LOS ANGELES COMMUNITY COLLEGE DISTRICT
PERSONNEL COMMISSION MEETING
Wednesday, November 6, 2019 - 12:30 p.m.
Educational Services Center
4th Floor Conference Room
770 Wilshire Boulevard, Los Angeles, California
ORDER OF BUSINESS-CLOSED SESSION MEETING
I. Roll Call
II. Requests to Address the Personnel Commission on Closed Session Matters
III. Convene in Closed Session
a. To Discuss Public Employee Discipline/Dismissal/Release Pursuant to Government Code Section 54957
IV. Conference with Legal Counsel – Anticipated Litigation Pursuant to Government Code Section 54956.9 (c)
V. Report of Action taken in Closed Session
VI. Adjourn
NEXT PERSONNEL COMMISSION MEETING:
Wednesday, December 4, 2019
Closed Meeting 12:30 p.m.
Open Meeting 1:00 p.m.
Educational Services Center
4th Floor Conference Room
770 Wilshire Boulevard, Los Angeles, California
In compliance with Government Code Section 54957.5 (b), documents made available to the Personnel Commission after
posting of the agenda that relate to an upcoming public session item will be made available by positing on the District’s
official bulletin board located in the lobby of the Educational Services Center located at 770 Wilshire Boulevard, Los
Angeles, California 90017. Members of the public wishing to view the material will need to make their own parking
arrangements at another location.
If requested, the agenda shall be made available in appropriate alternate formats to persons with a disability, as required by
Section 202 of the American with Disability Act of 1990 (42 U.S.C. Section 12132), and the rules and regulations adopted
in implementation thereof.
To make a request for disability-related modification or accommodation, including auxiliary aids or services, please contact
the Personnel Commission Office at (213) 891-2333 no later than 12 p.m. (noon) on the Monday prior to the Personnel
Commission meeting.
This Page Is Intentionally Left Blank
LOS ANGELES COMMUNITY COLLEGE DISTRICT
PERSONNEL COMMISSION MEETING
Wednesday, November 6, 2019 - 1:00 p.m.
Educational Services Center
4th Floor Conference Room
770 Wilshire Boulevard, Los Angeles, California
ORDER OF BUSINESS – OPEN SESSION MEETING
I. Convene Regular Meeting
II. Report of Actions Taken in Closed Session
III. Review and Approve Minutes of the Closed and Open Meetings of September 25, October 9, and October 23, 2019
IV. Miscellaneous Personnel Commission Activities and Announcements
a. Classified Employment Opportunities Bulletin
V. Revision to Rule 782, ABSENCE FOR JURY DUTY, (Final Approval) (Case 3750)
VI. Revision to Personnel Commission Rule 807, PERSONAL NECESSITY LEAVE (Final Approval) (Case 3751)
VII. Establishment of New Information Technology Services Job Classes, Information Technology Series (Case 3757)
VIII. Classification Study: College Store Supervisor, EN 789333, College Store, East Los Angeles College (Case 3754)
IX. Classification Study: Assistant Administrative Analyst, EN 1048652, Attendance Accounting, Educational Services Center (Case 3749)
X. Classification and Salary Study: Admissions and Records Evaluation Technician (Case 3755)
XI. Class Description Revisions for:
a. Operations Manager b. Professional Development Director
XII. Correspondence
XIII. Notice of Anticipated Items: Revision to Personnel Commission Rule 582, ALLOCATION TO APPROPRIATE SALARY STEP; Classification Study: Student Support Services
Representative, EN 1017389, Bridges to Success Center, Los Angeles Trade-Technical College
(Case 3730)
XIV. Hear Non-Agenda Speakers/Open Forum
XV. Reconvene into Closed Session
XVI. Reconvene into Open Session
XVII. Report of Actions Taken in Closed Session
XVIII. Adjourn
NEXT PERSONNEL COMMISSION MEETING:
Wednesday, December 4, 2019
Closed Meeting 12:30 p.m.
Open Meeting 1:00 p.m.
Educational Services Center
4th Floor Conference Room
770 Wilshire Boulevard, Los Angeles, California
In compliance with Government Code Section 54957.5 (b), documents made available to the Personnel Commission after
posting of the agenda that relate to an upcoming public session item will be made available by posting on the District’s
official bulletin board located in the lobby of the Educational Services Center located at 770 Wilshire Boulevard, Los
Angeles, California 90017. Members of the public wishing to view the material will need to make their own parking
arrangements at another location.
If requested, the agenda shall be made available in appropriate alternate formats to persons with a disability, as required by
Section 202 of the American with Disability Act of 1990 (42 U.S.C. Section 12132), and the rules and regulations adopted
in implementation thereof.
To make a request for disability-related modification or accommodation, including auxiliary aids or services, please contact
the Personnel Commission Office at (213) 891-2333 no later than 12 p.m. (noon) on the Monday prior to the Personnel
Commission meeting.
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Closed Session Minutes Page 1 of 1 September 25, 2019
LOS ANGELES COMMUNITY COLLEGE DISTRICT
PERSONNEL COMMISSION
Wednesday, September 25, 2019 – 12:30 p.m.
Educational Services Center – 4th Floor Conference Room
770 Wilshire Boulevard, Los Angeles, California
MINUTES OF THE REGULAR MEETING – CLOSED SESSION
Present: Commissioners:
Henry Jones, Vice Chair
Ann Young-Havens
Staff:
Karen Martin, Personnel Director
I. Roll Call
II. Requests to Address the Personnel Commission on Closed Session Matters - None
III. Convene in Closed Session
a. Public Employee Discipline/Dismissal/Release
Pursuant to Government Code Section 54957
IV. Report Out Actions Taken in Closed Session - Mr. Jones reported that the Personnel
Commission took no action during closed session
V. Correspondence – No correspondence was received.
VI. Adjourn. The meeting adjourned at 1:03 p.m.
This is to certify that these are the full and correct minutes of the Closed Session meeting of the
Personnel Commission of the Los Angeles Community College District.
