all witnesses during the hearing. 0 Minutes from Civil Service Board Meeting October 9, 2003 Page Four of Five At the conclusion of testimonies and after extensive discussion, the Board was notified of their options which are uphold, rescind or mitigate. Emphasized that the Board makes a recommendation only, the City Manager makes the final decision. And at the admission of the Petitioner to said charges, the Board unanimously upheld the five (5) day suspension presented to Ms. Brown. Finding of facts by Ms. Katheryn Alexander: From listening to testimony of all, with all the witnesses saying the same thing, and she agreed. It seems that she is not able to follow the directions from her superior /superviors. She has agreed with the responses that they have made, I feel that I will be upholding the recommendation coming from Mr. Smith. Finding of facts by Lorenzo Polk: You are in a stressful job. That is the profession that you chose, and it appears that you are stressed but that doesn't justify insubordination. Because if I get upset every time my bosses are mean or if things do not go my way then I would be out the door. But you admitted several times that you were out of line. There are different ways to handle your concerns than the route you took. I would be more concerned about my health, if I were you. • But I still stand with the City. Finding of facts by Linda Kuhn: I have over 20 years experience with supervising, had a staff of eleven (11) employees in a previous occupation and on a daily basis had to deal with these types of issues. I want to emphatically let you know, that if I had an employee that had talked to me the way you spoke to Ms. Johnson, Mr. Boop or Mr. Smith you would have been terminated. I think that you have been given numerous opportunities and have been counseled numerous times. I do understand that your job is stressful, but I don't understand that if as you have stated you have been dealing with this for five (5) years and you have done nothing to rectify it. I also find that you have significant problems taking direction from your supervisors. They are your supervisors for a reason and I do believe that there are better ways to deal with a disagreement. Perhaps after the facts of the situation you might go in and calmly talk to them as to your reasoning or perception as to what transpired. But I don't think the way that you have been handling it throughout your employment history here with the City of Sanford has been appropriate. So, I will uphold the action. Mr. Royster statement & opinion: Fortunately what I have heard the Chairman doesn't have to vote, but I will give my opinion anyway. The preponderance of witnesses supported the documents from Mr. Smith. Even your own witnesses supported not only this situation, but others that were mentioned in this document. Other witnesses had very little contact with you and had no real effect on it, but the ones who really gave a lot of discussion and that you asked a lot of questions of supported the accusations of insubordination and offensive conduct. r� �J • Minutes from Civil Service Board Meeting October 9, 2003 Page Five of Five I agree with Ms. Kuhn that, I have eight (8) or ten (10) people that I manage, if I had a situation similar to this they would no longer be employed. Not with me. I think that you have been given some good advice, by the people that are sitting here. We have no ax to grind. We have no ties with the City whatsoever. We serve for a big pay of zero to hear all of this and the longer we sit here, get the same pays, so we have no dog in this race. I think these people have heard what has been said, from all the different people and taking your information also and digested it and come back and said, there are some things that you could do to help yourself. And I think it would be wise if you would listen to some of these comments, because we are not employees or co- workers or manager dealing with you. We are sitting here across the fences (supposedly) independent of everything taking place. And we have all come to pretty much the same conclusion and to get a little bit folksy here, mother use to tell me, "Son when everybody else is wrong but you it is time to look at yourself." So I would suggest that you take some of the counseling being offered and I will be voting for favor to upholding also. If there is no more discussion or comment, the floor is open for a motion. Ms. Kuhn made a motion to uphold the action take by motioned. It was seconded by Mr. Polk and Ms. Alexander. Mr. Royster asked for any discussion. There was none. The vote of the 0 Board was unanimous and as follows: Linda Kuhn Aye Lorenzo Polk Aye Katheryn Alexander Aye William Royster Aye There was no further business. Mr. Royster thanked everyone for coming and the meeting was adjourned at 9:50p.m. 0 • EMPLOYEE APPEAL PROCESS FORM SUBJECT: Disciplinary Action - Suspension (5 days) EMPLOYEE NAME: Robin Brown DATE 10115103 STEP 1: EMPLOYEE APPEAL DEPARTMENT: Finance Department DIVISION: Admin. BACKGROUND: Disciplinary Action Record states employee violated Personnel Rules and Regulations 2.71(1) "The employee has been guilty of insubordination or of disgraceful conduct." Disciplinary Action Record states employee violated Personnel Rules and Regulations Z 71(M "The employee is offensive in his/her conduct or language in public or toward the public, officials or employees. " STEP 2: HEARING OFFICER FINDINGS: DATE: Skip to Step 3 STEP 3: CIVIL SERVICE BOARD APPEAL/RECOMMENDATIONS DATE: 10/09/03 • After hearing all testimony and evidence presented by both Ms. Robin Brown and Mr. Kevin Smith, it is the recommendation of the Civil Service Board that the disciplinary action brought against Ms. Brown is upheld. (See Attached Civil Service Board Meeting Minutes) STEP 4: CITY MANAGER RECOMMENDATIONS \ DATE: l 71 7 v.Q � fie_ u . STEP 5: CITY COMMISSION HEARING DATE: • 0 0 THE CIVIL SERVICE BOARD OF THE CITY OF SANFORD, FLORIDA In Re: Civil Service Hearing Robin Brown, Petitioner/Employee RULING The Civil Service Board, having been duly authorized to conduct Hearings pursuant to Section 2- 343 of City of Sanford Ordinance No. 3428, (hereinafter referred to as "Ordinance "), finds as follows: 1. All parties received notice of hearing, and a hearing was conducted on October 9, 2003. 2. Kevin Smith appeared on behalf of the City. 3. Robin Brown appeared on behalf of Petitioner/Employee. 4. Both parties were provided full opportunity to present evidence and cross examine all witnesses during the hearing. At the conclusion of the hearing, the Board unanimously stated that the level of discipline deemed was in fact appropriate, at the admission of the Petitioner/Employee in her testimony. 5. The Board members discussed a motion to recommend that the City Manager uphold the discipline of Petitioner/Employee. The vote of the Board was unanimous as follows: William T. Royster Aye Katheryn Alexander Aye Linda Kuhn Aye Lorenzo Polk Aye The Hearing was adjourned. ia�, '2� � William T. Royster, Vice Ch ' erson Date City of Sanford Civil Service Board • CITY OF SANFORD VOLUNTEER PROGRAM COORDINATOR GRADE Al l POLICE POSITION NO. FLSA STATUS: NON - EXEMPT KIND OF WORK Performs administrative and supervisory work with responsibility for planning, coordinating, and implementing citizen volunteer programs. Primary duties include conducting public awareness campaigns to educate and inform the community of volunteer opportunities and encourage participation; planning, organizing and coordinating assignments; determining program needs; recruiting, screening and placing volunteers; maintaining records, developing rewards and incentives to maintain existing volunteers to sustain program goals, and monitoring and assessing the program's effectiveness. o., oa +t,.., a es ..+� „a es,t�� ..: EXAMPLES OF DUTIES • Manages, plans, coordinates and schedules a volunteer program; • Conducts public awareness programs regarding training and volunteer opportunities in an effort to generate program interest and participation; • Participates in the design and implementation of new /expanded programs to provide departmental support; • Assists in the development of standard operating procedures for volunteer assignments; • Researches departmental needs and recruits, screens, and places volunteers in appropriate programs based on assessment of skills; • Monitors and evaluates volunteer programs to assess effectiveness; maintains records utilizing personal computer; analyzes data and recommends new or expanded programs, • Conducts orientation to acquaint volunteers with the program's mission, goals, and objectives, and rules and regulations; provides support and training as required; • Plans, develops, and administers an award /incentive program for volunteers; monitors budget for supplies and awards program; • Performs other related duties as needed to facilitate the accomplishment of the program's goals and objectives. 0 KNOWLEDGE. SKILLS AND ABILITIES • Knowledge of community social agencies offering volunteer services; • Knowledge of basic accounting, bookkeeping practices, and budget preparation; • Knowledge of non - profit agencies, community - based organizations, business resources, schools and corporations offering volunteer services, educational, cultural and recreational programs, and their organizational functions; • Thorough knowledge of office management practices and supervision; • Knowledge of and ability to operate with efficiency a personal computer containing Microsoft Office Programs, and Internet Applications; • Ability to develop and administer various projects and programs; • Ability to effectively plan, coordinate, and schedule various activities; • Ability to monitor and evaluate program effectiveness, and to recommend new or expand existing programs; • Ability to establish and maintain effective working relationships with public officials, supervisors, co- workers, citizen groups, law enforcement officials, department heads and the general public, • Ability to present programs and ideas orally and in writing, and to speak effectively to public groups and civic organizations; • Ability to communicate effectively both verbally and in writing; • Ability to follow instructions and to work independently as required; • • Skillful in technical report writing; C 51 (e ESSENTIAL 112Q1IMUM QUALIFICATIONS Ide Must have a High School Diploma. Two (2 years experience in Social Service Programs, Public Relations, or related field is . Knowledge of personal computers is required. Must satisfactorily pass a police background investigation. Must possess a valid Florida Driver's License. SUPERVISION RECEIVED f h15 k 66 C l� Work is performed under the general supervision of the Chief of Policiand is reviewed periodically through conferences, reports, and evaluation of results achieved. CITY OF SANFORD 0 VOLUNTEER PROGRAM COORDINATOR POSITION NO. FLSA STATUS: NON - EXEMPT KIND OF WORK Performs administrative and supervisory work with responsibility planning, coordinating, and implementing volunteer programs. Primary duties include conducting public awareness campaigns to educate and inform the community of volunteer opportunities and encourage participation; planning, organizing and coordinating assignments; determining,program needs; recruiting, screening and placing volunteers; maintaining records, developing rewards and incentives to maintain existing volunteers to sustain program goals, and monitoring and assessing the program's effectiveness. Work is performed under general supervision and is reviewed periodically through conferences, reports, and results achieved. EXAMPLES OF DUTIES • Manages, plans, coordinates and schedules a volunteer program. + Conducts public awareness programs regarding training and volunteer opportunities in an effort to generate program interest and participation. • Participates in the design and implementation of new /expanded programs to provide departmental support. • Assists in the development of standard operating procedures for volunteer assignments. • Researches departmental needs and recruits, screens, and places volunteers in appropriate programs based on assessment of skills. • Monitors and evaluates volunteer programs to assess effectiveness; maintains records utilizing personal computers; analyzes data and recommends new or expanded programs. • Conducts orientations to acquaint volunteers with the program's mission, goals and objectives, and rules and regulations; provides support and training as required. • Plans, develops, and administers an award /incentive program for volunteers; monitors budget for supplies and award program. • Performs other related duties as needed to facilitate the accomplishment of the program's goals and objectives. 0 N KNOWLEDGE, SKILLS AND ABILITIES • Knowledge of social agencies that offer volunteer services. • Knowledge of basic accounting, bookkeeping practices, and budget preparation. • Knowledge of non - profit agencies, community -based organizations, business resources and schools and corporations that offer volunteer services, educational, cultural and recreational programs and their organizations' overall functions. • Thorough knowledge of office management practices and supervision. • Ability to develop and administer various projects and programs. • Ability to effectively plan, coordinate, and schedule various activities. • Ability to monitor and evaluate program effectiveness, and to recommend new or expand existing programs. • Ability to establish and maintain effective working relationships with employees, citizen groups, law enforcement officials, department heads and the general public. • Ability to present programs and ideas orally and in writing, and to speak effectively to public groups and civic organizations. • 40 Ability to operate with proficiency personal computers, Microsoft Office programs, internet, and other standard office equipment. • Ability to establish and maintain an effective working relationship with public officials, supervisors, co- workers, and the general public. • Ability to communicate effectively both verbally and in writing. • Ability to follow instructions and to work independently as required. • Must have technical report writing skills. ESSENTIAL MINIMUM QUALIFICATIONS Must be HSG and two (2) years of experience in Social Services, Public Relations, or related field is preferred. Knowledge of personal computers required. Must pass police background investigation. Must possess a valid Florida Driver's License. SUPERVISION RECEIVED Work is performed under general supervision of the Deputy Chief of Police. SUPERVISION EXERCISED • None. 0 X1*t4 Z- CITY OF SANFORD VOLUNTEER PROGRAM COORDINATOR POSITION NO. FLSA STATUS: NON - EXEMPT KIND OF WORK Performs administrative and supervisory work with responsibility planning, coordinating, and implementing volunteer programs. Primary duties include conducting public awareness campaigns to educate and inform the community of volunteer opportunities and encourage participation; planning, organizing and coordinating assignments; determining, program needs; recruiting, screening and placing volunteers; maintaining records, developing rewards and incentives to maintain existing volunteers to sustain program goals, and monitoring and assessing the program's effectiveness. Work is performed under general supervision and is reviewed periodically through conferences, reports, and results achieved. EXAMPLES OF DUTIES • + Manages, plans, coordinates and schedules a volunteer program. + Conducts public awareness programs regarding training and volunteer opportunities in an effort to generate program interest and participation. • Participates in the design and implementation of new /expanded programs to provide departmental support. • Assists in the development of standard operating procedures for volunteer assignments. • Researches departmental needs and recruits, screens, and places volunteers in appropriate programs based on assessment of skills. • Monitors and evaluates volunteer programs to assess effectiveness; maintains records utilizing personal computers; analyzes data and recommends new or expanded programs. • Conducts orientations to acquaint volunteers with the program's mission, goals and objectives, and rules and regulations; provides support and training as required. • Plans, develops, and administers an award /incentive program for volunteers; monitors budget for supplies and award program. • Performs other related duties as needed to facilitate the accomplishment of the program's goals and objectives. 0 . KNOWLEDGE, SKILLS AND ABILITIES • Knowledge of social agencies that offer volunteer services. • Knowledge of basic accounting, bookkeeping practices, and budget preparation. • Knowledge of non - profit agencies, community -based organizations, business resources and schools and corporations that offer volunteer services, educational, cultural and recreational programs and their organizations' overall functions. • Thorough knowledge of office management practices and supervision. • Ability to develop and administer various projects and programs. • Ability to effectively plan, coordinate, and schedule various activities. ESSENTIAL MINIMUM QUALIFICATIONS Must be HSG and two (2) years of experience in Social Services, Public Relations, or related field is preferred. Knowledge of personal computers required. Must pass police background investigation. Must possess a valid Florida Driver's License. SUPERVISION RECEIVED Work is performed under general supervision of the Deputy Chief of Police. SUPERVISION EXERCISED • None. Ability to monitor and evaluate program effectiveness, and to recommend new or expand existing programs. Ability to establish and maintain effective working relationships with employees, citizen groups, law enforcement officials, department heads and the general public. Ability to present programs and ideas orally and in writing, and to speak effectively to public groups and civic organizations. Ability to operate with proficiency personal computers, Microsoft Office programs, internet, and other standard office equipment. Ability to establish and maintain an effective working relationship with public officials, supervisors, co- workers, and the general public. • Ability to communicate effectively both verbally and in writing. • Ability to follow instructions and to work independently as required. -o Must have technical report writing skills. ESSENTIAL MINIMUM QUALIFICATIONS Must be HSG and two (2) years of experience in Social Services, Public Relations, or related field is preferred. Knowledge of personal computers required. Must pass police background investigation. Must possess a valid Florida Driver's License. SUPERVISION RECEIVED Work is performed under general supervision of the Deputy Chief of Police. SUPERVISION EXERCISED • None. . CITY OF SANFORD VO UNTEER PROGRAM COORDINATOR GRADE A11 POLICE POSITION NO. FLSA STATUS: NON - EXEMPT KIND OF WORK Performs administrative and supervisory work with responsibility for planning, coordinating, and implementing citizen volunteer programs. Primary duties include conducting public awareness campaigns to educate and inform the community of volunteer opportunities and encourage participation; planning, organizing and coordinating assignments; determining program needs; recruiting, screening and placing volunteers; maintaining records, developing rewards and incentives to maintain existing volunteers to sustain program goals, and monitoring and assessing the program's effectiveness. Work eff finea under general s ^ _ ._ _. __ _ ^a is __. __..ed pef edieally „ Yom. � b_� MY °�'` .� Yom_- -^ --J EXAMPLES OF DUTIES • Manages, plans, coordinates and schedules a volunteer program; • Conducts public awareness programs regarding training and volunteer • opportunities in an effort to generate program interest and participation; • Participates in the design and implementation of new /expanded programs to provide departmental support; • Assists in the development of standard operating procedures for volunteer assignments; • Researches departmental needs and recruits, screens, and places volunteers in appropriate programs based on assessment of skills; • Monitors and evaluates volunteer programs to assess effectiveness; maintains records utilizing personal computer; analyzes data and recommends new or expanded programs; • Conducts orientation to acquaint volunteers with the program's mission, goals, and objectives, and rules and regulations; provides support and training as required; • Plans, develops, and administers an award/incentive program for volunteers; monitors budget for supplies and awards program; • Performs other related duties as needed to facilitate the accomplishment of the program's goals and objectives. C� • KNOWLEDGE, SKILLS AND ABILITIES • Knowledge of community social agencies offering volunteer services; • Knowledge of basic accounting, bookkeeping practices, and budget preparation; • Knowledge of non - profit agencies, community - based organizations, business resources, schools and corporations offering volunteer services, educational, cultural and recreational programs, and their organizational functions; • Thorough knowledge of office management practices and supervision; • Knowledge of and ability to operate with efficiency a personal computer containing Microsoft Office Programs, and Internet Applications; • Ability to develop and administer various projects and programs; • Ability to effectively plan, coordinate, and schedule various activities; • Ability to monitor and evaluate program effectiveness, and to recommend new or expand existing programs; • Ability to establish and maintain effective working relationships with public officials, supervisors, co- workers, citizen groups, law enforcement officials, department heads and the general public; • Ability to present programs and ideas orally and in writing, and to speak effectively to public groups and civic organizations; • Ability to communicate effectively both verbally and in writing; • Ability to follow instructions and to work independently as required; • Skillful in technical report writing; ESSENTIAL MINIMUM OUALIFICATIONS Must have a High School Diploma Two (2) years experience in Social Service Programs, Public Relations, or related field is ' �Ad. Knowledge of personal computers is required. Must satisfactorily pass a police background investigation. Must possess a valid Florida Driver's License. SUPERVISION RECEIVED Work is performed under the general supervision of the Chief of Police and is reviewed periodically through conferences, reports, and evaluation of results achieved. • • 7 7' r\` 7C, `T \�U CITY OF SANFORD VOLUNTEER PROGRAM COORDINATOR POSITION NO. FLSA STATUS: NON - EXEMPT KIND OF WORK Performs administrative and supervisory work with responsibilit planning, coordinating, and implementing volunteer programs. Primary duties include conducting public awareness campaigns to educate and inform the community of volunteer opportunities and encourage participation; planning, organizing and coordinating assignments; determining,program needs; recruiting, screening and placing volunteers; maintaining records, developing rewards and incentives to maintain existing volunteers to sustain program goals, and monitoring and assessing the program's effectiveness. W ncLis revi ed. EXAMPLES OF DUTIES • • Manages, plans, coordinates and schedules a volunteer program. + Conducts public awareness programs regarding training and volunteer opportunities in an effort to generate program interest and participation. • Participates in the design and implementation of new /expanded programs to provide departmental support. • Assists in the development of standard operating procedures for volunteer assignments. • Researches departmental needs and recruits, screens, and places volunteers in appropriate programs based on assessment of skills. • Monitors and evaluates volunteer programs to assess effectiveness; maintains records utilizing personal computers; analyzes data and recommends new or expanded programs. • Conducts orientations to acquaint volunteers with the program's mission, goals and objectives, and rules and regulations; provides support and training as required. • Plans, develops, and administers an award /incentive program for volunteers; monitors budget for supplies and award program. • Performs other related duties as needed to facilitate the accomplishment of the program's goals and objectives. 17J • KNOWLEDGE, SKILLS AND ABILITIES • Knowledge of social agencies that offer volunteer services. • Knowledge of basic accounting, bookkeeping practices, and budget preparation. • Knowledge of non - profit agencies, community -based organizations, business resources and schools and corporations that offer volunteer services, educational, cultural and recreational programs and their organizations' overall functions. • Thorough knowledge of office management practices and supervision. • Ability to develop and administer various projects and programs. • Ability to effectively plan, coordinate, and schedule various activities. • Ability to monitor and evaluate program effectiveness, and to recommend new or expand existing programs. • Ability to establish and maintain effective working relationships with employees, citizen groups, law enforcement officials, department heads and the general public. • Ability to present programs and ideas orally and in writing, and to speak effectively to public groups and civic organizations. • Ability to operate with proficiency personal computers, Microsoft Office programs, internet, and other standard office equipment. • Ability to establish and maintain an effective working relationship with public officials, supervisors, co- workers, and the general public. 