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LOS ANGELES COMMUNITY COLLEGE DISTRICT

PERSONNEL COMMISSION MEETING

Wednesday, November 6, 2019 - 12:30 p.m.

Educational Services Center

4th Floor Conference Room

770 Wilshire Boulevard, Los Angeles, California

ORDER OF BUSINESS-CLOSED SESSION MEETING

I. Roll Call

II. Requests to Address the Personnel Commission on Closed Session Matters

III. Convene in Closed Session

a. To Discuss Public Employee Discipline/Dismissal/Release Pursuant to Government Code Section 54957

IV. Conference with Legal Counsel – Anticipated Litigation Pursuant to Government Code Section 54956.9 (c)

V. Report of Action taken in Closed Session

VI. Adjourn

NEXT PERSONNEL COMMISSION MEETING:

Wednesday, December 4, 2019

Closed Meeting 12:30 p.m.

Open Meeting 1:00 p.m.




In compliance with Government Code Section 54957.5 (b), documents made available to the Personnel Commission after

posting of the agenda that relate to an upcoming public session item will be made available by positing on the District’s

official bulletin board located in the lobby of the Educational Services Center located at 770 Wilshire Boulevard, Los

Angeles, California 90017. Members of the public wishing to view the material will need to make their own parking

arrangements at another location.

If requested, the agenda shall be made available in appropriate alternate formats to persons with a disability, as required by

Section 202 of the American with Disability Act of 1990 (42 U.S.C. Section 12132), and the rules and regulations adopted

in implementation thereof.

To make a request for disability-related modification or accommodation, including auxiliary aids or services, please contact

the Personnel Commission Office at (213) 891-2333 no later than 12 p.m. (noon) on the Monday prior to the Personnel

Commission meeting.

This Page Is Intentionally Left Blank


PERSONNEL COMMISSION MEETING

Wednesday, November 6, 2019 - 1:00 p.m.




ORDER OF BUSINESS – OPEN SESSION MEETING

I. Convene Regular Meeting

II. Report of Actions Taken in Closed Session

III. Review and Approve Minutes of the Closed and Open Meetings of September 25, October 9, and October 23, 2019

IV. Miscellaneous Personnel Commission Activities and Announcements

a. Classified Employment Opportunities Bulletin

V. Revision to Rule 782, ABSENCE FOR JURY DUTY, (Final Approval) (Case 3750)

VI. Revision to Personnel Commission Rule 807, PERSONAL NECESSITY LEAVE (Final Approval) (Case 3751)

VII. Establishment of New Information Technology Services Job Classes, Information Technology Series (Case 3757)

VIII. Classification Study: College Store Supervisor, EN 789333, College Store, East Los Angeles College (Case 3754)

IX. Classification Study: Assistant Administrative Analyst, EN 1048652, Attendance Accounting, Educational Services Center (Case 3749)

X. Classification and Salary Study: Admissions and Records Evaluation Technician (Case 3755)

XI. Class Description Revisions for:

a. Operations Manager b. Professional Development Director

XII. Correspondence

XIII. Notice of Anticipated Items: Revision to Personnel Commission Rule 582, ALLOCATION TO APPROPRIATE SALARY STEP; Classification Study: Student Support Services

Representative, EN 1017389, Bridges to Success Center, Los Angeles Trade-Technical College

(Case 3730)

XIV. Hear Non-Agenda Speakers/Open Forum

XV. Reconvene into Closed Session

XVI. Reconvene into Open Session

XVII. Report of Actions Taken in Closed Session

XVIII. Adjourn

NEXT PERSONNEL COMMISSION MEETING:

Wednesday, December 4, 2019

Closed Meeting 12:30 p.m.

Open Meeting 1:00 p.m.




In compliance with Government Code Section 54957.5 (b), documents made available to the Personnel Commission after

posting of the agenda that relate to an upcoming public session item will be made available by posting on the District’s

official bulletin board located in the lobby of the Educational Services Center located at 770 Wilshire Boulevard, Los

Angeles, California 90017. Members of the public wishing to view the material will need to make their own parking

arrangements at another location.

If requested, the agenda shall be made available in appropriate alternate formats to persons with a disability, as required by

Section 202 of the American with Disability Act of 1990 (42 U.S.C. Section 12132), and the rules and regulations adopted

in implementation thereof.

To make a request for disability-related modification or accommodation, including auxiliary aids or services, please contact

the Personnel Commission Office at (213) 891-2333 no later than 12 p.m. (noon) on the Monday prior to the Personnel

Commission meeting.

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Closed Session Minutes Page 1 of 1 September 25, 2019


PERSONNEL COMMISSION

Wednesday, September 25, 2019 – 12:30 p.m.

Educational Services Center – 4th Floor Conference Room


MINUTES OF THE REGULAR MEETING – CLOSED SESSION

Present: Commissioners:

Henry Jones, Vice Chair

Ann Young-Havens

Staff:

Karen Martin, Personnel Director

I. Roll Call

II. Requests to Address the Personnel Commission on Closed Session Matters - None


a. Public Employee Discipline/Dismissal/Release

Pursuant to Government Code Section 54957

IV. Report Out Actions Taken in Closed Session - Mr. Jones reported that the Personnel

Commission took no action during closed session

V. Correspondence – No correspondence was received.

VI. Adjourn. The meeting adjourned at 1:03 p.m.

This is to certify that these are the full and correct minutes of the Closed Session meeting of the

Personnel Commission of the Los Angeles Community College District.

__________________________ _______________________________

Date Henry Jones, Vice Chair

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Open Session Minutes 1 September 25, 2019



Wednesday, September 25, 2019 – 1:00 p.m.



MINUTES OF THE REGULAR MEETING – OPEN SESSION



Ann Young-Havens

Staff:


Ute Severa, Assistant Personnel Director

Neely Miller, Executive Assistant

Ryan Pennock, Personnel Analyst

Deborah Tsai, Assistant Personnel Analyst

Patrick Sung, Administrative Intern

Guests:

Greg Mazzarella, Administrative Analyst

James Bradley, SEIU Local 99

Robert Mix, SEIU Local 721

Suleman Ishaque, AFT 1521A

I. The Chair convened the regular meeting at 1:05 p.m.

II. Report of Actions Taken in Closed Session – Mr. Jones reported that the Personnel

Commission took no action during closed session.

III. Miscellaneous Personnel Commission Activities and Announcements – Upon motion

by Ms. Young-Havens and concurred with by Mr. Jones, the Personnel Commission

received the latest Classified Employment Opportunities Bulletin as information.

IV. Revision to Personnel Commission Rule 544, CLASSIFICATION POLICY (Final

Approval) (Case 3741)– Upon motion by Ms. Young-Havens and concurred with by Mr.

Jones, the Personnel Commission gave final approval to Personnel Commission Rule

544, as presented.

V. Reissue of Personnel Commission Rule 624, REVIEWS AND APPEALS OF

EXAMINATIONS (Case 3744)- Upon motion by Ms. Young-Havens and concurred

with by Mr. Jones, the Personnel Commission approved the reissue of Personnel

Commission Rule 624, as presented.

VI. Title Change and Salary Reallocation for the Class of Chief Information Officer

(Case 3743) – Upon motion by Ms. Young-Havens and concurred with by Mr. Jones, the

Personnel Commission approved the title change and salary reallocation for the Class of

Chief Information Officer.