__________________________ _______________________________
Date Henry Jones, Vice Chair
This Page Is Intentionally Left Blank
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Open Session Minutes 1 September 25, 2019
LOS ANGELES COMMUNITY COLLEGE DISTRICT
PERSONNEL COMMISSION
Wednesday, September 25, 2019 – 1:00 p.m.
Educational Services Center – 4th Floor Conference Room
770 Wilshire Boulevard, Los Angeles, California
MINUTES OF THE REGULAR MEETING – OPEN SESSION
Present: Commissioners:
Henry Jones, Vice Chair
Ann Young-Havens
Staff:
Karen Martin, Personnel Director
Ute Severa, Assistant Personnel Director
Neely Miller, Executive Assistant
Ryan Pennock, Personnel Analyst
Deborah Tsai, Assistant Personnel Analyst
Patrick Sung, Administrative Intern
Guests:
Greg Mazzarella, Administrative Analyst
James Bradley, SEIU Local 99
Robert Mix, SEIU Local 721
Suleman Ishaque, AFT 1521A
I. The Chair convened the regular meeting at 1:05 p.m.
II. Report of Actions Taken in Closed Session – Mr. Jones reported that the Personnel
Commission took no action during closed session.
III. Miscellaneous Personnel Commission Activities and Announcements – Upon motion
by Ms. Young-Havens and concurred with by Mr. Jones, the Personnel Commission
received the latest Classified Employment Opportunities Bulletin as information.
IV. Revision to Personnel Commission Rule 544, CLASSIFICATION POLICY (Final
Approval) (Case 3741)– Upon motion by Ms. Young-Havens and concurred with by Mr.
Jones, the Personnel Commission gave final approval to Personnel Commission Rule
544, as presented.
V. Reissue of Personnel Commission Rule 624, REVIEWS AND APPEALS OF
EXAMINATIONS (Case 3744)- Upon motion by Ms. Young-Havens and concurred
with by Mr. Jones, the Personnel Commission approved the reissue of Personnel
Commission Rule 624, as presented.
VI. Title Change and Salary Reallocation for the Class of Chief Information Officer
(Case 3743) – Upon motion by Ms. Young-Havens and concurred with by Mr. Jones, the
Personnel Commission approved the title change and salary reallocation for the Class of
Chief Information Officer.
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Open Session Minutes 2 September 25, 2019
VII. Class Description Revisions for:
a. Instructional Assistant, Language Arts
Upon motion by Ms. Young-Havens and concurred with by Mr. Jones, the Personnel
Commission agreed to pull the revisions to the class description listed above pending
further consultation with AFT 1521A.
VIII. Correspondence – No correspondence was received.
IX. Notice of Anticipated Agenda Items – Upon motion by Ms. Young-Havens and concurred with by Mr. Jones, the Personnel Commission acknowledged notice of
Anticipated Agenda Items: Classification Study for Maintenance Assistant (Local 99),
EN 811002, Plant Facilities, East Los Angeles College
X. Hear Non-Agenda Speakers/Open Forum – There were no non-agenda speakers.
XI. Reconvene into Closed Session
XII. Reconvene into Open Session
XIII. Report Out Actions Taken in Closed Session – Mr. Jones reported that the Personnel Commission took no action in Closed Session
XIV. Adjourn – The meeting adjourned at 2:00 p.m.
_________________________________________
Karen Martin, Personnel Director
This is to certify that these are the full and correct minutes of the regular meeting of the Personnel
Commission of the Los Angeles Community College District.
___________________________ _________________________________________
Date Henry Jones, Vice Chair
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Closed Session Minutes Page 1 of 1 October 9, 2019
LOS ANGELES COMMUNITY COLLEGE DISTRICT
PERSONNEL COMMISSION
Wednesday, October 9, 2019 – 12:30 p.m.
Educational Services Center – 4th Floor Conference Room
770 Wilshire Boulevard, Los Angeles, California
MINUTES OF THE REGULAR MEETING – CLOSED SESSION
Present: Commissioners:
David Iwata, Chair
Henry Jones, Vice Chair
Ann Young-Havens
Staff:
Karen Martin, Personnel Director
I. Roll Call
II. Requests to Address the Personnel Commission on Closed Session Matters - None
III. Convene in Closed Session
a. Public Employee Discipline/Dismissal/Release
Pursuant to Government Code Section 54957
• In the Matter of the Appeal by EN 1058703
b. Conference with Legal Counsel – Anticipated Litigation
Pursuant to Government Code Section 54956(b)(3), (C), (D)
IV. Report Out Actions Taken in Closed Session - Mr. Iwata reported that no action was
taken during Closed Session.
V. Correspondence – No correspondence was received.
VI. Adjourn. The meeting adjourned at 1:10 p.m.
This is to certify that these are the full and correct minutes of the Closed Session meeting of the
Personnel Commission of the Los Angeles Community College District.
__________________________ _______________________________
Date David Iwata, Chair
This Page Is Intentionally Left Blank
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Open Session Minutes 1 October 9, 2019
LOS ANGELES COMMUNITY COLLEGE DISTRICT
PERSONNEL COMMISSION
Wednesday, October 9, 2019 – 1:00 p.m.
Educational Services Center – 4th Floor Conference Room
770 Wilshire Boulevard, Los Angeles, California
MINUTES OF THE REGULAR MEETING – OPEN SESSION
Present: Commissioners:
David Iwata, Chair
Henry Jones, Vice Chair
Ann Young-Havens
Staff:
Karen Martin, Personnel Director
Neely Miller, Executive Assistant
Guests:
Daniel Guardado, Maintenance Assistant, East Los Angeles College
I. The Chair convened the regular meeting at 1:11 p.m.
II. Report of Actions Taken in Closed Session – The Chair reported that the Personnel
Commission took no action during closed session.