4, Ability to communicate effectively both verbally and in writing. • Ability to follow instructions and to work independently as required. • Must have technical report writing skills. ESSENTIAL MINIMUM QUALIFICATIONS Must J;),—, HSG. two (2) years of experience in Social Services, Public Relations, or rela ed field is-_fetfed. Knowledge of personal computers required ,_1M-L4s4-pzuss -ponce background investigation. Must possess a valid Florida Driver's License. SUPERVISION RECEIVED a Work is performed under general supervision olice. SUPERVISION EXERCISED� None. MINUTES CIVIL SERVICE BOARD MEETING OF NOVEMBER 20, 2003 6:00 P.M. CITY MANAGER'S CONFERENCE ROOM CITY HALL, SANFORD, FLORIDA MEMBERS PRESENT: Oscar Redden William T. Royster Katheryn Alexander Lorenzo Polk Linda Kuhn OTHER ATTENDEES: Joseph Denaro, Human Resources Director Sabrina Benton, Civil Service Board Secretary Darrel Presley, Deputy Police Chief 6 1 In • The meeting was called to order at 6:00 P.M., by Mr. Redden. First order of business: The approval of the Civil Service Board Meeting of October 9, 2003. Linda Kuhn motioned to approve the Civil Service Board minutes of October 9, 2003; seconded by Katheryn Alexander and carried by vote of the Board as follows: Linda Kuhn Aye Katheryn Alexander Aye William Royster Aye Oscar Redden Aye Lorenzo Polk not present at the time of vote In addition the Human Resources Director Joseph Denaro suggested this was a good opportunity to discuss the protocol for handling the minutes. After open discussion, suggestions are as follows: 9W When listing absentees, note excused or unexcused UW Minutes will be submitted to Civil Service Board and the City Clerk's Office NLT five (5) days after the meeting. UW Corrections will be approved at the next scheduled Civil Service Board Meeting. VW Should there be corrections /additions, the final approved minutes will be gothen forwarded to the City Clerk Office. • Minutes from Civil Service Board Meeting November 20, 2003 Page Two of Two Next Item of Business was the Approval of the Volunteer Program Coordinator job description: Floor was given to Mr. Royster as to the concerns he had with the job description. He wanted the word "for" inserted to clarify and make the first sentence complete under the Kind of Work heading. The last sentence in that section in reference to supervision received was removed and inserted into the Supervision Received section. In the section of Knowledge, Skills and Abilities, the word "community" was added to social agencies and the rewording of the last the last sentence to "Skillful in technical report writing". In the section of Essential Minimum Qualification, the verbiage "or GED equivalent" was added, "Programs" was added to Social Services, and preferred was changed to "desired ". In the section of Supervision Received, the verbiage was added "or his designee ". Mr. Royster made a motion to approve the Volunteer Program Coordinator job description. It • was seconded by Mr. Kuhn. Mr. Redden asked for any questions. There was none. The vote of the Board was unanimous and as follows: Oscar Redden Aye William Royster Aye Katheryn Alexander Aye Linda Kuhn Aye Lorenzo Polk Aye There was no further business. Mr. Redden adjourned the meeting at 6:40p.m. EGJAL PRdTECTION CIVIL SERVICE BOARD OF THE • CITY OF SANFORD P.O. BOX 1788 SANFORD, FLORIDA 32772 -1788 EMPLOYER- EMPLOYEE Telephone: 407 - 330 -5629 Job Line: 407 - 330 -5676 REVISED AGENDA CIVIL SERVICE BOARD MEETING October 9, 2003 6:00 P.M. City Commission Conference Room City Hall, 1 st Floor • 1. Disciplinary Hearing: re: Robin Brown 11. Other Business /ADVISE TO THE PUBLIC: IF A PERSON DECIDES TO APPEAL A DECISION MADE WITH RESPECT TO ANY MATTER CONSIDERED AT THE ABOVE MEETING, OR HEARING, HE MAY NEED A VERBATIM RECORD OF THE PROCEEDINGS, INCLUDING THE TESTIMONY AND EVIDENCE, WHICH RECORD IS NOT PROVIDED BY THE CITY OF SANFORD. (FS 286.0105) PERSONS WITH DISABILITIES NEEDING ASSISTANCE TO PARTICIPATE IN ANY OF THESE PROCEEDINGS SHOULD CONTACT THE HUMAN RESOURCES OFFICE A.D.A. COORDINATOR AT (407) 330 -5626, 48 HOURS IN ADVANCE OF THIS MEETING. • JOSEPH DENARO - Hugo Camara Page 1 From: To: Date: Subject: SABRINA BENTON JOSEPH DENARO 10/9/2003 7:50:07 AM Hugo Camara 1 spoke with Johnnie. He say Hugo started to work for 7 -11 Corp. He came in to pick up his check and he never came back. • E • 0 n U 1 1 10 To: The Civil Service Board 300 N. Park Ave Sanford, Florida 32771 From: Hugo Camara Lake Mary, Florida 32746 To Whom It May Concern: The purpose of this letter is to request removal of disbarment from future employment with the City of Sanford. Your consideration in this matter will be greatly appreciated. Thank you Hugo Camara .n t 0 City of Sanford POLICE LIEUTENANT POSITO] GRADE: 321 FLSA S l KIND OF WORK: This is command level supervisory and administrative work in the ma personnel assigned in the performance of their law enforcement and of EXAMPLES OF DUTIES: 5� a. i ` r Police Services: Directs and participates in all police department activ.—a ni a3mg1iea community, policing area, or division. Makes arrests. Interviews victims and witnesses. Gives testimony at court proceedings. Enforces the laws of the State of Florida and the ordinances of the City of Sanford. Conducts investigations. Supervisory duties: Provides leadership and guides the Sergeants and subordinates in the performance of tasks. Inspects officers, equipment and vehicles for safety and appearance. Determines when special services such as investigators, crime scene technicians, traffic homicide investigators, SWAT, etc, are needed. Directs the general course and conduct of criminal investigations. Reviews daily work sheets and oversees the training of new employees. Advises subordinates of changes which affect them or • their work. Management Reports: Briefs superiors on matters of serious nature, major crime, major accidents or incidents. Completes performance reviews of the sergeant and reviews performance reviews of sworn officers and civilians under their command. Makes recommendations for changes in policies, methods and procedures. Receives, investigates and resolves citizen complaints against police personnel. Maintains operational records and prepares reports. Recommends employment and discipline of personnel. KNOWLEDGE, SKILLS AND ABILITIES %1, Thorough knowledge of the principles and practices of modern police work including: community policing, methods of patrol and criminal investigation techniques. Thorough knowledge of criminal, civil and constitutional law including but not limited to: search and seizure, civil and criminal liability and the rules of evidence. Thorough knowledge of the principles of management, supervision, and the concepts of vicarious liability applied to command positions. Considerable knowledge of the departmental operating procedures and personnel rules and regulations applied to the role of a command officer. Demonstrated leadership ability supervising subordinate personnel in a manner conductive to high morale and maximum performance. Demonstrated ability to establish and maintain effective working relationships with citizens, groups, public officials, departmental employees, and volunteers. Ability to exercise good judgment in evaluating situations and making decisions based upon sound management principles. • Ability to maintain composure and take responsible courses of action during stressful situations and to react quickly and calmly in emergencies. Ability to do research and analysis and prepare accurate and comprehensive reports, staff studies, grant proposals and any other similar tasks assigned by the Chief, Deputy Chief or Captain. ESSENTIAL MIMINUM QUALIFICATIONS: Education. An Associates Degree from an accredited college or university is required. A Bachelors Degree from an accredited four -year college or university is desirable. A Master's Degree in Public Administration, Management or Criminal Justice is preferred. 0 is 0 Experience: Progressively responsible experience in the field of criminal justice including supervisory, managerial or administrative duties. This would include the rank of Sergeant at a Law Enforcement Agency or the classification of Manager, Coordinator, Administrator or Supervisor in the field of criminal justice. Experience obtained while in an acting capacity may be considered. Ten years of sworn local law enforcement is required, preferably with the City of Sanford. The ideal candidate possesses a combination of education and experience that provides the knowledge, skills and abilities listed under KNOWLEDGE, SKILLS AND ABILITIES above. SUPERVISION RECEIVED: Work is performed under general supervision of the Deputy Chief or Captain within broad program guidelines and is reviewed through conferences and reports. SUPERVISION EXERCISED: Provides general supervision to all subordinate police personnel to assigned shift. (Approximately 85% of the time) POLICE LIEUTENANT Revised: REVIEWED /APPROVED BY: POLICE CHIEF, BRIAN TOOLEY HUMAN RESOURCES DIRECTOR, JOE DENARO CIVIL SERVICE BOARD CITY COMMISSION EOt� PAb_TifCTION CIVIL SERVICE BOAPD OF THE • CITY OF SANFORD P.O. BOX 1788 SANFORD, FLORIDA 32772 -1788 EMPLOYER- EMPLOYEE Telephone: 407 - 330 -5629 Job Line: 407 - 330 -5676 AGENDA CIVIL SERVICE BOARD MEETING October 9, 2003 6:00 P.M. City Manager's Conference Room City Hall, 2nd Floor • I. Add on items: -It Approval of new Police Lieutenant Job Description -> Hugo Camara II. Disciplinary Hearing: re: Robin Brown III. Other Business ADVISE TO THE PUBLIC: IF A PERSON DECIDES TO APPEAL A DECISION MADE WITH RESPECT TO ANY MATTER CONSIDERED AT THE ABOVE MEETING, OR HEARING, HE MAY NEED A VERBATIM RECORD OF THE PROCEEDINGS, INCLUDING THE TESTIMONY AND EVIDENCE, WHICH RECORD IS NOT PROVIDED BY THE CITY OF SANFORD. (FS 286.0105) PERSONS WITH DISABILITIES NEEDING ASSISTANCE TO PARTICIPATE IN ANY OF THESE PROCEEDINGS SHOULD CONTACT THE HUMAN RESOURCES OFFICE A.D.A. COORDINATOR AT (407) 330 -5626, 48 HOURS IN ADVANCE OF THIS • MEETING. • CITY OF SANFORD SEPTEMBER 19, 2003 OFFICE OF HUMAN RESOURCES MEMORANDUM TO: OSCAR REDDEN, JR. WILLIAM ROYSTER KATHERYN ALEXANDER LINDA KUHN LORENZO POLK FROM: SABRINA BENTON, CIVIL SERVICE SECRETARY SUBJECT: ADD -ON AGENDA ITEM Please find attached the job classification of Police Lieutenant (current & proposed). The Police Department has made additions /deletions to this job classification. They are submitting these changes for your review and approval. The Human Resources Director respectfully requests that the review and approval be considered prior to the Disciplinary • Hearing on, October 9, 2003. Should you have any questions, I can be reached at 407 - 330 -5625 or Joe Denaro can be reached at 407 - 330 -5626. B/ cc: File is CITY OF SANFORD POLICE LIEUTENANT POSITION NO: GRADE 321 FLSA STATUS: EXT bl Vi, KIND OF WORK: This is command level supervisory and administrative work in the management of police personne! assigned in the performance of their law enforcement and other police du EXAMPLES OF DUTIES: Police Services: Directs and participates in all police department activities Ft-, <��;�`�F )(A community, policing area or division. Makes arrests. Interviews victims and Gives testimony at court proceedings. Enforces the laws of the State of Florida f�ii;i 'd;je ordinances of the City of Sanford. Conducts investigations. Supervisory duties: Provides leadership and guides the Sergeants and subordinates in the performance of tasks. Inspects officers, equipment and vehicles for saf tfT f; TLd appearance. Determines when special services such as investigators, erbl7c �,(,-( je technicians, traffic homicide investigators, SWAT, etc, are needed. Directs the gcnc >> x1 course and conduct of criminal investigations. Reviews daily work sheets and the training of new employees. Advises subordinates of changes which affect fi)c.fir or their work. Management Reports: Briefs superiors on matters of serious nature, major cril_rt(.; ,) icr accidents or other incidents. Completes performance reviews of the sergeant and reviews performance reviews of corporals and police officers. Makes recommendaiio)r, f`or changes in policies, methods and procedures. Receives, investigates ano rc.4c;l t s citizen complaints against police personnel. Maintains operational records and p) (1y, r.s reports. Recommends employment and discipline of personnel.. KNOWLEDGE, SKILLS, AND ABILITIES Considerable knowledge of modern principles, practices and methods of j)cylic:e administration, organization, operations, supervision and investigation.. Considerable knowledge of criminal law, laws of arrest, laws relative to search and seizure and rules of evidence. Considerable knowledge of the departmental operating procedures and limitations upon departmental authority. Considerable knowledge of city, county and state laws and ordinances pertaining to criminal and related violations. Considerable knowledge of methods of preserving evidence and what constitutes admissible evidence. Considerable knowledge of interview and interrogations techniques and the ability to apply same effectively. Skill in use of and care of firearms and other pertinent equipment used by the department an accomplishing its mission. Ability to plan, assign, supervise, and review the work of subordinate personnel. Leadership ability to supervise ( subordinate personnel in a manner conducive to high morale and full performance. Ability to establish and maintain effective working relationships with other public officials, departmental employees and the general public. Ability to exercise good judgement in evaluating situations and making decisions and ability to react quickly and calmly in emergencies. ESSENTIAL MWIMUM OUALIFICATIONS: Must have AA or AS degree in criminology, police science or related field. a70. a minimum of ten (10) years experience as a police officer which includes duties at the rank of Sergeant. Possess a valid Florida (Class E) driver's license. Satisfaction of minimum standards as required by the Florida Criminal Justice Standards and Trug Commission. Compietion of a specified number of hours in a law enforcement training program, which has included police administration as determined by the department. SUPERVISION RECEIVED: Work is performed under general supervision of the Captain within broad program guidelines and is reviewed through conferences and reports. SUPERVISION EXERCISED: / y Provides general supervision to all subordinate police personnel to assigned shift. (Approximately 85% of the time.) OLICE LIEUTENANT Revised_ 10/2) REVIEWED /APPROVED BY: POLICE CHIEF, BRIAN TOOLEY h 0/f � x/99 HUMAN RESOURCES DIRECTOR, JOE DENARO S 0i)'609 CIVIL SERVICE BOARD 10/26/99 CITY COMMISSION s . i•' t PROPOSED City of Sanford POLICE LIEUTENANT POSITON NO GRADE: 321 FLSA STATUS: EXEMPT KIND OF WORK: This is command level supervisory and administrative work in the management of police personnel assigned in the performance of their law enforcement and other police duties. EXAMPLES OF DUTIES: Police Services: Directs and participates in all police department activities in assigned community, policing area, or division. Makes arrests. Interviews victims and witnesses. Gives testimony at court proceedings. Enforces the laws of the State of Florida and the ordinances of the City of Sanford. Conducts investigations. Supervisory duties: Provides leadership and guides the Sergeants and subordinates in the performance of tasks. Inspects officers, equipment and vehicles for safety and appearance. Determines when special services such as investigators, crime scene technicians, traffic homicide investigators, SWAT, etc, are needed. Directs the general course and conduct of criminal investigations. Reviews daily work sheets and oversees the training of new employees. Advises subordinates of changes which affect them or itheir work. Management Reports: Briefs superiors on matters of serious nature, major crime, major accidents or incidents. Completes performance reviews of the sergeant and reviews performance reviews of eefpef is and pefiee offieer-s sworn officers and civilians under their command. Makes recommendations for changes in policies, methods and procedures. Receives, investigates and resolves citizen complaints against police personnel. Maintains operational records and prepares reports. Recommends employment and discipline of personnel. KNOWLEDGE, SKILLS AND ABILITIES judgment in evaluating situations and making deeisions and ability to maet quiek4y and Thorough knowledge of the principles and practices of modem police work including: community policing, methods of patrol and criminal investigation techniques. Thorough knowledge of criminal, civil and constitutional law including but not limited to: search and seizure, civil and criminal liability and the rules of evidence. Thorough knowledge of the principles of management, supervision, and the concepts of vicarious liability applied to command positions. Considerable knowledge of the departmental operating procedures and personnel rules and regulations applied to the role of a command officer. Demonstrated leadership ability supervising subordinate personnel in a manner conductive to high morale and maximum performance. Demonstrated ability to establish and maintain effective working relationships with citizens, groups, public officials, departmental employees, and volunteers. Ability to exercise good judgment in evaluating situations and making decisions based upon sound management principles- 40 Ability to maintain composure and take responsible courses of action during stressful situations and to react quickly and calmly in emergencies. Ability to do research and analysis and prepare accurate and comprehensive reports, staff studies, grant proposals and any other similar tasks assigned by the Chief, Deputy Chief or Captain. ESSENTIAL MIMINUM QUALIFICATIONS: Must how AA AS degree in scienee or- related field and or- eFiminelegy, police Commission. GoWletion hours in law training of a speeified number- of a enfemement Education: An Associates Degree from an accredited college or university is required. A Bachelors Degree from an accredited four -year college or university is desirable. A Master's Degree in Public Administration, Management or Criminal Justice is preferred. 40 EUprience: Progressively responsible experience in the field of criminal justice including supervisory, managerial or administrative duties. This would include the rank • of Sergeant at a Law Enforcement Agency or the classification of Manager, Coordinator, Administrator or Supervisor in the field of criminal justice. Experience obtained while in an acting capacity may be considered. Ten years of sworn local law enforcement is required, preferably with the City of Sanford. 40 0 The ideal candidate possesses a combination of education and experience that provides the knowledge, skills and abilities listed under KNOWLEDGE. SKILLS AND ABILITIES above. SUPERVISION RECEIVED: Work is performed under general supervision of the Gaptain- Deputy Chief or Captain within broad program guidelines and is reviewed through conferences and reports. SUPERVISION EXERCISED: Provides general supervision to all subordinate police personnel to assigned shift. (Approximately 85% of the time) POLICE LIEUTENANT Revised: REVIEWED /APPROVED BY: POLICE CHIEF, BRIAN TOOLEY HUMAN RESOURCES DIRECTOR, JOE DENARO CIVIL SERVICE BOARD CITY COMMISSION EQUAL PROTECTION * A CIVIL SERVICE t3CAR`V OF THE CITY OF SANFORD zi P.O. BOX 1788 SANFORD, FLORIDA 32772 -1788 EMPLOYER- EMPLOYEE Telephone: 407 - 330 -5629 Job Line: 407 - 330 -5676 AGENDA CIVIL SERVICE BOARD MEETING OF JUNE 169 2003 6:00 P.M. CITY COMMISSION CHAMBERS CITY HALL, SANFORD, FLORIDA I. Appointment of Clerk and Inspectors for Upcoming Civil Service Board Election. II. Disciplinary Hearing: Diane Stolfi III. Other Business. ADVICE TO THE PUBLIC: IF A PERSON DECIDES TO APPEAL A DECISION MADE WFM RESPECT TO ANY MATTER CONSIDERED AT THE ABOVE MEETING, OR HEARING, HE MAY NEED A VERBATIM RECORD OF THE PROCEEDINGS, INCLUDING THE TESTIMONY AND EVIDENCE, WHICH RECORD IS NOT PROVIDED BY THE CITY OF SANFORD. (FS 286.0105) PERSONS WITH DISABILITIES NEEDING ASSISTANCE TO PARTICIPATE IN ANY OF THESE PROCEEDINGS SHOULD CONTACT THE HUMAN RESOURCES OFFICE A.D.A. COORDINATOR AT (407) 330-5626,48 HOURS IN ADVANCE OF THIS MEETING. EMPLOYEE ELECTION JUNE 2003 NOMINATING COMMITTEE NAME DEPARTMENT HIRE DATE Phyllis Gibson City Manager's Office /Staff 05115100 Cathy Lotempio Public Works 02/14/02 Mark James Fire Department 08/16/93 James Schaeffer Recreation & Parks 11/05/90 Mary Muse Planning and Development 01/14/91 Hallie Willis Police Department 09/25/00 Sue Bean Finance Department 01/02/01 Michael Moore Community Development 09/28/93 Cedric Coleman Utility Department =04/10/95 EQUAL PROTECTION 8VIL SERVICE BOAR OF THE CITY OF SANFORD P.O. BOX 1788 SANFORD, FLORIDA 32772 -1788 EMPLOYER- EMPLOYEE Telephone: 407 - 330 -5629 Job Line: 407 - 330 -5676 WITNESS LIST for Diane Stolfi's Pre/Post Disciplinary Hearing Civil Service Board June 16, 2003 Diane Stolfi: Joe Denaro Kathy Forrest Gracy Posley Lt. Willie Harden Sgt. Mike Taylor Police Department: Captain Hargrett Gracy Posley Kathy Forrest Cheryl Turner Cleo Cohen RECEIPT FOR WAIVER OF I, Diane S t o 1 f i , do hereby waives the opportunity for a pre /post - disciplinary hearing as reference in the Notice of Demotion addressed to me and dated 6 / 3 / 0 3 Employee's Signature Date RECEIPT FOR REQUEST OF PRE /POST - DISCIPLINARY HEARING I, Diane S t o 1 f i , do hereby request an opportunity for a pre /post- disciplinary hearing as referenced in the Notice of Demotion addressed to me and dated 6/3/03 Employee's Sign tore Date White - Personnel /Canary -Civil Service /Pink - Employee 0 0 CITY OF SANFORD CHANGE IN STATUS FORM I. EMPLOYE DATA: NAME•1�.Df:ane Stolfi CLASSIFIED FULL TIME ss #: FLI D.O.B. 5 -4 -52 PROBATIONARY O PART TIME El D.O.E. 6 -22 -98 TEMPORARY ❑ PROVISIONAL ❑ D.O.C. 10 -1 -02 DEPT. /DIV: Police /Adm. II. NEW HIRE INFORMATION: RACE /SEX: CLASS TITLE: PAY SCHEDULE: ANNUAL /HOURLY RATE: III. TYPE OF PERSONNEL ACTION: GRADE HANDICAPPED STEP REPLACEMENT FOR: D. Mitchell NEW HIRE lJ RECLASSIFICATION REHIRE REGRADE I__J El PROMOTION REGULAR 14 DEMOTION EJ SPECIAL MERIT u El TRANSFER ❑ RESIGNATION E] El SUSPENSION El OTHER ❑ A. WITH PAY ❑ A. B. W/O PAY ❑ B. C. FROM TO C. RETIREMENT DISMISSAL NAME CHANGE ADDRESS CHANGE DEATH LEAVE OF ABSENCE WITH PAY ❑ W/O PAY O FROM TO IV. CHANGE DATA: (WHEREVER APPLICABLE) FROM To NAME: _ -- ADDRESS: PHONE: D.O.C. 10 -1 -02 DEPT /DIV: secretary CLASS TITLE: A 07 SALARY SCHEDULE: (Sch /Grd /Step) ANNUAL/HRLY RATE: $ 24,804.90 EFFECTIVE DATE 6-3-03 ?;1%;t ADDRESS: PHONE: _ D.o.C. 6 -3 -03 DEPT /DIV: CLASS TITLE: office asst. SALARY SCHEDULE: A 06 (Sch /Grd Step) ANNUAL /HRLY RATE: $ 24,060.75 V. APPROVAL /REVIEW ROUTING: DEPARTMENT HEAD APPROVAL: _ DATE: aa PERSONNEL DIRECTOR REVIEW: DATE: V CITY MANAGER APPROVAL: DATE: Approved copies will be sent to Personnel (white), Benefits (blue); Finance (green) Civil Service (yellow), originat- ing departmnt (pink), and enployee (goldenrod). All actions must be approved by the City Manager before they become effective. REVISED 8//95 0 0 CITY OF SANFORD DISCIPLINARY ACTION RECORD I. ISSUED TO: Diane S t o l f i POSITION: Secretary DEPT /DIV: Police /Adm. ISSUED BY: Darrel L. Presley POSITION: Deputy Police Chief DEPT /DIV: Police /Adm. DATE: 6/3/03 decline in job performance SUBJECT:& lack to improve II. You are hereby notified of an initiation of disciplinary action against you as a result of the following Incidence(s): PLEASE SEE ATTACHED. III. TYPE OF DISCIPLINARY ACTION: 11 WRITTEN REPRIMAND EFFECTIVE DATE: 6/3/03 IV. DUE PROCESS: © DEMOTION to Office Asst. From 11 SUSPENSION El WITH PAY ❑ WITHOUT PAY to DISMISSAL ® As a City employee with six (6) months of full -time continuous service you are entitled to an opportunity for a pre /post disciplinary hearing. You have five (5) calendar days from the date of receipt of this action to request such a hearing or waive this opportunity involving a written reprimand in accordance with Section 2.73, Paragraph (C -D). You will have ten (10) calendar days from the date of receipt of this action to request a hearing or waive this opportunity for disciplinary actions involving a demotion, suspension or dismissal in accordance with Section 1.13 (A). E3 As a City employee covered by the Fraternal Order of Police contract, please refer to the current Collective Bargaining Agreement between the City of Sanford and Fraternal Order of Police Article #13 (Grievance & Arbitration). As a City employee with less than six (6) months continuous full -time employment you are not entitled to a pre /post disciplinary hearing. V. ACKNOWLEDGMENT OF RECEIPT: PAD ELIVERY /PERSONALLY MAILED CERTIFIED /RETURN RECEIPT Empl yee Signature Supervi Si ture Date IV. PREIPOST DISCIPLINARY HEARING HELD: FINDINGS OF HEARING OFFICER: Signature of Hearing Officer Date WHITE - PERSONNEUCANARY -CIVIL SERVICE /PINK- DEPARTMENT /GOLD- EMPLOYEE REVISED: 4/ 1 DISCIPLINARY ACTION RECORD Diane Stolfi Demotion 06/03/03 Page 2 of 2 An Initial Notice of Inquiry was completed and revealed on multiple occasions Ms. Stolfi has been counseled on her inability to complete her daily tasks in a timely, efficient manner. Violation R/R 200 -5 Substandard Performance. During the month of February 2003 it was discovered Ms. Stolfi was giving herself compensation time, because she was not taking a lunch. She had no approval for this action. Violation R/R 200 -7 Knowledge and Obedience of Laws and Regulations. During a meeting with Ms. Stolfi on April 30, 2003 she demonstrated gross and direct disrespect to her immediate supervisor. Violation R/R 200-6 Insubordination. On several occasions Ms. Stolfi has used her e-mail capabilities to send derogatory messages to other employees in the office. Violation R/R 200 -1 Standards of Conduct. The discipline for these violations, decline in job performance, and the lack to improve shall be a demotion. Any future violations of departmental written directives will result in further discipline, up to and including termination. �-- EMPLOYEE SIGNATURE SUPERVISOR NATURE DATE • SAWRI) ilk SEM ON 100 POLICE DEPARTMENT DATE: PAGE 1 OF 7 SUBJECT: PROFESSIONAL CONDUCT, AUTHORITY & RESPONSIBILTY REVISION: # 200 -1 Standards of Conduct Members and employees shall not engage in any - conduct, which constiwtes neglect of duty, conduct unbecoming of a member or employee, or any ,_(a th,,t is likely to adversely affect the discipline, good order, or reputation of the Department. 200 -2 Assistance All members are required to take appropriate police action toward aiding a fellow peace officer, or citizens exposed to danger or in a situation where dare Eger be impending. 200 -3 General Responsibilities Within the City, members shall, when appropriate, take action to: A. Protect life and property B. Preserve the peace C. Prevent crime D. Detect and arrest violators of the law E. Enforce Federal, State, and local laws and ordinances coming within Departmental jurisdiction. F. Interact with citizens to solve problems 2004 ' Duty Responsibilities /Assignments Members shall, at all times, respond to the lawful orders of superi or officers, as well as calls for police assistance from citizens. This shall include any order relayed to the member by another member of the same or lesser rank. The administrative delegation of the enforcement of certain laws and.ordinances to particular units of the Department does not relieve members of other units from the responsibility of taking prompt, effective police action within the scope of those laws and ordinances when the occasion so requires. Members assigned to special duties are not relieved from taking proper action outside the scope of their specialized assignment when necessary. All members and employees shall perform their duties as required or directed by law, Departmental rule, policy, procedure, directive, or order of a superior officer. i ,e 0 • SANFORD POLICE DEPARTMENT MANUAL: Rules and Regulations, Section 200 PAGE: 3 REVISION #• OF: 7 200 -7 Knowledge and Obedience of Laws and Regulations Every member and employee is required to establish and maintain a working knowledge of laws and ordinances, City Personnel rules, Department policies and orders of the divisions thereof. In the event of improper action or breach of discipline, it will be presumed that the member was familiar with the law, rule, or_ policy in question. Members and employees shall observe and obey Federal and State Laws, Municipal Ordinances, Rules and Regulations of the Department and reasonable orders of the Department. Any officer who has.been deputized by another law enforcement agency, while acting in that capacity, must adhere to the rules, regulations, and orders of the other agency. The Department shall make available to all sworn members, current laws and legal guidelines concerning: Arrests without a Warrant, Search and Seizure •wd the Rights of Arrestees. 