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Open Session Minutes 2 September 25, 2019

VII. Class Description Revisions for:

a. Instructional Assistant, Language Arts

Upon motion by Ms. Young-Havens and concurred with by Mr. Jones, the Personnel

Commission agreed to pull the revisions to the class description listed above pending

further consultation with AFT 1521A.

VIII. Correspondence – No correspondence was received.

IX. Notice of Anticipated Agenda Items – Upon motion by Ms. Young-Havens and concurred with by Mr. Jones, the Personnel Commission acknowledged notice of

Anticipated Agenda Items: Classification Study for Maintenance Assistant (Local 99),

EN 811002, Plant Facilities, East Los Angeles College

X. Hear Non-Agenda Speakers/Open Forum – There were no non-agenda speakers.

XI. Reconvene into Closed Session

XII. Reconvene into Open Session

XIII. Report Out Actions Taken in Closed Session – Mr. Jones reported that the Personnel Commission took no action in Closed Session

XIV. Adjourn – The meeting adjourned at 2:00 p.m.

_________________________________________


This is to certify that these are the full and correct minutes of the regular meeting of the Personnel

Commission of the Los Angeles Community College District.

___________________________ _________________________________________

Date Henry Jones, Vice Chair

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Closed Session Minutes Page 1 of 1 October 9, 2019



Wednesday, October 9, 2019 – 12:30 p.m.





David Iwata, Chair


Ann Young-Havens

Staff:


I. Roll Call





• In the Matter of the Appeal by EN 1058703

b. Conference with Legal Counsel – Anticipated Litigation

Pursuant to Government Code Section 54956(b)(3), (C), (D)

IV. Report Out Actions Taken in Closed Session - Mr. Iwata reported that no action was

taken during Closed Session.





__________________________ _______________________________

Date David Iwata, Chair

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Open Session Minutes 1 October 9, 2019








David Iwata, Chair


Ann Young-Havens

Staff:



Guests:

Daniel Guardado, Maintenance Assistant, East Los Angeles College


II. Report of Actions Taken in Closed Session – The Chair reported that the Personnel


III. Miscellaneous Personnel Commission Activities and Announcements – Upon motion

by Ms. Young-Havens, seconded by Mr. Jones, and concurred with by the Chair the

Personnel Commission received the latest Classified Employment Opportunities Bulletin

as information.

IV. Classification Study for Maintenance Assistant, EN 811002, Plant Facilities, East

Los Angeles College (Case 3745)– Upon motion by Ms. Young-Havens, seconded by

Mr. Jones, and concurred with by the Chair, the Personnel Commission pulled the item

for further study.

V. Revision to Personnel Commission Rule 647, ASSIGNMENTS FROM

SUBSTITUTE AND RELIEF LISTS (Tentative Approval) (Case 3746) - Upon

motion by Mr. Jones, seconded by Ms. Young-Havens and concurred with by the Chair,

the Personnel Commission gave tentative approval to the revision of Personnel

Commission Rule 647, as presented.

VI. Title Change for the Class of Vice Chancellor of Finance and Resource Development

(Case 3748) – Upon motion by Ms. Young-Havens, seconded by Mr. Jones, and

concurred with by the Chair, the Personnel Commission approved the title change for the

Class of Vice Chancellor of Finance and Resource Development.

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VII. Applicant Pool for Current Examination for Operations Manager (Case 3747) -

Upon motion by Ms. Young-Havens, seconded by Mr. Jones, and concurred with by the

Chair, the Personnel Commission approved the Applicant Pool for Current Examination

for Operations Manager.

VIII. Class Description Revisions for:

a. Instructional Assistant, Language Arts

b. Lead Support Services Assistant

Upon motion by Mr. Jones, seconded by Ms. Young-Havens, and concurred with by the Chair,

the Personnel Commission approved the revisions to the class descriptions listed above.

IX. Correspondence – No correspondence was received.

X. Notice of Anticipated Agenda Items – Upon motion by Ms. Young-Havens, seconded

by Mr. Jones, and concurred with by the Chair, the Personnel Commission acknowledged

notice of Anticipated Agenda Items: Revision to Personnel Commission Rule 647,

ASSIGNMENTS FROM SUBSTITUTE AND RELIEF LISTS (Final Approval);

Revision to Rule 782, ABSENCE FOR JURY DUTY, (Tentative Approval); Revision to

Personnel Commission Rule 807, PERSONNEL NECESSITY LEAVE (Tentative

Approval)

XI. Issue Decision on Appeal of Suspension for EN 1058703 - Upon motion by Mr. Jones, seconded by Ms. Young Havens, and concurred by the Chair, the Personnel Commission

accepted and adopted the hearing officer’s findings, conclusions and recommendation in

the appeal from suspension for EN 1058703.

XII. Hear Non-Agenda Speakers/Open Forum – There were no non-agenda speakers.

XIII. Reconvene into Closed Session

XIV. Reconvene into Open Session

XV. Report Out Actions Taken in Closed Session – Mr. Iwata reported that the Personnel Commission took no action in Closed Session

XVI. Adjourn – The meeting adjourned at 2:00 p.m.

_________________________________________




___________________________ _________________________________________


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Closed Session Minutes Page 1 of 1 October 23, 2019








David Iwata, Chair


Ann Young-Havens

Staff:


I. Roll Call





b. Conference with Legal Counsel – Anticipated Litigation

Pursuant to Government Code Section 54956(b)(3), (C), (D)

IV. Report Out Actions Taken in Closed Session - Mr. Iwata reported that no action was

taken during Closed Session.





__________________________ _______________________________


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David Iwata, Chair


Ann Young-Havens

Staff:


Ute Severa, Assistant Personnel Director


Ryan Pennock, Personnel Analyst

Patrick Sung, Administrative Intern

Deborah Tsai, Assistant Personnel Analyst

Guests:

Daniel Guardado, Maintenance Assistant, East Los Angeles College

James Bradley, SEIU Local 99

Filiberto Barajas, Maintenance Assistant, East Los Angeles College


II. Report of Actions Taken in Closed Session – The Chair reported that the Personnel


III. Review and Approve Minutes of the Closed and Open Meetings of August 28 and

September 11, 2019-. Upon motion by Mr. Jones and concurred with by the Chair, the

Personnel Commission approved the minutes of the Closed and Open Meetings of August

28, 2019. Upon motion by Ms. Young-Havens and concurred with by the Chair, the

Personnel Commission approved the minutes of the Closed and Open Meetings of

September 11, 2019.

IV. Miscellaneous Personnel Commission Activities and Announcements – Upon motion

by Mr. Jones, seconded by Ms. Young-Havens, and concurred with by the Chair the

Personnel Commission received the latest Classified Employment Opportunities Bulletin

and Strictly Classified Employee Bulletin as information.

V. Classification Study for Maintenance Assistant, EN 811002, Plant Facilities, East

Los Angeles College (Case 3745)– Upon motion by Mr. Jones, seconded by Ms. Young-

Havens, and concurred with by the Chair, the Personnel Commission denied the

reclassification of EN 811002.

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VI. Claim for Temporary Work Out of Classification for Admissions & Records

Assistant, EN 786708, Student Services, Pierce College (Case 3752)- Upon motion by

Ms. Young-Havens, seconded by Mr. Jones, and concurred with by the Chair, the

Personnel Commission approved the claim for temporary work out of classification for

EN 786708.

VII. Revision to Personnel Commission Rule 647, ASSIGNMENTS FROM

SUBSTITUTE AND RELIEF LISTS (Final Approval) (Case 3746) - Upon motion by

Mr. Jones, seconded by Ms. Young-Havens and concurred with by the Chair, the

Personnel Commission gave final approval to the revision of Personnel Commission Rule

647, as presented.

