So welcome to the Civil Service Commission meeting and Commissioner Commission President Nico Portillo.

We're going to do a quick roll call to confirm Commissioner attendance.

So when I call your name, PC present.

Commissioner Freeman present.

Commissioner Merrill.

President.

Commissioner Moore.

And Commissioner Pham is absent.

Your attendance has been noticed.

Also joining us today are personnel director, David Dallagar, Assistant Personnel Director and Lamed Alan.

Senior Deputy City Attorney David Carmen and Assistant to the Personnel Director Salah.

We're not discussing yours or we are not discussing item number two.

Okay.

So there is one item on this afternoon's closed session agenda.

I think the one that got scratched is the public employment deliberation.

The appeal item two.

So just item one.

Okay.

So we're just discussing item one.

And that is the public employment appeal of employment disqualification pursuant to California Go Rip Code Section 549571.

Alejandro J.

Morales clean their commission record for disqualification for the position of ground meetings number one.

And is there uh anyone who wishes to make a public comment on an item on the closed session agenda?

We will take personal public comment first and move to public comments via Zoom second.

Anything anyone?

No public comment on Zoom.

Okay.

We will now adjourn public session and go to closed session.

A regular business meeting will begin at 1 p.m.

Recording in progress.

All right, thank you.

Welcome to the Civil Service Commission meeting.

I am Commissioner President Nico Portillo.

We are going to do a roll call to confirm Commissioner attendance.

When I call your name, please say present.

Commissioner Freeman.

Present.

Commissioner Merrill.

Present.

Commissioner Moore.

Present.

Commissioner Penn is absent.

Thank you.

Your attendance has been noticed, noted.

Also joining us today our personnel director David Dallagar, Assistant Personnel Director, and Senior Deputy City Attorney David Carnett and assistant to the personnel director, Saba O'Neill.

Item item two is uh the report from closed session.

I'll call on Saba to read out the report.

The following items were discussed in closed session.

Public employment, appeal of employment disqualification for soon to California government code section 54957B1.

Alejandro J.

Morales appealing their conviction record disqualification for the position of grounds maintenance worker one.

Motion to deny the appeal with a three-year disqualification to complete in any examination for employment passed four to zero with Commissioner FAM absent.

Item two zero two four-two appealing their suspension from the position of police officer two will be rescheduled.

Thank you, Sala.

We will now move on to non-agenda public comment.

Is there anyone who wishes to make a public comment on an item not on the agenda?

That is within purview of the civil service commission.

No public comment on Zoom.

Okay.

Um we will take in-person public comment for any uh public comment.

Okay, we'll move on to the consent agenda.

Would anyone like to make a motion to approve the consent agendas agenda?

Okay.

All right, we've got a um a motion and a second.

Uh commissioner, we'll go ahead and vote.

Commissioner Freeman.

Hi.

Uh Commissioner Merrill.

Yes.

Commissioner Moore.

Yes.

And I am a yes.

Um the motion passes unanimously.

Um we will now move on to our discussion items.

Uh item number 11, which includes some items one through three.

Staff, please.

Good afternoon, commissioners.

Jennifer Lamas Vino with staff.

Item 11 is a second set of staff recommendations on special salary adjustments, title changes, the creation of new classifications, and classification deletions.

As we articulate in our memo to you, staff reviewed these requests based on the criteria described in charter section 130.

On September 4th, 2025, the commission directed staff to study salary proposals for the fiscal year 2027 salary ordinance.

Today we are making recommendations on three proposals.

Staff and the requesters are available in case the commission has any questions.

Subitem one is our first recommendation.

The San Diego Fire Rescue Department has requested to re-establish the emergency medical technician classification.

Staff has reviewed this request and recommends approval to re-establish the emergency medical technician classification to perform basic life support duties in emergency medical situations as a member of an emergency medical team at a monthly salary of approximately $5,472.

I'm available to answer any questions in the questions.

Are we retaining the firefire paramedic dual?

That's correct.

That's the dual.

This is a single role.

But right now we're just speaking of EMT.

Do we need to uh vote on each um subsets?

Yes, that's proof of that.

Okay.

Okay.

Uh would anyone like to make a motion?

Move to approve.

Second.

We have a motion in a second.

Um let's go ahead and take a vote.

Commissioner Freeman.

Yes.

Commissioner Merrill.

Yes.

Commissioner Warren.

Yes.

My vote is yes, and that passes unanimously.

Oh, I forgot to ask for discussion.

Sorry, D.

Next item is next item as 12.

Usually sub item two?

Okay.