200 -8 Reporting Holations of Laws, Ordinances, Rules, or Orders by Members or Employees Members and employees knowing of other members or employees violating laws, ordinances, policies or rules of the Department, or disobeying orders, shall report verbally then submit it in writing, at first opportunity but no later than the end of their current tour of duty, to the Chief of Police through official channels. Off - duty members or employees shall report in writing the alleged violation, at first opportunity but no later than their next tour of duty; an immediate verbal report shall be made through channels of all serious incidents.. 200 -9 Conduct Toward Superior and Subordinate Officers Members and employees shall treat superior officers, subordinates and associates with respect. They shall be courteous and civil at all times in their relationship with one another. When in the presence of other members, employees, or the public, superior officers shall be referred to by rank. Members and employees are required to truthfully and directly answer all questions asked by superior officers related to their employment with the City of Sanford. CITY OF SANFU'D *CHANGE IN STATU-5 I * Date 1 3 " (-)'S ,, fD C, E, C.1 t f7 Ll J i C ('m ,i*, i.., x .14 F- I Ti X X 1 "` }, VANDERWORF, T tr2 d a n C th a I -f q e Ad d T' S CI G F I o r De a t h X, 3l kJ Leave of Absence 'i P A ..... ------- - P h a e Sa I'a r, S J a t-e 24 , -0%4. ?"D I 92'S-1 E DATE. 10 "D 1 0 2 Date 1 3 " (-)'S ,, fD C, E, C.1 t f7 Ll J i C ('m ,i*, i.., E:- A.. Lr E Fl A R, 0 1 "` }, VANDERWORF, Date 1 3 " (-)'S ,, fD C, E, C.1 t f7 Ll J i C ('m ,i*, i.., Sanford Police Department Employee Evaluation Form CMDI f1vCC 1K1CnDUAT1f%K1 Employee �TOLFI, DIANE ID: IS65388 Supervisor: JPRESLEY, DARREL L Shift: Days Assignment: Isecretary Rank: ICaptain Position: JSPD Patrol Secretary EVALUATION INFORMATION Type: Annual - Review Date: F 9/13/2002 Rating Period: 10/1/2001 to 9/30/2002 Overall Score: AS 81.0% SCALE: Overall Ratings EP = Exemplary Performance for 90.00% to 100.00% AS = Above Standard for 80.00% to 89.99% MS = Meets Standard for 75.00% to 79.99% RI = Requires Improvement for 72.00% to 74.99% BS = Below Standard for 0.00% to 71.99% Performance Ratings AS = Above Standard MS = Meets Standard BS = Below Standard NA = Not Applicable NE = Not Evaluated Performance Measures NUMBER RATING PERFORMANCE STATEMENT ALL1000 MS Complete assignments as directed ALL1001 MS Maintain work areas ALL1002a MS Participate in meetings /training and community relations activities if applicable ALL1003a MS Complete, update, submit required reports /documents /forms ALL1005 MS Complete time sheets GS1130a AS Verify personnel time sheets GS1135b MS Generate /update and submit statistical reports GS1136 AS Receive, route, and disperse telephone calls / messages. GS1137a MS Compose, generate, route correspondence /reports GS1137b BS Maintain control of and follow up on incoming correspondence /action documents GS1137c MS Update records / reports /documentation /manuals /files GS1137d A$ Organize, summarize, and assemble requested information GS1137e MS Verify files /reports /documents /correspondence for completeness /accuracy GS1137f AS File /retrieve documentation /reports and files GS1138a MS Schedule appointments /meetings /interviews GS1139a AS Sort and distribute incoming mail GS1139c MS Pick up and sort outgoing mail Printed on: 9113/02 11:54:46 AM Page 1 of 5 GS1139e MS Prep3a a and mail letters and /or reports GS1142a MS Greet and assist visitors to agency GS1146 MS Generate and update agency or department employee list GS1147a NA Prepare /transcribe reports /tapes GS1147b NA Take and /or transcribe dictation GS1149 MS Maintain confidential files /records. GS1152a AS Prepare /revise shift schedule. GS1157 NA Type traffic homicide reports. GS1163 MS Provide assistance to the public /agency members /other agency personnel GS1167a NE Take, transcribe, and distribute minutes from meetings GS1180a MS Send /receive faxes GS1180b AS Generate copies GS1183a MS Make travel arrangements GS1183b MS Prepare /process travel advance form /voucher. GS1183c MS Prepare /process travel reimbursement form /voucher GS1184 MS Maintain tracking system /tickler file LICY j PL1 MS Accepts supervision and direction I PL18 MS Abide by Code of Ethics PL19 MS Leave and Attendance I PL2 MS Grooming and dress j Diane is always dressed professionally and maintains high standard. PL20 MS Message return /follow -up PL4 MS Contact with public jPL5 MS Operation and care of equipment PL8 MS Human diversity awareness PROFICIENCY PR107 MS Knowledge of Written Directives j PR152 i MS Planning and scheduling skills PR17 MS Information systems entry/retrieval skills PR18 MS Computer /software /office equipment skills /knowledge PR20 MS Time management skills PR23 MS Inter - personal skills PR31 MS Problem solving PR42 MS Team building skills Printed on: 9113102 11:54.47 AM Page 2 of 5 PR4a MS Verbal communications PR4c MS Written communications PR4d MS General comprehension skills PR57 MS Knowledge of organizational structure PR98 MS Ability to establish and maintain cooperative working relationships Printed on: 9/13102 11:54:47 AM Page 3 of 5 ib & Current Below Standard Expected Date Date Number Performance Statement Incident Date of Accomplishment Accomplished Entered by GS1137b Maintain control of and follow up on incoming correspondence/action documents Resolution: Counseling 5/7/2002 51712002 9/2/2002 PRESLEY, DARRE Notes: problems with forwarding paperwork. Paperwork not being forwarded up the chain of command in a timely manner. Found on desk traffic survey dated 4/10/02 and 4/11/02. Ride along requests dated 2/14/02, 2/15/02, 3/4/02, 4/2102, 3/1/02, 4/8/02 not forwarded. Above Standard Number Performance Statement Date Entered by GS1130a Verify personnel time sheets PRESLEY, DARRE Notes: Diane is responsible for collecting all division time sheets and completing the payroll documents. Diane has worked with city payroll and department supervisors to greatly improve the quality of the time sheets. GS1136 Receive, route, and disperse telephone calls / messages. PRESLEY, DARRE Notes: Handles all messages for the officers in Primary Operations Division. Contacts officers for court and SAO. Insures officers receive messages by following up with each officer. Diane has developed a successful way to track down officers fcr priority messages. GS1137d Organize, summarize, and assemble requested information PRESLEY, DARRE Notes: Diane does an outstanding job working in CAFE to get reports that I need. She is able to get the information very quickly upon request. GS1137f File /retrieve documentation /reports and files PRESLEY, DARRE Notes: Keeps subpoena log for division. Notifies officers with assigned vehicles of scheduled preventive maintenance. GS1139a Sort and distribute incoming mail PRESt�.V, DA FARE Notes: Daily handles a large volume of incoming mail. Diane sorts and distributes all the mail timely. GS1152a Prepare /revise shift schedule. PRESLEY, DARRE Notes: Created and maintains a unified calendar and schedule of all units /sections /shifts within the Primary Operations Division GS1180b Generate copies i I�� E t , JAi kEtll Notes: Makes many copies, sorts, and distributes to all division sections lieutenants daily. Handles all this independently without direction. COMMENTS: Updated 517/02 9:12:09 AM by User p47055: problems with forwarding paperwork. paperwork not be forwarded up the chain of command in a timely manner. Found on desk traffic survey dated 4/10/02 and 4/11/02. Ride along requests dated 2/14/02, 2/15/02, 3/4/02, 4/2/02, 3/1/02, 418/02 not forwarded. Printed on: 9113102 11:54:47 AM Page 4 of 5 *RVISOR / EMPLOYEE AGREEMENT 6 Beginning Rating Period Signatures: I certify that my job performance expectations were discussed with me. Employee �_. ( Date �,GT�,- x%01 1, I certify that performance measure requirements have been discussed with the employee. End Rating Period Signatures: I certify that this review has been discussed with me. Employee Date I certify that this evaluation is based upon documented work performance. is G 9 ia)o Supervisor Date Supe visor Date Reviewing Supervisor Date C �? 1S Divn Commander Date Chief of Police Reviewing Supervisor Date dZ Division Conunande Dake Chief of Police Date Human Resources Director Date Reviewer Comments Employee Comments *PERVISOR / EMPLOYEE AGREEMENT re Beginning Rating Period Signatures: End Rating Period Signatures: I certify that my job performance I certify that this review has been expectations were discussed with me. discussed with me. Employee Date Employee Date I certify that performance measure I certify that this evaluation is based requirements have been discussed with upon documented work performance. the employee. Ca 9 L3 a Supervisor Date Supervisor Date Reviewing Supervisor Date Reviewing Supervisor Date C d- o Z Division Commander a Division Commander Date Da 6 "L Chief of Police bate Chief of Police Date Human Resources Director Date Reviewer Comments Employee Comments Printed on: 9111102 6:46:54 AM Page 4 of 4 SICK LEAVE CONVERSION FORM TO: FINANCE HUMAN RESOURCES FROM: ►a ne I k (PRINT NAME) �oI �c-e (PRINT DEPARTMENT) SUBJECT: SICK LEAVE CONVERSION OPTION In accordance with Section 2.41 (A) (9) of the "Personnel Rules and Regulations" currently in.effect, I understand that I have the option, of converting excess sick leave time, up to a maximum of fifteen (15) work days, to "bonus vacation" time at a three (3) for one (1) conversation rate or elect to continue to accrue sick leave time without exercising this conversion option. I understand that this option can be only exercised once each fiscal year and that I must make this decision no later than September 6th, 2002. In view of this I am choosing to exercise this option as follows: I wish to convert excess sick leave time subject to the maximum as stated above to bonus vacation time at a three (3) for one (1) conversation rate. I wish to continue to accrue sick leave time and elect not to exercise my option of converting my excess sick leave time to bonus vacation time. EMPLOYEE SIGNAT RE DATE CITY OF SANFORD CHANGE IN STATUS FORM I. EMPLOYEE DATA: NEW HIRE El NAME: Diane Stolfi NAME CHANGE El PROMOTION J -- DEMOTION CLASSIFIED ® FULL TIME ?t � B. SS #: SUSPENSION A. WITH PAY ❑ B. W/O PAY ❑ PROBATIONARY El PART TIME ❑ D.O.B. 5 -4 -52 TEMPORARY PROVISIONAL ❑ 6 -22 -98 D.O.E. 4 -16 -01 D.O.C. DEPT, /DIV: Police /Adm. II. NEW HIRE INFORMATION: RACE /SEX: VETERAN HANDICAPPED CLASS TITLE: PAY SCHEDULE: GRADE STEP ANNUAL /HOURLY RATE: $ REPLACEMENT FOR: III. TYPE OF PERSONNEL ACTION: El NEW HIRE El REHIRE NAME CHANGE El PROMOTION J El DEMOTION LEAVE OF ABSENCE A. TRANSFER B. El SUSPENSION A. WITH PAY ❑ B. W/O PAY ❑ C. FROM TO El RECLASSIFICATION El REGRADE ® REGULAR SPECIAL MERIT El RESIGNATION EJ OTHER EJ RETIREMENT DISMISSAL NAME CHANGE r� u ADDRESS CHANGE J DEATH L: LEAVE OF ABSENCE A. WITH PAY ❑ B. W/O PAY ❑ C. FROM TC IV. CHANGE DATA: (WHEREVER APPLICABLE) FROM TO NAME: __ NAME: ADDRESS: ADDRESS: PHONE: PHONE: D.O.C. 4 -16 -01 D.O.C. 10 -1 -01 DEPT /DIV: DEPT /DIV: CLASS TITLE: CLASS TITLE: A 07 SALARY SCHEDULE: A 07 SALARY SCHEDULE: ( (Sch /Grd /Step) Sch /Grd Step) ANNUAL /HRLY RATE: $23,381. ANNUAL /HRLY RATE: $24,082.43 EFFECTIVE DATE 10/1/01 V. APPROVAL /REVIEW ROUTING: DEPARTMENT HEAD APPROVAL: DATE: PERSONNEL DIRECTOR REVIEW• DATE: CITY MANAGER APPROVAL: _ DATE: Approved copies will be sent to Personnel (white), Benefits (blue); Finance (green) Civil Service (yellow), originat- ing departae nt (pink), and employee (goldenrod). All actions must be approved by the City Manager before they become effective. REVISED 8//95 ��o tsastOR[c NAME OF EMPLOYEE JOB TITLE: Secretary! DEPARTMENT: Police 4 re Stolfi (LAST) CITY OF SANFORD EMPLOYEE PERFORMANCE APPRAISAL APPRAISAL PERIOD FROM: 10 -01 -00 Diane (FIRST) (h'II) DIVISION: Primary Operations TO: 09 -30 -01 Instructions for completion: The rater must cite specific examples of past performance in each rating category. The employee is rated in each rating factor. This form is not complete until all signatures are obtained on the last page. 1. JOB KNOWLEDGE: Knowledge of work duties necessary to perform satisfactory on the job. RATING (4) ❑ OUTSTANDING PERFORMER: Has exceptional command of all skills, techniques, and procedures in each and every aspect of work. Excellent resource person, often sought out by others for job expertise; is well informed about many job related topics, can correctly answer job related questions. (3) ❑ TOP PERFORMER: Has thorough understanding of work procedures and methods. Ability to direct appropriate questions through proper channels. Actively seeks to expand job knowledge and recommends new ideas. (2) ® PERFORMER: Understands routine work procedures and methods. Rarely needs assistance on special problems or situations. Applies job knowledge to perform most related functions with a minimal amount of supervision. Adequately familiar with most phases of the job, including division policies and procedures. Can answer most common questions and knows enough to satisfactorily perform the job. (1) ❑ DEVELOPMENTAL PERFORMER: Demonstrates basic job knowledge, continues to gain required job skills. Close supervision will continue through growth stage. (0) ❑ NON - PERFORMER: Does not demonstrate working knowledge of methods and procedures. Has difficulty retaining information. Is not familiar with basic information necessary to perform the job after training has been given. PERFORMANCE EXAMPLES /COMMENTS: Ms. Stolfi understands the needs and requirements of the iob. She understands the obiectives of the department. 2. QUALITY OF WORK: Ability to produce thorough, complete and neat work free of error, conforming to valid requirements RATING (4) ❑ OUTSTANDING PERFORMER: Greatly exceeds work standards. Always produces work of highest quality and thoroughness. Organization is excellent. Always prompt in completing assignments. Output greatly exceeds expectations. Known as the best in terms of neatness and thoroughness. Work contains an exceptionally high degree of accuracy. (3) ❑ TOP PERFORMER: Consistently thorough and neat. Quality of work exceeds standards. Takes on extra work. Work is accurate, well organized, and is of exceptional quality. Work can be accepted without supervisory review. Takes pride in doing a task/project well. (2) ® PERFORMER: Accuracy, neatness, and thoroughness meets job standards. Only nominal supervisory review of work is necessary. Good sense of organization. Usually thorough and neat. Work is usually without error. (1) ❑ DEVELOPMENTAL PERFORMER: Strive to meet deadlines. Work quality continues to improve (0) ❑ NON - PERFORMER: Requires high level of supervision while performing routine tasks. Rarely finishes work on schedule; often fails to complete assignments. Work is completed in an unacceptable manner, requires almost constant supervision on most routine tasks. Displays a pattem of engaging in excessive non -work related activity while on the job resulting in diminished productivity. PERFORMANCE EXAMPLES /COMMENTS: Ms. Stolfi promotes quality awareness. She has a very good organational skills and her work is thorough and neat. 3. QUANTITY OF WORK: Ability to produce needed work in appropriate amount to meet deadlines or satisfy objectives. RATING (4) ❑ OUTSTANDING PERFORMER: Greatly exceeds work standards. Organization is excellent. Always prompt in completing assignments. Output and speed greatly exceeds expectations. Extremely productive. Accomplishes more than is required. (3) ❑ TOP PERFORMER: Assigned work accomplished by deadline, much of it well before deadlines. Takes on extra work. Work can be accepted without supervisory review. Takes pride in doing a task/project well- Works quickly. Frequently accomplishes more than is required. (2) ® PERFORMER: Routine work and special assignments completed by deadlines. Only nominal supervisory review of work is necessary. Good sense of organization. Works at satisfactory rate. Accomplishes what is required. (1) ❑ DEVELOPMENTAL PERFORMER: Strive to meet deadlines. Work quality continues to improve. (0) ❑ NON - PERFORM40 6 ER: Requires high level of supervision while performing routine tasks. Rarely finishes work on schedule; often fails to complete assignments. Displays a pattern of engaging in excessive non- work related activity while on the job resulting in diminished productivity. Excessively slow worker. Consistently a low producer. PERFORMANCE EXAMPLES /COMMENTS: Ms. Stolfi works at a satisfactory rate. She will always ask if there is any additional work that need to be completed. 4. DEPENDABILITY /ATTENDANCE: Ability to do required job with minimum of supervision and conforming to work hour requirements. RATING (4) ❑ OUTSTANDING PERFORMER: Always able to be relied on to follow instructions and complete assignments on or before deadline. Always handles sensitive and extreme situations tactfully without supervisory assistance. Makes time for additional projects. Arrives and is ready to work at the given start hour and works up until the end of the day before getting ready to leave the office; stands as "the" example for other employees. (3) ❑ TOP PERFORMER: Consistently follows routine procedures, and completes assignments as directed, even under pressure or time constraints. Can be relied upon to handle even sensitive and extreme situations tactfully without supervisory assistance. When presented with a problem outside of own responsibility, collects information concerning the problem, formulates decision options, presents options and problems to appropriate individual for decision. Dedicated to self - motivation. Consistently on time and ready for work, sets an excellent example for other employees. Use of unscheduled leave is consistently appropriate. Absolutely dependable in reporting for work as expected. (2) ® PERFORMER: Follows routine procedures and completes assignments as directed Seldom needs assistance in satisfactorily resolving procedural questions. Handles routine situations appropriately without supervisory assistance; refers decisions outside of own responsibility to the appropriate individual, and demonstrates ability to work cooperatively with others. Works with minimum supervision. Meets routine deadlines. Can be depended upon to be at work when scheduled Uses minimal unscheduled leave. (1) ❑ DEVELOPMENTAL PERFORMER: Frequently follows procedures and work as assigned. Shows improvement after correct procedures have been explained. May require supervisory assistance to handle routine situations appropriately. Use of unscheduled leaves interferes with the efficiency of the operation. Needs to improve upon observing appropriate work hours. (0) ❑ NON - PERFORMER: Often does not follow specific procedures. Does not show improvement after correct procedures have been explained. Has an established pattern of mishandling situations resulting in frequent supervisory intervention. Consistently makes decisions outside of own area of responsibility. Work is seldom completed without supervisory follow -up. Uses excessive unscheduled leave. Habitually late for work and/or leaves work early. Excessive use of unscheduled leave often interferes with the efficiency of the operation. PERFORMANCE EXAMPLES /COMMENTS: Ms. Stolfi arrives at work on time. She has learned the workinas of the police department and can properly refer citizens to the right section. 5. INITIATIVE: Ability to recognize needed work, originate idea or implement innovative methods. RATING (4) ❑ OUTSTANDING PERFORMER: Actively pursues additional work and assignments with enthusiasm. Actively involved in pursuing ways to improve service or efficiency. Regularly takes the initiative to contribute to the effectiveness of the department. Resourceful in any situation with good follow - through. Self- starter. Foresees needs and takes on increasingly greater responsibility. Consistently setting greater goals for development. (3) ® TOP PERFORMER: Pursues additional work and assignments with enthusiasm. Offers suggestions or asks questions concerning ways to improve service or efficiency. Promotes teamwork by assisting others. Strives to contribute to the effectiveness of the department and organization. Pursues work related and/or professional development. (2) ❑ PERFORMER: Demonstrates willingness to perform job tasks. Works with minimal supervision, Is cooperative with public, co- workers and supervision. Contributes to the effectiveness of the department. (1) ❑ DEVELOPMENTAL PERFORMER: Demonstrates initiative within specifically assigned work. Supervision occasionally needed to prevent inefficient use of time or resources. (0) ❑ NON - PERFORMER: Complains frequently about issues and procedures, even after the rationale for them has been explained. Makes minimal attempt to correct errors or resolve problems. Assists employees or citizens only when specifically directed. PERFORMANCE EXAMPLES /COMMENTS: Ms. Stolfi is self- directed and self - paced. She seeks ways to improve service. Ms. Stolfi is active and eager to try new approaches to assignments. 6. JUDGEMENT: Ability to analyze information and arrive at logical conclusions. RATING (4) ❑ OUTSTANDING PERFORMER: Excellent at analyzing and interpreting data. Looks at data in a "new light" not thought of by others. (3) ❑ TOP PERFORMER: Evaluates data quickly and accurately. Conclusions reached are clear cut and supported by facts. Foresees potential problems when making judgements. (2) ® PERFORMER: Regularly arrives at judgements within reasonable time frame. Analyzes facts and draws conclusions in satisfactory manner. (1) ❑ DEVELOPMENTAL PERFORMER: Depends too much on supervisors or others when making decisions. Decisions make are frequently incorrect or not based on fact. (0) ❑ NON - PERFORMER: Does not make decisions on own. Consequences of actions are not considered. PERFORMANCE EXAMPLES /COMMENTS: (1) ❑ (0 DEVELOPMENTAL PERFORMER: Occasionally apply established practices which endure safety for self and others. Must be reminded to comply with department/division safety rules. does not exhibit safe equipment usage. Does not demonstrate a consistent pattern of acceptable care of equipment, tools, uniforms, and/or supplies. Can operate equipment but skill level needs improvement. (0) ❑ NON - PERFORMER: Has an established pattern of performing duties without regard for department/division safety rules. Mistakes are often repeated after proper instruction has been given on safe operating procedures. Has an established pattern of unacceptable care of equipment, tools, uniforms, and/or supplies. Has difficulty handling basic equipment. PERFORMANCE EXAMPLES /COMMENTS: Ms. Stolfi follows the city and departmental safety rules. She keeps her work area clean and free from safety hazards. She properly completes the required accident report for the department. 9. COMMUNICATION: Ideas, concepts, details and instructions are verbalized in an understandable manner. RATING (4) ❑ OUTSTANDING PERFORMER: Always anticipates the need to communicate information. Demonstrates exceptional communication problem solving skills. Always pleasant and helpful even with argumentative persons in challenging and difficult situations. Uses proper etiquette and courtesy even in pressure situations to resolve conflicts. Promotes tension -free work environment. Projects positive, caring, professional image without lack of regard for tactful and discreet humor in the workplace. (3) ❑ TOP PERFORMER: Frequently anticipated need to communicate information. Demonstrates above average communication problem solving skills. Pleasant and helpful even with argumentative persons in challenging and difficult situations. Promotes tension -free work environment. (2) ® PERFORMER: Polite and courteous. Consistently helpful to public and other employees. Effectively listens to others. Handles situations with tact and skill. Shares information needed to achieve tasks at hand. (1) ❑ DEVELOPMENTAL PERFORMER: Occasional impolite or abrupt, especially when under pressure. Needs extensive assistance in order to bring conflict situations to an acceptable resolution. (0) ❑ NON - PERFORMER: Often abrupt and disrespectful to others. Frequently unable to deal with situations involving other people. Requires extensive assistance to bring situations to an acceptable resolution. PERFORMANCE EXAMPLES /COMMENTS: Ms. Stolfi demonstrates good judgment in selecting the proper mode of communications. She encourgages open communications to insure mutual understanding. 10. TEAMWORK: Ability to work productively and harmoniously with others to achieve a common goal. RATING (4) I-1 011TWANDINf PFRF0RN 4F.R• Alwavc nrnvirdes nnen rnn0nictive. nrnfec�innal and ennrtennc Ms. Stolfi exercises good judgement on behalf of my office at a workable solution. She evaluates problems and arrives 7. RELATIONSHIP WITH SUPERVISOR CO- WORKERS AND WITH PUBLIC: Ability to work harmoniously and cooperatively with supervisor, co- workers and the general public. RATING (4) ❑ OUTSTANDING PERFORMER: Extremely attentive and respectful. Tactful and supportive of supervisory decisions. Is highly respected by supervisor. Maintains a positive attitude. (3) ® TOP PERFORMER: Very polite and willing to help. Goes the extra yard to be tactful. Courteous, friendly and helpful.. Shows genuine concern for others. (2) ❑ PERFORMER: Friendly, courteous, tactful and agreeable. Willing to help. (1) ❑ DEVELOPMENTAL PERFORMER: Usually friendly but may show impatience or antagonize supervisor. Not always willing to cooperate. (o) ❑ NON - PERFORMER: Argumentative. Discourteous or aloof. Unwilling to help. Antagonistic. PERFORMANCE EXAMPLES /COMMENTS: Ms. Stolfi is always very polite and up beat. She is always ready to assist any employee. She provides a friendly and courteous contact point for citizens calling the division. 