Introducing the Commission� Jean Atkinson, Chair Reappointed 7/2015

� Bertha Mullins, Vice Chair Reappointed 6/2011

� Tray Abney, Commissioner Reappointed 6/2013

� John Hester, Commissioner Reappointed 7/2014

� Jenny Martinez, Commissioner Reappointed 7/2015

� Paul Lane, Commissioner Appointed 1 /2013

� Darrin Georgeson, Commissioner Reappointed 7/2015

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Introducing the Commission Staff

� Ric Bailey, Chief Examiner

� Angie Ureta, Management Analyst

� Kym Suh, Civil Service Technician

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Civil Service Commission

� Constituted by the Nevada State Legislature� Article IX Reno City Charter

� Comprised of 7 City of Reno Citizens

� Appointed by the Mayor, Confirmed by Council

� Serve 5-year terms

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Role Of Civil Service Commission� Independent Commission (By Design of Law)

� Autonomous Body -- Self Governing

� Regulatory in Nature -- Ensure Fairness and Equity in all aspects of the Selection / Retention Process

� Appeal Tribunal -- Provide employees opportunity for Independent Review

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Role Of Civil Service Commission� Responsible for the process through which People

Acquire and Hold Jobs within the Civil Service

� Authority Limited in Scope

� Do not Create Positions

� Do not Assign Work or Determine How a Position will Function

� Do not make Hiring Decisions

� Provides Lists of Qualified People from which Hiring Decisions may

be made

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Legal Requirements� Appointments must be made on the basis of

Relative Merit and Fitness

� Candidates enter through Open Recruitments and Competitive Examinations

� Relative Rank judged based on use of ValidatedTests and Structured Hiring Processes

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This Is Important:Ensures Compliance with Federal and State Law:

� U. S. Constitution � Title VII, Civil Rights Acts of 1964 and 1991� ADA and Rehabilitation Act of 1973� Uniform Guidelines on Employee Selection Procedures � Inter-government Personnel Act� NRS 281.370� Reno City Charter, Article IX� Myriad of Court Cases – Resulted in Significant

Monetary / Loss Exposure

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This is Important:Serves the Public’s Interest:

� All members of society have opportunity to compete for these jobs.

� It helps to build diversity within the workforce –reflective of the community served.

� Brings in new talent with fresh ideas and different experiences from among the best qualified candidates.

� Serves to satisfy obligation for public accountability.

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How Does the Civil Service Hiring Process Work?

• Vacancy

Occurs

• Dept. Initiates

Requisition

Step 1

• Circulated for

Internal City

Approval (Budget/HR/CM)

Step 2

• Received by CSC

• Post, Evaluate,

Test, and Certify

Names

Step 3

• Department

Interviews

• Makes Selection

Step 4

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Timeline for Hiring ProcessFY 16 Through January 31, 2016

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Initiating Requisition and Obtaining

Approval

Completion of CS Process

Completion of Interviews and

Background Checks

Time Between Selection and New

Employee Start Date

Average # Calendar Days Based on Actual

25 Days 21 Days 48 Days 12 Days

Factors that Drive Process Time:� Step 1: Initiating Requisitions

� Organizational Review/Restructuring

� Busy with Other Demands

� Step 2: Requisition Approval Process� Sequential Step Process – Relies on Different

Departments Coordinating Approvals � May be Unanticipated/Unresolved Financial and/or

Classification Issues

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Factors that Drive Process Time:

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� Step 3: Civil Service Process

� Publish Announcements and Provide Public Notification

� Compile Job Analyses Data / Linkages

� Develop and Validate Testing Materials

� Cross-Coordinate Multiple Schedules w/

Departments, Applicants, Subject Matter

Experts, Testing Venues and Outside Assessors

� Step 4: Interview and Hiring Process

� Screen References and Conduct Background Checks

Why Use Job Analysis� Job Analysis is a process which:

� Foundation for all assessment/selection decisions

� Establishes/documents tasks and competencies required for the job.

