01/13/2022 Personnel Commission Special Agenda PacketCITY OF GILROY
PERSONNEL COMMISSION AGENDA
Thursday, January 13, 2022 at 5:30 p.m. – Special Meeting
Virtual Meeting
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Catherine Cummins, Chair Annie Tomasello, Vice Chair
Robin Bronze, Commissioner Nita Edde-Mitchell, Commissioner Sholly Nicholson, Commissioner
Public comment will be taken on any agenda item before action is taken by the Personnel Commission. Persons speaking on any
matter are requested, but not required to state their name. Public testimony is subject to reasonable regulations, including, but
not limited to, time restrictions for each individual speaker.
THIS MEETING WILL BE CONDUCTE D PURSUANT TO THE PROVISIONS OF ASSEMBLY BILL 361.
MEETING MATERIAL IS AVAILABLE ON THE CITY WEBSITE www.cityofgilroy.org.
In order to minimize the spread of the COVID 19 virus, the City will be offering online conferencing via Zoom,
Facebook Live, and telephone for the public to view or listen to this meeting. Written comments can be
submitted by email to LeeAnn McPhillips at LeeAnn.McPhillips@cityofgilroy.org .
Participate via Zoom:
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PUBLIC COMMENTS WILL BE TAKEN ON AGENDA ITEMS BEFORE ACTION IS TAKEN BY THE PERSONNEL
COMMISSION.
Materials related to an item on this agenda submitted to the Personnel Commission after distribution of the agenda packet
are available for public inspection with the agenda packet in the lobby of Administration at City Hall, 7351 Rosanna Street
during normal business hours. These materials are also a vailable with the agenda packet on the City website at
www.cityofgilroy.org
A Closed Session may be called during this meeting pursuant to Government Code Section 54956.9(b)(1) if a point has
been reached where, in the opinion of the Personnel Commission of the City on the advice of its legal counsel, based on
existing facts and circumstances, there is a significant exposure to litigation against the City.
KNOW YOUR RIGHTS UNDER THE GILROY OPEN GOVERNMENT ORDINANCE
Government’s duty is to serve the public, reaching its decisions in full view of the public.
Commissions, task forces, councils and other agencies of the City exist to conduct the people’s
business. This ordinance assures that deliberations are conducted befor e the people and that City
operations are open to the people’s review.
FOR MORE INFORMATION ON YOUR RIGHTS UNDER THE OPEN GOVERNMENT
ORDINANCE, TO RECEIVE A FREE COPY OF THE ORDINANCE OR TO REPORT A
VIOLATION OF THE ORDINANCE, CONTACT THE OPEN GOVERNMENT C OMMISSION
STAFF AT (408) 846-0204/cityclerk@cityofgilroy.org.
In compliance with the American Disabilities Act (ADA), the City will make reasonable arrangements to ensure accessibility to
this meeting. If you need special assistance to participate in this meeting, please contact the Human Resources Director 72 hours
prior to the meeting at (408) 846-0228.
Materials related to an item on this agenda submitted to the Personnel Commission after distribution of t he agenda packet
are available for public inspection with the agenda packet on the City website at www.cityofgilroy.org/AgendaCenter
1) OPENING
A) Call Meeting to order (Chairperson Cummins)
B) Roll Call (HR Director, LeeAnn McPhillips)
C) Report on Posting of the Agenda (HR Director, LeeAnn McPhillips)
2) COMMUNICATIONS BY MEMBERS OF THE PUBLIC FOR ITEMS NOT ON THE AGENDA
Public comment by members of the public on items NOT on the agenda, but within the subject matter
jurisdiction of the Personnel Commission. Please limit your comments to three (3) minutes. (This portion of the
meeting is reserved for person desiring to address the commission on matters not on the agenda. The law does not
permit Commission action or extended discussion of any item not on the agenda except under special
circumstances. If Commission action is requested, the Commission may place the matter on a future agenda.)