8. SAFETY /CARE AND USE OF ASSIGNED EQUIPMENT, TOOLS, UNIFORMS. AND /OR SUPPLIES: Adherence and support of the City's Safety and Health policies and procedures. RATING (4) ❑ OUTSTANDING PERFORMER: Has thorough knowledge of occupational hazards and takes action to correct any problems. Sets an example for others by teaching and demonstrating proper techniques for safety and handling of equipment. (3) ® TOP PERFORMER: Acts in a manner, which enhances the safety of self and others. Has thorough knowledge of occupational hazards and takes action to correct. Adheres to department/division safety rules and sets an example for other employees concerning safety. Strives to keep equipment, tools, uniforms, and/or supplies he or she uses in top working condition utilizing recommended care procedures; employee sets an example to other employees concerning equipment care; highly skilled in operation of assigned equipment. (2) ❑ PERFORMER: Acts in a safe manner, which insures safety for self and other. Makes appropriate use of required safety equipment and adheres to department/division safety rules. Cares for equipment, tools, uniforms, and/or supplies he or she uses in good working condition following recommended care procedures. Can operate equipment at a competent level. communication at team meetings and in daily interaction with staff and customers. Initiates communication between teams to facilitate the resolution of problems and to provide good customer service. Understands the team visions and shows significant initiative, creativity and contribution to the team. Is exceptionally successful in working with others and in resolving disputes /conflicts; also very reliable in performing tasks and roles assigned. Demonstrates customer focus in daily activities and actively fosters teamwork and group morale. Instrumental in assisting the team in meeting and/or exceeding performance standards. (3) ® TOP PERFORMER: Consistently provides open, constructive, professional and courteous communication at team meetings and in daily interaction with staff and customers. Exhibits a courteous and helpful attitude towards customers and team members and respects others. Projects a positive and professional image and uses tact and diplomacy in handling situations. Puts the organization, customers and employees first. Demonstrates effective conflict/dispute resolution skills. Provides open constructive /communication with team members and customers. (2) ❑ PERFORMER: Provides open, constructive, professional, and courteous communication at team meetings and in daily interaction with staff and customers. Uses constructive criticism to assist team in maintaining good order, discipline or morale. (1) ❑ DEVELOPMENTAL PERFORMER: Occasionally provides open, constructive, professional and courteous communication at team meetings and in daily interaction with staff and customers. Needs to recognize disputes and conflicts before they are serious. Could improve upon use of constructive criticism to assist team development, good order or morale. (0) ❑ NON - PERFORMER: Seldom provides open, constructive, professional and courteous communication at team meetings and in daily interaction with staff and customers. Will not or cannot work with others. Uncooperative and/or antagonistic. Displays a lack of objectivity in work situations. Put personal interest first, to the detriment of the job. Consistently uses conduct or speech that is a detriment to good order, discipline, or morale. PERFORMANCE EXAMPLES /COMMENTS: Ms. Stolfi is cooperative and open- minded in working with others. She works well with others to insure the job gets done. She has very good customer service skills and accomplishes results without creating friction. EVALUATION SUMMARY: 1 ■ 11 M OVERALL RATING SUMMARY OUTSTANDING PERFORMER - Performance consistently exceeds job requirements; demonstrates exceptional productivity, efficiency and effectiveness. TOP PERFORMER - Performance results demonstrates a high level of performance in most assigned tasks. PERFORMER - Performance consistently meets job requirement; demonstrates productivity, effectiveness and competency. DEVELOPMENTAL PERFORMER - Performance does not consistently meet all job requirements; improvement is necessary to attain expected level of performance. NON - PERFORMER - Performance is consistently below job requirements; does not demonstrate necessary skills and abilities. OUTSTANDING TOP PERFORMER PERFORMER DEVELOPMENTAL NON- PERFORMER PERFORMER PERFORMER 40 ---- - - - - -- 37 36 ----- - - - - -- 27 26 ---- - - - - -- 17 16 ---- - - - - -- 9 8 ---- - - - - -- 0 Q4 OVERALL RATING OVERALL RATING OVERALL RATING OVERALL RATING OVERALL RATING ❑ ❑ ® 11 11 ------------------------------------------------------------------------------------------------------------------------------------------- GOAL SETTING: PREPARED/REVIEWED BY: NAMEWLEASE PRIM') SIGNNA�ATUURE DATE RATER: Captain Darrel L. Presley REVIEWER: EMPLOYEE ACKNOWLEDGMENT: This performance evaluation has been discussed with me by the rater and/or supervisor and I have received a copy of the performance evaluation. My signature below acknowledges receipt of this evaluation; it does not necessarily mean that I agree with it. EMPLOYEE'S SIGNATURE (in ink): DATE PERFORMANCE PLAN Employee Name: I a/\ Si"o ) V , The Performance Plan is to be completed at the beginning of the annual review period and should reflect the mutually understood GOALS/RESULTS AREA and agreed upon performance objectives for the period. �ioa�smesww .�rn , - -•• - -- (L�stthe major results areas or (List the specific objectives expected to be accomplished in the coming outcomes) review period for GoaJResuk area. State objectives in measurable terms and include what is to be accomplished by what date. Evaluator s Si e ZO "d 5c. --I- .k � O � •�-, i ^�_ -1'r G�C , n R S y 5 �..� 4 c, c��? n q l r e P e, � S y S -)- t Employees Signature tfZ9 =Ot to— £t —d °S ✓It(:,,� 410, 0 � f` During her last performance evaluation three goals were set for Diane. • Establish a tracking system for pending actions. Keep Finance Department abreast of action deadlines. • Become confident and proficient at handling pension- related issues. • Teach a Word Computer class. Goals I and 3 have not been reached and 2 has seen only minimal improvement. FY 99/00 Goals: • Become "keeper of the files ": Know what and where all documents are located. • Review files when other duties are complete. • Develop a system for file maintenance. • Implement file sign out system as instructed. • Establish a tracking system for pending actions. • Set up a tickler system for all report deadlines. • Make Director aware of pending deadlines. • Teach a Word class. • Establish course outline and time with John Stuart. • Prepare course material. J 1^ a � `L,�� Q i�'r t;�`V � Ra !l '� � \ J • S 2:.5 ii s '� (0 4 EMPLOYEE ACKNOWLEDGMENT I, h e� • �� , do hereby acknowledge that I have (Print Name) been given a copy of the Human Resources Manual. I understand that it is my responsibility to read and abide by these policies and hat 1t will tk-� ileid accountable for adherence to it, and upon termination I will be held responsible to return my copy of the Human Resources Manual. Employee Signature If Date EMPLOYEE APPET PROCESS FORM SUBJECT: Disciplinary Action - Suspension EMPLOYEE NAME: Diane Stolfi DAT* 03!09/01 STEP 1: EMPLOYEE APPEAL DEPARTMENT: Finance Department DIVISION: Administration BACKGROUND: Disciplinary Action Record states employee violated Personnel Rules and Regulations 95.2 (D)(F) The employee has willfully violated any lawful official regulation, or policy or failed to obey any proper direction made and given by a Superior Officer or Supervisor; The employee has been guilty of insubordination or of disgraceful conduct. STEP 2: HEARING OFFICER FINDINGS: DATE:. Skip to Step 3 STEP 3: CIVIL SERVICE BOARD APPEAL /RECOMMENDATIONS DATE: 05/08/01 _ti, After hearing all testimony and evidence presented by both Mrs. Watt and Mrs. Stoffi it is the recommendation of the Civil Service Board that the disciplinary action broug ` against Ms. Stolfi be affirmed. (See Attached Meeting Minutes) v CID STEP 4: CITY MANAGER RECOMMENDATION DATE: STEP 5: CITY COMMISSION RECOMMENDATION DATE: W. CITY OF SANFORD CHANGE IN STATUS FORM I. EMPLOYEE DATA: III. TYPE OF PERSONNEL ACTION: NAME: Diane Stolfi ❑ NEW HIRE SS #: 056 -46 -5388 CLASSIFIED ® FULL TIME D.O.B. 05/04/52 PROBATIONARY ❑ PART TIME ❑ D.O.E. 06/22/98 TEMPORARY ❑ PROVISIONAL ❑ D.O.C. 06/22/98 DEPT. /DIV: Finance II. NEW HIRE INFORMATION: _ RACE /SEX: VETERAN HANDICAPPED CLASS TITLE: PAY SCHEDULE: GRADE STEP ANNUAL /HOURLY RATE: $ REPLACEMENT FOR: NAME: ADDRESS: PHONE: D.O.C. DEPT /DIV: CLASS TITLE: SALARY SCHEDULE: (Sch/Grd /Step) ANNUAL /HRLY RATE: EFFECTIVE DATE V. APPROVAL /REVIEW ROUTING: a NAME: ADDRESS: PHONE: D.O.C. DEPT /DIV: CLASS TITLE: SALARY SCHEDULE: (Sch Grd Step) ANNUAL /HRLY RATE: $ DEPARTMENT HEAD APPROVAL: DATE: 3 /z.I OI PERSONNEL DIRECTOR REVIEW: /.Z DATE: / CITY MANAGER APPROVAL: J DATE: IApproved copies will be sent to Personnel (white), Benefits (blue); Finance (green) Civil Service (yellow), originat- ing department (pink), and employee (goldenrod). All actions must be approved by the City Manager before they become effective. REVISED 8//95 III. TYPE OF PERSONNEL ACTION: ❑ NEW HIRE ❑ RECLASSIFICATION ❑ RETIREMENT ❑ REHIRE ❑ REGRADE ❑ DISMISSAL ❑ PROMOTION ❑ REGULAR ❑ NAME CHANGE ❑ DEMOTION ❑ SPECIAL MERIT ❑ ADDRESS CHANGE ❑ TRANSFER ❑ RESIGNATION ❑ DEATH ® SUSPENSION ❑ OTHER ❑ LEAVE OF ABSENCE A. WITH PAY ❑ A. WITH PAY ❑ B. W/O PAY ® B. W/O PAY ❑ C. FROM 3/12/01TO 3/13/01 C. FROM TO IV. CHANGE DATA: (WHEREVER APPLICABLE) NAME: ADDRESS: PHONE: D.O.C. DEPT /DIV: CLASS TITLE: SALARY SCHEDULE: (Sch/Grd /Step) ANNUAL /HRLY RATE: EFFECTIVE DATE V. APPROVAL /REVIEW ROUTING: a NAME: ADDRESS: PHONE: D.O.C. DEPT /DIV: CLASS TITLE: SALARY SCHEDULE: (Sch Grd Step) ANNUAL /HRLY RATE: $ DEPARTMENT HEAD APPROVAL: DATE: 3 /z.I OI PERSONNEL DIRECTOR REVIEW: /.Z DATE: / CITY MANAGER APPROVAL: J DATE: IApproved copies will be sent to Personnel (white), Benefits (blue); Finance (green) Civil Service (yellow), originat- ing department (pink), and employee (goldenrod). All actions must be approved by the City Manager before they become effective. REVISED 8//95 RECEIPT FOR REQUEST OF PRE ST- DISCIPLINARY HEARING I, 17lGne- i , do hereby request an opportunity for a pre /post- disciplinary hearing as referenced in the Notice of J7, sT, „� / 1 nc_c addressed to me and dated a' Employee's Signature Date =�? N V'1 . White- Personnel /Canary-Civil Service /Pink - Employee h•{ ,, .`F,�a , � . . ,r tit i2 t i...r� +,riS <a } , .�ri2�^T�?' CITY OF SANFORD DISCIPLINARY ACTION RECORD 1. ISSUED T0: Diane Stol f i POSITION: Administrative Secretary DEPT /DIV: Finance ISSUED BY: Donna Watt POSITION: Finance Director DEPT /DIV: DATE: March 9, 2001 SUBJECT: Fa i 1 ure to fo 1 low r1i re c t i ve II. You are hereby notifed of an initiation of disciplinary action against you as a result of the following incidence(s): Please see attached memo. RE: Violation of City Personnel Rules & Regulations Section 15.2.(,D) & (F). III. TYPE OF DISCIPLINARY ACTION: WRITTEN REPRIMAND DEMOTION E SUSPENSION F-1 DISMISSAL ElWITH PAY Fil W/O PAY IEFFECTIVE DATE: March. 12, 200.1 From March 12 ,2001 to March 1- 3,2001 I IV. DUE PROCESS: As a City employee with six (6) months or more of full -time continuous service you are entitled to an opportunity for a pre /post disciplinary hearing before the City's Hearing Officer. The purpose of this hearing is to review and determine whether or not there is cause for this disciplinary action. You have five (5) calendar days from the date of receipt of this action to request such a hearing or waive this opportunity. You are to report to work for your normal work schedule until further notice until this matter has been reviewed and made final. As a City employee with less than six (6) months continous full -time employment you are not entitled to a pre /post- disciplinary hearing. I V. ACKNOWLEDGMENT OF RECEIPT: ® HAND DELIVERY /PERSONALLY F-1 MAILED CERTIFIED /RETURN RECEIPT ��c�►'vvl (x-1r 319101 EMPL EE SIGNATURE SUPERVISOR SI N TURE DATE IV. PRE /POST - DISCIPLINARY HEARING HELD: FINDINGS OF HEARING OFFICER: SIGNATURE OF HEARING OFFICER DATE WHITE - PERSONNEL /CANARY -CIVIL SERVICE /PINK- DEPARTMENT /GOLD - EMPLOYEE Office of the Finance Director Donna M. Watt, CPA, CGFO Date: March 9, 2001 To: Diane Stolfi From: Donna Watt Re: CAFR Mailing tity' of Sa nford, )�Iorida P.O. Box 1788 • 32772 -1788 (407) 330 -5610 • (407) 330 -5666 Fax During last week, I asked you for the list of audit reports that was mailed last year. This list has been maintained for years. You gave me a stack of paper that appeared to be a copy of mailing labels. When I again asked for the list, there was no list. You were specifically instructed last year to compile the list and put it in the file when the reports were mailed in February. I gave the copy back to you and instructed you to give me the mailing list. You later brought me a list. In my verification of the list, it was evident that the list was incorrect as to whom we mailed reports last year, as well as typing errors. I gave that list back to you with written instruction to give me a list that exactly matched the copies of letters mailed last year. (Attached) The next day you gave me another list. I took the list home that evening to verify it before mailing the reports the next day. That list still contained errors and at least one firm was left off the list. Therefore, you did not produce the list correctly on the third try. As of today, we have been unable to mail the reports because the list has not been correctly prepared for my review. You have previously been counseled on your failure to follow directives up to the point of being given a written reprimand for failing to get pension agendas out to board members as instructed. In addition, we have had many conversations about what the expectations of your job are. Any future incidents of the type will lead to more severe discipline, up to and including dismissal. of L-1. ft-m -1, . "lle Friendly City" I. EMPLOYEE DATA: NAME: Stolfi , Di-ane N. SS #: D.O.B. 05/04/52 D.O.E. 06/22/98 D.O.C. 06/22/98 DEPT. /DIV: II. NEW HIRE INFORMATION: RACE /SEX: CLASS TITLE: PAY SCHEDULE: 0 - �-o CITY OF SANFORD CHANGE IN STATUS FORM leef %1U CLASSIFIED FULL TIME PROBATIONARY El PART TIME NEW HIRE TEMPORARY ❑ PROVISIONAL a f:KIz00300:2!j:4�1 R *4:ha ANNUAL /HOURLY RATE: $ REPLACEMENT FOR: A. Scott III. TYPE OF PERSONNEL ACTION: El u ❑ NEW HIRE RECLASSIFICATION RETIREMENT 0 REHIRE REGRADE DISMISSAL El PROMOTION REGULAR NAME CHANGE ® DEMOTION VOluntarY 1:3 SPECIAL MERIT ADDRESS CHANGE Ea TRANSFER RESIGNATION DEATH SUSPENSION OTHER LEAVE OF ABSENCE A. WITH PAY 1:1 A. WITH PAY ❑ B. W/O PAY ❑ B. W/O PAY O C. FROM TO C. FROM TO IV. CHANGE DATA: (WHEREVER APPLICABLE) ftl:fiQ NAME: ADDRESS: PHONE: D.O.C. DEPT /DIV: Finance /Director's Office CLASS TITLE: Admin. Secretary SALARY SCHEDULE: A09 (Sch /Grd /Step) ANNUAL /HRLY RATE: $ 23,155.08 0 NAME: ADDRESS: PHONE: D.O.C. DEPT /DIV: P n 1 i rri 11Inifnrm CLASS TITLE: Secretary SALARY SCHEDULE: (Sch Grd Step) ANNUAL / HRLY RATE: $ 23,381 EFFECTIVE DATE 04/16/01 V. APPROVAL /REVIEW ROUTING: DEPARTMENT HEAD APPROVAL: '9 FD DATE: 411 �0 PERSONNEL DIRECTOR REVIEW: DATE: CITY MANAGER APPROVAL: DATE: U e ry i Approved copies will be sent to Personnel (white), Benefits (blue); Finance (green) Civil Service Vellow), originat- ing department (pink), and employee (goldenrod). All actions must be approved by the City Manager before they become effective. 40 REVISED 8//95 n �Z� ca 1 April 16, 2001 TO: Joe Denaro, Human Resources Dir. VIA: Chain of Command Q e FROM: Diane Stolfi, Secretary SUBJECT: Demotion (Voluntary) I volunteer to be demoted from Admin. Secretary, Finance to Secretary, Police Dept. with the salary of $23,155.08 to $23,318. Thank you for your assistance. APPLICATION FOR N , PROMOTION OR TRANSFER o t v- -v INSTRUCTIONS: All questions on this application must be answered in typewritten form or pried legibly in ink. Applications completed in pencil will not be considered. If the space provided is not offrcient for complete answers or you wish to furnish additional information, you may attach sheets of the saran size as this application. PLEASE NOTE: A review of your personnel file may be performed by the Civil Service Office and /or hiring supervisor. Please be sure your file is up to date. - Note: The City of Sanford is an Equal Opportunity Employer and does not discriminate on the basis of age, sex, race, national origin, color, religion, disability, or any other legally protected status. Qualified individuals with disabilities applying for positions will be reasonably accommodated each 7sw�o appli cation, hiring and employment process. e h l Position Applying For Req. #__<D - � Name: - -1) 1 G n e- ` I G,' Social Security #_ Current Position: _Ad m % n S e-C-V-C -Gri Supervisor: -1�10 n h o, Ull A Length of time in current position; (el I't Date Employed by City: 4e g Describe Current duties which would relate to the position applied for -gip, na -RA% ra �hontt rY,a► I Describe previous duties which would relate to the position applied for: Fl t} C, Ghrd List any knowledge of equipment or skills you posses which would be helpful to the position applied for: N1o�oL CXc.it1 Woad �e�rFc;�e�s Gaorr�r Do you have a High School Diploma or Equivalent ue. S List any degrees or Certifications held. (Include any courses, seminars etc which would relate to position applied for Qy-t4,4,,, r A 4-4,3 c h me j +s Driver's License Numbers 34 `- 1-):5 -S 2- bh 14 - O CLASS (poi. ono) A B C D E� APPLICANT'S STATEMENT AND AGREEMENT I hereby certify, under oath, the foregoing answers are correct to the best of my knowledge and belief. I understand that misrepresentation will be considered as just cause for rejection of this application for consideration of Promotion or Transfer. _ Aplflicants Sit;naltire Date: 6 DIANE STOLFI Profile 31 Bass Lake Drive DeBary, Florida 32713 (407) 668 -1019 n Six years experience coordinating high - volume secretarial and administrative operations. n Skilled in Word Perfect, Microsoft Word, Excel and Dictaphone transcription. n Experienced in total office management in absence of senior -level personnel. n Strong customer service /satisfaction, mediation and problem resolution skills. n Accounting experience in Sage (English program) • Data entry of AWB's and related information into Caris • Data entry for accounting into Peachtree • Knowledge of Q &A CITY OF SANFORD - FINANCE DEPARTMENT Sanford, June 1998 - Present Secretary ❑ Filing and following up on claims filed with the City ❑ Answering phones and directing to proper department ❑ Scheduling appointments for Finance Director ❑ Write and prepare correspondence ❑ Interact with other departments regarding finance issues ❑ Responsible for minutes for Fire and Police Pensions ❑ Responsible for payment to fire and police trustees for seminars and FPPTA workshops. PREMIER FREIGHT FORWARDERS Orlando, October 1997 - April 1998 ❑ Entered invoices into Peachtree for billing ❑ Made bookings on airlines for shippers ❑ Filed claims and follow -up for payment for damaged freight ❑ Wrote and prepared correspondence ❑ Repponsible for opening mail COMBINED AIRWAYS Sanford, Flordia August 1996 - September 1997 Accounting/ Customer Service ❑ Processed billing, invoices, balanced bank with accounts ❑ Collections ❑ Booked freight into Europe ❑ Tracked lost shipments ❑ Entered AWB's into Caris for billing (0 - - 0 DIANE STOLFI Experience continued: SOUTHERN STATE UTILITIES, Deltona, Florida 1989 - June, 1996 2 Secretary II Reported directly to North Regional Manager of the largest privately owned utility company in Florida. Responsibilities included intermediate coordination of supervisors, field crews and operators (65 employees), direct responsibility for administration of expense budgets, and initial mediation of customer service issues and public service commission complaints. ❑ Prepared and monitored capital budgets and developed administrative budgets. ❑ Resolved customer service issues and complaints in an attempt to settle disputes prior to filing with the public service commission. ❑ Coordinated, compiled and prepared documentation for local, state and government compliance reporting. ❑ Approved unexpected expenditures and purchases through contingency fund. ❑ Administered and coordinated equipment upgrade and service programs. ❑ Tracked, monitored and advised department supervisors regarding overtime according to budget allocations. ❑ Coordinated vacations and offered recommendations to manager regarding evaluations, appraisals, correspondence and reports. ❑ Resolved problems between employees and agencies regarding monthly operating reports for various agencies. ❑ Wrote and prepared correspondence. ❑ Processed data entry and coded expenses ❑ Worked in AS400. MACY'S, Massapequa, NY 1979 - 1986 Cashier / Clerk ❑ Primarily responsible for sales, visual merchandising, inventory, returned goods, customer service and satisfaction. Operated computerized cash register. CHEMICAL BANK, Lindenhurst, NY 1985- 1986 Part Time Teller ❑ Processed customer's financial transactions and reconciled cash drawer daily. Provided information on related products and services. I 1 (0 DIANE STOLFI Experience continued: Education ExecuTrain, Maitland, FL Word Perfect ❑ Microsoft Word ❑ Excel Seminole Community College, FL Word Perfect ❑ DOS Daytona Beach Community College, FL Legal Terminology ❑ Business English ❑ Intro To Business J k, (41 (6 Patty Tomaszewski, CSP 3706 White River Drive Dallas, Texas 75287 December 16, 2000 Donna Watt, CPA, CGFO Director of Finance and Administration City of Sanford 300 North Park Avenue Sanford, FL 32771 Dear Ms. Watt: 1 wanted to take the opportunity to thank you for the time and courtesy that you extended to me on my December 12, 2000 interview for the Risk Manager Posidon. The information that you shared with me on the position and your expectations was exciting! I would enjoy the opportunity to apply my skills in risk management, safety, and insurance to make a positive contribution to your programs overall success! I believe that we could get a quick rate of return on youi bottom line by putting in place a few awareness and prevention efforts! My qualifications and abilities sound as though they are a good match for your needs. I guarantee that you would not be disappointed with my work ethic and creative blend of skills! I am still interested in the position and would be happy to provide you, Paul, Mike, Kevin, or Glenn, with any additional information. Please thank the interview committee members for me. I would also appreciate it if you would give my extra special thanks to Diane for being so helpful to me (especially from a distance) in the arrangement of my interview process! Sincerely, Patty Tomaszewski, CSP Wr EMPLOYEE ACKNOWLEDGMENT I, �D i -Sc ) �- , do hereby acknowledge that I have (Print Name) been given my own copy of the revised "Personnel Rules and Regulations" Section 10.5, Life Insurance & 10.6, Heath Insurance which became effective November 27, 2000. I understand that it is my responsibility to read and abide by these policies and that I will be held accountable for adherence to same. (Employee Signature) (Date) I. EMPLOYEE DATA: NAME: _Diane Stolfi SS #: D.O.B. 05/04/52 D.O.E. 06/22/98 D.O.C. 10/02/99 DEPT. /DIV: Finance CITY OF SANFORD CHANGE IN STATUS FORM CLASSIFIED ® FULL TIME PROBATIONARY Ei PART TIME ci TEMPORARY RECLASSIFICATION PROVISIONAL Ei - II. NEW HIRE INFORMATION: RACE /SEX: VETERAN HANDICAPPED CLASS TITLE: PAY SCHEDULE: GRADE STEP ANNUAL/HOURLY RATE: $ REPLACEMENT FOR: III. TYPE OF PERSONNEL ACTION: IV. CHANGE DATA: (WHEREVER APPLICABLE) FROM TO NAME: ADDRESS PHONE: D.O.C. DEPT /DIV: CLASS TITLE: NAME: ADDRESS: PHONE: D.O.C. DEPT /DIV: CLASS TITLE: SALARY SCHEDULE: SALARY SCHEDULE: (Sch /Grd /Step) (Sch /Grd Step) ANNUAL /HRLY RATE: $22,372.06/ 10.7558 ANNUAL /HRLY RATE: 523,155.08/ 11.1323 EFFECTIVE DATE 10 /01 /00 V. APPROVAL /REVIEW ROUTING: DEPARTMENT HEAD APPROVAL: DATE: 9 j CV PERSONNEL DIRECTOR REVIEW: DATE: D CITY MANAGER APPROVAL: v DATE: Approved copies will be sent to Personnel (white), Benefits (blue); Finance (green) Civil Service (yellow), originat- ing department (pink), and employee (goldenrod). All actions must be approved by the City Manager before they become effective. REVISED 8//95 Ewa El NEW HIRE RECLASSIFICATION RETIREMENT El REHIRE REGRADE DISMISSAL 0 ® PROMOTION REGULAR NAME CHANGE El DEMOTION SPECIAL MERIT ADDRESS CHANGE E] El El TRANSFER RESIGNATION DEATH SUSPENSION 10 OTHER Annual Merit 1-1 LEAVE OF ABSENCE A. WITH PAY a A. WITH PAY B. W/O PAY ❑ B. W/O PAY Q C. FROM TO C. FROM TO IV. CHANGE DATA: (WHEREVER APPLICABLE) FROM TO NAME: ADDRESS PHONE: D.O.C. DEPT /DIV: CLASS TITLE: NAME: ADDRESS: PHONE: D.O.C. DEPT /DIV: CLASS TITLE: SALARY SCHEDULE: SALARY SCHEDULE: (Sch /Grd /Step) (Sch /Grd Step) ANNUAL /HRLY RATE: $22,372.06/ 10.7558 ANNUAL /HRLY RATE: 523,155.08/ 11.1323 EFFECTIVE DATE 10 /01 /00 V. APPROVAL /REVIEW ROUTING: DEPARTMENT HEAD APPROVAL: DATE: 9 j CV PERSONNEL DIRECTOR REVIEW: DATE: D CITY MANAGER APPROVAL: v DATE: Approved copies will be sent to Personnel (white), Benefits (blue); Finance (green) Civil Service (yellow), originat- ing department (pink), and employee (goldenrod). All actions must be approved by the City Manager before they become effective. REVISED 8//95 Ewa y��R�oM GP� s' CITY OF SANFORD EMPLOYEE PER FOR MAN E APPRAISAL, NAME OF EMPLOYEE:_ s to l f i D i ane (LAST) (FIRST) (MI) JOB TITLE: Adm i n i c t r^ t i va iar ra t� ry DEPARTMENT: Finance DIVISION: APPRAISAL PERIOD FROM: 10/01/99 TO: 9/30/00 Instructions for completion: The rater must cite specific examples of past performance in each rating category. The employee is rated in each rating factor. This form is not complete until all signatures are obtained on the last page. 1. JOB KNOWLED E: Knowledge of work duties necessary to perform satisfactory on the job. RATING (4) OUTSTANDING PERFORMER: Has exceptional command of all skills, techniques, and procedures in each and every aspect of work. Excellent resource person, often sought out by others for job expertise; is well informed about many job related topics, can correctly answer J ob related questions. (3) ID TOP PERFORMER: Has thorough understanding of work procedures and methods. Ability to direct appropriate questions through proper channels. Actively seeks to expand job knowledge and recommends new ideas. (2) ® PERFORMER: Understands routine work procedures and methods. Rarely needs assistance on special problems or situations. Applies job knowledge to perform most related functions with a minimal amount of supervision. Adequately familiar with most phases of the job, including division policies and procedures. Can answer most common questions and knows enough to satisfactorily perform the job. (1) DEVELOPMENTAL PERFORMER: Demonstrates basic