CITY OF PRESCOTT, AZ

Welcome toEverybody’s Hometown!

www.cityofprescott.net928-777-CITY (2489)

Prescott Downtown ~ “The Gem of Arizona”.

Temporary Employee Orientation

City Manager, Craig McConnell

Deputy City Manager, Alison Zelms

City Government 101 Citizens

Mayor and Council

Appoint_____________________________ City Attorney City Clerk City Judge

Legal – Prosecution, Workers Compensation,Contract Review, Risk Management

Deputy City Manager

• Field & Facilities - Sanitation, Streets,

Fleet, Facilities, Parking Garage

• Fire - Suppression, Prevention, Wildland

• Library

• Recreation Services - Parks/Trails

Recreation, Programming, Lakes, Golf Course

•Budget-Finance/IT - Accounting, Budget, Treasury, Utility Administration, Sales Tax, IT, GIS

•Community Development - Historic Preservation, Planning/Zoning,

Building Safety, Code Enforcement, Grants Administration

•Economic Initiatives – Airport, Tourism, Special Events

•Human Resources – Payroll, Benefits, Employee Relations, Recruitment

•Police - Investigations, Patrol, Training, Records, Traffic Enforcement, Community Restitution, Animal Control, Regional Dispatch Center

•Public Works - Engineering, Construction, Transportation Services,

Water, Wastewater

City Manager

Water Resource Management

• Employee News• City Email• Employee Phone Book• Employee Self Service• HR and Payroll Forms• Employee Handbook• Safety Manual• Facilities Request• I.T. Request

Employee Portal and Remote Access

krypton.prescott-az.gov

You can access the Employee Portal from home by logging in to the remote address. The most frequently used functions are

listed below.

Employee Self ServicePay/Tax Information• W-2• W-4• Paycheck Simulator

Timesheet• Choose your date range• Enter hours worked & SUBMIT• Modify changes if needed, using

the down arrow button next to hours that need modifying & SUBMIT DO NOT USE THE “SUBMIT” BUTTON AFTER YOUR

SUPERVISOR STARTS THE PAYROLL BATCH

Payroll FAQ’s

How is OVERTIME calculated?On a weekly basis (Sunday-Saturday), regular hours worked totaling more than 40 hours will be paid at time and a half (as Overtime).

Deadlines and State Law?• Terminated employees must be paid within seven (7) working days of their last day worked.• W-2’s must be mailed by the employer by January 31st after the previous calendar year worked.

W-4 Changes?W-4 changes must be submitted to payroll by the Wednesday preceding the payroll week, to affect that paycheck. Later submittals will affect the future payroll period.Deliberately and knowingly making false claims on your W-4 in an attempt to reduce proper tax withholding can result in an IRS fine of $500, a criminal fine (upon conviction) of $1,000 or up to a year imprisonment, or both. The IRS may also send a “lock-in” letter, which dictates the only deductions the employee is allowed to take.

Reviewing a Pay Stub

Deduction DefinitionsSocial Security ContributionsMedicare ContributionsFederal Income TaxArizona State Income TaxArizona State Retirement ContributionsArizona State Retirement Disability ContributionsDirect Deposit

Compensation - Retirement

Arizona State Retirement System (ASRS) 800-621-3778

www.azasrs.gov

11.47% - Contribution (pre-tax)11.35% ASRS pre-tax,.12% LTD (long term disability)

ASRS contributions only apply to temporary employees that meet (or intend to meet) the 20/20 rule, which means they work 20 hours a week for 20 weeks or more in a year (fiscal).

Withdrawals from ASRS cannot be made without termination from

City employment and will be taxed at the time of withdrawal.

Contribution is matched 100% by the City.