3) APPROVAL OF MINUTES
A) Approval of Minutes for the Meeting of November 8, 2021 (report attached)
4) HUMAN RESOURCES DIRECTOR’S REPORT
5) INFORMATIONAL ITEMS
A) Recruitment and Employment Status Report (report attached)
B) City Workforce COVID-19 Update
6) NEW BUSINESS
A) Approve Update to Salary Range for the Classification of Public Safety Communicator (report attached)
B) Approve Updates to the Hourly Pay Rates for Select Part-Time/Temporary/Seasonal Positions to Comply
with January 1, 2022 Minimum Wage Requirements (report attached)
C) Selection of Personnel Commission Chair and Vice Chair for 2022 (report attached)
7) FUTURE PERSONNEL COMMISSION BUSINESS
A) Updates to the Job Description of GIS Analyst
B) Updates to the Job Description of Code Enforcement Technician
8) MEETING ADJOURNMENT
NEXT MEETING OF THE PERSONNEL COMMISSION
The next regularly scheduled meeting of the Personnel Commission is Monday, February 14, 2022 at 5:30 p.m.
MEETING SCHEDULE
The City of Gilroy Personnel Commission meets regularly on the second Monday of each month at 5:30 p.m.
If a holiday should fall on the regular meeting date, the meeting will be rescheduled to the following Monday.
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City of Gilroy
PERSONNEL COMMISSION
MINUTES
November 8, 2021 Regular Meeting – DRAFT MINUTES
Members Present Members Absent
Robin Bronze Catherin Cummins
Nita Edde-Mitchell Annie Tomasello
Sholly Nicholson
I. REPORT ON POSTING THE AGENDA AND ROLL CALL
Commissioners called the meeting of November 8, 2021 to order at 5:30 p.m. Roll call was taken
noting that Commissioners Bronze, Edde-Mitchell, and Nicholson were present. Commissioners
Cummins and Tomasello were noted as excused absences. Human Resources Director McPhillips
reported that the agenda was posted on November 8, 2021 at 4:57 p.m.
II. COMMUNICATIONS BY MEMBERS OF THE PUBLIC FOR ITEMS NOT ON THE
AGENDA- None.
III. APPROVAL OF MINUTES
A. For the meeting dated October 11, 2021 – on a motion from Sholly Nicholson, seconded by
Commissioner Bronze, the minutes for the October 11, 2021 meeting were approved on 3-0 vote.
IV. HUMAN RESOURCES DIRECTOR’S REPORT – no report.
V. INFORMATIONAL ITEMS
A. Recruitment & Employment Status Report – report on recruitment activity was reviewed with
Commission; questions answered; report received.
B. City Workforce Covid-19 Update – brief report provided on how the city is addressing the
Covid-19 issues with employees and the overall organization.
C. Personnel Commission Annual Presentation to City Council – staff noted that the presentation is
currently scheduled for December 13, 2021 at 6 p.m.
D. Personnel Commission Meeting Schedule for 2022 – staff provided the meeting schedule for
2022.
VI. NEW BUSINESS
A. Updates to the Job Description of Records Supervisor. Staff report provided by Human Resources
Director; questions answered, Commissioner Edde-Mitchell made a motion to approve the updates
to the job description for the position of Records Supervisor; Commissioner Bronze seconded the
motion; motion passed 3-0.
B. Change to Salary Schedule Placement for the position of Fleet Superintendent. Staff report
provided by the Human Resources Director; questions answered; Commissioner Bronze made a
motion to approve the change to the salary range placement for the position of Fleet
Superintendent; seconded by Commissioner Nicholson; motion passed 3-0.
Page 2 of 2
VII. FUTURE PERSONNEL COMMISSION BUSINESS
A. Updates to the Job Description for GIS Coordinator/Analyst.
B. Updates to the Job Description for Code Enforcement Technician.
C. Selection of Chair and Vice Chair for 2022.
VIII. ADJOURNMENT - the meeting adjourned at 5:53 p.m. on motion from Commissioner Nicholson,
seconded by Commissioner Bronze; motion passed 3-0.
