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HomeMy WebLinkAbout06-28-1993 Item #18June 28, 1993 City Council Agenda • Item No. /9_ cCuTy OIF N WORT BEACH PERSONNEL D EPAIIB'd'iY E `NT June 17, 1993 .JUN 2 P 1993 OVED TO: Honorable Mayor Turner and Members of the City Council FROM: City's Negotiations Team RE: Tentative agreement with the Newport Beach Professional and Technical Employees Association (NBP&TEA) • THE FOLLOWING POINTS HAVE BEEN AGREED TO BY THE NEGOTIATORS FOR THE NBP&TEA AND THE CITY NEGOTIATORS, AS A PRODUCT OF THE MEET AND CONFER PROCESS AS REQUIRED BY THE MEYERS, MILLIAS, AND BROWN ACT. FINAL AGREEMENT IS SUBJECT TO RATIFICATION BY THE MEMBERS OF THE NEWPORT BEACH CITY COUNCIL. 1. ECONOMICS: The City and the NBP&TEA agree to develop a new compensation policy before the expiration of this MOU, which will rescind the J-1 Policy. 1. A COLA adjustment of no less than 3% to be effective on January 1, 1994. Based on the local (all urban consumers Los Angeles - Anaheim -Riverside) CPI, for the time period between July 1, 1992 and June 30, 1993. • 2. The City will add an extra step to the merit system salary range, (An "F' step) effective April 1, 1994. Only represented employees who have been at the current top step ("E") for at least one year will automatically advance to the new "F" step. All the other provisions and requirement of the merit pay system shall remain unchanged. 11 3. Up to three re -openers for the NBP&TEA on issues of importance to them, with notice of their intent to exercise this right by September 1, 1993. 2. 9/80 SCHEDULING PLAN: The City agrees to maintain flex -scheduling where it is currently operating successfully and additionally to "roll over" the current MOU article regarding the 9/80 schedule into this MOU. 3. DURATION OF CONTRACT: The MOU will become effective on July 1, 1993 and shall remain in force through the pay period ending after December 31, 1994. Negotiations for the subsequent agreement will commence in the fall of 1994, with bargaining proposals from the association being due on or before September 1, 1994. 4. PERFORMANCE EVALUATIONS: The City and the NBP&TEA agree to modify the language in the "performance evaluation" article in the MOU to conform to the following: Performance Evaluation a. PREPARATION: Review the employees previous evaluation and identify changes in performance. Note ehanges and the reasons ivk3F. sxs. All Performance evaluations sha City shall maintain the job description duties and responsibilities job description available of the job. in The a manner which reflects the current City will make copies of the current to each employee upon request. It COMPLETION OF THE RATING: Review all any documentation and discuss its relationship to the performance ratings assigned for the current rating period. job duties and performance standards. Assign ratings to each item on the form, basing them on factual information and or upon ebjecfive of observable behavior. 2 Write narrative information and examples to support the ratings, especially those that are weak or strong or have changed from the previous • evaluation. C. REVIEW PROCESS: The evaluation must be approved by the rater's Department head prior to presentation to the employee. Present the evaluation to the employee in an environment conducive to clear communication. Attempt to resolve items in dispute in a factual manner. Conclude by presenting the rating criteria for the next rating period. Any changes resulting from the review must be approved by the rater's Department head prior to completion. d. POST REVIEW PROCESS: The employee is given a copy of the final rating when Department head review is completed. Evaluations with an overall rating of Improvement Needed or Unsatisfactory may be appealed at the discretion of the employee at step two of the Grievance Procedures. The employee may attach a rebuttal to any evaluation prior to its placement in his/her permanent personnel file. £ RATING SCHEDULE: Employees may receive a performance • evaluation at any time, but all employees will receive at least one performance evaluation annually in coordination with their anniversary date. Any evaluation not rendered within 30 calendar days of its due date will be considered a Competent overall rating for any subsequent use or purpose. • Additionally, the City and the NBP&TEA agree to expand the grievance procedure as it relates to performance evaluations, permitting them to be appealed to the 4th step of the grievance procedure. 5. SEVERANCE PAY: If an employee is laid off from their job with the City , for economic reasons, the City will grant severance pay in an amount equal to one week of pay for every full year of continuous employment service to the City of Newport Beach. 3