City of PrescottRisk Management

Located in the Legal DepartmentAcross the parking lot from City Hall

Lori BurkeenRisk Management Technician

777-1257

RISK MANAGEMENTSAFETY TRAINING

Employee Safety Manual Review

Safety ManualOn the Portal

RISK MANAGEMENTSAFETY TRAINING

Employee Responsibility

It is your responsibility to perform the job safelyAttend Safety Meetings/Risk Trainings

(Many are OSHA mandated)OSHA: Training records viewed during investigations

Suggestions are welcome

Ask your supervisor if unsure about a taskor contact Risk at 777-1257

RISK MANAGEMENTSAFETY TRAINING

NO CELL PHONE USEWHILE DRIVING

“NCPWD”

RISK MANAGEMENTWORKER’S COMPENSATION

If you are injured, notify your supervisor. He or she will contact Risk Management at 777-1257.Supervisors need to complete form found on Employee Portal: Forms & Documents Risk Management Report even MINOR injuries

Use ANY doctor who takes work comp – See Risk for names

RISK MANAGEMENTSAFETY TRAINING

In case of Motor Vehicle Accident, Damage, Injury to Private Property or

Citizens

NEVER ADMIT LIABILITYInvestigation must be done first

Do not even say “I’m Sorry”

Contact Your SupervisorContact the Police if Vehicle Accident

Document, Document, Document Photos, Witness Statements, Written Report

RISK MANAGEMENTSAFETY TRAINING

Driving and Vehicle Safety

Non-City personnel are NOT allowed in City vehicles: Including take home

vehicles

No cell phone use while driving

RISK MANAGEMENTHEPATITIS SHOT SERIES

If your job description qualifies you for the Hepatitis Shot Series, and you completed

the Vaccination Request Form when completing your HR paperwork, and you have not had your Titer done… please do

so.

Prescott City Government

• Council-Manager format• Mayor serves a two-year term• Six City Council members serve staggered four-year terms• Council establishes policy and determines the types and

levels of service the City will provide• City Manager makes Council policy happen, manages the

day-to-day operations and the mandates of Council

City Rules• City Code

– Book of Ordinances adopted by Council to make policy to govern the City– Staff uses as resource to find policies – City Clerk is responsible for updating code– City Employee Portal, Links, City Code– Visit www.prescott-az.gov

• City Ordinance– In general, the highest, most authoritative action the Council can take– Council can declare something illegal and provide for violations– State Law can require Council action be taken in the form of an Ordinance– Council can amend or repeal another Ordinance– Council action on a matter that is more permanent in nature

• City Resolution– Typically addresses a singular matter of non-recurring nature and when required by Charter, code or State Law– Declare emergencies– Support public events or declare special days– Approve development agreements or IGA’s (Intergovernmental agreements)– Amend an existing resolution or action taken by resolution

HarryOberg

Steve Blair

James Lamerson

Mayor and City Council

Billie Orr

Greg Lazzell

Jean Wilcox

Steve Sischka

City Council, continued

City Mission Statement

The mission of the City of Prescott is to provide

SUPERIOR CUSTOMER SERVICE to create a

FINANCIALLY SUSTAINABLE CITY and to serve

as the LEADER OF THE REGION

Customer ServiceWho is a Customer?

• Citizens• Visitors• Vendors• Property Owners• Other Employees• Other Agency

Employees

A customer is any individual who receives service from the City. The customer may be a co-worker, a visitor, a person at the counter, on the phone or in the parking lot. Customers are not only individuals who receive City services from a department, but may need assistance locating the correct department or individual that can provide the desired service.

What is Customer Service?Customer service is defined as the ability to provide for customers' wants and needs. It is all about people. Start thinking of your customers as individuals not as an anonymous interruption of your business. The customer is your business, in addition to the products or services that we deliver. Remember the tips listed below. No runaround!

RespectListen If you don’t know – find out!Repeat their concerns (show you understand)

Be nice Follow through!Never say “It’s Not My Job”.

Core Beliefs

To create a culture of action and accountability, our core beliefs are used to guide behaviors and actions as defined in specific performance standards. It is how we conduct City business.

Performance Standards• Acting with integrity• Working as a team• Having personal commitment and loyalty• Solving problems• Taking pride in excellent results• High level of productivity• Being nice

Political Activity - See City Clerk for rules on participation

Gifts and Gratuities• Best Rule of Thumb Keep it under $20.00!