� Forms the basis for development of the test.

� Is necessary to provide legal defensibility.

� Enhances the utility of the product.

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Why Validate Tests• Test Validity: Extent to which a test measures

what it suppose to measure.

• Uniform Guidelines: Use of off-the-shelf exams are acceptable…. as long as the user can demonstrate a measurable connection between questions asked and the job for which that test is being used before the test is administered.

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CSC Staff Resources

Chief Examiner

Mgmt. Analyst (New Position – October 2015)

CS Technician (0.6 FTE Recruitment /0.4 FTE

Commission Support)

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Workload In Production OutCivil Service Component

0

50

100

150

200

250

May

15th

June

July

August

Sept

Oct

NovDec

.

Thro Ja

n. 31

RequisitionsReceivedHiring ListsIssued

FY 2016 to date

Simultaneously Underway: New Test Development / Recruitment For Fire Fighters

Cu

mu

lati

ve

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CSC Recruitment Work LoadFY16 Through January 31, 2016

# New Requisitions Received by CSC 234

# Requisitions Certified/Returned 210 (90%)

# Requisitions Remaining w/CS 24 ( 10%)

Status of the 24 Remaining Requisitions:

# Actively Under Recruitment/Exam 22

# On Hold – Request of Dept. 2

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Status of Open PositionsAs of January 31, 2016

� Associate Planner (List established 2/19/2016)

� Building Inspector (x2) (List established 2/12/2016)

� Code Enforcement Officer (Requisition Rec’d 1/21/16 – In process)

� Combination Inspector (In process)

� Community Services Officer (x2) (On hold -- Dept. delayed pending construction)

� Inclusion/Behavior Specialists (In process)

� Management Analyst (On hold -- Dept. delayed until space becomes available)

� Parks Maintenance Supervisor (In process)

� Plans Exam. Supervisor (List established 2/11/2016)

� Police Assistant I (x4) (In process)

� Police Services Specialist (x6) (In process)

� Police Services Supervisor (In process)

� Residential Plans Examiner (x2) (List established 2/11/2016)

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Efficiency MeasuresCivil Service Component

CSC Receipt of Requisition to Certification ofHire List (FY 16 Through Jan. 31, 2016)

Less 1 week

2 to 8 weeks

8 to 12 weeks

>12 Weeks

Elapsed Time

74%

9%

7%10%

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CONTINUOUS IMPROVEMENT EFFORTS (Within Last 24 months)

• Comprehensive Review of Civil Service Commission Rules• Consensus Document -- Based on Joint Commission/City

3-month review

• Created Amnesty Period -- Transition Long Term Temporary Employees Into Civil Service

• Created New Rule Language -- Allow Time Served to Count Toward Probationary Periods on Rehire Following Layoff

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CONTINUOUS IMPROVEMENT EFFORTS(Within Last 24 Months)

• Added New Rule -- Allow greater flexibility in creating probationary periods of longer than 6 months.

• Selected and implemented NEOGOV to provide cloud software for online recruitment and applications.

• Worked With P/R/CS Department To Create A “Student Employment Program” Consistent With Legal Requirements.

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CONTINUOUS IMPROVEMENT EFFORTS(Moving Forward)

• Created a Joint Work Group to Discuss /Educate on Issues Which Have Been Raised, e.g.:• Legality of Excluding Candidates With Felony Convictions • Timing and Protocol for Conducting Relevant Back Ground Checks

• Working to Jointly Develop “Hiring 101” Training• Respective Roles of CSC / Hiring Mgrs.• Legal Considerations When Making Hiring Decisions• Procedures, Processes and Opportunities

• Engaged in Systematic Rule Review • Soliciting Ideas/Concerns/Involvement from City Management,

Bargaining Units, Employees and the Public• Exploring Alternatives to Traditional Hiring Approaches

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