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File #: 20-0763    Version: 1
Type: Agenda Item Status: Approved
File created: 6/1/2020 In control: Board of Supervisors
On agenda: 6/23/2020 Final action: 6/23/2020
Title: Human Resources Department recommending the Board approve the following: 1) Revised class specification for the Human Resources Department: Human Resources Technician; and 2) Adopt and authorize the Chair to sign Resolution 097-2020 to: a) Approve the title change from Supervising Code Enforcement Officer to Code Enforcement Supervisor, effective July 4, 2020; and b) Approve the title change from Emergency Medical Services and Emergency Preparedness Coordinator to Emergency Medical Services and Emergency Preparedness Supervisor, effective July 4, 2020. FUNDING: N/A
Attachments: 1. A1 - Human Resources Technician CLEAN 6-23-20, 2. A2 - Human Resources Technician REDLINE 6-23-20, 3. B1 - Code Enforcement Supervisor CLEAN 6-23-20, 4. B2 - Code Enforcement Supervisor REDLINE 6-23-20, 5. C - Resolution 6-23-20, 6. D - Approved Blue Route 6-23-20, 7. E1 - EMS and Emergency Preparedness Supervisor CLEAN 6-23-20.pdf, 8. E2 - EMS and Emergency Preparedness Supervisor REDLINE 6-23-20.pdf, 9. Executed Resolution 097-2020
Related files: 20-0735
Title
Human Resources Department recommending the Board approve the following:
1) Revised class specification for the Human Resources Department: Human Resources Technician; and
2) Adopt and authorize the Chair to sign Resolution 097-2020 to:
a) Approve the title change from Supervising Code Enforcement Officer to Code Enforcement Supervisor, effective July 4, 2020; and
b) Approve the title change from Emergency Medical Services and Emergency Preparedness Coordinator to Emergency Medical Services and Emergency Preparedness Supervisor, effective July 4, 2020.

FUNDING: N/A
Body
DISCUSSION / BACKGROUND

Human Resources
Department-specific class specification: Human Resources Technician

Human Resources is recommending changes to the minimum qualification section of the classification specification, specifically the required experience. The goal of such changes is to attract candidates who have knowledge of human resources versus clerical experience in any environment. Having the ability to test candidate’s knowledge, skills, and abilities in the realm of human resources is important in two ways: 1) in order to provide quality human resource services to County departments, and 2) reduces the amount of time and resources required to train a new employee.

The current minimum qualifications are as follows:

Any combination of the required experience, education, and training that would provide the essential knowledge, skills, and abilities is qualifying.

Equivalent to graduation from high school, supplemented by 24 semester units of college-level coursework in human resources management, business administration, public administration, industrial/organizational psychology, or a closely related field;

AND

Two (2) years of experience which included responsibility for interpreting and explaining complex rules and regulations, researching information and preparing accurate documents and reports,

OR

Four (4) years of journey-level office support work performing hu...

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