III. Miscellaneous Personnel Commission Activities and Announcements – Upon motion
by Ms. Young-Havens, seconded by Mr. Jones, and concurred with by the Chair the
Personnel Commission received the latest Classified Employment Opportunities Bulletin
as information.
IV. Classification Study for Maintenance Assistant, EN 811002, Plant Facilities, East
Los Angeles College (Case 3745)– Upon motion by Ms. Young-Havens, seconded by
Mr. Jones, and concurred with by the Chair, the Personnel Commission pulled the item
for further study.
V. Revision to Personnel Commission Rule 647, ASSIGNMENTS FROM
SUBSTITUTE AND RELIEF LISTS (Tentative Approval) (Case 3746) - Upon
motion by Mr. Jones, seconded by Ms. Young-Havens and concurred with by the Chair,
the Personnel Commission gave tentative approval to the revision of Personnel
Commission Rule 647, as presented.
VI. Title Change for the Class of Vice Chancellor of Finance and Resource Development
(Case 3748) – Upon motion by Ms. Young-Havens, seconded by Mr. Jones, and
concurred with by the Chair, the Personnel Commission approved the title change for the
Class of Vice Chancellor of Finance and Resource Development.
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Open Session Minutes 2 October 9, 2019
VII. Applicant Pool for Current Examination for Operations Manager (Case 3747) -
Upon motion by Ms. Young-Havens, seconded by Mr. Jones, and concurred with by the
Chair, the Personnel Commission approved the Applicant Pool for Current Examination
for Operations Manager.
VIII. Class Description Revisions for:
a. Instructional Assistant, Language Arts
b. Lead Support Services Assistant
Upon motion by Mr. Jones, seconded by Ms. Young-Havens, and concurred with by the Chair,
the Personnel Commission approved the revisions to the class descriptions listed above.
IX. Correspondence – No correspondence was received.
X. Notice of Anticipated Agenda Items – Upon motion by Ms. Young-Havens, seconded
by Mr. Jones, and concurred with by the Chair, the Personnel Commission acknowledged
notice of Anticipated Agenda Items: Revision to Personnel Commission Rule 647,
ASSIGNMENTS FROM SUBSTITUTE AND RELIEF LISTS (Final Approval);
Revision to Rule 782, ABSENCE FOR JURY DUTY, (Tentative Approval); Revision to
Personnel Commission Rule 807, PERSONNEL NECESSITY LEAVE (Tentative
Approval)
XI. Issue Decision on Appeal of Suspension for EN 1058703 - Upon motion by Mr. Jones, seconded by Ms. Young Havens, and concurred by the Chair, the Personnel Commission
accepted and adopted the hearing officer’s findings, conclusions and recommendation in
the appeal from suspension for EN 1058703.
XII. Hear Non-Agenda Speakers/Open Forum – There were no non-agenda speakers.
XIII. Reconvene into Closed Session
XIV. Reconvene into Open Session
XV. Report Out Actions Taken in Closed Session – Mr. Iwata reported that the Personnel Commission took no action in Closed Session
XVI. Adjourn – The meeting adjourned at 2:00 p.m.
_________________________________________
Karen Martin, Personnel Director
This is to certify that these are the full and correct minutes of the regular meeting of the Personnel
Commission of the Los Angeles Community College District.
___________________________ _________________________________________
Date David Iwata, Chair
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Closed Session Minutes Page 1 of 1 October 23, 2019
LOS ANGELES COMMUNITY COLLEGE DISTRICT
PERSONNEL COMMISSION
Wednesday, October 23, 2019 – 12:30 p.m.
Educational Services Center – 4th Floor Conference Room
770 Wilshire Boulevard, Los Angeles, California
MINUTES OF THE REGULAR MEETING – CLOSED SESSION
Present: Commissioners:
David Iwata, Chair
Henry Jones, Vice Chair
Ann Young-Havens
Staff:
Karen Martin, Personnel Director
I. Roll Call
II. Requests to Address the Personnel Commission on Closed Session Matters - None
III. Convene in Closed Session
a. Public Employee Discipline/Dismissal/Release
Pursuant to Government Code Section 54957
b. Conference with Legal Counsel – Anticipated Litigation
Pursuant to Government Code Section 54956(b)(3), (C), (D)
IV. Report Out Actions Taken in Closed Session - Mr. Iwata reported that no action was
taken during Closed Session.
V. Correspondence – No correspondence was received.
VI. Adjourn. The meeting adjourned at 1:07 p.m.
This is to certify that these are the full and correct minutes of the Closed Session meeting of the
Personnel Commission of the Los Angeles Community College District.
__________________________ _______________________________
Date David Iwata, Chair
This Page Is Intentionally Left Blank
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Open Session Minutes 1 October 23, 2019
LOS ANGELES COMMUNITY COLLEGE DISTRICT
PERSONNEL COMMISSION
Wednesday, October 23, 2019 – 1:00 p.m.
Educational Services Center – 4th Floor Conference Room
770 Wilshire Boulevard, Los Angeles, California
MINUTES OF THE REGULAR MEETING – OPEN SESSION
Present: Commissioners:
David Iwata, Chair
Henry Jones, Vice Chair
Ann Young-Havens
Staff:
Karen Martin, Personnel Director
Ute Severa, Assistant Personnel Director
Neely Miller, Executive Assistant
Ryan Pennock, Personnel Analyst
Patrick Sung, Administrative Intern
Deborah Tsai, Assistant Personnel Analyst
Guests:
Daniel Guardado, Maintenance Assistant, East Los Angeles College
James Bradley, SEIU Local 99
Filiberto Barajas, Maintenance Assistant, East Los Angeles College
I. The Chair convened the regular meeting at 1:09 p.m.
II. Report of Actions Taken in Closed Session – The Chair reported that the Personnel
Commission took no action during closed session.