Respectfully Submitted,
LeeAnn McPhillips
LeeAnn McPhillips
Human Resources Director/
Staff to the Personnel Commission
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CITY OF GILROY
RECRUITMENT AND EMPLOYMENT STATUS REPORT
Recruitments Posted
as of January, 2022
Date Open Date Closed # to Fill Status/
Interview/Assessment
Date
# of
Applications
as of 1/7/22
Lateral Firefighter
(Licensed Paramedic)
2/22/21 Continuous 4 total Accepting & screening
applications; scheduling
interviews
6
Police Officer –
Lateral
10/10/21 Continuous 4 total Accepting applications;
screening applications
5
Police Officer –
Academy Graduate
10/15/21 Continuous 4 total Accepting applications;
screening applications
9
Police Officer –
Current Academy
Cadet
10/15/21 Continuous 4 total Accepting applications;
screening applications
1
Police Officer Trainee 10/15/21 Continuous 4 total Accepting applications;
screening applications
15
Public Safety
Communicator –
Lateral
10/15/21 Continuous 3 Accepting applications;
screening applications
6
Firefighter Trainee
(Licensed Paramedic)
12/10/21 Open Until
Filled
4 total Accepting applications;
screening applications
13
PT Recreation Leader
(various programs)
12/17/21 Open Until
Filled
2 Accepting applications;
scheduling interviews
4
PT Deputy City Clerk 12/16/21 1/23/22 1 Accepting Applications 9
PT Clerical High
School Work
Experience Student
10/6/21 Open Until
Filled
1 Accepting Applications 9
Fleet Superintendent/
Manager
1/5/22 Open Until
Filled – first
review of
applications
1/31/22
1 Avery & Associates –
accepting applications
n/a
Deputy Director of
Public Works –
Operations
1/7/22 2/4/22 1 Avery & Associates –
accepting applications
n/a
Finance Manager 1/6/22 2/4/22 1 Koff & Associates –
accepting applications
n/a
Police Records
Supervisor
n/a n/a 1 Job Flyer Under
Development
n/a
Senior Maintenance
Worker – Water
Section
n/a n/a 1 Job Flyer Under
Development
n/a
PT Water
Conservation Officer
n/a n/a 1 Job Flyer Under
Development
n/a
Community
Development
Director
n/a n/a 1 Job Flyer Under
Development – Avery &
Associates
n/a
Recruitments in Process – January, 2022 Status
Police Officer – Lateral 1 candidate in background check
Page 2 of 3
Recruitments in Process – January, 2022 Status
Police Officer Trainee 2 candidates in Academy
Public Safety Communicator Trainee 1 candidate in background check
Public Safety Communicat or Lateral 1 candidate in background check
Firefighter Trainee (Licensed Paramedic) 1 in Academy; screening new batch of 13 applications
Part-Time Office Assistant I (3 openings) 1 candidate starts work 1/10/22; 2 candidates in background
check
Management Analyst (2 openings) 1 position filled; 1 candidate to start work on 1/18/22
Community Services Officer 14 candidates to interview on 1/11/22
Fire Captain – Promotion Process Written Exam 1/12/22
Recreation Leaders – various programs Interviewing
Maintenance Worker I- 4 positions Finalist interviews 1/5/22 and week of 1/10/22; starting
background check with selected candidates
Hiring/Promotion/Separation Information (November 5, 2021 – January 7, 2022)
HIRES/PROMOTIONS:
NAME JOB CLASSIFICATION DATE OF HIRE
CRYSTAL ZAMORA PROGRAM ADMINISTRATOR 11/8/2021
LISA HERNANDEZ OFFICE ASSISTANT I – COMMUNITY
DEVELOPMENT 11/15/2021
CHARANJIT DHALIWAL NETWORK ADMINISTRATOR – PART-
TIME 11/30/2021
THAI PHAM CITY CLERK 12/1/2021
ANDREA YANEZ PERMIT TECHNICIAN 12/1/2021
CINDY MCCORMICK
CUSTOMER SERVICE MANAGER –
COMMUNITY DEVELOPMENT –
PROMOTION
12/1/2021
MARIO CORVERA POLICE OFFICER TRAINEE 12/6/2021
NATALIA BECERRA-BATIZ ACCOUNTING ASSISTANT I – PART-
TIME 12/27/2021
RIGOBERTO CANELA FACILITIES MAINTENANCE
SPECIALIST 1/3/2022
VICTORIA RAHMAN FINANCIAL ANALYST 1/3/2022
MONICA SENDEJAS
MANAGEMENT ANALYST –
COMMUNITY DEVELOPMENT –
PROMOTION
1/3/2022
SCOTT ROTTMAN POLICE OFFICER – LATERAL 1/3/2022
CARLOS PLASCENCIA POLICE OFFICER – ACADEMY
GRADUATE 1/3/2022
Page 3 of 3
SEPARATIONS:
NAME JOB CLASSIFICATION DATE OF
SEPARATION
MATTHEW HERNANDEZ MAINTENANCE WORKER I –
PARKS/LANDSCAPE 11/15/2021
SUSAN CASTRO ACCOUNTING ASSISTANT II - RETIRED 12/1/2021
PATRICK PHAM FIREFIGHTER – TRAINEE 12/3/2021
KAREN GARNER COMMUNITY DEVELOPMENT
DIRECTOR 12/10/2021
Page 1 of 2
CITY OF GILROY
PERSONNEL COMMISSION
STAFF REPORT
Date: January 10, 2022
To: Personnel Commission
Staff: LeeAnn McPhillips, Administrative Services & Human Resources Director/Risk Manager
Subject: Approve Change to the Salary Range for Public Safety Communicator
SUMMARY:
The city has been facing challenges over the last year or more to fill the vacant Public Safety
Communicator positions. The Trainee program has been hit or miss in that one or two candidates will
be successful as compared to three or four who are not. Given this, our goal has been to target
Lateral dispatchers that already have hands on experience. Lateral candidates have been very
successful completing our training program and achieving solo status. Currently, we have three
vacancies our of thirteen positions. We are aware of one other person potentially leaving for a higher
paying dispatcher job closer to home. Attracting Lateral candidates has been challenging as our
overall total compensation for this classification has not kept up with our comparable surrounding
market. For this reason, we are bringing this item forward for consideration. Increasing the
compensation for this position will assist us in recruiting Lateral candidates and will also help us to
retain existing employees who are able to leave for higher paying jobs in surrounding agencies.
Before moving this item forward, we needed to confirm the compensation data so an update to the
total compensation survey was completed for this classification found the following data:
• On base salary (top step base is currently $8,383 per month), Gilroy is 7.08% below the
market average and 7.25% below the market median.
• When you add in other “cash” benefits, Gilroy is 5.27% below market average and 5.97%
below market median.
• On total compensation which includes health type benefits, Gilroy gains some ground, but is
still 4.06% below market average and 2.29% below market median.
Given the below market compensation position, the city is proposing to increase the base salary for
this position by 7% moving it up from Range 56 to Range 63 on the salary schedule. In doing so, the
following occurs:
• On base salary (proposed top step base would be $8,988 per month), Gilroy would be 0.38%
below market average and 0.56% below the market median.
• When you add in other “cash” benefits, Gilroy would be 1.16% above market average and
0.41% above market median.
• On total compensation which includes health type benefits, given that Gilroy gains ground, the
compensation would be 1.07% above market average and 2.93% above market median.
Page 2 of 2
We are optimistic that this change to base salary will help us attract late ral dispatchers from other
agencies to fill our vacant positions. Hiring Laterals is important as the training period is so much less
and the chances of overall success is much higher when compared to Trainee candidates. Public
Safety Communicator is a particularly unique position given the training involved and work required.
In Gilroy, dispatchers are call takers and dispatchers for both police and fire making our job a bit more
challenging than positions with other agencies. This skill level makes it even more important for the
city to hire laterals who already have a base of skills that can be built upon. 911 Dispatching is not the
job for everyone – the position is stressful, exposed to difficult situations and people, and can be very
fast paced requiring a strong ability to multi-task and shift gears throughout a given shift. For public
and community safety, it is very important that we have a team of well-trained and skilled dispatchers
supporting police and fire.
While there may be other positions in the city that have fallen below market, we have been able to
find candidates and fill the positions. In the case of the Public Safety Communicator position, hiring
has been slow, and we have had two-three vacancies in the unit consistently. Given the immediate
need to fill the vacant positions we have now, staff felt it was important to make a change now and
not wait until a later time when we are able to look at a broader group of classifications.
This position falls under the AFSCME labor group. Therefore, this dilemma and recommendation were
shared with the AFSCME group. AFSCME is in support of adjusting the salary range as recommended
and hopes we can potentially do more in the future. If approved by the Personnel Commission, staff will
document this salary change in a side letter agreement with AFSCME.
RECOMMENDED ACTIONS:
Staff recommends that the Personnel Commission take the following action:
1. Approve placing the position of Public Safety Communicator on the AFSCME, Local 101, General Unit
salary schedule Range 63 with a top base salary step of $8,988 per month effective January 1, 2022 .