VIII. Revision to Rule 782, ABSENCE FOR JURY DUTY, (Tentative Approval) (Case

3750) - Upon motion by Ms. Young-Havens, seconded by Mr. Jones, and concurred with

by the Chair, the Personnel Commission gave tentative approval to the revision of

Personnel Commission Rule 782, as presented.

IX. Revision to Personnel Commission Rule 807, PERSONAL NECESSITY LEAVE

(Tentative Approval) (Case 3751)- Upon motion by Mr. Jones, seconded by Ms.

Young-Havens, and concurred with by the Chair, the Personnel Commission gave

tentative approval to the revision of Personnel Commission Rule 807, as presented.

X. Establishment of New Information Technology Services Job Classes, Information

Technology Series (Case 3753) - Upon motion by Mr. Jones, seconded by Ms. Young-

Havens, seconded by Mr. Jones, and concurred with by the Chair, the Personnel

Commission approved the establishment of the new information technology services job

classes.

XI. Correspondence – No correspondence was received.

XII. Notice of Anticipated Agenda Items – Upon motion by Ms. Young-Havens, seconded

by Mr. Jones, and concurred with by the Chair, the Personnel Commission acknowledged

notice of Anticipated Agenda Items: Revision to Rule 782, ABSENCE FOR JURY

DUTY, (Final Approval); Revision to Personnel Commission Rule 807, PERSONNEL

NECESSITY LEAVE (Final Approval); Class Description Revision for Operations

Manager (SEIU Local 721)

XIII. Hear Non-Agenda Speakers/Open Forum – There were no non-agenda speakers.

XIV. Reconvene into Closed Session

XV. Reconvene into Open Session

XVI. Report Out Actions Taken in Closed Session – Mr. Iwata reported that the Personnel Commission took no action in Closed Session

XVII. Adjourn – The meeting adjourned at 2:15 p.m.

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_________________________________________




___________________________ _________________________________________


Case 3750 November 6, 2019

KJM: DT


TO: THE PERSONNEL COMMISSION

FROM: Karen J. Martin

SUBJECT: Revision to Personnel Commission Rule 782, ABSENCE FOR JURY DUTY (Final

Approval) (Case 3750)

This rule has been reviewed as part of the Personnel Commission’s continuing review and update of

Personnel Commission Laws and Rules. Editorial changes have been made to the rule for clarity. Labor

Code Section 230 was updated to reflect changes made by the legislature. A Paragraph F. was added to

account for scenarios where a collective bargaining unit may have negotiated provisions that differ

from this rule.



782

LAW AND RULES November 25, 2014 November 6, 2019

ABSENCE FOR JURY DUTY 782

Page 1 of 7

782 ABSENCE FOR JURY DUTY

Education Code Section

87036. Absence for Jury Duty. The governing board of a community

college shall grant leave of absence to any employee serving in a classified or

other nonacademic position regularly called for jury duty in the manner

provided for by law. The governing board shall grant such leave with pay up

to the amount of the difference between the employee's regular earnings and

any amount he or she receives as juror's fees.

It is unlawful for the governing board or personnel commission of any

community college district to adopt or maintain any rule, regulation, or policy

which has as its purpose or effect a tendency to encourage employees to seek

exemption from jury duty, or to directly or by indirection solicit or suggest to

any employee that he or she seek exemption from jury duty, or to discriminate

against any employee with respect to assignment, employment, promotion, or

in any other manner because of such employee's service on any jury panel.

Nothing in the foregoing provisions shall preclude the district superintendent

or his or her agent from discussing with the affected employee the practicality

of seeking exemption when acceptance would tend to materially disrupt the

district's operations.

Labor Code Section

230. (a) An employer shall not discharge or in any manner discriminate

against an employee for taking time off to serve as required by law on an

inquest jury or trial jury, if the employee, prior to taking the time off, gives

reasonable notice to the employer that the employee is required to serve.

(b) An employer shall not discharge or in any manner discriminate or

retaliate against an employee, including, but not limited to, an employee

who is a victim of a crime, for taking time off to appear in court to comply

with a subpoena or other court order as a witness in any judicial proceeding.

(c) An employer shall not discharge or in any manner discriminate or

retaliate against an employee who is a victim of domestic violence, sexual

assault, or stalking for taking time off from work to obtain or attempt to

obtain any relief, including, but not limited to, a temporary restraining order,

restraining order, or other injunctive relief, to help ensure the health, safety,

or welfare of the victim or his or her child.



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Page 2 of 7

(d) (1) As a condition of taking time off for a purpose set forth in

subdivision (c), the employee shall give the employer reasonable advance

notice of the employee's intention to take time off, unless the advance notice

is not feasible.

(2) When an unscheduled absence occurs, the employer shall not take any

action against the employee if the employee, within a reasonable time after

the absence, provides a certification to the employer. Certification shall be

sufficient in the form of any of the following:

(A) A police report indicating that the employee was a victim of domestic

violence, sexual assault, or stalking.

(B) A court order protecting or separating the employee from the

perpetrator of an act of domestic violence, sexual assault, or stalking, or

other evidence from the court or prosecuting attorney that the employee has

appeared in court.

(C) Documentation from a licensed medical professional, domestic

violence counselor, as defined in Section 1037.1 of the Evidence Code, a

sexual assault counselor, as defined in Section 1035.2 of the Evidence

Code, licensed health care provider, or counselor that the employee was

undergoing treatment for physical or mental injuries or abuse resulting in

victimization from an act of domestic violence, sexual assault, or stalking.

(3) To the extent allowed by law and consistent with subparagraph (D) of

paragraph (7) of subdivision (f), the employer shall maintain the

confidentiality of any employee requesting leave under subdivision (c).

(e) An employer shall not discharge or in any manner discriminate or

retaliate against an employee because of the employee's status as a victim of

domestic violence, sexual assault, or stalking, if the victim provides notice

to the employer of the status or the employer has actual knowledge of the

status.

(f) (1) An employer shall provide reasonable accommodations for a victim

of domestic violence, sexual assault, or stalking who requests an

accommodation for the safety of the victim while at work.

(2) For purposes of this subdivision, reasonable accommodations may

include the implementation of safety measures, including a transfer,

reassignment, modified schedule, changed work telephone, changed work

station, installed lock, assistance in documenting domestic violence, sexual

assault, or stalking that occurs in the workplace, an implemented safety

procedure, or another adjustment to a job structure, workplace facility, or

work requirement in response to domestic violence, sexual assault, or

stalking, or referral to a victim assistance organization.

(3) An employer is not required to provide a reasonable accommodation to

an employee who has not disclosed his or her status as a victim of domestic

violence, sexual assault, or stalking.



782



Page 3 of 7

(4) The employer shall engage in a timely, good faith, and interactive

process with the employee to determine effective reasonable

accommodations.

(5) In determining whether the accommodation is reasonable, the employer

shall consider an exigent circumstance or danger facing the employee.

(6) This subdivision does not require the employer to undertake an action

that constitutes an undue hardship on the employer's business operations, as

defined by Section 12926 of the Government Code. For the purposes of this

subdivision, an undue hardship also includes an action that would violate an

employer's duty to furnish and maintain a place of employment that is safe

and healthful for all employees as required by Section 6400 of the Labor

Code.

(7) (A) Upon the request of an employer, an employee requesting a

reasonable accommodation pursuant to this subdivision shall provide the

employer a written statement signed by the employee or an individual acting

on the employee's behalf, certifying that the accommodation is for a purpose

authorized under this subdivision.