job knowledge, continues to gain required job skills. Close supervision will continue through growth stage. (0) NON - PERFORMER: Does not demonstrate working knowledge of methods and procedures. Has difficulty retaining information. Is not familiar with basic information necessary to perform the job after training has been given. PERFORMANCE EXAMPLES /COMMENT 2. .QUALITY OF WORK; Ability to produce thorough, complete and neat work free of error, conforming to valid requirements RATING (4) OUTSTANDIN PERFORMER: Greatly exceeds work standards. Always produces work of highest quality and thoroughness. Organization is excellent. Always prompt in completing assignments. Output greatly exceeds expectations. Known as the best in terms of neatness and thoroughness. Work contains an exceptionally high degree of accuracy. (3) ❑ TOP PERFORMER: Consistently thorough and neat. Quality of work exceeds standards. Takes on extra work. Work is accurate, well organized, and is of exceptional quality. Work can be accepted without supervisory review. Takes pride in doing a task/project well. (2) . ❑ PERFORMER: Accuracy, neatness, and thoroughness meets job standards. Only nominal supervisory review of work is necessary. Good sense of organization. Usually thorough and neat. Work is usually without error. (1) DEVELOPMENTAL PERFORMER: Strive to meet deadlines. Work quality continues to improve (0) ❑ NON - PERFORMER: Requires high level of supervision while performing routine tasks. Rarely finishes work on schedule; often fails to complete assignments. Work is completed in an unacceptable manner, requires almost constant supervision on most routine tasks. Displays a pattern of engaging in excessive non -work related activity while on the job resulting in diminished productivity. PERFORMANCE EXAMPLES /COMMENTS: QUANTITY OF WORK: Ability to produce needed work in appropriate amount to meet deadlines or satisfy objectives. RATING (4) ❑ OUTSTANDING PERFORME R: Greatly exceeds work standards. Organization is excellent. Always prompt in completing assignments. Output and speed greatly exceeds expectations. Extremely productive. Accomplishes more than is required. (3) ❑ TOP PERFORMER: Assigned work accomplished by deadline, much of it well before deadlines. Takes on extra work. Work can be accepted without supervisory review. Takes pride in doing a task/project well. Works quickly. Frequently accomplishes more than is required. (2) PERFORMER: Routine work and special assignments completed by deadlines. Only nominal supervisory review of work is necessary. Good sense of organization. Works at satisfactory rate. Accomplishes what is required. (1) ❑ DEVELOPMENTAL PERFORMER: Strive to meet deadlines. Work quality continues to improve. (0) ❑ NON - PERFORMER: Requires high level of supervision while performing routine tasks. Rarely finishes work on schedule; often fails to complete assignments. Displays a pattern of engaging in excessive non -work related activity while on the job resulting in diminished productivity. Excessively slow worker. Consistently a low producer. PERF RMANCE EXAMPLES /COMMENTS: G` a� CITY OF SANFORD EMPLOYEE PERFORMANCE APPRAISAL NAME OF EMPLOYEE :_ S tol f i Diane (LAST) (FIRST) (MI) JOB TITLE: Adm i n i s t ra t i P DEPARTMENT: Finance DIVISION: APPRAISAL PERIOD FROM: 10/01/99 T0: 9/30/00 Instructions for completion: The rater must cite specific examples of past performance in each rating category. The employee is rated in each rating factor. This form is not complete until all signatures are obtained on the last page. l . JOB KNOWLED E: Knowledge of work duties necessary to perform satisfactory on the job. RATING (4) 13 OUTSTANDIN PERFORMER: Has exceptional command of all skills, techniques, and procedures in each and every aspect of work. Excellent resource person, often sought out by others for job expertise; is well informed about many job related topics, can correctly answer job related questions. (3) El TOP PERFORMER: Has thorough understanding of work procedures and methods. Ability to direct appropriate questions through proper channels. Actively seeks to expand job knowledge and recommends new ideas. (2) ® PERFORMER: Understands routine work procedures and methods. Rarely needs assistance on special problems or situations. Applies job knowledge to perform most related functions with a minimal amount of supervision. Adequately familiar with most phases of the job, including division policies and procedures. Can answer most common questions and knows enough to satisfactorily perform the job. (1) DEVELOPME NTAL PERFORMER: Demonstrates basic job knowledge, continues to gain required job skills. Close supervision will continue through growth stage. (0) El NON - PERFORMER: Does not demonstrate working knowledge of methods and procedures. Has difficulty retaining information. Is not familiar with basic information necessary to perform the job after training has been given. PERFORMANCE EXAMPLES/COMMENTS: 2. QUALITY OF WORK: Ability to produce thorough, complete and neat work free of error, conforming to valid requirements RATING (4) OUTSTANDING PERFORMER: Greatly exceeds work standards. Always produces work of highest quality and thoroughness. Organization is excellent. Always prompt in completing assignments. Output greatly exceeds expectations. Known as the best in terms of neatness and thoroughness. Work contains an exceptionally high degree of accuracy. t (3) El TOP PERFORMER: Consistently thorough and neat. Quality of work exceeds standards. Takes on extra work. Work is accurate, well organized, and is of exceptional quality. Work can be accepted without supervisory review. Takes pride in doing a task/project well. (2) PERFORMER: Accuracy, neatness, and thoroughness meets job standards. Only nominal supervisory review of work is necessary. Good sense of organization. Usually thorough and neat. Work is usually without error. (1) 1A DEVELOPMENTAL PERFORMER: Strive to meet deadlines. Work quality continues to improve (0) El NON - PERFORMER: Requires high level of supervision while performing routine tasks. Rarely finishes work on schedule; often fails to complete assignments. Work is completed in an unacceptable manner, requires almost constant supervision on most routine tasks. Displays a pattern of engaging in excessive non -work related activity while on the job resulting in diminished productivity. PERFORMANCE EXAMPLES /COMMENTS: 3. QUANTITY OF WORK: Ability to produce needed work in appropriate amount to meet deadlines or satisfy objectives. RATING (4) 13 OUTSTANDING PERFORME R: Greatly exceeds work standards. Organization is excellent. Always prompt in completing assignments. Output and speed greatly exceeds expectations. Extremely productive. Accomplishes more than is required. (3) El TOP PERFORMER: Assigned work accomplished by deadline, much of it well before deadlines. Takes on extra work. Work can be accepted without supervisory review. Takes pride in doing a task/project well. Works quickly. Frequently accomplishes more than is required. (2) PERFORMER: Routine work and special assignments completed by deadlines. Only nominal supervisory review of work is necessary. Good sense of organization. Works at satisfactory rate. Accomplishes what is required. (1) El DEVELOPMENTAL PERFORMER: Strive to meet deadlines. Work quality continues to improve. (0) El NON - PERFORMER: Requires high level of supervision while performing routine tasks. Rarely finishes work on schedule; often fails to complete assignments. Displays a pattern of engaging in excessive non -work related activity while on the job resulting in diminished productivity. Excessively slow worker. Consistently a low producer. PERFORMANCE EXAMPLES /COMMENTS: I` CITY OF SANFORD ow GPI` EMPLOYEE PERFORMAN E APPRAI AL NAME OF EMPLOYEE: g to 1 f i Diane (LAST) (FIRST) (MI) JOB TITLE: Adm i n i s t rA t i /P Prrptnry DEPARTMENT: Finance DIVISION: APPRAISAL PERIOD FROM: 10/01/99 TO: 9/30/00 Instructions for completion: The rater must cite specific examples of past performance in each rating category. The employee is rated in each rating factor. This form is not complete until all signatures are obtained on the last page. 1. JOB KNOWLEDGE: Knowledge of work duties necessary to perform satisfactory on the job: RATING (4) El OUT TANDING PERFORMER: Has exceptional command of all skills, techniques, and procedures in each and every aspect of work. Excellent resource person, often sought out by others for job expertise; is well informed about many job related topics, can correctly answer job related questions. (3) El TOP PERFORMER: Has thorough understanding of work procedures and methods. Ability to direct appropriate questions through proper channels. Actively seeks to expand job knowledge and recommends new ideas. (2) ® PERFORMER: Understands routine work procedures and methods. Rarely needs assistance on special problems or situations. Applies job knowledge to perform most related functions with a minimal amount of supervision. Adequately familiar with most phases of the job, including division policies and procedures. Can answer most common questions and knows enough to satisfactorily perform the job. (1) El DEVELOPME NT I PERFORMER: Demonstrates basic job knowledge, continues to gain required job skills. Close supervision will continue through growth stage. (0) El NON - PERFORMER: Does not demonstrate working knowledge of methods and procedures. Has difficulty retaining information. Is not familiar with basic information necessary to perform the job after training has been given. PERFORMANCE EXAMPLES/COMMENTS: 2. QUALITY OF WORK: Ability to produce thorough, complete and neat work free of error, conforming to valid requirements RATING (4) D OUTSTANDING PERFORMER: Greatly exceeds work standards. Always produces work of highest quality and thoroughness. Organization is excellent. Always prompt in completing assignments. Output greatly exceeds expectations. Known as the best in terms of neatness and thoroughness. Work contains an exceptionally high degree of accuracy. i • (3) ❑ TOP PERFORMER: Consistently thorough and neat. Quality of work exceeds standards. Takes on extra work. Work is accurate, well organized, and is of exceptional quality. Work can be accepted without supervisory review. Takes pride in doing a task/project well. (2) . ❑ PERFORMER: Accuracy, neatness, and thoroughness meets job standards. Only nominal supervisory review of work is necessary. Good sense of organization. Usually thorough and neat. Work is usually without error. (1) 50 DEVELOPMENTAL PERFORMER: Strive to meet deadlines. Work quality continues to improve (0) ❑ NON - PERFORMER: Requires high level of supervision while performing routine tasks. Rarely finishes work on schedule; often fails to complete assignments. Work is completed in an unacceptable manner, requires almost constant supervision on most routine tasks. Displays a pattern of engaging in excessive non -work related activity while on the job resulting in diminished productivity. PERFORMANCE EXAMPLES /COMMENTS: 3. QUANTITY OF WORK: Ability to produce needed work in appropriate amount to meet deadlines or satisfy objectives. RATING (4) ❑ OUTSTANDING PERFORMER: Greatly exceeds work standards. Organization is excellent. Always prompt in completing assignments. Output and speed greatly exceeds expectations. Extremely productive. Accomplishes more than is required. (3) ❑ TOP PERFORMER: Assigned work accomplished by deadline, much of it well before deadlines. Takes on extra work. Work can be accepted without supervisory review. Takes pride in doing a task/project well. Works quickly. Frequently accomplishes more than is required. (2) 1 PERFORMER: Routine work and special assignments completed by deadlines. Only nominal supervisory review of work is necessary. Good sense of organization. Works at satisfactory rate. Accomplishes what is required. (1) ❑ DEVELOPMENTAL PERFORMER: Strive to meet deadlines. Work quality continues to improve. (0) ❑ NON - PERFORMER: Requires high level of supervision while performing routine tasks. Rarely finishes work on schedule; often fails to complete assignments. Displays a pattern of engaging in excessive non -work related activity while on the job resulting in diminished productivity. Excessively slow worker. Consistently a low producer. PERFORMANCE EXAMPLES /COMMENTS: E RATING (4) (3) (2) DEPENDABILITY /ATTENDAN E supervision and conforming to work hour requirements. is Ability to do required job with minimum of OUTSTAN )IN G PERFORMER: Always able to be relied on to follow instructions and complete assignments on or before deadline. Always handles sensitive and extreme situations tactfully without supervisory assistance. Makes time for additional projects. Arrives and is ready to work at the given start hour and works up until the end of the day bcl'orc getting ready to leave the office; stands as "the" example for other employees. TOP PERFORMER: Consistently follows routine procedures, and completes assignments as directed, even under pressure or time constraints. Can be relied upon to handle even sensitive and extreme situations tactfully without supervisory assistance. When presented with a problem outside of own responsibility, collects information concerning the problem, formulates decision options, presents options and problems to appropriate individual for decision. Dedicated to self - motivation. Consistently on time and ready for work, sets an excellent example for other employees. Use of unscheduled leave is consistently appropriate. Absolutely dependable in reporting for work as expected. D6 PERFORMER: Follows routine procedures and completes assignments as directed. Seldom needs assistance in satisfactorily resolving procedural questions. Handles routine situations appropriately without supervisory assistance; refers decisions outside of own responsibility to the appropriate individual, and demonstrates ability to work cooperatively with others. Works with minimum supervision. Meets routine deadlines. Can be depended upon to be at work when scheduled. Uses minimal unscheduled leave. (1) El DEVELOPMENTAL PERFORMER: Frequently follows procedures and work as assigned. Shows improvement after correct procedures have been explained. May require supervisory assistance to handle routine situations appropriately. Use of unscheduled leaves interferes with the efficiency of the operation. Needs to improve upon observing appropriate work hours. (0) NON- PERFORMER: Often does not follow specific procedures. Does not show improvement after correct procedures have been explained. Has an established pattern of mishandling situations resulting in frequent supervisory intervention. Consistently makes decisions outside of own area of responsibility. Work is seldom completed without supervisory follow -up. Uses excessive unscheduled leave. Habitually late for work and/or leaves work early. Excessive use of unscheduled leave often interferes with the efficiency of the operation. PERFORMANCE EXAMPLE / OMMENTS: 5. INITIATIVE: Ability to recognize needed work, originate idea or implement innovative methods. RATING (4) El OUTSTANDIN PERFORMER: Actively pursues additional work and assignments with enthusiasm. Actively involved in pursuing ways to improve service or efficiency. Regularly takes the initiative to contribute to the effectiveness of the department. Resourceful in any situation with good follow - through. Self - starter. Foresees needs and takes on increasingly greater responsibility. Consistently setting greater goals for development. (3) El TOP PERFORMER: Pursues additional work and assignments with enthusiasm. Offers suggestions or asks questions concerning ways to improve service or efficiency. Promotes teamwork by assisting others. Strives to contribute to the effectiveness of the department and organization. Pursues work related and/or professional development. (2) 19 PERFORMER: Demonstrates willingness to perform job tasks. Works with minimal supervision. Is cooperative with public, co- workers and supervision. Contributes to the effectiveness of the department. (1) ❑ DEVELOPMENTAL PERFORMER: Demonstrates initiative within specifically assigned work. Supervision occasionally needed to prevent inefficient use of time or resources. (0) ❑ NON- PERFORMER: Complains frequently about issues and procedures, even after the rationale for them has been explained. Makes minimal attempt to correct errors or resolve problems. Assists employees or citizens only when specifically directed. PERFORMANCE EXAMPLES /COMMENTS: 6. JUDGEMENT: Ability to analyze information and arrive at logical conclusions. RATING (4) ❑ OUTSTANDING PERFORMER Excellent at analyzing and interpreting data. Looks at data in a "new light" not thought of by others. (3) ❑ TOP PERFORMER: Evaluates data quickly and accurately. Conclusions reached are clear cut and supported by facts. Foresees potential problems when making judgements. (2) ❑ PERFORMER: Regularly arrives at judgements within reasonable time frame. Analyzes facts and draws conclusions in satisfactory manner. (1) DEVELOPMENTAL PERFORMER: Depends too much on supervisors or others when making decisions. Decisions make are frequently incorrect or not based on fact. (0) ❑ NON - PERFORMER: Does not make decisions on own. Consequences of actions are not considered. PERFORMANCE EXAMPLES /COMMENTS: 7. RELATIONSHIP WITH SUPERVISOR, CO- WORKERS AND WITH PUBLIC• Ability to work harmoniously and cooperatively with supervisor, co- workers and the general public. RATING (4) ❑ OUTSTANDING PERFORMER: Extremely attentive and respectful. Tactful and supportive of supervisory decisions. Is highly respected by supervisor. Maintains a positive attitude. (3) El TOP PERFORMER: Very polite and willing to help. Goes the extra yard to be tactful. Courteous, friendly and helpful.. Shows genuine concern for others. (2) N PERFORMER: Friendly, courteous, tactful and agreeable. Willing to help. (1) DEVELOPMENTAL PERFORMER: Usually friendly but may show impatience or antagonize supervisor. Not always willing to cooperate. (0) El NON - PERFORMER: Argumentative. Discourteous or aloof. Unwilling to help. Antagonistic. PERFORMAN E E AMPLESICOMMENT SAFETY /CARE AND USE OF ASSIGNED EQUIPMENT, TOOLS UNIFORMS, S AND /OR SUPPLIES: Adherence and support of the City's Safety and Health policies and procedures. RATING (4) OUTSTANDIN PERFORMER: Has thorough knowledge of occupational hazards and takes action to correct any problems. Sets an example for others by teaching and demonstrating proper techniques for safety and handling of equipment. (3) 0 TOP PERFORMER: Acts in a manner which enhances the safety. of self and others. Has thorough knowledge of occupational hazards and takes action to correct. Adheres to department/division safety rules and sets an example for other employees concerning safety. Strives to keep equipment, tools, uniforms, and/or supplies he or she uses in top working condition utilizing recommended care procedures; employee sets an example to other employees concerning equipment care; highly skilled in operation of assigned equipment. (2) PERFORMER: Acts in a safe manner which insures safety for self and other. Makes appropriate use of required safety equipment and adheres to department/division safety rules. Cares for equipment, tools, uniforms, and/or supplies he or she uses in good working condition following recommended care procedures. Can operate equipment at a competent level. (1) El DEVELOPMENTAL PERFORMER: Occasionally apply established practices which endure safety for self and others. Must be reminded to comply with department/division safety rules. does not exhibit safe equipment usage. Does not demonstrate a consistent pattern of acceptable care of equipment, tools, uniforms, and/or supplies. Can operate equipment but skill level needs improvement. (0) NON-PERFORMER: Has an established pattern of performing duties without regard for department/division safety rules. Mistakes are often repeated after proper instruction has been given on safe operating procedures. Has an established pattern of unacceptable care of equipment, tools, uniforms, and/or supplies. Has difficulty handling basic equipment. PERFORMANCE EXAMPLES/ OMMENT 9. COMMUNICATION: understandable manner. RATING P! Ideas, concepts, details and instructions are verbalized in an (4) ❑ OUTSTANDING PERFORMER: Always anticipates the need to communicate information Demonstrates exceptional communication problem solving skills. Always pleasant and helpful even with argumentative persons in challenging and difficult situations. Uses proper etiquette and courtesy even in pressure situations to resolve conflicts. Promotes tension -free work environment. Projects positive, caring, professional image without lack of regard for tactful and discreet humor in the workplace. (3) TOP PERFORMER: Frequently anticipated need to communicate information. Demonstrates above average communication problem solving skills. Pleasant and helpful even with argumentative persons in challenging and difficult situations. Promotes tension -free work environment. (2) 9 PERFORMER: Polite and courteous. Consistently helpful to public and other employees. Effectively listens to others. Handles situations with tact and skill. Shares information needed to achieve tasks at hand. (1) DEVELOPMENTAL PERFORME R: Occasional impolite or abrupt, especially when under pressure. Needs extensive assistance in order to bring conflict situations to an acceptable resolution. (0) 0 NON - PERFORMER: Often abrupt and disrespectful to others. Frequently unable to deal with situations involving other people. Requires extensive assistance to bring situations to an acceptable resolution. PERFORMANCE EXAMPLES /COMMENTS: 10. TEAMWORK: Ability to work productively and harmoniously with others to achieve a. common goal. RATING (4) El OUTSTANDING PERFORMER: Always provides open, constructive, professional and courteous communication at team meetings and in daily interaction with staff' and customers. Initiates communication between teams to facilitate the resolution of problems and to provide good customer service. Understands the team visions and shows significant initiative, creativity and contribution to the team. Is exceptionally successful in working with others and in resolving disputes /conflicts; also very reliable in performing tasks and roles assigned. Demonstrates customer focus in daily activities and actively fosters teamwork and group morale. Instrumental in assisting the team in meeting and/or exceeding performance standards. (3) TOP PERFORMER: Consistently provides open, constructive, professional and courteous communication at team meetings and in daily interaction with staff and customers. Exhibits a courteous and helpful attitude towards customers and team members and respects others. Projects a positive and professional image and uses tact and diplomacy in handling situations. Puts the organization, customers and employees first. Demonstrates effective conflict/dispute resolution skills. Provides open constructive /communication with team members and customers. (2) ❑ PERFORMER: Provides open, constructive, professional, and courteous communication at team meetings and in daily interaction with staff and customers. Uses constructive criticism to assist team in maintaining good order, discipline or morale. (1) DEVELOPMENTAL PERFORMER: Occasionally provides open, constructive, professional and courteous communication at team meetings and in daily interaction with staff and customers. Needs to recognize disputes and conflicts before they are serious. Could improve upon use of constructive criticism to assist team development, good order or morale. (0) ❑ NON - PERFORMER: Seldom provides open, constructive, professional and courteous communication at team meetings and in daily interaction with staff and customers. Will not or cannot work with others. Uncooperative and/or antagonistic. Displays a lack of objectivity in work situations. Put personal interest first, to the detriment of the job. Consistently uses conduct or speech that is a detriment to good order, discipline, or morale. PERFORMANCE EXAMPLES/ MMENTS: ------------------------------------------------------------------------------------------------------------------------------ OVERALL RATING SUMMARY EVALUATION SUMMARY: 0 OUTSTANDING PERFORMER - Performance consistently exceeds job requirements; demonstrates exceptional productivity, efficiency and effectiveness. 