Agenda Packets - 2017/11/13 - Laserfiche WebLink

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Probation Requirements for HR Technician Rayla Sue Ewald DRAFT Probation Period November 20, 2017 to May 20, 2018 1. By December 1, 2017 schedule and complete a hiring assessment with Martin McAllister. 2. By January 1, 2018 meet with all City Hall, Public Works, and Police Department divisions for the purpose of introducing yourself and sharing your expectations and job duties with them. This will required you to do some flexing of hours in order to meet with all the police officers. 3. By February 1, 2018 arrange to meet with the Community Center Staff; Andrew (Manager), Leah, Brittney, and Darrel. 4. By January 1, 2018 meet with all Department Heads/Supervisors on an individual basis in order to gain an understanding of their expectations as a Department Head of the HR Technician position. 5. By March 1, 2018 complete an exhaustive review of the personnel files. 6. By April 1, 2018 complete an updating/upgrading of the personnel filing system. 7. By April 1, 2018 complete an assessment of issues you have identified specific to HR, prioritize and report them to the City Administrator. 8. As soon as practicable, assist with enrolling members in the Health Care program. 9. As much as possible, assist with the Market Rate Compensation Study current being conducted by Bob Bjorklund Consulting. 10. By the end of your probation, ensure all job descriptions are current and updated and establish a system for annual review. 11. By the end of your probation, to the degree time permits; explore and investigate effective employee review/goal setting processes and report status to the City Administrator 12. Assist with each division in the hiring of our open or currently filled positions; Building Official, Public Works Director, Public Works Superintendent (Vacant), Police Administrative Support (Vacant), Public Works positions (two possible —vacant), Engineering Tech (vacant). These duties include; updated job descriptions, pointing if required, developing postings, postings, interview (scheduling, questions, interview, and follow-up), and background -checks including new employee hiring assessment, orientation, probation, and regular assessment. For promoted employees, leadership assessment, probation requirements, and assessment including 360 feedback instruments for both initial hire and promoted individuals. 13. By x complete necessary components to become a Certified Municipal Clerk.