(B) The employer may also request certification from an employee

requesting an accommodation pursuant to this subdivision demonstrating

the employee's status as a victim of domestic violence, sexual assault, or

stalking. Certification shall be sufficient in the form of any of the categories

described in paragraph (2) of subdivision (d).

(C) An employer who requests certification pursuant to subparagraph (B)

may request recertification of an employee's status as a victim of domestic

violence, sexual assault, or stalking every six months after the date of the

previous certificate.

(D) Any verbal or written statement, police or court record, or other

documentation provided to an employer identifying an employee as a victim

of domestic violence, sexual assault, or stalking shall be maintained as

confidential by the employer and shall not be disclosed by the employer

except as required by federal or state law or as necessary to protect the

employee's safety in the workplace. The employee shall be given notice

before any authorized disclosure.

(E) (i) If circumstances change and an employee needs a new

accommodation, the employee shall request a new accommodation from the

employer.

(ii) Upon receiving the request, the employer shall engage in a timely, good

faith, and interactive process with the employee to determine effective

reasonable accommodations.

(F) If an employee no longer needs an accommodation, the employee shall

notify the employer that the accommodation is no longer needed.



782



Page 4 of 7

(8) An employer shall not retaliate against a victim of domestic violence,

sexual assault, or stalking for requesting a reasonable accommodation,

regardless of whether the request was granted.

(g) (1) An employee who is discharged, threatened with discharge,

demoted, suspended, or in any other manner discriminated or retaliated

against in the terms and conditions of employment by his or her employer

because the employee has taken time off for a purpose set forth in

subdivision (a) or (b) shall be entitled to reinstatement and reimbursement

for lost wages and work benefits caused by the acts of the employer.

(2) An employee who is discharged, threatened with discharge, demoted,

suspended, or in any other manner discriminated or retaliated against in the

terms and conditions of employment by his or her employer for reasons

prohibited in subdivision (c) or (e), or because the employee has requested

or received a reasonable accommodation as set forth in subdivision (f), shall

be entitled to reinstatement and reimbursement for lost wages and work

benefits caused by the acts of the employer, as well as appropriate equitable

relief.

(3) An employer who willfully refuses to rehire, promote, or otherwise

restore an employee or former employee who has been determined to be

eligible for rehiring or promotion by a grievance procedure or hearing

authorized by law is guilty of a misdemeanor.

(h) (1) An employee who is discharged, threatened with discharge, demoted,

suspended, or in any other manner discriminated or retaliated against in the

terms and conditions of employment by his or her employer because the

employee has exercised his or her rights as set forth in subdivision (a), (b),

(c), (e), or (f) may file a complaint with the Division of Labor Standards

Enforcement of the Department of Industrial Relations pursuant to Section

98.7.

(2) Notwithstanding any time limitation in Section 98.7, an employee may

file a complaint with the division based upon a violation of subdivision (c),

(e), or (f) within one year from the date of occurrence of the violation.

(i) An employee may use vacation, personal leave, or compensatory time

off that is otherwise available to the employee under the applicable terms of

employment, unless otherwise provided by a collective bargaining

agreement, for time taken off for a purpose specified in subdivision (a), (b),

or (c). The entitlement of any employee under this section shall not be

diminished by any collective bargaining agreement term or condition.

(j) For purposes of this section:

(1) "Domestic violence" means any of the types of abuse set forth in

Section 6211 of the Family Code, as amended.

(2) "Sexual assault" means any of the crimes set forth in Section 261,

261.5, 262, 265, 266, 266a, 266b, 266c, 266g, 266j, 267, 269, 273.4, 285,



782



Page 5 of 7

286, 287, 288, 288a, 288.5, 289, or 311.4 of, or former Section 288a of, the

Penal Code, as amended.

(3) "Stalking" means a crime set forth in Section 646.9 of the Penal Code or

Section 1708.7 of the Civil Code.

A. District Policy

A regular classified employee shall be granted paid leave for a maximum of two (2) weeks within any

two (2) consecutive fiscal years in response to a summons subpoena for jury duty, in accordance with

regulations established by the Chancellor. The Chancellor may grant additional paid leave when it has

been compelled by court order.

B. Use of Jury Duty Leave Responsibilities of the Employee

A regular classified employee who receives a summons for jury duty shall:

1. Notify his/her immediate supervisor as soon as possible after receipt of a jury summons and

discuss with his/her supervisor its impact on the operation of the work unit.

2. If requested, attempt to arrange jury service at a time within the limits of the court order

convenient to the Chancellor, Division Head, College President, or their designated

representative.

3. Complete and submit in a timely manner all forms required for Jury Duty Leave prescribed by

the District.

4. Provide a certification of jury service at the end of each pay period and at the conclusion of

jury service from the court clerk or other authorized officer indicating attendance and/or

service rendered during each day of absence from work for jury duty and the rate of pay

received per day.

5. Collect all jury fees and remit them along with the certification of jury service to his/her

location timekeeper, except as follows:

a. Mileage fees shall be retained by the employee.

b. Jury fees earned on days for which the District does not pay the employee shall be

retained by the employee.

c. If the daily jury fee exceeds the employee’s daily gross earnings, the amount in excess

of his/her daily gross earnings shall be retained by the employee.



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Page 6 of 7

6. Report to work at his/her work location during the portion balance of his/her normal working

hours, with allowance for reasonable travel time, when his/her presence is not required for jury

duty. If the employee's regular assignment is to other than the day shift, the employee shall

report to work between the hours of 8 a.m. and 5 p.m. when his/her presence is not required for

jury duty.

C. Postponements and Excuses

1. When in the judgment of a supervisor an employee’s absence would materially disrupt the

operation of the work unit, he/she should discuss with the employee the possibility of

requesting postponement or excuse from jury service. In making this determination, a

supervisor should consider factors such as work overloads, deadlines, the absence of other unit

employees, and the availability of qualified substitute personnel. Employees to whom this

provision may apply typically fall within the following categories:

a. Executive, administrative, or supervisory employees

b. Employees in a single position job classification

c. Employees who have special responsibilities related to emergencies and who must be

available on a standby basis.

2. If the employee prefers to serve, or if the postponement or excuse is not granted, the supervisor

shall release the employee as required by the jury summons.

D. Pay Provisions

1. Pay under this rule is limited to those days and hours for which the employee would otherwise

have received pay for his/her assignment if not excused for jury duty.

2. The number of hours, the time of the day, or the days of the week during which an employee is

required to be absent for jury duty shall not be the basis for any overtime or shift differential

payment by the District, except as provided below.

When an employee who is eligible for overtime reports to work as set forth in Paragraph B.6.

above, he/she shall be paid overtime for time worked, including time absent from work for jury

duty, in excess of 40 hours in one workweek or in excess of the employee’s established

workday schedule as follows:

a. Hours worked in excess of eight hours per workday for employees assigned to a

standard five-day, 40-hour workweek.



782



Page 7 of 7

b. Hours worked in excess of nine or eight hours per workday for employees assigned to a

9/80 work schedule, 80 hours within a two-workweek period.

c. Hours worked in excess of ten hours per workday for employees assigned to a 4/40

work schedule.

E. Limited-Term Employees

Limited-term assignments of persons with substitute, relief, or temporary status only shall not be

terminated by the employing college or division when such employees receive a jury summons while

serving in an active assignment and have provided reasonable notice.