– Check with your department to see if they are more stringent than City policy

• Conflict of Interest, Disclosure, & Related Party Transactions– See City Clerk or City Attorney for specifics

Policies to Remember

Personal Use of City Equipment• Use should be infrequent in nature and of short duration• Employee responsible for personal telephone, copy and fax charges• Computers – Remember that all records on a City computer, phone or other

electronic device can be made public.

“Delete” means nothing!Rule of thumb - “Do you

want to see it in the paper?”

Dress Code• Although there is no official citywide dress code, some

departments do have dress regulations. You are expected to wear professional clothing appropriate to your job and work site. Your dress and appearance should be neat, clean, in good taste, and not constitute a safety hazard.

• You may be required to wear uniforms in the performance of your duties. These uniforms are to be worn during regular working hours and may be worn to and from work, but they are not to be worn at other times. The City either provides the uniforms or an allowance for uniforms, and it is your responsibility to properly care for them.

Harassment Policy

Anti Harassment & Discrimination PolicyAll employees are to be treated with respect and dignity. Sexual harassment or harassment for any reason by another employee or supervisor will not be tolerated under any circumstances and can lead to severe disciplinary action. Any incident of harassment needs to be reported to the Human Resources Department.

• Derogatory comments to or about an individual based upon their race, national origin, religious beliefs, sex, or age – also protected by Title VII

• Deliberate exclusion of employees from office activities in which all others are included

• Derogatory comments to or about an individual based upon a disability

Sexual Harassment

Sexual Harassment is a violation of Title VII of the Civil Rights Act of 1964.

The City of Prescott prohibits sexual harassment by all employees at all levels. This policy applies to all officers, employees, temporary employees and volunteers of the City of Prescott.

Video Training After reviewing this power point presentation please select the link to view the sexual harassment video training entitled “A Common Sense Approach” by Kantola Productions

Making a Harassment Complaint

• Immediate Supervisor

• Division or Department Head

• Human Resources

• City Manager

Where Do I Go?It is OKAY to circumvent

chain of command

Reporting complaint:When reporting a complaint it is very important to provide details: person or persons committing sexual harassment and their job title; the specific nature of the harassment; specific dates; any employment action taken against you or any other threats made against you as a result of the harassment; names of witnesses. Keep a log of information.

Investigation of complaint:The Human Resources Director may delegate to another department such as Police or Legal to investigate the complaint, and shall determine a course of action, if any, based upon the investigator’s report. The accused employee shall be warned not to retaliate in any way against the accuser or witnesses in the investigation.

Workplace Violence The City defines workplace violence as any act of violence against an employee or member of the public, threats to inflict physical, emotional or psychological harm, damage to property, or any intentional behavior that would cause a reasonable person to feel threatened with physical, emotional or psychological harm.

The City supports the concept of a safe work environment and the prevention of workplace violence. Prevention efforts include, but are not limited to, informing employees of this policy, training employees regarding the dangers of workplace violence, the proper handling of emergency situations, and providing a reporting procedure to address incidents of violence without fear of reprisal.

Drug Free Workplace Policy

Pursuant to the Drug-Free Workplace Act of 1988

The unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance is prohibited during work, on work assignments, or on City premises at any time.

• Employees shall not report to work under the influence of alcohol or drugs;

• Employees shall not possess, sell, or provide drugs or alcohol to anyone else while on duty or “on-call”;

• Employees shall not have their ability to work impaired as a result of the use of alcohol or drugs.

We are working for you!

Human Resources DepartmentMary Jacobsen Human Resources Director 777-1216

Melissa Fousek Human Resources Analyst 777-1315

Shawni McAtee Human Resources Payroll Analyst 777-1279

Randi McInnes Human Resources HR/Payroll Specialist 777-1263

Brandon Nunez Human Resources Specialist 777-1285

Liz Boawn Human Resources Assistant 777-1347

Feel free to call or stop in to see us at any time!

Human Resources Team

Closing thought….If a man is called to be a street sweeper, he should sweep streets even as Michelangelo painted, or

Beethoven played music, or Shakespeare wrote poetry.

He should sweep streets so well that all the hosts of heaven and earth will pause and say, here lived a great

street sweeper who did his job well.~ Martin Luther King, Jr.