III. Review and Approve Minutes of the Closed and Open Meetings of August 28 and
September 11, 2019-. Upon motion by Mr. Jones and concurred with by the Chair, the
Personnel Commission approved the minutes of the Closed and Open Meetings of August
28, 2019. Upon motion by Ms. Young-Havens and concurred with by the Chair, the
Personnel Commission approved the minutes of the Closed and Open Meetings of
September 11, 2019.
IV. Miscellaneous Personnel Commission Activities and Announcements – Upon motion
by Mr. Jones, seconded by Ms. Young-Havens, and concurred with by the Chair the
Personnel Commission received the latest Classified Employment Opportunities Bulletin
and Strictly Classified Employee Bulletin as information.
V. Classification Study for Maintenance Assistant, EN 811002, Plant Facilities, East
Los Angeles College (Case 3745)– Upon motion by Mr. Jones, seconded by Ms. Young-
Havens, and concurred with by the Chair, the Personnel Commission denied the
reclassification of EN 811002.
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Open Session Minutes 2 October 23, 2019
VI. Claim for Temporary Work Out of Classification for Admissions & Records
Assistant, EN 786708, Student Services, Pierce College (Case 3752)- Upon motion by
Ms. Young-Havens, seconded by Mr. Jones, and concurred with by the Chair, the
Personnel Commission approved the claim for temporary work out of classification for
EN 786708.
VII. Revision to Personnel Commission Rule 647, ASSIGNMENTS FROM
SUBSTITUTE AND RELIEF LISTS (Final Approval) (Case 3746) - Upon motion by
Mr. Jones, seconded by Ms. Young-Havens and concurred with by the Chair, the
Personnel Commission gave final approval to the revision of Personnel Commission Rule
647, as presented.
VIII. Revision to Rule 782, ABSENCE FOR JURY DUTY, (Tentative Approval) (Case
3750) - Upon motion by Ms. Young-Havens, seconded by Mr. Jones, and concurred with
by the Chair, the Personnel Commission gave tentative approval to the revision of
Personnel Commission Rule 782, as presented.
IX. Revision to Personnel Commission Rule 807, PERSONAL NECESSITY LEAVE
(Tentative Approval) (Case 3751)- Upon motion by Mr. Jones, seconded by Ms.
Young-Havens, and concurred with by the Chair, the Personnel Commission gave
tentative approval to the revision of Personnel Commission Rule 807, as presented.
X. Establishment of New Information Technology Services Job Classes, Information
Technology Series (Case 3753) - Upon motion by Mr. Jones, seconded by Ms. Young-
Havens, seconded by Mr. Jones, and concurred with by the Chair, the Personnel
Commission approved the establishment of the new information technology services job
classes.
XI. Correspondence – No correspondence was received.
XII. Notice of Anticipated Agenda Items – Upon motion by Ms. Young-Havens, seconded
by Mr. Jones, and concurred with by the Chair, the Personnel Commission acknowledged
notice of Anticipated Agenda Items: Revision to Rule 782, ABSENCE FOR JURY
DUTY, (Final Approval); Revision to Personnel Commission Rule 807, PERSONNEL
NECESSITY LEAVE (Final Approval); Class Description Revision for Operations
Manager (SEIU Local 721)
XIII. Hear Non-Agenda Speakers/Open Forum – There were no non-agenda speakers.
XIV. Reconvene into Closed Session
XV. Reconvene into Open Session
XVI. Report Out Actions Taken in Closed Session – Mr. Iwata reported that the Personnel Commission took no action in Closed Session
XVII. Adjourn – The meeting adjourned at 2:15 p.m.
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Open Session Minutes 3 October 23, 2019
_________________________________________
Karen Martin, Personnel Director
This is to certify that these are the full and correct minutes of the regular meeting of the Personnel
Commission of the Los Angeles Community College District.
___________________________ _________________________________________
Date David Iwata, Chair
This Page Is Intentionally Left Blank
Case 3750 November 6, 2019
KJM: DT
LOS ANGELES COMMUNITY COLLEGE DISTRICT
TO: THE PERSONNEL COMMISSION
FROM: Karen J. Martin
SUBJECT: Revision to Personnel Commission Rule 782, ABSENCE FOR JURY DUTY (Final
Approval) (Case 3750)
This rule has been reviewed as part of the Personnel Commission’s continuing review and update of
Personnel Commission Laws and Rules. Editorial changes have been made to the rule for clarity. Labor
Code Section 230 was updated to reflect changes made by the legislature. A Paragraph F. was added to
account for scenarios where a collective bargaining unit may have negotiated provisions that differ
from this rule.
This Page Is Intentionally Left Blank
LOS ANGELES COMMUNITY COLLEGE DISTRICT
PERSONNEL COMMISSION
782
LAW AND RULES November 25, 2014 November 6, 2019
ABSENCE FOR JURY DUTY 782
Page 1 of 7
782 ABSENCE FOR JURY DUTY
Education Code Section
87036. Absence for Jury Duty. The governing board of a community
college shall grant leave of absence to any employee serving in a classified or
other nonacademic position regularly called for jury duty in the manner
provided for by law. The governing board shall grant such leave with pay up
to the amount of the difference between the employee's regular earnings and
any amount he or she receives as juror's fees.
It is unlawful for the governing board or personnel commission of any
community college district to adopt or maintain any rule, regulation, or policy
which has as its purpose or effect a tendency to encourage employees to seek
exemption from jury duty, or to directly or by indirection solicit or suggest to
any employee that he or she seek exemption from jury duty, or to discriminate
against any employee with respect to assignment, employment, promotion, or
in any other manner because of such employee's service on any jury panel.