0 TOP PERFORMER 2001' : M. O DEVELOPMENTAL PERFORMER O NON - PERFORMER Performance results demonstrates a high level of performance in most assigned tasks. Performance consistently meets job requirement; demonstrates productivity, effectiveness and competency. Performance does not consistently meet all job requirements; improvement is necessary to attain expected level of performance. Performance is consistently below job requirements; does not demonstrate necessary skills and abilities. OUTSTANDING TOP PERFORMER PERFORMER DEVELOPMENTAL NON- PERFORMER PERFORMER PERFORMER 40 ---- - - - - -- 37 36 ----- - - - - -- 27 26 --- - - - - -- 17 16 ---- - - - - -- 9 8 ---- - - - - -- 0 OVERALL OVERALL OVERALL OVERALL OVERALL RATING RATING RATING RATING RATING i • ------------------------------------------------------------------------------------------------------------------------------------------- GOAL SETTING: PREPARED/REVIEWED BY: NAME(PLEASE MUM SIGNATURE DATE RATER: REVIEWER: � _�c7(X oat �G EMPLOYEE ACKNOWLEDGMENT: This performance evaluation has been discussed with me by the rater and/or supervisor and I have received a copy of the performance evaluation. My signature below acknowledges receipt of this evaluation; it does not necessarily mean that I agree with it. ------------------------------------------------------------------------------------------------------------------------------------------- EMPLOYEE'S SIGNATURE (in ink): DATE 9 Zq L -D ------------------------------------------------------------------------------------------------------------------------------------------- EMPLOYEE COMMENTS: DIANE STOLFI EVALUATION COMMENTS 10/01/99-09/30/00 Job Knowledge— Performer Diane has the basic job knowledge for her position. She adequately understands the routine operations of the department. Diane could gain more understanding of the department functions if she utilized opportunities suggested. She should have learned a lot about the department during her reorganization of the files under her control had she spent time with the files. It appears she only moved files from one folder to another without using the experience as a learning process. Quality of Work — Development Performer Work is frequently given back to Diane for typing errors or omissions. Typed forms seem to present the biggest challenge for accuracy. Documents originated by Diane frequently have typing and grammatical errors. Diane has been advised to use "Spelling and Grammar Check" and to proof her typing before delivering for final disposition. It is a frequent problem to find files or to have items out of place in the file, not in the file, or not properly secured in the file Quantity of Work — Performer The volume of work of the Finance Department has increased with the growth of the City. Diane usually produces the work that is required of her. She usually accomplishes her tasks on a timely basis. There have been instances where work was not produced timely as instructed by the Director with no notification or explanation that the task was not completely as instructed. Diane could be more productive if she organized her work space and work time more efficiently. She has been advised to do so. Dependability /Attendance — Performer With a few exceptions Diane can be depended on to perform her job functions. As stated above, with the increase in work volume and special projects it is of paramount importance that the Director be able to rely on her secretary to assist with the demands of the department. Diane sometimes attempts to complete assigned tasks without understanding the instructions. This sometimes results in more work or inconvenience to recipients (retirees). She has been advised to always ask questions in advance of attempting tasks she does not fully understand. Diane had developed a pattern of coming in late in the morning with no acknowledgment or explanation to supervisor. She was counseled about this behavior and has shown improvement. Initiative — Performer Diane is willing to perform her routine tasks. She can perform them with minimal supervision. She is usually cooperative with public, co- workers and supervision. She does not originate any ideas to enhance the efficiency or effectiveness of the department. She never has any comments during staff meetings. Judgement— Developmental Performer Diane still needs close supervision to complete some routine tasks and especially any new tasks. She often uses poor judgement on assignments she does not fully understand which many times leads to poor information flow or more work to correct errors. She has been counseled to always ask questions on any assignment she does not specifically understand. Safety /Care and Use of Assigned Equipment, Tools, Uniforms, and/or Supplies - Performer Safety is not a significant issue due to the nature and function of the department. However, Diane on many days operates and electric heater under her desk. There have been instances where the heater was left on after she had gone home for the day. She takes delivery of many packages that are delivered to the City. Those packages are constantly left around her desk creating a hazard for those going into and out of office,= located near her desk. She has been counseled numerous times about the packages. Relationship with Supervisor, co- workers and with public — Performer Diane is somewhat selective in who she is friendly, courteous, tactful and agreeable with. She is usually willing to assist others. Communication - Performer Diane does not always communicate well with superiors. She frequently will choose not to respond in discussions or instructions. She has frequently shown impatience with curt remarks. She does appear to communicate better with peers and the public she has contact with. She is usually police and courteous and can be helpful to others. Teamwork - Developmental Performer Diane never provides any input during staff meetings. Each staff member is given an opportunity to share or discuss. She has never shared anything in those meetings. She can improve upon use of constructive criticism to assist the finance team in achieving its goals and promoting morale. During her last performance evaluation three goals were set for Diane. • Establish a tracking system for pending actions. Keep Finance Department abreast of action deadlines. • Become confident and proficient at handling pension- related issues. • Teach a Word Computer class. Goals I and 3 have not been reached and 2 has seen only minimal improvement. FY 99/00 Goals: • Become "keeper of the files ": Know what and where all documents are located. • Review files when other duties are complete. • Develop a system for file maintenance. • Implement file sign out system as instructed. • Establish a tracking system for pending actions. • Set up a tickler system for all report deadlines. • Make Director aware of pending deadlines. • Teach a Word class. • Establish course outline and time with John Stuart. • Prepare course material. PERFORMANCE PLAN Employee Name:, The Performance Plan is to be completed at the beginning of the annual review period and should reflect the mutually understood GOALS/RESULTS AREA and agreed upon performance objectives for the period. Goals/Results Area: Objectives: (List the major results areas or (List the specific objectives expected to be accomplished in the coming outcomes) review period for GoaVResuIt area. State objectives in measurable terms and include what is to be accomplished by what date. Evaluator's Signature Employee's Signature Date M E M O R A N D U M (4 6� TO: FINANCE DIRECTOR PERSONNEL DIRECTOR FROM: 1� ICo,L✓ � 1-9. (Print Name) IF, �j ►j--.j t-x-, (Print Department) SUBJECT: SICK LEAVE CONVERSION OPTION In accordance with Section 10.2 (G) of the "Personnel Rules and Regulations" currently in effect, I understand that I have the ol2tion of converting excess sick leave time, up to a maximum of fifteen (15) work days, to "bonus vacation" time at a three (3) for one (1) conversion rate or elect to continue to accrue sick leave time without exercising this conversion option. I understand that this option can only be exercised once each fiscal year and that I must make this decision no later than October 1st. of each year. In view of this I am choosing to exercise this option as follows: t ' I wish to convert excess sick leave time subject to the maximum as stated above to bonus vacation time at a three (3) for one (1) conversion rate. I wish to continue to accrue sick leave time and elect not to exercise my option of converting my excess sick leave time to bonus vacation time. S EMPLOYEE SIGNATURE DATE Revised 6 /2.9/94 i f Todays Date: September 27, 2000 Hearing Date: September 13, 2000 Hearing Time: 1 :30 P.M. Subject: Just Cause Hearing of Diane Stolfi of the discipline of a written reprimand imposed for having violated Personnel Rules and Regulations 15.2 (F) The employee has been guilty of insubordination or of disgraceful conduct." Appearances For the City: Donna Watt, Finance Director For the Appellant Diane Stolfi, Administrative Secretary The Just Cause Hearing Below is excerpted relevant items from the hearing: � I 1. Ms. Stolfi is being disciplined for failing to follow a directive from her Supervisor involving an "agenda" for a Police and Fire Pension Board meeting on August 10, 2000. 2. Diane went to Mrs. Watt on a Wednesday or Thursday with minutes of a previous Pension Board meeting that had to be on the agenda for Mrs. Watt's review. Mrs. Watt had instructed Ms. Stolfi that the agenda must go out on Friday, August 4, 2000. 3. Mrs. Watt stated it appeared that at this time (Friday, 5:00 p.m.) the agenda had not gone out. 4. The agenda needed to be delivered to the board members. One board member stated he had not received an agenda. 5. Mrs. Watt had a discussion with Ms. Stolfi on August 11, 2000 to inquire why a board member had not received an agenda. 6. Mrs. Watt stated Ms. Stolfi's response was the agenda went out on Friday or late Friday or Monday a.m. 7. According to Mrs. Watt, since the agenda's were late in going out she decided to give Ms. Stolfi a written reprimand. Mrs. Watt took into consideration a previous discussion regarding job performance in June. The nature of the discussion is herein referred to as Attachment A (memorandum dated June 18, 1999). 8. Ms. Stolfi stated a day before Mrs. Watt and she had this discussion, Ms. Stolfi requested to be considered for a transfer. 9. Ms. Stolfi stated she had a discussion with Mrs. Watt on June 18, 1999 and further stated she would work on correcting the mistakes and would try to do better. 10. Mrs. Watt stated, with respect to item 6 on the June 18, 1999 memorandum, "you will carry out directives given you by your supervisor". Mrs. Stolfi was to notify all staff members of a staff meeting and the failure to do so is directly related to the Police and Fire Pension incident. 2 Just Cause Hearing - Diane Stolfi 46 f 11. With respect to the Police and Fire Pension board incident, Ms. Stolfi stated the agenda did go out but the mail was not picked up on that date. According to Ms. Stolfi the mail was not picked up until Monday. 12. Mrs. Stolfi stated she had a discussion with Mr. Russey regarding the agenda. She apologized and asked him when did he receive the agenda. According to Ms. Stolfi Mr. Russey received the agenda a week later. 13. Ms. Stolfi stated the employee board members agenda was placed in their mail boxes for distribution on Friday. But Ms. Stolfi stated Mr. Russey's agenda went out on Monday. 14. Ms. Stolfi stated she could have delivered the agenda to the mail room some time on Friday between 3:30 and 4:30 p.m. 15. In the past, Ms. Stolfi stated she had the agenda out 4, 5 or 6 days out before the meeting. This time there were several meetings and numerous minutes taking longer to provide. 16. Ms. Stolfi stated she has had the agenda out in the past on Friday or later at 3:30 p.m. 17. Ms. Stolfi stated Mr. Russey's agenda had missed the mail. 18. Ms. Stolfi stated there were a lot of mitigating circumstances involving this particular agenda. 19. Ms. Stolfi stated she had complied with Mrs. Watt's instructions by getting the agenda out by Friday. 20. Ms. Stolfi also stated the agenda items for Mr. Russey were still in the mail room at 5:00 p.m.. Ms. Stolfi, upon discovering that the agenda items were still in the mail room did not do anything. She expected the agenda to be delivered to Mr. Russey on time. 21. Ms. Stolfi did not report to Mrs. Watt that the agenda packet was still in mail room on Monday, a.m. 22. Mrs. Watt stated without any knowledge that there might be a delay in the agenda's going out does not give Mrs. Watt an opportunity to correct a potential problem. 3 Just Cause Hearing - Diane Stolfi EVALUATION: 1. Mrs. Watt stated because of the volume of the agenda, the agenda needed to go out on Friday so that the board members would have an opportunity to review the agenda over the weekend. 2. Ms. Stolfi knew the agenda were still in the mail room on Monday, a.m. 3. While Ms. Stolfi stated she still thought the agenda would be received in a timely manner to Mr. Russey, it is the opinion of this Hearing Officer that it is her duty to anticipate delays and inform her supervisor that a problem may occur. In this incident because of the agenda not being picked up on Monday, knowing the meeting was Thursday, there may be a delay in the agenda being received in a timely manner. 4. Had the agenda been mailed to Mr. Russey on Friday, then Ms. Stolfi would have complied with Mrs. Watt's instruction, but since the agenda was not mailed on Friday and Ms. Stolfi knew that it did not get mailed out until Monday and by not informing Mrs. Watt of a possible delay so that corrective action could be taken this Hearing Officer finds that there was "just cause" to impose discipline. JAD /jr cc: Donna Watt, Finance Director File 4 Just Cause Hearing - Diane Stoffi DEPARTMENT OF HUMAN RESOURCES DIRECTOR Joseph A. Denaro (407) 330 -5626 HUMAN RESOURCES ANALYST James High (407) 330 -5629 HUMAN RESOURCES TECHNICIANS Sabrina Benton (407) 330 -5625 Donna Lepore (407) 330 -5627 Joyce Riggins (407) 330 -5628 f f City of Sanford, Florida P.O. Box 1788 — (407) 330 -5628 — (407) 330 -5606 Facsimile August 23, 2000 Ms. Diane Stolfi c/o City of Sanford Finance Department Sanford, Florida 32771 Dear Ms. Stolfi: Pursuant to your appeal request, your pre /post disciplinary hearing before the City of Sanford's Hearing Officer has been scheduled for Wednesday, September 13, 2000 at 1:30 p.m. in the Utilities Conference Room, 2nd Floor, City Hall. Please find enclosed a copy of the City of Sanford's Personnel Rules and Regulations Section, 15.3 Disciplinary Hearings. You may have available any witnesses either side deems necessary and germaine to the issue and advise all parties accordingly. Also, please provide this office with a list of all witnesses to be summoned no later than Monday, September 11, 2000. If you have any questions please do not hesitate to contact this office at (401) 330- 5628. Sincerely, Joseph A. Denaro `Hearing Officer, City of Sanford JAD /jr Attachment: 1 - PR &R Section 15.3 2- Copy of Disciplinary Action w /Attachments cc: File "The Friendly City" i s CITY OF SANFORD AUGUST 23, 2000 OFFICE OF HUMAN RESOURCES MEMORANDUM TO: DONNA WATT, FINANCE DIRECTOR FROM: JOSEPH A. DENARO, HEARING OFFICER SUBJECT: PRE/POST DISCIPLINARY HEARING RE: DIANE STOLFI A Pre /Post Disciplinary Hearing concerning the disciplinary action issued to Diane Stolfi will be heard on Wednesday, September 13, 2000 at 1:30 P.M. in the Utilities Conference Room, 2nd Floor, City Hall. You may have available any witnesses you deem necessary and germaine to the issue and advise all parties accordingly. Also, please provide this office with a list of all witnesses no later than Monday, September 11, 2000 (12 Noon). JAD /jr Attachments: 1 - PR&R Section 15.3 1 - Disciplinary Action Record w /Attachments cc: File l� RECEIPT FOR WAIVER OF PRE /POST - DISCIPLINARY HEARING do hereby waive the opportunity t4 ` a r pre /post - disciplinary hearing as reference in the Notice of addressed to me and dated Employee's Signature Date RECEIPT FOR REQUEST OF PRE /POST - DISCIPLINARY HEARING •o� c. nsz. -34— , do hereby request an opportunity for a pre/post- disciplinary hearing as referenced in the Notice of 1= a i I wr c. 1,0 -�7) I o �,j addressed to me and dated v 9 Employee's Signature D to White - Personnel /Canary -Civil Service /Pink - Employee CITY OF SANFORD DISCIPLINARY ACTION RECORD ISSUED • • • Administrative DEPT /DIV: ISSUED BY: DEPT /DIV: Finance Donna Watt DATE: August 16, 2000 POSITION: Finance Di rector SUBJECT: Failure to follow directive II. You are hereby notifed of an initiation of disciplinary action against you as a result of the following incidence(s): Please see attached memo for explanation of failure to follow directive. 111. TYPE OF DISCIPLINARY ACTION: WRITTEN REPRIMAND El DEMOTION F] SUSPENSION Lam' DISMISSAL s DWITH PAY ��- O� W/O PAY 3 EFFECTIVE DATE: From to v• IV. DUE PROCESS: F-1 As a City employee with six (6) months or more of full -time continuous service you are entitled to an opportunity for a pre /post disciplinary hearing before the City's Hearing Officer. The purpose of this hearing is to review and determine whether or not there is cause for this disciplinary action. You have five (5) calendar days from the date of receipt of this action to request such a hearing or waive this opportunity. You are to report to work for your normal work schedule until further notice until this matter has been reviewed and made final. F] As a City employee with less than six (6) months continous full -time employment you are n2l entitled to a pre /post- disciplinary hearing. V. ACKNOWLEDGMENT OF RECEIPT: ElHAND DELIVERY /PERSONALLY F1 MAILED CERTIFIED /RETURN RECEIPT ,Q_ �A 2a& 8/16/2000 EMPLOYEE SIGNATURE SUPERVISOR SIGNATURE DATE IV. PRE /POST- DISCIPLINARY HEARING HELD: 0 FINDINGS OF HEARING OFFICER: ORE brHI'AI9d OFFICER I I DATE WHITE- PERSONNEL /CANARY -CIVIL SERVICE /PINK- DEPARTMENT /GOLD- EMPLOYEE �1 (9 FINANCE DEPARTMENT MEMORANDUM Date: August 11, 2000 To: Diane Stolfi From: Donna Watt 0 Re: Written Reprimand A This memo is a follow up to many conversations and the memo you received from me dated June 18, 1999 about your work performance. More specifically, on last Wednesday or Thursday, you brought all the meeting minutes for the past quarter of Fire & Police Pension Boards to me for review. The minutes were given back to you the same morning and you were told the agenda for the meeting of August 10 must go out of Friday August 4. However, the agenda did not go out on Friday nor did you bother to tell me that they were not going out. The agenda, according to you, went out on Monday August 7. As a result, one board member did not get his mailed agenda. The Board Attorney and the Performance Monitor did not have a copy of the agenda and no extra copy was available at the meeting. City of Sanford Personnel Rules and Regulation Section 15.2(F) "The employee has been guilty of insubordination or of disgraceful conduct." In our previous meetings and the memo of June 18, 1999, you were counseled specifically about not carrying out directives of your supervisor. Any further violations of this policy will lead to more severe disciplinary actions up to and including dismissal. I co FINANCE DEPARTMENT MEMORANDUM Date: June 18, 1999 To: Diane Stolfi From: Donna Watt Re: Our discussion today Per our discussion this morning, I expect to see improvement in the following areas'. 1. You will get to work on time. You have established a pattern of being tardy to work on a very frequent basis. You were ten minutes late this morning. You were late two of the three days when I was away at the FGFOA Annual Conference June 7 -9. About one month ago you were late several days in a row. At that time you offered the excuse that you got a phone call as you were walking out the door. As we discussed that day, you had been 25 minutes late the week before with no report in or excuse for the tardy. Please arrange to be on time from this point on. 2. You need to learn to use the printer at your desk. You made a decision on your own that you would not use the printer after you told me you did not like the printer when it was purchased. 3. You will report to me when equipment is inoperable. I sat down at the typewriter on your desk this week and found out the correction did not work. When asked you told me it did not work but you had never told anyone that this was the case. 4. You will continue to organize the files and be able to find documents when asked for them. We have talked on numerous occasions about the importance of documents in the finance files. You have been given responsibility to know who has your files by the sign -out form. You have been given total responsibility for the filing of documents in your files. Just this week, we could not find an important document that was given to you to file in the last few weeks. Again, these files are very important and you are responsible for maintaining them. rA - Tx_ 1 v 0 , � , ,-T /_\ (6 - 1 (0- 5. You will be at your desk. Part of your responsibility, as the secretary is to answer phone and greet customers. You need to be available to answer the phone, especially when I am having a meeting in my office. I have had a lot of meeting with department heads in the last few weeks on budget and other issues. During many of those meeting, you have been away from your desk and not available to answer the phone. 6. You will carry out directives given you by your su ep rvisor. On Wednesday of this week, I told you to notify all staff members of a staff meeting at 8:15 on Thursday. You made a choice not to tell two staff members and used the excuse that they were busy. I would hope that all staff members were busy when you told them of the meeting. As we discussed, there were at least four (4) methods you could have used to notify those two staff members of the meeting. You chose not to use either of the four. One staff member found out about the meeting at approximately 5:00 p. m. through casual conversation. That staff member had to cancel a meeting to be here by 8: I5. This confusion could have been avoided, if you had followed directions. ' We have discussed several of these issues and others as they relate to your job performance over the last year that you have been the secretary in the Finance Department. Those conversations seem to have had little impact on the improvement of your job performance. I expect to see improvement in your job performance from this point forward. If you have questions about what your job duties are, please ask questions. I will be happy to explain anything to you. CITY OF SANFORD 0, CHANGE IN STATUS FORM I. EMPLOYEE DATA: NAME: StO1r] . Diane SS #: D.O.B. 05//C;4/52 D.O.E. 06/22/98 D.O.C. 06/22/99 DEPT. /DIV: 11inance - II. NEW HIRE INFORMATION: RACE /SEX: VETERAN CLASS TITLE: PAY SCHEDULE: ANNUAL /HOURLY RATE: III. TYPE OF PERSONNEL ACTION: CLASSIFIED ui FULL TIME o PROBATIONARY ❑ PART TIME ❑ TEMPORARY ❑ PROVISIONAL ❑ HANDICAPPED REPLACEMENT FOR: STEP ❑ NEW HIRE ❑ RECLASSIFICATION ❑ RETIREMENT ❑ REHIRE ❑ REGRADE ❑ DISMISSAL ❑ PROMOTION ❑ REGULAR ❑ NAME CHANGE ❑ DEMOTION ❑ SPECIAL MERIT ❑ ADDRESS CHANGE ❑ TRANSFER ❑ RESIGNATION ❑ DEATH ❑ SUSPENSION OTHER St ex) movement per ❑ LEAVE OF ABSENCE A. WITH PAY CJ tv Cnmmission. Remerly for ❑ advPrse]y affected Pmoloyees A. WITH PAY ❑ B. W/O PAY ❑ hired between 10/01/97 & B. W/O PAY ❑ 09/30/99 C. FROM TO RE: consent item C -14 C. FROM TO IV. CHANGE DATA: (WHEREVER APPLICABLE) 5. i* v NAME: ADDRESS: PHONE: D.O.C. DEPT /DIV: NAME: ADDRESS: PHONE: D.O.C. DEPT /DIV: we CLASS TITLE: Administrative Secretary CLASS TITLE: Admi ni strat i vp Sicre +-ary SALARY SCHEDULE : 109/3 SALARY SCHEDULE: 109/4 (Sch /Grd /Step) (Sch /Grd /Step) ANNUAL /HRLY RATE :$ 21,733.30/10.4487 ANNUAL /HRLY RATE: $ 22,372.06/10.7558 EFFECTIVE DATE 10/02/99 V. APPROVAL /REVIEW ROUTING: DEPARTMENT HEAD APPROVAL: k I DATE: PERSONNEL DIRECTOR REVIEW: DATE: j?° S CITY MANAGER APPROVAL: DATE: T, Approved copies will be sent to Personnel (white), Benefits (blue); Finance (green) Civil Service (yellow), originat- ing department (pink), and employee (goldenrod). A11 actions must be approved by the City Manager before they become effective. REVISED 8//95 Z 'Row Nee ont !F COUN�y CITY OF SANFORD FLORIDA NON- DISCIPLINARY NATURE GRIEVANCE REQUEST I. NAME: Diane Stolfi DEPT /DIV: Finance POSITION: Secretary DATE: October 19, 1999 1 am hereby requesting to exercise my rights to be heard in accordance with the provisions of the Personnel Rules and Regulations (Section 11.1) regarding my non - disciplinary grievance involving the following incident (s). Death in Family NOTE: Be specific and detailed regarding the intent of your grievance. Furnish dates, times, location, and possible witnesses to the incident (s). Use additional sheet (s) if necessary. II. SUPERVISORY ACTION - Each Supervisor in the chain -of- command shall arrange to discuss a grievance within seventy -two (72) working hours after the grievance request has been reported to that Supervisor. if this is not possible sue to illness, leave, etc., the Acting Supervisor shall accomplish this action. NAME OF SUPERVISOR: DEPT /DIV: Er h Q n G e, POSITION: ; r C CAy O e DATE: r On this date I met with ( a E S o 1 -C,l to discuss the .grievance request as outlined in Section I above. The following actions were taken to resolve the issue (s): NOTE: USE ADDITIONAL SHEET (S) IF NECESSARY IS THE ISSUE RESOLVED? 0 YES NO (Signature of Employee Filling Grievance) In t AX- YES NO (Signature of Supervisor) la . 42_5__Jj DATE III. DEPARTMENT HEAD ACTION - If the grievance appears to be resolved as evidenced by the above signatures simply sign and date below, retain copy N2 (green) for your files, give copy #3 (pink) to the employee initiating the grievance, and forward the original (white) to the Personnel Director within twenty -four (24) hours. If the grievance appears to be in an "unresolved" status, outline the steps taken at your level to rectify the situation: If "unresolved ", Department Heads must arrange to discuss this grievance with the concerned parties within seventy -two (72) working hours from the date indicated above in Section II. NOTE: USE ADDITIONAL SHEET (S) IF ECESSARY IS THE ISSUE RESOLVED? CI E / 7 No (Sigma of 1 ye Fi ng Grievanc Y NO (SiclaAture rvis or Devt. Head e) IV. ADDITIONAL ACTION - If the grievance cannot be resolved at the Departmental level, keep this form intact and forward it to the Personnel Director. All concerned parties will be contacted by the Personnel Director within seventy -two (72) working hours to arrange for a hearing before the City Manager. Further documentation regarding this grievance will be issued after the City Manager has taken action and all such documentation will be furnished to all parties concerned. WHITE- PERSONNEL DIRECTOR / CANARY - DEPARTMENT HEAD /PINK- EMPLOYEE Mme" J t CITY OF SANFORD PERSONNEL RULES & REGULATIONS review of the circumstances and attendance record of the employee in question. Consideration for "leave without pay" status is contingent upon acceptable reason, exhaustion of all other accrued leave, and ultimate approval of the City Manager via the approval process specified on the Change in Status form. Under no circumstances will a "leave without pay" status be granted that exceeds ninety (90) calendar days without extreme circumstances being involved. *- Refer to Section 8.1(F) for additional information pertaining to this subject. 11.2 JURY DUTY If an employees is summoned for jury duty, he /she will be granted the necessary time off with pay for this civic service. Notification for such time off must be made to his /her Department Head, stating the approximate length of the employee's absence. Any payment except travel pay, received by the employee from the State shall be turned in to Finance. An appropriate summons or document must be furnished to the Department Head verifying length of time on jury duty and amount paid to the employee. 11.3 COURT APPEARANCES .,An employee who is summoned to appear as a witnesse in any action not in connection with his /her job, concerning town, city, county, state, or federal government, shall be granted leave with pay upon presentation of any summons. Court appearances for civil actions not involving public bodies will not receive leave with pay. 11.4 MEETINGS & CONFERENCES An employee may request to attend job - related conferences and /or training seminars =j which are budgeted and considered in the best interest of his /her service to the City. These requests must be _approved by the Department Head in advance. An employee requesting to attend unbudgeted conferences or meetings may request time off from his /her_ jobs at his /her own expense. These requests for unpaid absences must be approved by the Department Head. 11.5 DEATH IN FAMILY (A) If a death occurs in an employee's immediate family (mother, father, sister, brother, wife, husband, son, daughter, mother -in -law, father -in -law, or relative who lived in the employee's home), a regular employee will be allowed up to five (5) calendar days off with pay from day of death. The employee's time off from work because of a death in the family must actually be taken immediately following the death in order to receive payment. (B) In case of death of other relatives, an employee may request one (1) day with pay to attend the funeral. Requests for time off should be made to the PR704I01 CITY OF SANFORD Hours Detail Inquiry 11 6 Employee . . . . . . . 