Respectfully Submitted,
LeeAnn McPhillips
_____________________________________________________
LeeAnn McPhillips
Administrative Services & Human Resources Director/Risk Manager
CITY OF GILROY
PERSONNEL COMMISSION
STAFF REPORT
Date: January 10, 2022
To: Personnel Commission
Staff: LeeAnn McPhillips, Administrative Service & Human Resources Director/Risk
Manager
Subject: Approve Updates to the Hourly Rates for Select Part-Time/Temporary/
Seasonal Positions to Comply with January 1, 2022 Minimum Wage
Requirements
SUMMARY:
Effective January 1, 2022, the new California minimum wage is set at $15.00 per hour and the
City of Gilroy must comply. Unfortunately, due to the loss of revenue and the COVID-19
pandemic, the wages of unrepresented employees, to include part-time/temporary/seasonal
employees have been frozen since 2020. Given this a few of our position hourly rates need to
be adjusted for compliance.
It is recommended that the position hourly rate ranges be adjusted as follows:
Classification Title
Current Rate or Range Adjusted Rate or Range
Recreation Leader I
$14.00 per hour $15.00 per hour
Recreation Leader II
$15.00 per hour $16.00 per hour
Intern – Bachelor’s
$14.00 - $17.07 per hour $15.00 - $17.07 per hour
High School Work Experience
Student Worker
$14.00 per hour $15.00 per hour
In making these recommendations, staff looked at other positions in the job series to ensure that
the changes did not create an inequity. For example, the Recreation Leader III position has an
hourly rate range of $16.08 - $20.02, which is higher than the Recreation Leader II position. In
addition, all other part-time/temporary/seasonal positions have rates that higher and not
implicated by the change in minimum wage. The minimum wage rate change only impacts a few
very entry level part-time/temporary/seasonal positions.
In future years, minimum wage will adjust based on an inflation factor so the city will continue to
monitor hourly rates to ensure compliance with any future changes.
RECOMMENDED ACTIONS:
Staff recommends that the Personnel Commission take the following actions:
Implement the following hourly rate changes for the hourly classifications listed below effective
January 1, 2022:
Classification Title
Adjusted Rate or Range
Recreation Leader I
$15.00 per hour
Recreation Leader II
$16.00 per hour
Intern – Bachelor’s
$15.00 - $17.07 per hour
High School Work Experience Student Worker
$15.00 per hour
Respectfully Submitted,
LeeAnn McPhillips
_____________________________________
LeeAnn McPhillips
Human Resources Director/Risk Manager
CITY OF GILROY
PERSONNEL COMMISSION
STAFF REPORT
Date: January 10, 2022
To: Personnel Commission
Staff: LeeAnn McPhillips, Human Resources Director/Risk Manager
Subject: Appointment of Personnel Commission Chair and Vice Chair for 2022
SUMMARY:
Once per year, the Personnel Commission must take action to appoint a Commissioner to the
position of Chair and another Commissioner to the position of Vice Chair. Currently, Commissioner
Cummins is the Personnel Commission Chair and Commissioner Tomasello is the Vice Chair.
Any Commissioner may be selected for either of these positions. Although there is no requirement
to do so, in the past, the Vice Chair has been appointed to the position of Chair provided the
Commissioner is willing to serve in the new capacity. In addition, one of the Commissioners who
were not most recently the Chair is typically selected to fill the Vice Chair position .
At this time, we have two seats to fill on the Commission due to expiring terms. Commissioners
Tomasello and Edde-Mitchell have both reapplied to continue service on the Commission.
Interviews for these seats are scheduled for January 17, 2022 with appointments to be made on
February 7, 2022. Normally, Commissioner Tomasello would rotate to the Chair position, but we
don’t yet know if she will be reappointed. Given this, the Commission can continue with the existing
Chair and Vice Chair appointments and revisit this item at the February meeting. In the alternative,
Commissioners that will for sure be remaining on the Commission for 2022 can be appointed to fill
the positions.
Commissioners Bronze and Nicholson both have terms ending 12/31/22, therefore, have the same
seniority on the Commission. Commissioner Cummins was reappointed to the Commission last year
and has a term end 12/31/24.
Staff recommends deferring this decision to the February meeting to allow the appointments to be
made knowing who will be on the Commission for the majority of 2022.
RECOMMENDED ACTIONS:
1. Take no action and defer decision to the February 14, 2022 meeting; OR
2. Appoint a Commissioner to the position of Chair.
3. Appoint a Commissioner to the position of Vice Chair.
Respectfully Submitted,
LeeAnn McPhillips
_____________________________________
LeeAnn McPhillips
Human Resources Director/Risk Manager