Nothing in the foregoing provisions shall preclude the district superintendent
or his or her agent from discussing with the affected employee the practicality
of seeking exemption when acceptance would tend to materially disrupt the
district's operations.
Labor Code Section
230. (a) An employer shall not discharge or in any manner discriminate
against an employee for taking time off to serve as required by law on an
inquest jury or trial jury, if the employee, prior to taking the time off, gives
reasonable notice to the employer that the employee is required to serve.
(b) An employer shall not discharge or in any manner discriminate or
retaliate against an employee, including, but not limited to, an employee
who is a victim of a crime, for taking time off to appear in court to comply
with a subpoena or other court order as a witness in any judicial proceeding.
(c) An employer shall not discharge or in any manner discriminate or
retaliate against an employee who is a victim of domestic violence, sexual
assault, or stalking for taking time off from work to obtain or attempt to
obtain any relief, including, but not limited to, a temporary restraining order,
restraining order, or other injunctive relief, to help ensure the health, safety,
or welfare of the victim or his or her child.
LOS ANGELES COMMUNITY COLLEGE DISTRICT
PERSONNEL COMMISSION
782
LAW AND RULES November 25, 2014 November 6, 2019
ABSENCE FOR JURY DUTY 782
Page 2 of 7
(d) (1) As a condition of taking time off for a purpose set forth in
subdivision (c), the employee shall give the employer reasonable advance
notice of the employee's intention to take time off, unless the advance notice
is not feasible.
(2) When an unscheduled absence occurs, the employer shall not take any
action against the employee if the employee, within a reasonable time after
the absence, provides a certification to the employer. Certification shall be
sufficient in the form of any of the following:
(A) A police report indicating that the employee was a victim of domestic
violence, sexual assault, or stalking.
(B) A court order protecting or separating the employee from the
perpetrator of an act of domestic violence, sexual assault, or stalking, or
other evidence from the court or prosecuting attorney that the employee has
appeared in court.
(C) Documentation from a licensed medical professional, domestic
violence counselor, as defined in Section 1037.1 of the Evidence Code, a
sexual assault counselor, as defined in Section 1035.2 of the Evidence
Code, licensed health care provider, or counselor that the employee was
undergoing treatment for physical or mental injuries or abuse resulting in
victimization from an act of domestic violence, sexual assault, or stalking.
(3) To the extent allowed by law and consistent with subparagraph (D) of
paragraph (7) of subdivision (f), the employer shall maintain the
confidentiality of any employee requesting leave under subdivision (c).
(e) An employer shall not discharge or in any manner discriminate or
retaliate against an employee because of the employee's status as a victim of
domestic violence, sexual assault, or stalking, if the victim provides notice
to the employer of the status or the employer has actual knowledge of the
status.
(f) (1) An employer shall provide reasonable accommodations for a victim
of domestic violence, sexual assault, or stalking who requests an
accommodation for the safety of the victim while at work.
(2) For purposes of this subdivision, reasonable accommodations may
include the implementation of safety measures, including a transfer,
reassignment, modified schedule, changed work telephone, changed work
station, installed lock, assistance in documenting domestic violence, sexual
assault, or stalking that occurs in the workplace, an implemented safety
procedure, or another adjustment to a job structure, workplace facility, or
work requirement in response to domestic violence, sexual assault, or
stalking, or referral to a victim assistance organization.
(3) An employer is not required to provide a reasonable accommodation to
an employee who has not disclosed his or her status as a victim of domestic
violence, sexual assault, or stalking.
LOS ANGELES COMMUNITY COLLEGE DISTRICT
PERSONNEL COMMISSION
782
LAW AND RULES November 25, 2014 November 6, 2019
ABSENCE FOR JURY DUTY 782
Page 3 of 7
(4) The employer shall engage in a timely, good faith, and interactive
process with the employee to determine effective reasonable
accommodations.
(5) In determining whether the accommodation is reasonable, the employer
shall consider an exigent circumstance or danger facing the employee.
(6) This subdivision does not require the employer to undertake an action
that constitutes an undue hardship on the employer's business operations, as
defined by Section 12926 of the Government Code. For the purposes of this
subdivision, an undue hardship also includes an action that would violate an
employer's duty to furnish and maintain a place of employment that is safe
and healthful for all employees as required by Section 6400 of the Labor
Code.
(7) (A) Upon the request of an employer, an employee requesting a
reasonable accommodation pursuant to this subdivision shall provide the
employer a written statement signed by the employee or an individual acting
on the employee's behalf, certifying that the accommodation is for a purpose
authorized under this subdivision.
(B) The employer may also request certification from an employee
requesting an accommodation pursuant to this subdivision demonstrating
the employee's status as a victim of domestic violence, sexual assault, or
stalking. Certification shall be sufficient in the form of any of the categories
described in paragraph (2) of subdivision (d).
(C) An employer who requests certification pursuant to subparagraph (B)
may request recertification of an employee's status as a victim of domestic
violence, sexual assault, or stalking every six months after the date of the
previous certificate.
(D) Any verbal or written statement, police or court record, or other
documentation provided to an employer identifying an employee as a victim
of domestic violence, sexual assault, or stalking shall be maintained as
confidential by the employer and shall not be disclosed by the employer
except as required by federal or state law or as necessary to protect the
employee's safety in the workplace. The employee shall be given notice
before any authorized disclosure.
(E) (i) If circumstances change and an employee needs a new
accommodation, the employee shall request a new accommodation from the
employer.
(ii) Upon receiving the request, the employer shall engage in a timely, good
faith, and interactive process with the employee to determine effective
reasonable accommodations.