F. This rule shall have no force and effect upon employees of any collective bargaining unit to the extent

that the provisions of this rule are negotiable.


KJM: DT




SUBJECT: Revision to Personnel Commission Rule 807, PERSONAL NECESSITY LEAVE (Final

Approval) (Case 3751)

Personnel Commission Rule 807 has been reviewed as part of the Personnel Commission’s continuing

review and update of Personnel Commission Laws and Rules. A Paragraph D. was added to account

for scenarios where a collective bargaining unit may have negotiated provisions that differ from this

rule.



807


PERSONAL NECESSITY LEAVE 807

Page 1 of 3

807 PERSONAL NECESSITY LEAVE

Education Code Section(s)

88207. Personal Necessity Leave. (a) A contract or regular employee may, at

the employee’s election, use any days of absence for illness or injury earned

pursuant to Section 88191 in cases of personal necessity, including any of the

following:

(1) Death of a member of the employee’s immediate family when

additional leave is required beyond that provided both in Section 88194 and as a

right by the governing board.

(2) Accident involving the person or property of the employee or of a

member of his or her immediate family.

(3) Appearance in any court or before any administrative tribunal as a

litigant, party, or witness under subpoena or any order made with jurisdiction.

(4) Any other reasons that the governing board may prescribe.

(b) The governing board of each community college district shall adopt rules

and regulations requiring and prescribing the manner of proof of personal

necessity for the purpose of this section. The adopted rules and regulations may

not require an employee to secure advance permission for leave taken for the

purposes specified in paragraphs (1) and (2) of subdivision (a). Earned leave in

excess of seven days may not be used in any college year for the purposes

enumerated in this section except if either of the following conditions exist:

(1) A maximum number of days in excess of seven is specified for that

purpose in an agreement between the exclusive representative of the employees

and the community college district.

(2) If there is no exclusive representative of the employees, the

governing board of the community college district, by resolution, adopts a policy

allowing earned leave in excess of seven days to be used in any school year for

the purposes enumerated in this section.

(c) Authorized necessity leave shall be deducted from sick leave earned under

the exemption of Section 88191.



807



Page 2 of 3

(d) For purposes of this section, “immediate family” has the same meaning as in

Section 88194.

(e) This section applies to districts that have adopted the merit system in the

same manner and effect as if it were a part of Article 3 (commencing with

Section 88060) and to community college districts that may be exempted from

Section 88191.

A. A regular classified employee may, upon notice to his/her immediate supervisor at the earliest practical

opportunity, use up to seven days of paid illness leave in a fiscal year, earned in accordance with Rule

808, ILLNESS LEAVE, for personal necessity leave.

B. The leave benefits provided by this rule may be used only for the following personal necessities:

1. The death of a member of the employee's immediate family or a registered domestic partner

when necessary leave beyond that provided by Rule 800, BEREAVEMENT, is required.

Member of the immediate family means:

a. The mother, father, grandmother, grandfather, or grandchild of the employee or the

employee’s spouse.

b. The spouse, son, son-in-law, daughter, daughter-in-law, brother, or sister of the

employee.

c. Any relative living in the immediate household of the employee.

2. An accident involving the employee's person not otherwise chargeable to illness leave, or

industrial accident and industrial illness leave.

3. An accident involving the employee's property or the person or property of a member of the

employee's immediate family or registered domestic partner or an illness of a member of the

employee's immediate family, as defined in paragraph B.1., or registered domestic partner.

Such accident or illness must be:

a. Serious in nature.

b. Involve circumstances the employee cannot reasonably be expected to disregard.

c. Require the attention of the employee during his/her assigned hours of service.



807



Page 3 of 3

4. An appearance of the employee in any court or before any administrative tribunal as a litigant,

party, or witness under an official governmental order, provided the employee:

a. Presents a certification from the clerk of the court or other authorized officer indicating

each date of necessary attendance.

b. Remits any witness fee collected to the Payroll Office.

c. Makes himself/herself available to the District for work between the hours of 8 a.m.

and 5 p.m. when his/her appearance in court or before an administrative tribunal is not

necessary.

5. The birth of an employee’s child making it necessary for the father of the child to be absent

from his position during his assigned hours of service.

6. Imminent danger to the home of an employee, occasioned by a factor such as flood or fire, that

the employee cannot reasonably be expected to disregard and requires the attention of the

employee during his/her assigned hours of service.

7. Any other significant, personal event for which paid leave of absence is not authorized that the

employee cannot reasonably be expected to disregard and requires the attention of the

employee during his/her assigned hours of service.

C. The following limits and conditions are placed upon personal necessity leave and personal necessity

leave pay:

1. The total number of days allowed in one fiscal year for such leave shall not exceed seven days.

2. The days allowed shall be deducted from and may not exceed the number of days of illness

leave the employee has accrued.

3. Personal necessity leave shall not be granted during a vacation or other leave of absence.

4. The employee shall be required to certify on a prescribed form that the absence was due to a

personal necessity, as defined above. Subject to the direction of his/her college president or

division head, the administrator or supervisor shall take whatever steps are necessary to

substantiate that a personal necessity within the limits of this rule did exist.

D. This rule shall have no force and effect upon employees of any collective bargaining unit to the extent

that the provisions of this rule are negotiable.


Case 3757 November 6, 2019 1 KJM:PS:US



SUBJECT: Establishment of New Information Technology Services Job Classes, Information

Technology Series (Case 3757)

Recommendations:

I. It is recommended that the Personnel Commission establish a new job classification of Deputy Chief Information Officer, College Technology Services; that the class description for the new

class be adopted; that the new class be placed in the Management Group, Information

Technology Series; and that the new class be allocated to salary schedule 12632.17; that the

salary-setting basis for the new class be based on a four-step differential above the class of

Regional Manager, College Technology Services; and that the examination authorization for

the new class be Open and Promotional (Dual Certification).

II. It is recommended that the Personnel Commission establish a new job classification of Chief Technology Project Manager; that the class description for the new class be adopted; that the

new class be placed in the Management Group, Information Technology Series; and that the

new class be allocated to salary schedule 11349.42; that the salary-setting basis for the new

class be based on a four-step differential above the class of Technology Project Manager; and

that the examination authorization for the new class be Open and Promotional (Dual

Certification).

III. It is recommended that Rule 596, OVERTIME, be amended to designate the new classes of Deputy Chief Information Officer, College Technology Services, and Chief Technology

Project Manager, as Administrative for the purposes of overtime.

Bases of Recommendations:

1. The new classes were requested as a result of the District’s efforts in addressing the findings of the Huron Consulting Group, which was employed by the District in 2017 to conduct a

comprehensive assessment of technology infrastructure and services within the District and to

identify opportunities to align with best practices and industry standards, reduce risks, and

enable better service delivery across the District. In response to the Huron’s findings,

recommendations have been made by the District administration that will result in a more

Step 1 Step 2 Step 3 Step 4 Step 5

$12,632.17 $13,326.94 $14,059.92 $14,833.22 $15,649.04 Monthly

$151,586.04 $159,923.28 $168,719.04 $177,998.64 $187,788.48 Annual

Step 1 Step 2 Step 3 Step 4 Step 5

$11,349.42 $11,973.64 $12,632.19 $13,326.96 $14,059.94 Monthly

$136,193.04 $143,683.68 $151,586.28 $159,923.52 $168,719.28 Annual



centralized approach to providing technology services throughout the District under the

leadership of the Vice Chancellor/Chief Information Officer.