Subitem two, I'm sorry, yeah.

Subitem two is our second recommendation.

The San Diego Fire Rescue Department has requested to re-establish the paramedic two classification.

Staff has reviewed this request and recommends approval to re-establish the paramedic two classification to perform single role paramedic functions at a monthly salary of approximately $7,432.

Staff also recommends re-establishing the paramedic one classification to perform paramedic duties in a training capacity as part of an emergency medical team at a monthly salary of six out six thousand four hundred and sixty-three dollars.

I'm available to answer any questions.

All right, any questions?

Okay.

Any public comment?

No public comment on Zoom.

Okay.

Um, that we will be updating uh D three of the personnel manual to include uh career advancement from paramedic one to paramedic two.

Anyone want to make a motion?

Move to approve.

Okay, we got a motion and a second.

Um any discussion.

Okay, we'll go ahead and take a vote.

Um Commissioner Freeman, yes, Commissioner Merrill, yes, Commissioner Moore, yes.

I mean yes, the motion passes unanimously.

Um item three.

Subitem three is our third recommendation.

The Office of the City Attorney has requested to change the title of the legal secretary classification series to legal administrative assistant in order to bring the classification series in line with other government agencies and law firms in California and to more appropriately reflect the work being performed.

Staff is recommending approval of this request to change the classification titles of principal, legal secretary, senior legal secretary, legal secretary two, and legal secretary one to principal legal administrative assistant, senior legal administrative assistant, legal administrative assistant two, and legal administrative assistant one to more clearly reflect the nature of the work performed.

I'm available to answer any questions.

Any questions?

Public comment?

Oh, go ahead.

No public comment.

No public comment on Zoom.

Can we repeat the four room means please?

Um I can do that.

Okay, go ahead.

The four new names are principal, legal, administrative assistant, senior legal administrative assistant, legal administrative assistant two, and legal administrative assistant one.

Is there a motion?

I'll have a motion to approve.

We got a motion in a second.

Um discussions.

No, seeing none, we'll go ahead and vote.

Commissioner Freeman.

Yes.

Commissioner Merrill.

Yes.

Commissioner Moore.

Yes.

I am yes.

Uh motion passes the end of the seat.

Staff.

Item 12 is a request from the council administration office to exempt a council representative one position from the classified service.

The council representative one position will assist the council district seven office by responding to citizen requests, inquiries, and complaints via email and telephone.

Attending community and stakeholder meetings on behalf of the council member.

Drafting district recommendations and proclamations, supporting staff with policy research and development, and analyzing and reporting constituent inquiry data.

Staff has reviewed this request and finds the duties and responsibilities of the position, meet the intent of city charter section 117.

Staff recommends approval of this request.

I am also not aware of any opposition to this request.

Seven, okay.

And we have to do this.

Okay, is this um I wasn't aware that this was a um classified position?

Are all the it is not?

It is not a class card.

Oh, it's not a classified service that they council represent one position from the classified service.

Okay, it's an unclassified.

Oh, it's a coming to you guys for exemption, but then be forwarded on if you approve it to be forwarded on to city council.

Oh, okay.

Okay, and we have to do that for every council district because it's just gonna dominate correct.

This is the second one in a row.

Um, yes, so any exemptions that aren't laid out in charter section 117 that's already exempted that are being done under A17 of Charter Section 117 have to come to the commission first for your approval to then be forwarded on the okay.

Um public comment, no public comment on Zoom.

Okay, um, we'll go ahead.

Uh there's a motion move to approval request.

I'll second uh we'll go ahead and vote.

Um Commissioner Freeman.

Yes, Commissioner Merrill.

Yes, Commissioner Moore, yes, I am a yes, so the uh motion passes unanimously number 13.

Item 13 is a request from the San Diego Police Department to exempt a police commander position and a deputy director position from the classified service.

The police commander position will oversee the day-to-day operations of the special weapons and tactics, canine, air support, and criminal criminal intelligence units within the police department, assist in the administration, planning, and coordination of department activities with patrol, investigative commands, and neighborhood and community policing services, facilitate community engagement with the department command staff, manage and lead their respective commands, and support the chief's executive committee on key policy decisions that impact the department staff, other city departments, and the public.

The deputy director position will oversee, manage and direct the operations of the finance section of the police department, oversee the administration and modification of financial policies and internal controls, formulate and administer internal policies related to contracting restrictions for purchases, payroll practices, and procedures, data collection guidelines, criteria and parameters for state mandated reimbursement programs.

Work with senior leadership to implement strategic plans and general department policies, oversee overtime budgeting, policies and reporting and research best practices, and participate in key decision regarding organizational priorities and long-term goals.