(F) If an employee no longer needs an accommodation, the employee shall
notify the employer that the accommodation is no longer needed.
LOS ANGELES COMMUNITY COLLEGE DISTRICT
PERSONNEL COMMISSION
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LAW AND RULES November 25, 2014 November 6, 2019
ABSENCE FOR JURY DUTY 782
Page 4 of 7
(8) An employer shall not retaliate against a victim of domestic violence,
sexual assault, or stalking for requesting a reasonable accommodation,
regardless of whether the request was granted.
(g) (1) An employee who is discharged, threatened with discharge,
demoted, suspended, or in any other manner discriminated or retaliated
against in the terms and conditions of employment by his or her employer
because the employee has taken time off for a purpose set forth in
subdivision (a) or (b) shall be entitled to reinstatement and reimbursement
for lost wages and work benefits caused by the acts of the employer.
(2) An employee who is discharged, threatened with discharge, demoted,
suspended, or in any other manner discriminated or retaliated against in the
terms and conditions of employment by his or her employer for reasons
prohibited in subdivision (c) or (e), or because the employee has requested
or received a reasonable accommodation as set forth in subdivision (f), shall
be entitled to reinstatement and reimbursement for lost wages and work
benefits caused by the acts of the employer, as well as appropriate equitable
relief.
(3) An employer who willfully refuses to rehire, promote, or otherwise
restore an employee or former employee who has been determined to be
eligible for rehiring or promotion by a grievance procedure or hearing
authorized by law is guilty of a misdemeanor.
(h) (1) An employee who is discharged, threatened with discharge, demoted,
suspended, or in any other manner discriminated or retaliated against in the
terms and conditions of employment by his or her employer because the
employee has exercised his or her rights as set forth in subdivision (a), (b),
(c), (e), or (f) may file a complaint with the Division of Labor Standards
Enforcement of the Department of Industrial Relations pursuant to Section
98.7.
(2) Notwithstanding any time limitation in Section 98.7, an employee may
file a complaint with the division based upon a violation of subdivision (c),
(e), or (f) within one year from the date of occurrence of the violation.
(i) An employee may use vacation, personal leave, or compensatory time
off that is otherwise available to the employee under the applicable terms of
employment, unless otherwise provided by a collective bargaining
agreement, for time taken off for a purpose specified in subdivision (a), (b),
or (c). The entitlement of any employee under this section shall not be
diminished by any collective bargaining agreement term or condition.
(j) For purposes of this section:
(1) "Domestic violence" means any of the types of abuse set forth in
Section 6211 of the Family Code, as amended.
(2) "Sexual assault" means any of the crimes set forth in Section 261,
261.5, 262, 265, 266, 266a, 266b, 266c, 266g, 266j, 267, 269, 273.4, 285,
LOS ANGELES COMMUNITY COLLEGE DISTRICT
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ABSENCE FOR JURY DUTY 782
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286, 287, 288, 288a, 288.5, 289, or 311.4 of, or former Section 288a of, the
Penal Code, as amended.
(3) "Stalking" means a crime set forth in Section 646.9 of the Penal Code or
Section 1708.7 of the Civil Code.
A. District Policy
A regular classified employee shall be granted paid leave for a maximum of two (2) weeks within any
two (2) consecutive fiscal years in response to a summons subpoena for jury duty, in accordance with
regulations established by the Chancellor. The Chancellor may grant additional paid leave when it has
been compelled by court order.
B. Use of Jury Duty Leave Responsibilities of the Employee
A regular classified employee who receives a summons for jury duty shall:
1. Notify his/her immediate supervisor as soon as possible after receipt of a jury summons and
discuss with his/her supervisor its impact on the operation of the work unit.
2. If requested, attempt to arrange jury service at a time within the limits of the court order
convenient to the Chancellor, Division Head, College President, or their designated
representative.
3. Complete and submit in a timely manner all forms required for Jury Duty Leave prescribed by
the District.
4. Provide a certification of jury service at the end of each pay period and at the conclusion of
jury service from the court clerk or other authorized officer indicating attendance and/or
service rendered during each day of absence from work for jury duty and the rate of pay
received per day.
5. Collect all jury fees and remit them along with the certification of jury service to his/her
location timekeeper, except as follows:
a. Mileage fees shall be retained by the employee.
b. Jury fees earned on days for which the District does not pay the employee shall be
retained by the employee.
c. If the daily jury fee exceeds the employee’s daily gross earnings, the amount in excess
of his/her daily gross earnings shall be retained by the employee.
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6. Report to work at his/her work location during the portion balance of his/her normal working
hours, with allowance for reasonable travel time, when his/her presence is not required for jury
duty. If the employee's regular assignment is to other than the day shift, the employee shall
report to work between the hours of 8 a.m. and 5 p.m. when his/her presence is not required for
jury duty.
C. Postponements and Excuses
1. When in the judgment of a supervisor an employee’s absence would materially disrupt the
operation of the work unit, he/she should discuss with the employee the possibility of
requesting postponement or excuse from jury service. In making this determination, a
supervisor should consider factors such as work overloads, deadlines, the absence of other unit
employees, and the availability of qualified substitute personnel. Employees to whom this
provision may apply typically fall within the following categories:
a. Executive, administrative, or supervisory employees
b. Employees in a single position job classification
c. Employees who have special responsibilities related to emergencies and who must be
available on a standby basis.
2. If the employee prefers to serve, or if the postponement or excuse is not granted, the supervisor
shall release the employee as required by the jury summons.
D. Pay Provisions
1. Pay under this rule is limited to those days and hours for which the employee would otherwise
have received pay for his/her assignment if not excused for jury duty.
2. The number of hours, the time of the day, or the days of the week during which an employee is
required to be absent for jury duty shall not be the basis for any overtime or shift differential
payment by the District, except as provided below.