A need for two additional senior level manager positions was identified to provide oversight

over two new functional units for the Division of Information Technology: College

Technology Services and Technology Project Management. Support classifications for these

units were established in October of 2019.

2. The class concepts for the recommended new classes are as follows:

A Deputy Chief Information Officer, College Technology Services, plans, organizes, and

manages the delivery of technology services to the colleges of the District in a manner that

optimizes local technical operations, ensures the consistent, reliable, and repeatable delivery

of services to students, faculty, staff, and public, and aligns the delivery of information

technology services with the missions and goals of the colleges and District.

A Chief Technology Project Manager plans, defines, and develops multi-disciplinary strategies

and standards related to technology initiatives, programs and projects; coordinates, manages, and

evaluates the work of teams assigned to technology projects.

In addition to further enhancing the levels of technical and managerial expertise required

within the Division of Information Technology, the addition of the new classifications provides

additional career opportunities for District employees, which was also a concern addressed in

the Huron Report.

3. The recommended salary for the new classes is based on internal alignment considerations.

The new class of Deputy Chief Information Officer, College Technology Services, will provide

oversight and management of technical units that are tasked with providing technical customer

support services, technical consulting services; liaison functions; and employee training and

development. The recommended salary for the new class is based on a four-step differential

above the class of Regional Manager, College Technology Services, which is the subordinate

class to the new class. This differential is consistent with the differential used in the classified

service to recognize supervisory responsibilities.

The new class of Chief Technology Project Manager will assume responsibility over teams

working on major technology projects which will require advanced technical skills, have

contractual complexity, have significant budgets, and District-wide impact. The recommended

salary for the new class is based on a four-step differential above the class of Technology

Project Manager, which is the subordinate class to the new class. This differential is consistent

with the differential used in the classified service to recognize supervisory responsibilities.

4. Personnel Commission Rule 596, OVERTIME, defines an administrative class as one where

the primary duties and responsibilities of the position consist of the administration of an

organizational unit at the Branch level, or its equivalent, and possess the following

characteristics:



• Customarily and regularly plan, organize, direct, and review the work of other employees.

• Customarily and regularly direct the activities of the organizational unit through subordinate supervisory employees.

• Customarily establish policies and procedures regarding the operations of the organizational unit.

• Customarily and regularly exercise discretionary powers and sanctions.

• Customarily and regularly do not personally perform duties similar to those of subordinates.

• Customarily and regularly review recommendations and decisions of subordinates which significantly impact the District.

A Deputy Chief Information Officer, College Technology Services, and Chief Technology

Project Manager meet these criteria.

5. The recommended titles for the new classes is descriptive and reflect the level and nature of

duties and responsibilities to be assigned to the positions.

Rule Amendment

596 Overtime

Education Code Section 88026

***

A. ***

***

F. ***

The District’s current classes designated as Executive, Administrative, or Supervisory are as

follows:

***

Administrative Classes

***

Associate Vice President, Administrative Services

Chief Technology Project Manager



College Financial Administrator

Deputy Chief Information Officer, College Technology Services

Director of College Facilities

***

DEPUTY CHIEF INFORMATION OFFICER, 11/6/19

COLLEGE TECHNOLOGY SERVICES

LOS ANGELES COMMUNITY COLLEGE DISTRICT CLASS SPECIFICATION

PERSONNEL COMMISSION CLASS CODE

DEPUTY CHIEF INFORMATION OFFICER,


DEFINTION

Plans, organizes, and manages the delivery of technology services to the colleges of the District in a manner

that optimizes local technical operations, ensures the consistent, reliable, and repeatable delivery of services

to students, faculty, staff, and public, and aligns the delivery of information technology services with the

missions and goals of the colleges and District.

TYPICAL DUTIES

Plans, organizes, and manages the delivery of technology services to the colleges of the District which

encompasses: customer support services for students, faculty, staff and the public; technical consulting with

college business leadership regarding technical support and service enhancement requirements; liaison with

specialized technology teams on college-based projects; monitoring and reporting service levels;

communication and outreach to customers; and employee training and development.

Optimizes the utilization of college technology resources by applying appropriate concepts, technologies and

workflows.

Manages the standardization and the development of specifications for the acquisition of technology

equipment at the colleges; establishes standardized approaches for the maintenance repair, and replacement

of a wide range of technology related equipment; negotiates and administers contracts with vendors.

Manages the introduction of any enhancement, modification, update, installation, or removal of any

hardware, software, interface, or database that will impact existing college production environments.

Oversees the operations of the District’s technology service desk for local and remote computer and network

users and ensures that established service levels are met.

Participates in the planning and implementation of District-wide IT bond projects impacting college

technology services.

Plans, implements, tests, and maintains a disaster recovery plan for individual college IT operations;

coordinates responses to high risk or multi-college emergency.

Provides periodic reports of IT systems activities to achieve and maintain performance measures.

Collaborates with centralized technology engineering and operations teams in the design, develop, and testing

of new college technology services and solutions.

Develops and implements plans for the introduction of any enhancement, modification, update, installation,

or removal of any hardware, software, interface, or database that will impact the college environments.

Consults with college business stakeholders and leadership for the purpose of identifying customer

requirements, assessing impacts to other areas, considering available options, comparing costs and benefits,

and recommending solutions.



TYPICAL DUTIES

Develops and oversees the implementation of on-site college service delivery, response, security, and

recovery policies, standards, and protocols; establishes and implements the use of metrics to benchmark and

improve operational excellence.

Develops communication plans to inform college customers about service offerings, including what each

service does and does not include, eligibility, service limitations, cost, how to request services, how to get

help, and staff contacts.

Develops and implements training strategies, standards, solutions, plans, and schedules for college

technology staff by conducting formal training needs analysis and field research; providing customized, up-

to-date, and relevant training/ learning solutions; and ensuring consistent and convenient delivery of training

opportunities; oversees employee compliance with required job certifications and qualification standards.

Ensures accountability and accuracy for management of college technology assets, vendor contracts, software

licensing, and hardware support.

Plans and manages the operating budget and program budgets for college technology services throughout the

District.

Maintains effective and cooperative working relationships with administrators, functional and technical team

members, and users.

Manages, leads, and evaluates staff members of assigned technical units.

May act for the Vice Chancellor/Chief Information Officer in his/her absence.

Performs related duties as assigned.

DISTINGHISHING CHARACTERISTICS

A Deputy Chief Information Officer, College Technology Services, provides oversight and management

of technical units tasked with supporting the college technology services and needs; delivers operational

support and problem management for thorough issue resolution; accountable for driving the customer

perspective throughout the organization participates in executive-level decisions and development of

strategies and budgets to achieve the objectives and goals of Information Technology Services to best support

the mission of the College

A Deputy Chief Information Officer, IT Infrastructure and Software Systems Support, provides

oversight and management of technical units tasked with supporting the operations of the District’s enterprise

networks, application and system software, data center, and technology service desk.

A Vice Chancellor/Chief Information Officer is the District executive responsible and accountable for

providing vision, strategic planning, and leadership for all technology functions and operations throughout

the District including, but not limited to, data centers, technical service centers, production scheduling,

technology service desks, communication networks (voice and data), classroom support, computer

program/applications development and maintenance, and computer systems operations in a manner that

effectively supports the instructional, student services, and business needs and operations of the District and

is consistent with industry standards and best practices.



SUPERVISION

General supervision is received from the Vice Chancellor/Chief Information Officer. General supervision is

exercised over Regional Managers, College Technology Services. Technical direction may be provided to

assigned supervisory, professional, and technical IT staff.

