Personnel Committee Meeting – Review of HR Policies and Labor Relations Framework – March 16, 2026

The Personnel Committee of the 32nd Board of Representatives met on March 16, 2026, at 6:00 p.m. to review the city's human resources policies and programs. The meeting focused on the civil service classification system and the collective bargaining/labor relations framework. Presentations were delivered by HR Director Dr. Paula Russell, HR Manager Rosemary Frazier, and Labor Relations Specialist Anna Gonzalez.

Discussion Items

• Civil Service System Overview (Rosemary Frazier): Frazier explained the city's merit-based civil service rules, which govern hiring, retention, classification, exams, probation, promotion, layoffs, and salary administration. Key points included: the classification plan maintained by HR; the selection process using written exams, performance assessments, and physical agility tests; scoring methods including banding, ranking, and cut scores; the probationary period (six months for new hires, three months for promotions); layoff based on seniority; and salary setting with flexibility up to midpoint with HR approval and above midpoint requiring Personnel Commission approval. Frazier also described the appeals process for disqualifications and exam results. She noted that the city does not currently have a formal performance management system.
• Resident and Veteran Bonus Points: In response to a question from Representative Dela Cruz, Frazier clarified that city residents receive five additional points on entry-level exams, and veterans receive five points (or ten for disabled veterans). The HR department proactively contacts candidates who may not have claimed the points. Firefighter volunteers receive five points on the fire exam only.
• Cut Scores: Chair Weinberg asked about cut scores. Frazier explained that cut scores are the minimum passing score; for police and fire, the vendor discourages their use, so they have been moved away from. For other exams, cut scores are set based on historical data (e.g., around 60 for office support specialist).
• Collective Bargaining and Labor Relations Framework (Anna Gonzalez): Gonzalez presented the city's labor relations structure, including the 10 bargaining units (dental hygienists, UAW, MAA, IUOE Operations, Nurses Association, Assistant Corporation Counsel, Fire, Police, WPCA, Custodians) with approximate sizes. She described the collective bargaining process: gathering proposals from departments and unions, negotiating, reaching tentative agreements, and board approval. She also covered grievance procedures, dispute resolution, employee discipline (predisciplinary meetings with due process), and the role of the labor relations specialist in advising departments and ensuring compliance with contracts and laws.
• FMLA and Sick Bank: Chair Weinberg asked about enhancements to FMLA. Gonzalez stated the city follows federal and state guidelines, but some contracts include an emergency sick bank providing up to 60 days in a fiscal year, which can be used in conjunction with FMLA leave.
• Representative Questions: Representative Dela Cruz asked about Gonzalez's role in negotiations; she confirmed she is the city's representative but not an assistant corporation counsel. Representative Walston asked whether a resident can complain about a union member; Gonzalez explained that discipline is between the city and the employee, and the union represents the employee; outsiders have no recourse under the contract.

Key Outcomes

• No formal votes or decisions were taken. The meeting was informational.
• The next personnel committee meeting is scheduled for April 2026 and will cover benefits, retirement benefits, and pension programs.
• Committee members were encouraged to submit questions in advance to Chair Weinberg for future presentations.
• The meeting was adjourned by unanimous consent.