When an employee who is eligible for overtime reports to work as set forth in Paragraph B.6.
above, he/she shall be paid overtime for time worked, including time absent from work for jury
duty, in excess of 40 hours in one workweek or in excess of the employee’s established
workday schedule as follows:
a. Hours worked in excess of eight hours per workday for employees assigned to a
standard five-day, 40-hour workweek.
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b. Hours worked in excess of nine or eight hours per workday for employees assigned to a
9/80 work schedule, 80 hours within a two-workweek period.
c. Hours worked in excess of ten hours per workday for employees assigned to a 4/40
work schedule.
E. Limited-Term Employees
Limited-term assignments of persons with substitute, relief, or temporary status only shall not be
terminated by the employing college or division when such employees receive a jury summons while
serving in an active assignment and have provided reasonable notice.
F. This rule shall have no force and effect upon employees of any collective bargaining unit to the extent
that the provisions of this rule are negotiable.
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Case 3751 November 6, 2019
KJM: DT
LOS ANGELES COMMUNITY COLLEGE DISTRICT
TO: THE PERSONNEL COMMISSION
FROM: Karen J. Martin
SUBJECT: Revision to Personnel Commission Rule 807, PERSONAL NECESSITY LEAVE (Final
Approval) (Case 3751)
Personnel Commission Rule 807 has been reviewed as part of the Personnel Commission’s continuing
review and update of Personnel Commission Laws and Rules. A Paragraph D. was added to account
for scenarios where a collective bargaining unit may have negotiated provisions that differ from this
rule.
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LOS ANGELES COMMUNITY COLLEGE DISTRICT
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LAW AND RULES November 4, 2014 November 6, 2019
PERSONAL NECESSITY LEAVE 807
Page 1 of 3
807 PERSONAL NECESSITY LEAVE
Education Code Section(s)
88207. Personal Necessity Leave. (a) A contract or regular employee may, at
the employee’s election, use any days of absence for illness or injury earned
pursuant to Section 88191 in cases of personal necessity, including any of the
following:
(1) Death of a member of the employee’s immediate family when
additional leave is required beyond that provided both in Section 88194 and as a
right by the governing board.
(2) Accident involving the person or property of the employee or of a
member of his or her immediate family.
(3) Appearance in any court or before any administrative tribunal as a
litigant, party, or witness under subpoena or any order made with jurisdiction.
(4) Any other reasons that the governing board may prescribe.
(b) The governing board of each community college district shall adopt rules
and regulations requiring and prescribing the manner of proof of personal
necessity for the purpose of this section. The adopted rules and regulations may
not require an employee to secure advance permission for leave taken for the
purposes specified in paragraphs (1) and (2) of subdivision (a). Earned leave in
excess of seven days may not be used in any college year for the purposes
enumerated in this section except if either of the following conditions exist:
(1) A maximum number of days in excess of seven is specified for that
purpose in an agreement between the exclusive representative of the employees
and the community college district.
(2) If there is no exclusive representative of the employees, the
governing board of the community college district, by resolution, adopts a policy
allowing earned leave in excess of seven days to be used in any school year for
the purposes enumerated in this section.
(c) Authorized necessity leave shall be deducted from sick leave earned under
the exemption of Section 88191.
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(d) For purposes of this section, “immediate family” has the same meaning as in
Section 88194.
(e) This section applies to districts that have adopted the merit system in the
same manner and effect as if it were a part of Article 3 (commencing with
Section 88060) and to community college districts that may be exempted from
Section 88191.
A. A regular classified employee may, upon notice to his/her immediate supervisor at the earliest practical
opportunity, use up to seven days of paid illness leave in a fiscal year, earned in accordance with Rule
808, ILLNESS LEAVE, for personal necessity leave.
B. The leave benefits provided by this rule may be used only for the following personal necessities:
1. The death of a member of the employee's immediate family or a registered domestic partner
when necessary leave beyond that provided by Rule 800, BEREAVEMENT, is required.
Member of the immediate family means:
a. The mother, father, grandmother, grandfather, or grandchild of the employee or the
employee’s spouse.
b. The spouse, son, son-in-law, daughter, daughter-in-law, brother, or sister of the
employee.
c. Any relative living in the immediate household of the employee.
2. An accident involving the employee's person not otherwise chargeable to illness leave, or
industrial accident and industrial illness leave.
3. An accident involving the employee's property or the person or property of a member of the
employee's immediate family or registered domestic partner or an illness of a member of the
employee's immediate family, as defined in paragraph B.1., or registered domestic partner.
Such accident or illness must be:
a. Serious in nature.
b. Involve circumstances the employee cannot reasonably be expected to disregard.
c. Require the attention of the employee during his/her assigned hours of service.
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PERSONAL NECESSITY LEAVE 807
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4. An appearance of the employee in any court or before any administrative tribunal as a litigant,
party, or witness under an official governmental order, provided the employee:
a. Presents a certification from the clerk of the court or other authorized officer indicating
each date of necessary attendance.
b. Remits any witness fee collected to the Payroll Office.
c. Makes himself/herself available to the District for work between the hours of 8 a.m.
and 5 p.m. when his/her appearance in court or before an administrative tribunal is not
necessary.
5. The birth of an employee’s child making it necessary for the father of the child to be absent
from his position during his assigned hours of service.
6. Imminent danger to the home of an employee, occasioned by a factor such as flood or fire, that
the employee cannot reasonably be expected to disregard and requires the attention of the
employee during his/her assigned hours of service.
7. Any other significant, personal event for which paid leave of absence is not authorized that the
employee cannot reasonably be expected to disregard and requires the attention of the
employee during his/her assigned hours of service.