CLASS QUALIFICATIONS

Knowledge of:

Principles of (enterprise) network design, development, implementation, and operations

Network systems, protocols, and standards such as: TCP/IP, NAT, 802.1x, MPLS, OSPF, and BGP

Network management, network availability, and capacity planning tools

Technology and methodology of application and system software

Principles and practices of information technology security

Capabilities, operation, and maintenance requirements of a wide range of technology

Principles, techniques, and practices of technology project management

Principles of data storage, backups, and recovery

New developments in computer network and systems technology

Principles of planning and process control, documentation, and program testing

Customer Service Key Performance Indicators and Metrics

Principles of organization, management, and work simplification

Principles of supervision, team building, training, and personnel management

Principles and practices of budget preparation and control

Ability to:

Provide oversight and management of technical teams engaged in providing support to the District’s

enterprise networks, application and system software, data center, and technology service desk operations

Plan and organize assigned operations to meet critical deadlines and to provide alternative procedures in

emergencies

Recognize critical elements of operational problems, develop and evaluate data, determine solutions, and

react independently and promptly to situations and events



Ability to:

Write clear and precise technical procedures and documentation for system operations and configuration

Consistently use and promote professional standards and practices related to assignments

Establish and maintain effective and cooperative working relationships with administrators, technology staff,

users, and vendors

Establish and maintain a positive, productive relationship with operational leadership and staff

Actively contribute to a culture of constructive collaboration and innovation with colleagues

Acquire knowledge of new technologies and system software and apply that knowledge to solving

operational problems

Effectively communicate highly technical information accurately, concisely and in understandable terms both

orally and in writing

Effectively communicate with a wide audience, including staff within IT, vendors, consultants, subject matter

experts, end users, and university leadership

Manage personal and institutional data in accordance with legal, regulatory, administrative, and contractual

requirements

Maintain high level of customer service and satisfaction; deliver on promised outcomes and increase the

integrity and confidence in technology service delivery

Effectively allocate and utilize the human, fiscal, and physical resources available for assigned area

Motivate, direct, train, and develop others

Stay abreast of current trends and technical advancements in the network technology and systems software

and apply knowledge to operational problems

Prepare and administer budgets and expenditures

Travel to colleges and offsite meetings

ENTRANCE QUALIFICATIONS

Education and Experience:

A bachelor’s degree from a recognized college or university, preferably with a major in computer science,

computer information technology, computer engineering, or a related field.

AND

New Class DEPUTY CHIEF INFORMATION OFFICER, 11/6/19


Five years of recent, full-time, paid, professional-level experience in delivering technology solutions for IT

infrastructure and systems operations including information systems design, information systems

development, network administration, and IT security in a large enterprise environment. Two years of the

required experience must have been in a supervisory capacity. Experience with an institution of higher

education is desirable.

Special:

A valid Class "C" California driver's license must be obtained within 10 day of establishing residency in the

State of California.

Travel to locations throughout the District is required.

Reasonable Accommodation:

Our class specification generally describes the duties, responsibilities, and requirements characteristic of the

position(s) within this job class. The duties, responsibilities, and requirements of a particular position within

this class may vary from the duties of other positions within the class.

In accordance with the Americans with Disabilities Act (ADA), the Los Angeles Community College District

provides reasonable accommodation to qualified individuals with covered disabilities on a case-by-case basis

throughout the application, examination, and hiring processes and throughout employment. If an individual

is in doubt about his or her ability to perform the duties and responsibilities of a position or possession of any

other requirement noted in a class specification or job announcement, he or she should always apply for a

position and request reasonable accommodation at the appropriate time.

CHIEF TECHNOLOGY PROJECT MANAGER 11/6/2019

LOS ANGELES COMMUNITY COLLEGE DISTRICT CLASS SPECIFICATION

PERSONNEL COMMISSION CLASS CODE

CHIEF TECHNOLOGY PROJECT MANAGER

DEFINITION

Plans, defines and develops strategies and standards related to multi-disciplinary technology initiatives,

programs and projects; coordinates, manages, and evaluates the work of teams assigned to technology projects.

TYPICAL DUTIES

Plans, organizes, and manages operations related to the design and implementation of major technology projects

or portfolios of related projects.

Defines and develops rules, strategies and standards, coordinates project schedules, and monitors performance

and progress of multiple projects.

Plans, manages, and evaluates the work of assigned teams and their assigned technology projects.

Interfaces with project managers and stakeholders to develop systems for progress monitoring and evaluation,

communication strategies, change management, customer satisfaction, and other critical processes.

Participates with project stakeholders in assessing and modifying existing internal administrative structures

which may be impacted by project implementation including, but not limited to, operational policies and

procedures, workflow, forms, contracts, inter-unit dependencies, reporting structures, and supervision.

Measures project performance using appropriate systems, tools, and techniques.

Collaborates as needed with District-level technical managers and analysts across functional areas to coordinates

complex cross-team work, tasks and activities; to manage major changes in project scope and/or approach; and

to resolve major technical issues as they arise.

Coordinates and evaluates the work of third-party resources and vendors employed for technology projects.

Manages processing and negotiating of costs, scheduling of change orders, and resolution of complex disputes.

Coordinates, plans, manages and reports on budgets for assigned teams and their project portfolios.

Performs related duties as assigned.

DISTINGUISHING CHARACTERISTICS

A Chief Technology Project Manager plans, defines and develops multi-disciplinary strategies and standards

related to technology initiatives, programs and projects; coordinates, manages, and evaluates the work of teams

assigned to technology projects.

A Technology Project Manager manages, coordinates, and facilities a portfolio of strategic multi-disciplinary

technology initiatives, programs, and projects through project start-up, execution, monitoring and control,

release, training, and closure phases.


SUPERVISION

General supervision is received from a classified administrator. General supervision is exercised over assigned

professional and technical staff.

CLASS QUALIFICATIONS

Knowledge of:

Information technology systems, infrastructures, web, and related technologies

Principles and practices of budget preparation and control

Principles, techniques, and tools of program management

Principles, techniques, and tools of project management

Principles, techniques, and tools of scope management

Principles, techniques, and tools of cost management

Principles, techniques, and tools of scheduling

Principles, techniques, and tools of risk identification, analysis and response

Principles, techniques, and tools of quality management

Principles, techniques, and tools of change management

Principles, techniques, and tools of transformational leadership

Principles of supervision, team building, training, and personnel management

Principles and techniques of business analysis and process transformation

New trends and developments in computer technology

Skill in:

Use of Microsoft Office Suite

Ability to:

Provide oversight and management of teams engaged in multiple concurrent technology projects of varying size

and complexity following a robust procedural and governance structure

Effectively set priorities, define dependencies, schedule activities, meet deadlines, forecast and deliver resources,

and organize work for one or more teams engaged in large technology projects

Forecast complex resource needs, identify and break down work into discrete and measurable tasks

Sell project goals, objectives, and approaches to gain the support of technology project stakeholders and users


Ability to:

Identify and implement necessary actions to resolve impediments to project delivery on schedule

Accurately and thoroughly document project plans, statements of work, processes, procedures, changes and

project artifacts pertaining to project implementation

Communicate technical and business knowledge, ideas, and information effectively, clearly, and openly

Resolve conflicts and promote cooperation

Actively contribute to a culture of constructive collaboration and innovation with and among colleagues

Write clear, comprehensive, concise, and organized reports, presentations, communications, and instructions for

diverse audiences

Effectively allocate and utilize the human, fiscal, and physical resources available for assigned area

Motivate, direct, train, and develop others

Consistently use and promote professional standards and practices related to technology

Stay abreast of current trends and technical advancements related to assigned projects and acquire knowledge of

new technologies and software in order to solve problems

Travel to off-site meetings

ENTRANCE QUALIFICATIONS

Education and Experience:

A bachelor’s degree from a recognized college or university, preferably with a major in computer information

systems, computer science, computer engineering, mathematics, or a related field,

AND

Five years of recent, full-time, paid, professional-level experience in managing large, complex technology

projects, two years of which must have been in a lead or supervisory capacity. Experience in a higher-education

environment is desirable.