398 -52 -7722 MOORE, SANDRA L Hours type . . . . . . BEREAVEME T LEAVE Position to . . . . . t�""jte Ending - 10/18/99 Date Description / �Ce�s Per d Quantity Rate 5/14/93 BEREAVEMENT /LEAVE 10 � 37.500 20.8271 3/08/91 BEREAVEMENT LEAVE 5 Fri 37.500 20.8271 Totals 75.000 Press Enter to continue. F3 =Exit F12= Cancel F8 =Print listing F17= Subset 10/18/99 12:19:59 Amount 781.02 695.11 1, 476.3 (0- 0 On Monday, October 11, 1999, I called my supervisor, Donn Watt,Ao_in orm her that my father -in -law had passed away; and I was leaving on an 1 o'clock fl o to A'V New York. Donna asked when he had died and when would I be back. I let her know that he had passed away Sunday and that VWCU d_be�back on Fries Donna was not in the office when I returned to work on Friday. I filled out my time shee o and was told by payroll that for the days I was out to code it BL. Donna returned on Monday. She called me into her office when doing the timesheets and I was told that I was not entitled to bereavement leave because I was single and did not have a father -in- law. I was greatly offended by the comment because I am not single I am a widow. The personnel rules and regulations list father -in -law as a death in the family. It does not mention marital status in order to be entitled. I feel this is discriminatory, because my husband passed away, the City will not recognize the relationship or history that I shared with this man. I know of a case in which another woman who was widow was given bereavement leave when her father -in -law passed away. I would like to know what makes my circumstances different from hers? �z (6 6 DIANE STOLFI GRIEVANCE • FATHER -IN- LAW - - -- - "The father of one's spouse" • SPOUSE-------------- - - - - "A married person" • WIDOW-------------- - - - - "A woman who has lost her husband by death - -One who has not remarried" • PRECEDENT------ - - - - -- "Something that m"as an example or rule to authorize or justify a similar future act or statement" Using the above definitions as they relate to the City of Sanford Personnel Rules and Regulations on bereavement leave and upon the advice of the Human Resources Director; a decision was made that Diane Stolfi, a widow of approximately 15 years, was not entitled to use bereavement leave for the death of her deceased husband's father. This grievance suggest that a precedent has been set that would allow the use of bereavement leave in the above situation. An instance has been cited where Sandra Moore was allowed to use bereavement leave in a similar case. I don't believe the definition of precedent indicates that one occurrence or misinterpretation of the rule would establish a rule or example to continue the improper interpretation of the Personnel Rules and Regulations. The instance for Ms. Moore was in 1993 and none of the staff members who granted the leave are currently in the employ of the City of Sanford. &) � L Donna M. Watt Director of Finance and Administrative Services Human Resources Department Joseph A Denaro Human Resources Director Sabrina Benton Human Resources Technician Jim High Human Resources Analyst Joyce Riggins Human Resources Technician Vivian Tindal Human Resources Technician 00 Ci To Whom It May Concern_ City of ,Sanford, Florida P.O. Box 1788 ♦ 32772 -1788 (407) 330 -5625 ♦ (407) 330 -5606 Fax October 5, 1999 The purpose of this letter is to verify employment on Ms. Diane Stolfi. Ms. Stolfi has been employed with the City of Sanford as a Administrative Secretary since June 22, 1999. Her current annual salary is $21,733.30. If you need additional information, please feel free to contact me. Z a re, brina Bent Human Resources Technician "The Friendly City' MEMORANDUM TO: FINANCE DIRECTOR PERSONNEL DIRECTOR FROM: ') I C� (-i L. -S-4-o I (Print Name) I` C.nCX__ (Print Department) SUBJECT: SICK LEAVE CONVERSION OPTION In accordance with Section 10.2 (G) of the "Personnel Rules and Regulations" currently in effect, I understand that I have the option of converting excess sick leave time, up to a maximum of fifteen (15) work days, to "bonus vacation" time at a three (3) for one (1) conversion rate or elect to continue to accrue sick leave time without exercising this conversion option. I understand that this option can only be exercised once each fiscal year and that 1 must make this decision no later than October 1st. of each year. . In view of this I am choosing to exercise this option as follows: I wish to convert excess sick leave time subject to the maximum as stated above to bonus vacation time at a three (3) for one (1) conversion rate. I wish to continue to accrue sick leave time and elect not to exercise my option of converting my excess sick leave time to bonus vacation time. EMPLOYEE SIGNA RE g13 Z9 � DATE Revised 6 129/94 INSTRUCTIONS• 1 0 APPLICATION FOR PROMOTION OR TRANSFER All questions on this printed legibly in ink. Applications space provided is not sufficient for information, you may attach sheets of review of your personnel file may be supervisor. Please be sure your file JUN 7 19,99 !¢ f application. must be answered in typewritt en o completed in pencil will not be considered. If the complete answers or you wish to furnish additional the same size as this application. PLEASE NOTE: A performed by the Civil Service Office and /or hiring is up to date! Note: The City of Sanford is an Equal Opportunity Employer and does not discriminate of the basis of age, sex, race, national origin, color, religion, disability, or any other legally protected status. Qualified individuals with disabilities applying for positions will be reasonably accommodated at each step of the application, hiring and employment process. G- Position\Applying For fld1m\tl � 5-irr ) V e_, SeLrL} -C,ry Req # q G `1 Name: V kGne_. fs+b� �, Social Security k Current Position: (� 6 m ►n %5 } h uL ,-r.{ Supervisor:�on% Length of time in current position: Date Employed by City: Z Z 6 List other positions held in City Y-) t�n Describe Current duties which would relate to the position applying: 7Z> � 0 Describe previous duties which would relate to the position applying: Co- ord\%r -a�u List any kno ledge of - equipment or skills you possess which would be helpful to the position applying: tcy�Py ��ii, �5 -yoo. Addk►,r„ rc�nrl...: -L.- _ _._�.._ c ,.1. _�_� ..4.,.�. Do you have a High School Diploma or - Equivalent ?UPJS List any degrees or certifications held. (Include any courses, seminars etc which would relate to position) . L_o 11e Cc -edit n %quad Ln it51, L GA x mt rio1 r o �- kim rd -�c�fi. i crG 0rn C ►n rA C C.f-I1 Some ow , Drivers License Number: -5 31-A l 113 - 5 a- (o b y . C) CLASS: (circle one) A B C D lE ) APPLICANT'S STATEMENT AND AGREEMENT I hereby certify, under oath, that the foregoing answers are correct to the best of my knowledge and belief. I understand that misrepresentation will be considered as just cause for rejection of this application for consideration of promotion or transfer. Applicant's Signature: OL_tl � Date: �1/-741 � q Revised 4/92 tM•,�P�`r *r,��� p 8Y� ,,�C �.. •.. .....,�.. ln'..,dn': 'L••c - Yj(o'::. >� j: -'. <:' is..i -!. M 4d�Nde`Th4 YWtwieeiwM wNYr de Alret7eeMsdodi er lr .. ,. )�. :.r.,!,.,.'.... il.: i.,,. �;!!�:l�Yf.-�cs!;7':.�i :, .f :�. � ;•', yl�a�rOIWMw�etNMr. Ywao rltinewrn.fw MU�f�••a�rtwysr�.r�.. +�•ry i,wp.a irY �ttafidid W ,Ue4 Mla rwpertNwib an.YwroArwyrW fl. V9G C�.ver77 vN:MUtlsC. Lrda. t'rolK �vr� w N 4t ll. . ai. 1�i22306f rolc .oww: Yews 1 M,atpt 7. ,r.. eryfleew ►art Re*Mw.oa Oee�Yle -G.�br MtV eed wteud I. Yin e—W 2. dY�eO1' w Ar Ysirry Y.ioe �. areeeeeteed /y10 ,1/r,NMu.t r 124 ':: �a=2T- � • `:. � :.::.. . „• .1. •. � � • • �• ATTENTION: PERSONNEL _. Pteet Qher W edeteb d Weser) CITY OF SANFORD SunTrust Bank. Central Florida. N.A. BOX 350 N. Lake Destiny Road SA NFORD D FF i. 32772 Mastland. FL 32751 1 ��Y Out lY MRfa;e. iY Yen eeetlrern, • «epNrr W ►ee M pwd aeved Oe Me6 doY J O,Ptpt[er.,q. u/e 4eerwrd ptey. S. a• 6. 9 ' Talwieko Miller Production asst, 02/23/1999 ffd7 '7 9 IMt vow fare ee,tedeOe bee Wised uetl.�e eorww Mtere,, ewWMMvx Nr sinotw. 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PsYke,feY . -W4d,' b`7u/lrhal. _1S '4° ��!�, °•tali• .. �I=tOe'I 27. TiOe KW et qpe)can.. 10 / xi ` 07- 336 -�GZ� 25/9� ei.de Nee t,f: iSC/1005 PFEV/0296 W%)-L )Olicy rification, any policy ;rification, any p716Cy erification, a any 11'.11• LJ. 1JJ0)11 Jtrlu 138 01 1LLZMuR IIjAuz 111j. 1CJU r. J Borrower's Certification & Authorization Certificad" The undersigned Certify the following: 1 . Uwe h a v e applied f o r a mortgage loan f r o m S u n T r u s t Bank. C e n t r a l Florida N.A. In lying for the loan, I /we Completed a ban application e app Containing various infortnsri0n on the purpose of the the amount and source of the down payment, employment and income information, and assets and liabilities. I/We certify that all of the information is true and complete. I/We made no misrepresentations in the loan application or otter documents, nor did Uwe omit any pertinent information. 2. I/We understand a n d agree that SunTrust B a n k . C e n t r a l Fl o r i d a N Reserves the right to change the mortgage loan review piocecs to a full np docnmentationprogram. This may include verifying the information provided on the application with the employer and/or the financial institution. 3. I/We fully understand that it is a Pederal crime punisbable by fine or imprisonment, or both. to knowingly make any false statements when applying for this mortgage, as applicable under the provisions of Title 18, United States Code, Section 1014. Aatliorization to Release Information To Whom It May Concern: 1 . I / W e have applied f o r a mortgage loan f r o m S u n T r u s t Bank, C e n t r a l F l o r i d a . N A As part of t h e application process, S u n T r u s t B a n k . C e n t r a 10"M l o r i d a N Rind the mortgage guaranty insurer Cif ), may v mom`, any verify information contained in my/our town application and is cube: documents required in connection with the loan, eidter before the loan is closed or as part of its quality control program. 2. Meauthorite you to provide to SunTrust Bank. Central Florida N A and to any investor to whom SunTrust Bank. Central Florida �N A maysellmymottgage,andtothe mortgage guaranty insurer (if any), � all information and documentation that they request. Such information includes, but is not limited to, employment history and income; bank, money manta, and similar account balances: credit history: and copies of income tax returns. 3_ SunTrust Bank . Central Florida N A or any invesw that purduses the mortgage, or the P.+MI mortgage gtiarauty insurer (if any), may address this authorization to any parry named in the loan application 4. A oopy of this authorization may be accepted as an original. 5. Your prompt r e p l y t o S u n T r u s t Bank . Central Florida N A, the investor that purchased the mortgage, or the mortgage oarri Bab guaranty insure Cif any) is appreciated. 6. Mortgage guaranty insurer (if any): lam) D I A N E S T 0 l F I (S-W Security Number) (Borrowea r S�goanrre) (SOeW S-9' Number) (Honoree: Sisaamre) (Social Secwiry Number) (Borrower'[ Siann m) (Saehl SO—W Number) 1? hSG1097 BORR CFRT d AtTIHORIZTN /A►a95(0490)•L Mae area n" Form 107 41" r��. ��. lyyy 11:�Jrt;1 Slr 1�L�i�i.iKlirFir.� Il;i. 1C�J Y, 1 NUNTRLjT TO: FAX COVER SHEET Consumer Direct Department 350 North Lake Destiny Road Maitland, Florida 32751 Phone: (407) 667 -7690 Fax: (407) 667 -7600 Phone: 13d, 5-600 � Fax: 3a 5666 Re: ,SS FROM: Tai Miller, Production Assistant DATE: 6 0-- 3 -qq NUMBER OF PAGES INC UDING qo R S 7A i S i s A- S w0 -0W1� W.A. Idf�J0 HP OfficeJet Personal Printer /Fax /Copier Identification 86677600 /J.0 2.8 (*Fax Lo g Report ort Feb -25 -99 01:29 PM Result Pages Tvve Date Time Duration Diagnostic OK 01 Sent Feb -25 01:28P 00 :00:45 002582030022 CO ACKNOWLEDGMENT OF RECEIPT hereby acknowledge that I have been Print Name provided with a copy of the Revised Civil Service Rules and Regulations approved by the Civil Service Board on September 29, 1998. Signature iz�,� Date 11 0 '.- __ 0 I. EMPLOYEE DATA: SS #: D.O.B. 05/04/52 D.O.E. 06/22/98 D.O.C. 12/22/98 DEPT. /DIV: Finance / Aamin II. NEW HIRE INFORMATION: RACE /SEX: CITY OF SANFORD CHANGE IN STATUS FORM CLASSIFIED ai FULL TIME PROBATIONARY ❑ PART TIME ❑ TEMPORARY ❑ PROVISIONAL Ei CLASS TITLE: PAY SCHEDULE: GRADE STEP ANNUAL/HOURLY RATE: $ REPLACEMENT FOR: III. TYPE OF PERSONNEL ACTION: ❑ ❑ ❑ NEW HIRE RECLASSIFICATION RETIREMENT ❑ ❑ R E REGRADE DISMISSAL ® ❑ PROMOTION REGULAR NAME CHANGE ❑ ❑ ❑ DEMOTION SPECIAL MERIT ADDRESS CHANGE ❑ ❑ ❑ TRANSFER RESIGNATION DEATH ❑ SUSPENSION OTHER Probationary ❑ LEAVE OF ABSENCE Merit A. WITH PAY ❑ A. WITH PAY B. W/O PAY ❑ B. W/O PAY ❑ C. FROM TO C. FROM TO IV. CHANGE DATA: (WHEREVER APPLICABLE) FROM NAME: ADDRESS: PHONE: D.O.C. 6- 22 -9f,, DEPT /DIV: CLASS TITLE: we NAME: ADDRESS: PHONE: D.O.C. DEPT /DIV: CLASS TITLE: SALARY SCHEDULE: 109/2 SALARY SCHEDULE: 109/3 (Sch /Grd /Step) (Sch Grd Step) ANNUAL /HRLY RATE: $ 21,112.83/10.1504 ANNUAL /HRLY RATE: $ 21 , 733,30/10-4487 EFFECTIVE DATE 12/22/98 V. APPROVAL /REVIEW ROUTING: DEPARTMENT#CTOR HEAD APPROVA PERSONNEL REVI CITY MANAGER APPROVAL: DATE: L .� DATE: DATE. Approved copies will be sent to Personnel (white), Benefits (blue); Finance (green) Civil Service (yellow), originat- ing department (pink), and employee (goldenrod). A11 actions must be approved by the City Manager before they become effective. REVISED 8//95 NAME OF EMPLOYEE Stolfi JOB CLASSIFICATION Secretary DEPARTMENT Finance APPRAISAL PERIOD FROM 6/22/98 • CITY OF SANFORD EMPLOYEE PERFORMANCE APPRAISAL (NKU r ) Diane (MI) W DIVISION Administration TO 12/22/98 NUMERIC RATING VALUES EXCELLENT Performance is outstanding in that it contributed to the goals and mission of the Department (3.50 and Above) /Division to a significant degree. Produces the highest quality work consistently and in advance of deadlines. Demonstrates outstanding initiative. Anticipates and solves problems by taking appropriate action. Requires little to no supervision. ABOVE SATISFACTORY (2.50 thru 3.49) Performance often exceeds routine expectations. Produces quality work by established dead - line. Uses initiative, skills, knowledge, and ability in a manner above the norm. Requires only occasional supervision. SATISFACTORY (1.50 thru 2.49) Performance is sufficient, adequate, and average in terms of normal expectations. Work is generally satisfactory and reliable and deadlines are generally adhered to. Follows routine policies and procedures. Requires average /routine supervision. BELOW AVERAGE (1.49 and Below) Performance is not sufficient, adequate, or average in terms of normal expectations. There is definite a need for improved, sustained performance within sixty (60) days. SECTION I (APPLICABLE TO ALL EMPLOYEES) 1 . 7 5 JOB KNOWLEDGE - This factor deals with the technical skills, experience, or overall knowledge of the work this employee is responsible for. This includes the understanding of procedures, methods, and techniques which are required of an individual to perform at a satisfactory level. (Note - If the employee being rated is in a "trainee" mode, or learning a new job, consideration should be given to how well this employee is progressing In relation to satisfactory performance). 2.25 WORK QUALITY - This factor concerns how well the employee performs work assignments. Consideration should be given to the care, neatness, accuracy, completeness, and organization of the work being performed. Consideration should also be given to whether or not assigned equipment is being used properly and is well maintained. Does assigned work result in an overall qualitative product as opposed to work which requires to be redone. WORK QUANTITY - This factor considers the actual amount of work produced by an employee under normal, established, routine procedures. The attention paid to meeting schedules and deadlines on time is also considered. 2 INITIATIVE - Does this employee find work to do during slack periods? Does this employee act on his/her own and use good judgement? How resourceful Is this employee in solving day to day problems? This factor also considers the employee's ability to work without or in the absence of supervision. 2.49 WORK HABITS - This factor concerns the extent to which an employee can be counted on to complete assignments and fulfill responsibilities within established rules and procedures. Does this employee need to be prodded to get the job done? 2-49 RELATIONSHIP WITH OTHERS - This factor concerns the feeling an employee demonstrates towards work assignments, fellow employees, supervision, and interaction with the general public. Are job assignments accepted willingly and conscientiously or does this employee procrastinate and make excuses? 2.4 9 ATTENDANCE - This factor concerns faithfulness in coming to work and conforming to work hours. It also concerns punctuality, abuse or lunch or break periods, and failure to give proper notice when taking leave. it also concerns willingness to work overtime on a reasonable, as needed basis. 2 .4 9 SAFETY - This factor concerns an employee's interest and concern for personal safety and the safety of others. it also concerns alertness to safety hazards and observance of safety rules and procedures. Does this employee keep his/her work area neat and clean and maintain proper care of property, material, and equipment assigned. (Over) SECTION II (APPLICABLE TO MOST TECHNICAL, PROFESSIONAL, & MANAGERIAL EMPLOYEES) N/A BUDGETARY CONTROL - This factor considers the planning, development, and adherence to budgetary issues. it also considers fund control and monitoring, forecasting, and proactivity, to budgetary issues within the employee's control. N/A PLANNING /CONTROLLING /COORDINATING This factor considers the employee's use of effective planning, control, and coordination in consistently meeting work objectives. It also considers effective time management. effective goal setting, prioritization, scheduling, and overall coordination of function(s). N/A SCOPE OF RESPONSIBILITY - This factor considers the span and depth of knowledge and understanding of operational policies and procedures, Local /State /Federal Laws, rules and regulations and other acceptable common practices within an employee's area of responsibility and /or expertise. N/A ORGANIZATIONAL SKILLS - This factor considers accountability for meeting deadlines and time frames. It also includes maintenance of accurate records, accuracy and thoroughness of work product, and resourcefulness. N/A COMMUNICATION SKILLS - This factor considers ability to express information verbally and /or in writing. It also considers listening skills and presentation skills needed to ensure that clear and accurate information is conveyed and understood as intended. W *oi Le1>•!lla All ratings (other than satisfactory) must be addressed in narrative form in this section. Identify the specific section and factor (i.e., Section I, Factor - Attendance) and explain the reason(s) why you rated the employee in the manner that you did. This section should also include narrative(s) which will address objectives to be considered for the next evaluation period. A minimum of three (3) such objectives should be outlined. 1) Establish a tracking system for pending actions. Keep finance department abreast of action deadlines. 2) Become confident and proficient @handling pension related issues. 3) Teach a word computer class. (USE ADDITIONAL SHEET(S) IF NECESSARY) • k By signature below, it is acknowledged thatthis Performance Appraisal was discussed with me by the rater and /or supervisor and that I have received a copy of this Appraisal along with a copy of my current job description. Signature of Employee Being Rated Date Signature of Reviewer -It Applicable Date As the employee being rated I understand that I have three (3) calendar days from the date (above) to add written comments to this Appraisal for inclu 'on into my personnel file and a copy of those comments will be sent to my Department Head. For the record, I agree , I disagree M with the Performance Appraisal. (Note - Identify the specific section and factor (i.e., Section I, Factor - A endance) that your comments are addressing. (USE ADDITIONAL SHEET(S) IF NECESSARY) FORMIIAPRA o�� n.c1��1P:� <, • TO: FROM: DATE: SUBJECT: MEMORANDUM PERSONNEL DIRECTOR PERFORMANCE EVALUATION On (Date) (Employee) due hig/her" evaluation. Ple,asf. c)dkple" \the/c ttached 'form,,-'_1 Digduts�/-Wiitw tfieviihpl-6ie-e- "d r6tdrn\,the original \to'' the P*raonn6A,,bff (White- Department; Canary-File) EMPLOYEE ACKNOWLEDGMENT do hereby acknowledge that I have Print Name received a copy of PR &R Section 9.7 (A -F) Electronic Mail (E -Mail) Policy and that will be held accountable for non - adherence to same. I understand that non - adherence to this policy could result in disciplinary action up to and including dismissal. Employee Signature Date MEMORAMDUM TO: FROM: PERSOMMEL DIRECTOR DATE: // - ,.o-q9 SUBJECT: PERFORMAMCE EVALUATION n1 .. -,,Z) --/ will be (Date) (Employee) due hisjhe�r TI//IC U1 evaluation. I 1) Discuss with the employee and return the original to the Personnel office. (White-Department; Canary-File) Z.i (0. 6 ACKNOWLEDGMENT OF RECEIPT hereby acknowledge that I have been (Print Name) I provided with a copy of the n , s�� I ,' �ec rely rq position description (Classification) for my present job. (Signature) cc: Personnel File (Date) 01 Sanford, P.O. Box 1778.32772 -1778 FAX (407) 330 -5666 !une 19, 1y98 ) i_ re ,,> fi'! i f t-iallaff' & NCirn1! -i. • Flora dd Welcome to the City. We are glad you have accepted the opportunity to join the City organization and wish to provide you with some general information about your new job. * Employment Date * Job Title * Department * Division * Immediate Supervisor * Average Weekly Hours * Hourly Pay Rate ju,,e LLe 1998 l' ilSt' E rp nr ;Lm :Lelia `_; (a 0 ACKNOWLEDGEMENT OF RECEIPT OF POSITION CLASSIFICATION an 41 /nt y-al c OCR &CActn( in the {F t Y� q Department / Division, have receivedandread or had explained to me, my position classification and I understand what duties are required of me as an employee of the City of Sanford. DATE EMPLOYEE SIGNATURE irl • 2, SUPERINTENDENT SIGNATURE JATH OF EMPLOYEE OR OFFICER O = TY OF SANFORD ' FLOR =DA 1, 0) � �, 1,�, being employed by or an officer of the CITY OF SANFORD and a recipient of public funds as such employee or officer, do hereby solemnly swear or affirm that I will support the Constitution of the United States of America and of the State of Florida. Sworn to and Subscribed before me this day of n C I Notary POW of Florida trly Comm. expires No.0 9292 omrrus Signature of Employee F PL- 5 -� - 2002- M1 CITY OF SANFORD �y t__.'•'y CHANGE IN STATUS FORM !F COUNT I. EMPLOYEE DATA( NAME: 11 C. IS40 1-} CLASSIFIED FULL TIME SS #: D. O. B. 5 ` LL -5 .Z D.O.E. lo- .2-1 %e? D.O.C. DEPT. /DIV: � Y\ a n C e, II. NEW HIRE INFORMATION: ❑ 'E PROBATIONARY tu PART TIME ❑ TEMPORARY ❑ PROVISIONAL ❑ RACE /SEX: VETERAN HANDICAPPED CLASS TITLE: A mi nrS4rcr aL Sf2creiGry PAY SCHEDULE: GRADE p 9 STEP d ,Z ANNUAL /HOURLY RATE: $ oZT/ �� • �3 % lo. /,`j Cx REPLACF�NT FOR: _ LO III. TYPE OF PERSONNEL ACTION: W --r DATE: ❑ ❑ NEW HIRE RECLASSIFICATION RETIREMENT ❑ ❑ ❑ REHIRE REGRADE DISMISSAL ❑ ❑ ❑ PROMOTION REGULAR NAME CHANGE ❑ ❑ DEMOTION SPECIAL MERIT ADDRESS CHANGE ❑ ❑ TRANSFER RESIGNATION DEATH ❑ ❑ ❑ SUSPENSION OTHER LEAVE OF ABSENCE A. WITH PAY ❑ A. WITH PAY ❑ B. W/O PAY ❑ B. W/O PAY ❑ C. FROM TO C. FROM TO IV. CHANGE DATA: (WHEREVER APPLICABLE) FROM TO I:tlX4 ADDRESS: PHONE: D.O.C. DEPT /DIV: CLASS TITLE: SALARY SCHEDULE: (Sch /Grd /Step) ANNUAL /HRLY RATE: $ NAME: ADDRESS: PHONE: D.O.C. DEPT /DIV: CLASS TITLE: SALARY SCHEDULE: (Sch /Grd /Step) ANNUAL /HRLY RATE: $ EFFECTIVE DATE Ci V. APPROVAL ROUTING: I SUPERVISOR: DEPARTMENT HEA I PERSONNEL DIRE I CITY MANAGER: DATE: DATE: DATE: DATE: --r DATE: _S Approved copies will be sent to Personnel (white), Benefits (blue), Finance (green) Civil Service (yellow), originat- ing department (pink), and employee (goldenrod). All actions must be approved by the City Manager before they become effective. ^A•TTC4[1 S /�n /4� C CITY OF SANFORD NEW EMPLOYEE DATA RECORD GENERAL EMPLOYEES NAME: ADDRESS: 3i __�DR ) 2 F L- 7) PHONE NUMBER: 4-0-1 - Co co `6 - c1 DRIVER'S LICENSE NUMBER S _3Sq - 1 3 -J D - �L, 4— o EXP. DATE: S 4 BIRTH DATE: 5 O MALE kFEMALE CONVICTION RECORD: . Have you ever been convicted of a felony or misdemeanor, including moral turpitude, or been court- martialed? (If so, explain) Y4 ETHNIC GROUP:( WHITE O BLACK O HISPANIC, MEXICAN, PUERTO RICAN, CUBAN, CENTRAL OR SOUTH AMERICAN O AMERICAN INDIAN OR ALASKAN NATIVE O PACIFIC ISLANDER MISCELLANEOUS: O HANDICAPPED O DISABLED O VETERAN O DISABLED VETERAN O VIETNAM ERA VETERAN (8/5/65 - 5/7/75) PERSONAL: EMERGENCY CONTACT: DATE EMPLOYED: POSITION ASSIGNED: , DEPARTMENT /DIVISION ASSI O MARRIED SINGLE NAME: RELATIONSHIP TO YOU: TELEPHONE NUMBER: 4D-1 - -(07 a 001ce T 1 A. 10 101 E. PERSONAL HISTORY � s CITY OF SANFORD ? EMPLOYMENT APPLICATION 1998,012 PM 2: 07 LAST NAME STREET ADDRESS, R.F.D., P.O. BOX, ETC. CITY STATE FIRST NAME MIDDLE NAME S+o 4 �B 11 'J> u as preen rn SOCIAL SECURITY NO. TELEPHONE NO. 67, -1019 COMPLETE STREET ADDRESS (NUMBER, STREET, CITY, STATE, ZIP CODE) COMPLETE MAILING ADDRESS (IF DIFFERENT THAN ABOVE) List chronologically all of your residences for the past 10 years (include addresses while attending school if away from home). DATES STREET ADDRESS, R.F.D., P.O. BOX, ETC. CITY STATE From To Mo /Yr Mo /Yr '7 S GI 98 o ire o-tk� �B 11 u as preen Lo-Kb c\ List all other names you have used including nicknames or maiden name. If you have ever used any surname, other than true name, please i/ dicate same and under what circumstances were these used? baLe S W PX1S�Dn t ii1C��� ev, i�Gr1�;� Have you ever legally changed your name (other than marriage): Yes �No. Date Place Court Who should we contact in case of emergency? rn 1z 1 mQS . S�rJ.Prcpon 1253z G )Me lqve- 4Q - 3ZZ -65 a _ rends (Address) (Phone) (Relationship) / Are you related to anyone presently employed by the City of Sanford? Yes ✓ No. If yes, please give name of employee and relationship: NAME: Last, First, MI F. Have you ever been convicted of any criminal violation? Yes V/ No. If yes, please furnish date, place, charge, and final disposition: G. Are you a U.S. Citizen? f Yes No. If no, are you prevented from becoming lawfully employed in this country because of VISA or Immigration status? Yes No. (Proof of citizenship or immigration status will be required upon employment). 