HomeMy WebLinkAbout06-28-1993 Item #17i
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FROM:
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June 28, 1993
City Council Agenda
1LI''.� 0910-9IL1T
June 17, 1993
Item No. /"7
BY THE CITY COUNCIL
CITY OF NEWPORT BEACH
JUN 2 8 19Q9
APPROVED
Honorable Mayor Turner and Members of the City Council
City's Negotiations Team
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RE: Tentative agreement with the Newport Beach City Employees
Association (NBCEA)
THE FOLLOWING POINTS HAVE BEEN AGREED TO BY THE
NEGOTIATORS FOR THE NBCEA 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 NBCEA 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 tim
June 30, 1993*
e period between July 1, 1992 and
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.
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3. Up to three re -openers for the NBCEA on issues of
importance to them, with notice of their intent to exercise this right by
• October 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.
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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 NBCEA agree to modify the language in the
• "performance evaluation" article in the MOU to conform to the following:
Performance Evaluation
1. PREPARATION: Review the employees previous evaluation and
identify changes in performance. Note changes and the reasons :.
•
job
description available to each employee upon request.
2. COMPLETION OF THE RATING: Review all any documentation
and discuss its relationship to the performance ratings assigned for the
current rating period. j . Assign ratings to
each item on the form, basing them on factual information and or u p o n
ebjeetive-e€ 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
40 evaluation.
3. 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.
4. 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.
5. 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 NBCEA agree to expand the grievance
procedure as it relates to performance evaluations and written reprimands,
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.
6. TRANSFERS AND REASSIGNMENTS: The City and the NBCEA
agree to modify the "transfers and reassignments" article in the MOU to read
as follows: "The City acknowledges that before arriving at a final decision
• involving the transfer or reassignment of work schedules of those employees
represented by the NBCEA, the seniority and preference of the employee will
be taken into consideration."
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