Staff has reviewed these requests and find that the duties and responsibilities of the positions meet the intent of city charter section 117.

Staff recommends approval of these requests.

I am also not aware of any opposition to these requests.

Chief of Police Scott Law is present to answer any questions you may have.

Okay.

I don't see any.

They do not have anyone.

I'm sure Chief Wall can hop on and give you more information, but they're looking to add a deputy director underneath that for levels work and do these.

Yes, that is correct.

There are currently uh three program coordinators in this deputy director position would lead uh our finance department and report directly to an AD.

Is this a new position?

Deputy Director position.

Yes, it is.

Okay, so was it handled by uh like a sword police officer prior to that or was it?

Uh no, so we had uh previously um we had information technology, which is has a uh deputy director in charge of it uh under a different position.

Uh in I'm kind of backing into this answer.

Let me let me let me come at it from a different angle.

So in August of last year, my first 60 days, we went through the largest reorganization in in our at least modern history.

Uh the plan was to just get this in place, spread the the division of labor and the span of control out equitably amongst our employees and with the goal of separating the police operational functions from more of the business functions of running our 700 million dollar operation.

Uh in doing that, we wanted to assess this first year uh to make sure that we're making the proper tweaks and adjustments with the division of labor uh and and find operational efficiencies uh moving forward.

And so this gets us moving in that direction, uh, and it helps helps us maintain still a very healthy uh uh spread of unclassified versus classified employees overall.

We are at one one percent unclassified for this entire organization.

Um that that gap in leadership uh is is costing us with uh with with direction and vision uh and and coordination moving forward uh from a higher level.

Uh any other public comments anybody want to make a motion to approve Marrow second.

All right, we got a motion and a second.

We uh is um there are any discussion.

Uh we'll go ahead and take a vote.

Commissioner Freeman.

Yes, Commissioner Mero.

Yes, Commissioner Ward, yes, and I am a yes.

This motion passes unanimously the report.

Good afternoon, Commissioner David Alligator for staff.

Item 14 is a request for me to update the commission on various personal environment related items.

Today I'm gonna update the commission on progress in implementing audit recommendations, maintaining outreach efforts despite staffing changes, and managing the current reduction enforcement process.

Starting with our audit follow-up as confirmed by the audit committee in September.

We have implemented two new recommendations identified by the Office of the City Auditor related to prior audits.

First, we address the need to streamline and modernize our hiring documents process for departments and applicants by reducing forums, improving electronic access, and simplifying the overall interview process.

This effort focused on making forms electronically fillable, minimizing the number of documents required for candidate, clarifying which materials can be submitted electronically to create a more efficient and user-friendly process.

Second implementation recommendation called for the personnel and human resources department to jointly develop and present an annual public availability workforce report to city leadership.

In partnership with the performance and analytics department, the human resources department presented the third annual workforce report to council in May 2025.

This report provided key metrics on turnover, vacancies, and separation trends, along with the analysis of recruitment and retention challenges across critical positions.

This implementation also closed out the performance audit of the city's strategic capital management number one.

There is another one still outstanding, and ensures a continued commitment to produce these reports annually and expand future analysis as new data becomes available.

Building on these efforts, we continue to work on community engagement and outreach, which is critical to maintaining visibility and diverse talent pools.

Despite the loss of our dedicated recruiting team, we have remained active balancing these efforts with available staffing while developing a plan to stay connected at key events.

From August 2025 to present, we've participated in eight outreach and engagement events, including career advancement sessions, community information sessions, career fairs, and an employer employer advisory board meeting.

Most recently, we attended Job Toberfest on October 22nd, hosted by the San Diego Committee of Employment of People with Disabilities and supported by the public utilities and parks and recreation department.

This event drew over 300 people and received strong media coverage.

Finally, today, regarding the reduction and force process, we initially started with 31 impacted employees, but through a combination of attrition and reclassification of vacant positions, that number has been reduced by 10.

To date, we've found placements with bump rights and currency interviews for 12 employees, though not all have transitioned to their new department yet.

Of those 12, nine will move into a different classification, while the three will remain in their current classification but in a different department.

So all while managing the process thoughtfully and strategically to minimize disruptions to the departments and support the employees through the transition.

All transitions for this reduction force process are planned to be executed by December 2nd this year.

With that being said, I'm happy to answer any questions or hear a comments for the commission.

Any questions?

Are we able to get a list of the engagements?

Absolutely.

Yes.

That's it.

That was the last side of meeting adjourned.

Thank you.