2. EDUCATION: COPIES OF DIPLOMAS, CERTIFICATES, TRANSCRIPTS, AND /OR DEGREES MUST BE SUBMITTED WITH THIS APPLICATION. Name and Address of School Type of School (High, Business, Vocational, Military, College) Major Course and Degree, Certification or Diploma if any Did you graduate? loo- H.S. Hl V r ve 07 A. Please circle highest grade of school completed: Other 9 10 11 12 13 14 15 16 17 18 19 20 B. Please list any type of special licenses or certificates currently held. (except drivers license) Copies of required licenses /certifications must be attached. TYPE DATE ISSUED DATE EXPIRED LICENSE NUMBER N C. Please list special skills you possess and machines /equipment you can operate: c� pv�e.r d i ca. ,crne dd ► nryAck l&r - 4XA oe kJ r '4-e r G 4f 3. DRIVER'S LICENSE INFORMATION NAME AS IT APPEARS ON LICENSE CLASS OF LICENSE (circle pie) DATE ISSUED Type of Discharge: C D Has your license If yes, give complete Foxe m ! Operator Chauff. a 1 Q O LICENSE NUMBER WHICH STATE ISSUED DATE EXPIRES S 344 1- n6- sa- G64- u 1 1 5 1 J41 aooa, A. Is your license currently valid? / Yes No. If no, give reason why not: Branch of Service: Service Number: Dates of Active Duty: Type of Discharge: B. Has your license If yes, give complete been suspended or revoked in the last seven (7) years? Yes V No. details: C. D. Have you ever completed a defensive driving course? date completed: List all traffic citations received within the last descriptions, locations (city /state) of each and Yes ✓ No. If yes, give seven (7) years including dates, include the final dispositions: r) 0--12- 4. MILITARY HISTORY WI)9 Branch of Service: Service Number: Dates of Active Duty: Type of Discharge: Reserve Status: Active Inactive N.G. Highest Rank Attained: Military Specialty /M.O.S.: Was there any disciplinary action taken against you in the service Yes No Date Nature of Offense Action Taken 3 5. EMPLOYMENT HISTORY A. May we contact your present employer? Yes No. B. Have you ever been employed by the City of Sanford? Yes I/ No. If yes, provide dates and reason for leaving: C. List chronologically all employment beginning with present employment, including summer and part -time employment while attending school. All time must be accounted for including any gaps between employment. A resume may be attached to supplement the information in this section, however this section must be completed. Responses such as "see resume" may be reason for rejection of this application. Job Title Mo /Yr Mo /Yr Monthly Earnings (�0. O From: w 7 To: qcb 41(0 00.00 Firm Name Address Firm Name Telephone Telephone ,re ter t r2 10� a r ' r- Telephone. a �`s- ' I 1� Kind of Business Immediate Supervisor's Name an Title Hours worked 1 r Fr ea nr vi4 S�: �,res�d �-' Hours worked per week - • 40 Duties ^Reason Reason for Leaving Duties N 11s • o - t - (1 . (iOf exw ,oak Job Title Mo /Yr Mo /Yr Mo /Yr Mo /Yr Monthly Earnings G ACO U n� �� From: I Q� To: �l [g33.c�a Firm Name Telephone Address as5 �nkr �, : Telephone. - d A- Immediate Supervisor's Name and Title Vie•. s��Y F� �il)Q � SGw�X l,i�-,� 1 Kind of Business f, Immediate Supervisor's Name and Title Hours worked FfSfld -,ea h� on for Leaving ^Reason per week: Duties Reason for Leaving ��1�n nOO�c -1 1 0 mr\ reG Job Title Mo /Yr Mo /Yr Monthly Earnings rC-it�/1 Il From::.11) vt To:.�rq� Firm Name Address Telephone So,�e�c1 S +CGS U, -�1 ; +� as5 �nkr �, : 4o7- 5�hi- lotogt Kind of Business Immediate Supervisor's Name and Title Hours worked �il)Q � SGw�X l,i�-,� 1 obPX}5 t,1o•�C�� �1 f, Per week: 4o Duties for Leaving ^Reason 4 s s Job Title Mo /Yr Mo /Yr Mo /Yr Mo /Yr Monthly Earnings S -e 5 c1 From: `k5 To: 7(o From: l _7 t To : 6/Y6 @ UDO. o o Firm Name Address Address Telephone ma s e (A Wt (�1Gs c� 51 Kind of Business Hours worked Immediate Supervisor's Name and Title Hours worked e +R , 1 per week: aD I<" E 0 L.A-e -S per week: '10 Duties oZrxd ovp Reason for Leaving 1�e �5k,r Stiles lr vocl on4 1r-eAOC-CJ'CJ +U TL- Job Title Mo /Yr Mo /Yr Mo /Yr To: Monthly Earnings Firm Name From: `k5 To: 7(o e o Firm Name Address Immediate Telephone Hours worked per week: S +M " ► ACA Kind of Business Immediate Supervisor's Name and Title Hours worked per week: aD Duties Reason for Leaving C h GheG�s SG��1 W � zrk,�is. C-e� ied oz. oZrxd ovp Job Title Mo /Yr From: Mo /Yr To: Monthly Earnings Firm Name Address Telephone Kind of Business Immediate Supervisor's Name and Title Hours worked per week: Duties Reason for Leaving Job Title Mo /Yr From: Mo /Yr To: Monthly Earnings Firm Name Address Telephone Kind of Business Immediate Supervisor's Name and Title Hours worked per week: Duties Reason for Leaving 6. List 0 three (3) personal or work references: (Do not use relatives) Name Address Phone Yrs Known �R� C,►nco I 2y ClWrubma Lk- IJo• &bulhn G'&-S$ &- S31 L ©rrG,r.Q Cans 13 -�uYe1 L • ka 5 /�- -73�- )o�� ab My• 1�75s Syl i ms VETERANS PREFERENCE N1,9 If you are eligible for Veteran's Preference and wish to assert it, please complete the following and attach a copy of your DD214 and /or VA certification. If you meet the minimum qualifications for the position applying, the City will take steps to give you special consideration with respect to your application. (check the category which applies to you) 1) Honorably Discharged disabled Veteran with a service connected compensable disability. 2) Spouse of totally disabled Veteran, who because of this disability cannot qualify for employment. 3) Spouse of any person missing in action, captured in the line of duty or forcibly detained. 4) Veteran of any war who served on active duty for 181 consecutive days or who has served 180 consecutive days since 1/31/55 if performed during a wartime era (as defined by Veterans Administration) . 5) Unremarried widow or widower of a Veteran who died of a service connected disability. (Applicants asserting preference based on their spouse's service should provide this information as it pertains to their spouse.) Entry Date Branch Type of Discharge Release Date Veteran's Social Security or Serial No. Do you have a Disability rating from the Veterans Administration? If yes, is the rating 30% or Less? More than 30 %? (VA Certification of Disability MUST be attached) Have you asserted Veterans Preference when applying for any job after 10/1/87? Have you been employed after 10/1/87 as a result of asserting Veterans Preference? I acknowledge that I understand the procedure for asserting Veterans Preference and have made - the following decision: (Check one) Yes, I have elected to Assert Veterans Preference No, I have decided not to Assert Veterans Preference Applicants Signature: Date: 7 USE,THIS SPACE FOR ADDITIONAL INFORMATION - (Identify question by section and number) 7 PLEASE READ BEFORE SIGNING: APPLICANT'S AGREEMENT: As an applicant applying for employment with the City of Sanford, I authorize the City of Sanford to make appropriate investigations of all information I submitted in this application in addition to other information permitted under existing law. I understand that any misrepresentation of the information herein submitted will be considered as just cause for rejection of this application and /or dismissal from employment as appropriate. (Note - Police and Fire positions require fingerprinting and other pre- employment inquiries as mandated by law. ) I understand that any future offer of employment is contingent upon passing the requirements associated with the City's standard mandatory pre - employment medical examination. The intent of said medical examination is to establish bona -fide pre - employment inquiries as to my ability to perform job - related functions consistent with the provisions of the "Americans with Disabilities Act". I further understand that it is the policy of the City of Sanford to maintain a "Drug /Alcohol Free Workplace" environment and to comply with the provisions of the "Omnibus Transportation Employee Testing Act". In this regard, I understand that alcohol/ drug screening is a mandatory part of the aforementioned medical examination and is also a mandatory element of continued employment with the City of Sanford. Refusal to submit to these requirements will be considered as just cause for rejecting this application and /or dismissal from future employment with the City of Sanford. I hereby acknowledge that I understand and accept the aforementioned requirements and, if employed, I agree to abide by and comply with all rules, regulations, policies and procedures of the City of Sanford. I hereby affirm the information stated within this document is true and correct to the best of my knowledge. (Applications for Police and Fire Depts must be notarized.) APPLICANT'S SIGNATURE: DATE 6 1 ),),1q� Subscribed and affirmed before me on by ( date) ( Name of Signer) He /she is personally known to me or has presented (type of Identification) as identification. ( Notary's Signature and Seal Commission Stamp DOCUMENTS TO BE ATTACHED TO APPLICATION AS APPLICABLE (Please use 8z X 11 sheets) 1) Copy of H.S. Diploma/ GED /Degree/ Transcripts 2) Copy of DD214 (or) CIA Certification of Qualification 3) Copy of Florida Police Standards Certification 4) Copy of Florida State Fire Marshall Certificate of Compliance 4) Copy of Florida EMT and /or Paramedic Certification 5) Copy of Birth Certificate 7) Copy of Florida Class A, B, C Water or Wastewater Operators Certificate 8) Copy of Other required certifications/ licenses. Revised 05/95 8 It DIANE ►STOLFI 31 Bass Lake Drive DeBary, Florida 32713 (407) 668 -1019 MAY 27 Dear Prospective Employer: I am writing to express my interest in professional employment opportunities with your company and have enclosed my resume for your review. As you will note, I offer a strong combination of skills and experience in the daily management of high- volume, fast -paced business operations, administrative support services and customer relations /satisfaction programs. I have direct experience in serving as liaison and coordinator between all types of people at varying levels throughout the company as well as between outside governmental compliance agencies. Throughout my career, I have demonstrated the ability to prioritize and complete numerous concurrent assignments while meeting time and organizational goals. I am results - oriented with strong interpersonal and communication skills. I am currently seeking the opportunity to utilize my diverse experience with an organization offering stability and career enhancement. I would welcome the opportunity of a personal intervie -y at your convenience. Thank you for your consideration and I look forward to speaking with you soon. Sincerely, Diane Stolfi Enclosure _� 1_� DIANE ►STOLFI Profile 31 Bass Lake Drive DeBary, Florida 32713 (407) 668 -1019 • Six years experience coordinating high- volume secretarial and administrative operations. • Skilled in Word Perfect, Microsoft Word, Excel and Dictaphone transcription. • Experienced in total office management in absence of senior -level personnel. • Strong customer service /satisfaction, mediation and problem resolution skills. • Accounting experience in Sage (English program) n Data entry of AWB's and related information into Caris • Data entry for accounting into Peachtree • Knowledge of Q &A PREMIER FREIGHT FORWARDERS Orlando, October 1997 - April 1998 ❑ Entered invoices into Peachtree ❑ Made bookings on airlines for shippers ❑ Cut airway bills, and Dec's for shippers COMBINED AIRWAXS Sanford, Flordia August 1996 - September 1997 41 Accounting / Customer Service ❑ Processed billing, invoices, balanced bank with accounts ❑ Collections ❑ Booked freight into Europe ❑ Tracked'.ost shipments ❑ Entered AWB's into Caris for billing SOUTHERN STATE UTILITIES, Deltona, Florida 1989 - June, 1996 Secretary II Reported directly to North Regional Manager of the largest privately owned utility company in Florida. Responsibilities included intermediate coordination of supervisors, field crews and operators (65 employees), direct responsibility for administration of expense budgets, and initial mediation of customer service issues and public service commission complaints. ❑ Prepared and monitored capital budgets and developed administrative budgets. ❑ Resolved customer service issues and complaints in an attempt to settle disputes prior to filing with the ,public service commission. DIANE ►STOLFI Experience continued: ❑ Coordinated, compiled and prepared documentation for local, state and government compliance reporting. ❑ Approved unexpected expenditures and purchases through contingency fund. ❑ Administered and coordinated equipment upgrade and service programs. ❑ Tracked, monitored and advised department supervisors regarding overtime according to budget allocations. ❑ Coordinated vacations and offered recommendations to manager regarding evaluations, appraisals, correspondence and reports. ❑ Resolved problems between employees and agencies regarding monthly operating reports for various a&3ncies. El Wrote and pr ared correspondence. ❑ Processed data entry and coded expenses ❑ Worked in AS400. MACY'S, Massapequa, NY 1979 - 1986 Cashier / Clerk 2 ❑ Primarily responsible for sales, visual merchandising, inventory, returned goods, customer service and satisfaction. Operated computerized cash register. CHEMICAL BANK, Lindenhurst, NY 1985- 1986 Part Time Teller ❑ Processed customer's financial transactions and reconciled cash drawer daily. Provided information on related products and services. DIANE STOLFI Experience continued: Education ExecuTrain, Maitland, FL Word Perfect ❑ Microsoft Word ❑ Excel Seminole Community College, FL Word Perfect ❑ DOS Daytona Beach Community College, FL Legal Terminology ❑ Business English ❑ Intro To Business 3 MEMORANDUM• TO: PERSONNEL TECHNICIAN FROM: PERSONNEL ANALYST SUBJECT: PRE - EMPLOYMENT PHYSICAL DATE: June- 1 7. Pi h t >- I u , APPLICANT FOR Jr� rr i ,1. ECr c -R IS SCHEDULED FOR A PRE - EMPLOYMENT PHYSICAL ON Vl� � . �J U Y ' I C� �AT U I� HE/�H WILL REPORT TO YOUR OFFICE AT LICENSE REQ: YES 0 (POSSESS CLASS q,s rn - NO R (REQ. CLASS 0 (10 CIVIL SERVICE BOARD DRIVER'S LICENSE VERIFICATION APPLICANT'S NAME: 01- S1 C 1 i- DRIVER'S LICENSE NUMBER: CLASS VALID NON -VALID DATE OF VERIFICATION L i I 9 y LL� VERIFIED BY: LY A M STOLFI APPLICANT: 0 0 CIVIL SERVICE BOARD WORKER'S COMPENSATION INJURY SEARCH SOCIAL SECURITY NUMBER: An examination of the State Bureau of Workers Compensation Records: indi ate the following: The applicant listed above has no past Worker's Compensation injuries as. noted. on microfilm. search.. The applicant listed above had a Worker's Compensation claim filed on record as indicated below: ACCIDENT DATE: EMPLOYER: EMPLOYER NUMBER: INJURY: TIME CHARGE-: DATE ESTABLISHED: BATCH: DISABILITY: AREA: * INJURY CODE: (1) Head, Eyes, Ear, Nose, Mouth (2) Neck (3) Right Arm., Hand, Fingers (4) Left. Arm, Hand, Fingers (S) Trunk, Hip, Shoulder, Pely' , Rib, Stomach, Hernia (6) Right L oot, Toes (,7 Left Leg, Foot, Toes (8) Back (9) Multipl (1q) Death,,, Reported by: Date: . & // 4/ q �/ U ?V cv�, I �4I " ".CI_ SiCfER[raCE CHECK REQUEST tC.t' o X (921 &,-r,6() c I 3D an lesource Oef artment: Re: fle ��\ `i Social Security Jt The above referenced individual is being considered for employment by the City of Sanford. The applicant has indicated that shelhe - has beenI employed by your as alan �G ►'C v (� IQ_ ✓J from - to �1 Therefore, consistent with th ttached A NOR /ZAT /ON FOR RELEASE OF INFORMATION, we would appreciate your cording below your ex per ence with the applicant after reviewing the applicant's personnel file or using your best recollection. Please return this form to us in the enclosed, self- addressed envelope. In advance, thank you for your cooperation. Civil Service Board RECORD OF EMPLOYMENT 1. Are the above dates and job classification(s) correct? (If not,. please enter corrections) ��- 2. Please describe duties performed while employed with your organization: �v145i5-%c� 3. How would you describe the applicant's performance of these duties? (p /ease circle one and provide comments/ Poor Unsatisfactory ctory 1 Above Satisfactory 4. Why did the applicant leave your employment? "—pDS t Ur\3 5. Is the applicant eligible for, rehire? (If not, please explain) L, e 6. Did the applicant supervise other employees? If so, how many? 7. Did the applicant receive any discipline during his last year of active employment? (�(� Outstanding 8. Did the applicant accept direction from supervision without challenge? - U(!:- S 9. Did management receive any complaints from the applicant's co-wo rkerkwi thin the last year of his /her active employment regarding the applicant's inability to work with or get along with co- workers? �ow much time was the applicant absent during the last year of employment? How many lost time accidents did the applicant have during the last two years of employment? General Comments: , tiu n.uutc I illy -- — thlti 47 Nrritk Pa �S PVT-,to rc( r -�) 1 3 2 ­7-7 3� Human Resource Department: Re: REFERENCE CHECK REQUEST L3 Social Security N The above referenced individual is being considered for employment by the City of Sanford. The applicant has indicated that shelhe - has been employed by your as afan oco_w4,_k�from C to Cj 7 Therefore, consistent with the attached AUTHOR /ZAT /ON fOR RELEASE Of IVORMAT /ON, we would appreciate you liecarding below your expe ence with the applicant after reviewing the applicant's personnel file or using your best recollection. Please return this form to us in the enclosed, self- addressed envelope. In advance, thank you for your cooperation. Civil Service Board RECORD OF EMPLOYMENT t. Are the above dates and job classification(s) correct? (If not,. please enter corrections) DV__ 2. Please describe duties performed while employed with your organization: 3. How would you describe the applicant's performance of these duties? (please Poor Unsatisfactory Satisfactory Above Satisfactory 4. Why did the applicant leave your employment? �L I `t--r uyr __D I C-S-50 q e d 5. Is the applicant eligible for rehire? (If not, please 6. Did the applicant supervise other employees? If so, how many? 7. Did the applicant receive any discipline during his last year of active employment? 0 8. Did the applicant accept direction from supervision without challenge? y,e� Outstanding 9. Did management receive any complaints from the applicant's cotwgrkers within the last year of hislher active employment regarding the applicant's inability to work with or get along with co- workers? �ow much time was the applicant absent during the last year of employment? /i'1. fiow many lost time accidents did the applicant have during the last two years of employment? General Comments: rc1 - B - -- �c� �I h - - -- -- D_��_c.e -- aL — -- (o I Sionnlun' hilt, - - -- Diu -- Hum`anResource Department:` (� Re: ✓lam �1O��t to REFERENCE CHECK REQUEST Social Security k '00 S5S- Q L-7 S Code )(02-LZ The above referenced individual is being considered for employment by the City of Sanford. The applicant has indicated that shefhe - has been employed by your as a(an A ��S Cie -r-K from '3Z-7-9 to e8 Therefore, consistent with the attached AUTHOR /ZAT /ON fOR RELEASE Of /NfORMAT /ON, we would appreciate you recording below your experi c with the applicant after reviewing the applicant's personnel file or using your best recollection. Please return this form to us in the enclosed, self- addressed envelope. In advance, thank you for your cooperation. Civil Service Board RECORD OF EMPLOYMENT 1. Are the above dates and job classification(s) correct? (if not,. please enter correctio 2. KI Please describe duties performed while employed with your organization: How would you describe the applicant's performance of these duties? (please circle one and provide comments! Poor Unsatisfactory Satisfactory Above Satisfactory Outstanding 4. Why did the applicant leave your employment? 5. Is the applicant eligible for rehire? (If not, please explain) 6. Did the applicant supervise other employees? If so, how many? 7. Did the applicant receive any discipline during his last year of active employment? 8. Did the applicant accept direction from supervision without challenge? 9. Did management receive any complaints from the applicant's co- workers within the last year of his(her active employment regarding the applicant's inability to work with or get along with co- workers? 10. How much time was the applicant absent during the last year of employment? 11. How many lost time accidents did the applicant have during the last two years of employment? ,r ` � 1 General Comments: V tnT �'_R-.t RCC`R e— �--hr0 h +he �C-Acz EVn0c%,\e_e e rki tce "' r 2,06 e rn;nQ e' Signalure fiilc Dal,. �UY 1 do W c kr- JervICE' REFERENCE CHECK REQUEST 6.6vy �uas� r r lw,dol Human jResource Department: Be: 1) �� �Q_J Social Security Jf The above referenced individual is being considered for employment by the City of Sanford. The applicant has indicated that shefhe - has been employed by your as a /an J Le r -i ,rte T from _JJJ 0 p q to —& 06 Therefore, consistent with the attache AUTHORIZATIONFOR RELEASE OF /NFORMAT /ON, we would appreciate you recording below your ex'e if ence with the applicant after reviewing the applicant's personnel file or using your best recollection. Please return this form to us in the enclosed, self-addressed envelope- In advance, thank you for your cooperation. Civil Service Board PA 3 4. RECORD OF EMPLOYMENT Are the above dates and job classifications! correct? (If not,, please enter co Please describe duties performed while employed with your organization: How would you describe the applicant's performance of these duties? (please circle one and provide commentsl 6 IS Poor Unsatisfactory Satisfactory Above Satisfactory Outstanding (V Why did the applicant leave your employment? 5. Is the applicant eligible for rehire? (If not, please explain) 6. Did the applicant supervise other employees? If so, how many? 7. Did the applicant receive any discipline during his last year of active employment? A) 8. Did the applicant accept direction from supervision without challenge? N I P 9. Did management receive any complaints from the applicant's co -war errs,Lwithin the last year of his/her active employment regarding the applicant's inability to work with or get along with co- workers? (lam 10. How much time was the applicant absent during the last year of employment? 11. How many lost time accidents did the` Iapplicannt (have during the last two years of employment? n l GeAeral Comments: &0 U t 1 i i Q b A q',)O I q Dpn r,�l1Cl d a b d km o 1 U - Ll-C]d6 _16 Slotimlin liilc D at AUTHORIZATION FOR RELEASE OF INFORMATIOCl I, 1J RE > t hereby consent and authorize an investigation Applicant (Please print name) of my past and /or present employment relative to any matters contained in my application for employment or any other matters relative to consideration of employment by the City of Sanford. I hereby waive any and all written notice of disclosure that may be required by applicable local, state or federal laws of my past and /or present employer(s), individuals or institutions. In exchange for the consideration of my employment application by the City of Sanford, I hereby release and forever discharge the City of Sanford, its directors, officers, employees, and agents; my past and /or present employers, their directors, officers, employees and agents, from any and all actions or liabilities which may result from an investigation of my past and /or present employment or from disclosure of any information by the City of Sanford, and /or my past or present employers. I further understand and agree that a reproduced copy of this authorization will be as valid as the original. Applicant Signature Date Subscribed and of firmed before me on v / 7 8 by (Date) lU C 9-ILD l • 44e /She i (Signer) has presented & 04 �- (type of identification) as identification. SABRINA BENTON Notary Pubk. State of Florida My cOmm. expires Nov. 30, 2001 No. CC699292 - Bonded On Ashton A , Inc. My Commiss ion x ices 0 0 EMPLOYEE ACKNOWLEDGMENT —S4 , do hereby acknowledge that I have Print Name received a revised copy of the Personnel Rules and Regulations dated January 2003 and that I will be held accountable for non - adherence to same. understand that non - adherence to this policy could result in disciplinary action up to and including dismissal. Employee Signature Z /Zz/ � J Date tp A co � c� O n co c� rt, A c�- �e� A coo O 0 A N. coo c� CO � (� A � co o �1 CD O C) 0 3 �o CD r--f- O t r; I \� .. ._._ "._. __.. �5:.,..a.�..�... a - ... �.. 1... .....w,....:.:I...�rS...a.L..._ .. a. ...,.,... w.a..._.i.:.1............,`..., 0 �f U) 0 Q 777 `tf s EQUAL PROTECTION CIVIL SERVICE BOARD OF THE CITY OF SANFORD P.O. BOX 1788 SANFORD, FLORIDA 32772 -1788 EMPLOYER-EMPLOYEE Telephone: 407 - 330 -5629 Job Line: 407 - 330 -5676 AGENDA CIVIL SERVICE BOARD MEETING Wednesday, January 15, 2003 6:00 P.M. City Commission Chambers Nigel Martinez - Request removal of disbarment from future employment with the City of Sanford. II. Vincent E. Byrd - Request removal of disbarment from future employment with the City of Sanford. III. Civil Service Board Investigation of findings of fact in the matter of Mr. Hillery's promotion, compensation and treatment relative to these employment actions. IV. Other Business ADVISE TO THE PUBLIC: IF A PERSON DECIDES TO APPEAL A DECISION MADE WITH RESPECT TO ANY MATTER CONSIDERED AT THE ABOVE MEETING, OR HEARING, HE MAY NEED A VERBATIM RECORD OF THE PROCEEDINGS, INCLUDING THE TESTIMONY AND EVIDENCE, WHICH RECORD IS NOT PROVIDED BY THE CITY OF SANFORD. (FS 286.0105) PERSONS WITH DISABILITIES NEEDING ASSISTANCE TO PARTICIPATE IN ANY OF THESE PROCEEDINGS SHOULD CONTACT THE HUMAN RESOURCES OFFICE A.D.A. COORDINATOR AT (407) 330 -5626, 48 HOURS IN ADVANCE OF THIS MEETING. i7 1 W CIVIL SERVICE BOARD MEETING OF JANUARY 15, 2003 _ 6:00 P.M. CITY COMMISSION CHAMBERS CITY HALL, SANFORD, FLORIDA MEMBERS PRESENT: Oscar Redden William Royster Lorenzo Polk Linda Kuhn MEMBERS ABSENT: Kathryn Alexander OTHERS PRESENT: Joe Denaro — Human Resources Director Lonnie Groot, Esq. — City Attorney Lisa Jones — Recreation Manager Marc Hultin — Project Manager Mike Kirby — Recreation and Parks Director Mr. R. T. Hillery , Bishop Robert Hillery Mr. Redden called the meeting to order at 6:30 P.M. Consideration was given and the Board unanimously approved the requests for eligibility for re- employment of Mr. Nigel Martinez and Mr. Vincent Byrd. Next on the Agenda was the consideration in making a Findings of Fact in the matter of Mr. R. T. Hillery's promotion, compensation and treatment relative to these employment actions. Testimony was heard, consideration was given and Mr. Royster moved that this matter is a grievance and should be handled through the normal grievance procedure. Seconded by Ms. Kuhn and carried by vote of the Board as follows: Mr. Redden - Aye Mr. Royster - Aye Mr. Polk - Aye Ms. Kuhn - Aye Mr. Redden stated that the finding of this Board will carry the recommendation that the time period for a grievance procedure will begin at the time of this meeting. There being no further business, the meeting adjourned at 7:55 P.M.