Special:

A Project Management Professional (PMP) certification or equivalent such as successful completion of a

recognized college-level project management curriculum. A Program Management Professional (PgMP)

certification is desirable.

A valid Class “C” California driver’s license is required.

Travel to locations throughout the District is required.

New Class CHIEF TECHNOLOGY PROJECT MANAGER 11/6/2019

Reasonable Accommodation

Our class specification generally describes the duties, responsibilities, and requirements characteristic of the

position(s) within this job class. The duties, responsibilities, and requirements of a particular position within this

class may vary from the duties of other positions within the class. In accordance with the Americans with

Disabilities Act (ADA), the Los Angeles Community College District provides reasonable accommodation to

qualified individuals with covered disabilities on a case-by-case basis throughout the application, examination,

and hiring processes and throughout employment. If an individual is in doubt about his or her ability to perform

the duties and responsibilities of a position or possession of any other requirement noted in a class specification

or job announcement, he or she should always apply for a position and request reasonable accommodation at the

appropriate time.


1 KJM: PS




SUBJECT: Classification Study: College Store Supervisor, EN 789333, College Store, East

Los Angeles College (Case 3754)

Recommendation:

It is recommended that the Personnel Commission approve the following reclassification

action:

From:

College Store Supervisor

($4836.24 to $5991.26/month)

To:

College Store Manager

($6668.42 to $8261.00/month)

Location:

College Store

East Los Angeles College

Incumbent:

M. Perez (EN. 789333)

Effective Date: October 16, 2019

Bases of Recommendation:

1. Staff initiated a position audit of the employee’s position in response to a routine review of districtwide college store staffing, during which it was noted that the College Store

Manager position at East Los Angeles College has been vacant since December of 2017.

The administration was informed of the proceedings and is in support of a reclassification

of the employee’s position to College Store Manager, since the employee has been

responsible for oversight of all college store and ancillary operations.

2. Staff audited the position and determined that the incumbent performs the following primary duties:

• Plans, coordinates, and manages all operations of the college store including cashiering, refunds, accounting, purchasing, pricing, receiving, merchandising,

cash control, inventory control, and customer service. The employee also manages

the operations of ancillary store operations such as the South Gate Campus store

and the Husky Café.

• Evaluates existing products and services offered by the assigned operations, researches new products and services, and improves and expands existing product

lines and services of the stores.


2 KJM: PS

• Develops and implements efficient work policies, methods, and procedures for the college bookstore and ancillary operations and makes adjustments when

appropriate.

• Creates, implements, and maintains internal controls to safeguard the assets of assigned operations including cash collection and inventory.

• Prepares annual budget of college bookstore operations and reviews and controls expenditures of funds.

• Oversees and supervises annual inventories and makes merchandise write-off decisions.

• Initiates and coordinates textbook requisitions from department chairs and instructors; supervises and participates in the ordering of textbooks and general

merchandise items.

• Supervises receiving and pricing of textbooks and merchandise; interfaces with vendors regarding new products, changes to existing products, pricing, promotions,

and discounts.

• Acts as the store system administrator for WinPrism, a computer system used for merchandise sales, inventory, and reports. This function includes implementing

system policies related to merchandise sales and rentals, creating and maintaining

customer and user accounts, generating reports and statements, providing training

in the use of the system, and resolving system problems with vendors.

• Selects, assigns, trains, and supervises the work of assigned staff.

• Resolves problems involving customer complaints and store item orders, delivery, shipments, and billing.

• Maintains and updates content of store website; oversees use of store social media accounts.

• Determines store space allocations, design of display layouts, fixtures, and functionality of the college store.

• Opens, closes and secures store when necessary.

3. The classification concept for the incumbent’s current class of College Store Supervisor is based on responsibilities that involve planning, coordinating, supervising, and participating

in the day-to-day activities of assigned college store operations, including ordering,

storekeeping, merchandising, sales, customer services, and cashiering functions. At larger


3 KJM: PS

store operations, an incumbent also supervises ancillary store operations such as a

convenience store, coffee bistro, and copy center. The classification concept of the

recommended class of College Store Manager requires an incumbent to plan, coordinate,

and manage all operations of a college store. After a thorough analysis of the duties

assigned to the employee’s position, staff found that the employee’s position meets the

class concept of a College Store Manager because he manages all aspects of the store’s

operations, including developing and implementing store policies, procedures, and internal

controls, preparing the annual budget, reviewing and controlling store expenditures, and

supervision of staff.

STATUS OF INCUMBENT

In accordance with the provisions of Personnel Commission Rule 545, CLASSIFICATION

STUDIES, M. Perez (EN 789333) must compete in an examination process and place in the top

three ranks of the eligibility list in order to be eligible for the reclassified position.

Date of Last Performance Evaluation: 2/22/17

Job Duty Statement Review was checked “The duties remain the same and no changes were made.”


4 KJM: PS

LOS ANGELES COMMUNITY COLLEGE DISTRICT ORGANIZATIONAL CHART East Los Angeles College – College Store

VP, Administrative

Services

M. Armstrong

College Financial

Administrator

H. Xie

College Store ManagerM. Perez

College Store Buyer

L. Melchor

College Store Buyer

S. Gonzalez Natividad

Cashier

A. De La Parra

Cashier

S. Gurdzhiyants


KJM:RP




SUBJECT: Classification Study: Assistant Administrative Analyst, EN 1048652, Attendance Accounting,

Educational Services Center (Case 3749)

Recommendation:

It is recommended that the Personnel Commission approve the following reclassification action:

From: To:

Assistant Administrative Analyst Administrative Analyst

($5548.16 – 6689.24/month) ($6689.24 – 8286.80/month)

Location: Incumbent:

Attendance Accounting A. Hsi (EN 1048652)


Effective Date: July 17, 2019

Bases of Recommendation:

1. The request to study the employee’s position was initiated by the employee’s immediate supervisor. She requested that the employee’s position be reclassified to Administrative Analyst as a result of new Education

Code provisions on community college apportionment involving a new student centered funding formula and the

implementation of the PeopleSoft student information system which resulted in changes in business processes

for attendance accounting requiring more complex tasks and greater autonomy of the incumbent. The

Administration is in support of this request.

2. Staff audited the position and found that the employee is responsible for performing the following duties:

• Develops methodologies and builds complex database queries to gather, compile, and analyze new student centered funding metrics data for the preparation of regular and ad hoc enrollment management reports, class

offerings status reports, student equity, and FTES reports to forecast trends and recommend strategies to optimize

District and college revenue.

• Resolves substantive problems and discrepancies in accounting attendance data identified through audit findings or from college staff such as incorrect accounting methods used for courses; incorrect dynamic dates being

generated for drop dates and deadlines for attendance and grade reporting; and under reported attendance. This

function involves researching applicable procedures/practices, laws and regulations, and system capabili

los angeles community college district personnel ...€¦ · iv. revision to personnel commission...

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