Annual Report, 2003-2004
Personnel Commission
September 14, 2004
MERIT SYSTEM DISTRICT
The classified employees of the Torrance Unified School District have operated under the Merit System since 1989. The system provides for equal opportunity for applicants by requiring competition for positions. The Merit System is a system of rules and procedures similar to civil service. Its fundamental purpose is to ensure that employees are selected, promoted, and retained without favoritism and prejudice on the basis of merit and fitness, with the Personnel Commission playing a crucial part in the recruitment, selection and retention of the District=s excellent classified staff. The Commissioners usually meet twice a month to consider examinations, eligibility lists, reclassifications, salary studies, rule changes, disciplinary appeals, and other areas of importance to all classified employees.
The Personnel Commission's purpose is multifaceted. In accordance with the provisions of the Education Code, the Commission establishes and amends Personnel Commission rules that are binding on the District as a whole; conducts classification studies; recommends equity salary adjustments; conducts all classified recruitment and selection processes; establishes procedures for transfers; interprets rules and regulations; and conducts disciplinary hearings and appeals.
Merit systems operate in approximately 97 school districts in California. Almost 60% of all classified school personnel in the state work under the framework of a Merit System and enjoy the equal opportunity and fair selection procedures, which it generates.
TRAINING
Each year the Commissioners and staff participate in a variety of professional personnel management activities to maintain and enhance their ability to administer the Merit System in Torrance through organizations such as the following:
California School Personnel Commissioners Association (CSPCA).
Personnel Commissioners Association of Southern California (PCASC).
Cooperative Organization for the Development of Employee Selection Procedures (CODESP).
Personnel Testing Council of Southern California (PTCS).
Southern California Personnel Management Association (SCPMA).
ACTIVITIES FOR THE PAST YEAR
RECRUITMENT & SELECTION
Number of Applicants: 1612
Applicants Tested: 964
Applicants Interviewed: 522
Applicants Eligible: 492
Eligibility Lists Established: 30
Certification Lists Created: 191
Transfer Requests Received: 101
CLASSIFICATION & SALARY RECOMMENDATIONS
Requests for Reclassification: 10
Positions Reclassified: 9
An annual classified salary survey was conducted to help determine like-pay for like-service. As is customary, benchmark and other classifications were included in the survey. A copy of the survey is available in the Personnel Commission Office.
STATE REIMBURSEABLE FUNDING
Based on advice from District consultants, approximately 37 percent of the Commission's budgeted costs for Fiscal Year 2002-2003 were able to be offset by State reimbursable activities regarding preparation for labor contract negotiations and contract administration. Commission provided documentation for salary surveys, reclassification studies, and discipline appeal hearings, among other things, accounted for such reimbursements.
ACKNOWLEDGEMENTS
While focusing on changes and improvements to our customer service programs, the Commission would like to extend its wholehearted thanks to those many individuals who so generously gave of their time and expertise to assist on the interview panels.
MERIT SYSTEM LAW*
Requires Personnel Commissions do the following:
Ensure employees are hired in accordance with Commission Rules and Merit System Law on merit and fitness, without favoritism, interference, or influence.
Protect applicants and employees from discriminatory treatment.
Determine job-related educational and work experience requirements.
Ensure objective, job-related tests.
Provide for the establishment of eligibility lists.
Provide for announcement of job vacancies to employees and the public.
Classify or reclassify positions.
Recommend salary schedules consistent with the principle of like-pay for like-service.
Establish reasonable causes for demotion, suspension, and dismissal
Investigate and hear appeals of permanent employees who have been suspended, demoted or dismissed.
*California Education Code Sections 45240-45320
PERSONNEL COMMISSION OFFICE STAFF
Donald R. McCann, Ph.D., Director-Personnel Commission
Kris Koga, Personnel Analyst
Vacant, Associate Personnel Analyst
Hiroko Sumi, Staff Secretary
HOW TO REACH US
TUSD PERSONNEL COMMISSION
2335 Plaza del Amo
Torrance, California 90509
Office Phone: (310) 972-6340
FAX: (310) 972-6345
24-hour hotline: (310) 972-6344
www.tusd.org
MISSION STATEMENT
Consistent with the Mission Statement of the Torrance Unified School District, the Personnel Commission provides essential service for classified positions in a cost-effective, responsive, pro-active, and professional manner with an emphasis on service excellence.
GOALS
Work closely with school management, staff, classified employees, and job applicants to improve upon customer service delivery in the areas of recruitment, classification, salary recommendations, and employee relations.
Support the District's management and classified employee training programs to enhance staff professionalism.
Improve communications with school management, staff, classified employees, and job applicants.
Improve employment procedures by increasing the use of customized supplements, adding validity and reliability to test scores, and exploring selective certification concepts.
OBJECTIVES
Continue to revise and improve the TUSD Personnel Commission website.
Continue to revise and improve recruitment and selection processes to better meet District needs.
Update and revise the Personnel Commission's applicant tracking processes.
Provide suggestions to the District's programs for staff training, development, ethics, and character building.
Support the District's Equal Employment Opportunity Plan
Review and make recommendations on the Personnel Commission's telecommunications system.
Continue to research and develop effective ways to communicate with all classified employees.
PERSONNEL COMMISSIONERS
Harold (Hal) M. Klonecky, Chair
Dr. Klonecky has been a member of the Personnel Commission since the inception of the Merit System in the District in 1989. He began his teaching career at North High School. He served as principal of Torrance High School from 1970 until his retirement in 1987 and continues to be active in community affairs. He is an avid golfer, walker and reader. He is the appointee of the other two commissioners.
Owen H. Griffith, Vice-Chair/Member
Dr. Griffith was appointed to the Commission in May of 1999. His many accomplishments include being a former member of the TUSD Board of Education from 1967 through 1995, with five terms as President. He continues to be active in many local organizations and school related associations. He is the appointee of the TUSD Board of Education.
Geraldine (Geri) B. McCalman, Vice-Chair
Mrs. McCalman also has been a member of the Personnel Commission since 1989. She retired from the District in 1988 as Risk Manager after beginning her career in 1949. She is active in community affairs as well as in several professional organizations. Geri can be seen most weekdays at Little Company of Mary Hospital where she manages the gift shop. She is the appointee of SEIU, with a term expiring in December 2003.
Steven M. Busch, Member
Mr. Busch was appointed to the Commission in December 2003. He is a Los Angeles County Probation Officer and City of Torrance Civil Service Commissioner. He served two terms as an elected member of the Torrance Board of Education and is a Past President of the School Board. He is the appointee of the School Employees International Union (SEIU), Local 99. The Commission meets every first and third Tuesday of the month at 3:30 p.m. in the District Board Room, 2336 Plaza del Amo. This is an open meeting and everyone is invited to attend.