C. The following limits and conditions are placed upon personal necessity leave and personal necessity
leave pay:
1. The total number of days allowed in one fiscal year for such leave shall not exceed seven days.
2. The days allowed shall be deducted from and may not exceed the number of days of illness
leave the employee has accrued.
3. Personal necessity leave shall not be granted during a vacation or other leave of absence.
4. The employee shall be required to certify on a prescribed form that the absence was due to a
personal necessity, as defined above. Subject to the direction of his/her college president or
division head, the administrator or supervisor shall take whatever steps are necessary to
substantiate that a personal necessity within the limits of this rule did exist.
D. This rule shall have no force and effect upon employees of any collective bargaining unit to the extent
that the provisions of this rule are negotiable.
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LOS ANGELES COMMUNITY COLLEGE DISTRICT
Case 3757 November 6, 2019 1 KJM:PS:US
TO: THE PERSONNEL COMMISSION
FROM: Karen J. Martin
SUBJECT: Establishment of New Information Technology Services Job Classes, Information
Technology Series (Case 3757)
Recommendations:
I. It is recommended that the Personnel Commission establish a new job classification of Deputy Chief Information Officer, College Technology Services; that the class description for the new
class be adopted; that the new class be placed in the Management Group, Information
Technology Series; and that the new class be allocated to salary schedule 12632.17; that the
salary-setting basis for the new class be based on a four-step differential above the class of
Regional Manager, College Technology Services; and that the examination authorization for
the new class be Open and Promotional (Dual Certification).
II. It is recommended that the Personnel Commission establish a new job classification of Chief Technology Project Manager; that the class description for the new class be adopted; that the
new class be placed in the Management Group, Information Technology Series; and that the
new class be allocated to salary schedule 11349.42; that the salary-setting basis for the new
class be based on a four-step differential above the class of Technology Project Manager; and
that the examination authorization for the new class be Open and Promotional (Dual
Certification).
III. It is recommended that Rule 596, OVERTIME, be amended to designate the new classes of Deputy Chief Information Officer, College Technology Services, and Chief Technology
Project Manager, as Administrative for the purposes of overtime.
Bases of Recommendations:
1. The new classes were requested as a result of the District’s efforts in addressing the findings of the Huron Consulting Group, which was employed by the District in 2017 to conduct a
comprehensive assessment of technology infrastructure and services within the District and to
identify opportunities to align with best practices and industry standards, reduce risks, and
enable better service delivery across the District. In response to the Huron’s findings,
recommendations have been made by the District administration that will result in a more
Step 1 Step 2 Step 3 Step 4 Step 5
$12,632.17 $13,326.94 $14,059.92 $14,833.22 $15,649.04 Monthly
$151,586.04 $159,923.28 $168,719.04 $177,998.64 $187,788.48 Annual
Step 1 Step 2 Step 3 Step 4 Step 5
$11,349.42 $11,973.64 $12,632.19 $13,326.96 $14,059.94 Monthly
$136,193.04 $143,683.68 $151,586.28 $159,923.52 $168,719.28 Annual
LOS ANGELES COMMUNITY COLLEGE DISTRICT
Case 3757 November 6, 2019 2 KJM:PS:US
centralized approach to providing technology services throughout the District under the
leadership of the Vice Chancellor/Chief Information Officer.
A need for two additional senior level manager positions was identified to provide oversight
over two new functional units for the Division of Information Technology: College
Technology Services and Technology Project Management. Support classifications for these
units were established in October of 2019.
2. The class concepts for the recommended new classes are as follows:
A Deputy Chief Information Officer, College Technology Services, plans, organizes, and
manages the delivery of technology services to the colleges of the District in a manner that
optimizes local technical operations, ensures the consistent, reliable, and repeatable delivery
of services to students, faculty, staff, and public, and aligns the delivery of information
technology services with the missions and goals of the colleges and District.
A Chief Technology Project Manager plans, defines, and develops multi-disciplinary strategies
and standards related to technology initiatives, programs and projects; coordinates, manages, and
evaluates the work of teams assigned to technology projects.
In addition to further enhancing the levels of technical and managerial expertise required
within the Division of Information Technology, the addition of the new classifications provides
additional career opportunities for District employees, which was also a concern addressed in
the Huron Report.
3. The recommended salary for the new classes is based on internal alignment considerations.
The new class of Deputy Chief Information Officer, College Technology Services, will provide
oversight and management of technical units that are tasked with providing technical customer
support services, technical consulting services; liaison functions; and employee training and
development. The recommended salary for the new class is based on a four-step differential
above the class of Regional Manager, College Technology Services, which is the subordinate
class to the new class. This differential is consistent with the differential used in the classified
service to recognize supervisory responsibilities.
The new class of Chief Technology Project Manager will assume responsibility over teams
working on major technology projects which will require advanced technical skills, have
contractual complexity, have significant budgets, and District-wide impact. The recommended
salary for the new class is based on a four-step differential above the class of Technology
Project Manager, which is the subordinate class to the new class. This differential is consistent
with the differential used in the classified service to recognize supervisory responsibilities.
4. Personnel Commission Rule 596, OVERTIME, defines an administrative class as one where
the primary duties and responsibilities of the position consist of the administration of an
organizational unit at the Branch level, or its equivalent, and possess the following
characteristics:
LOS ANGELES COMMUNITY COLLEGE DISTRICT
Case 3757 November 6, 2019 3 KJM:PS:US
• Customarily and regularly plan, organize, direct, and review the work of other employees.
• Customarily and regularly direct the activities of the organizational unit through subordinate supervisory employees.
• Customarily establish policies and procedures regarding the operations of the organizational unit.
• Customarily and regularly exercise discretionary powers and sanctions.
• Customarily and regularly do not personally perform duties similar to those of subordinates.
• Customarily and regularly review recommendations and decisions of subordinates which significantly impact the District.
A Deputy Chief Information Officer, College Technology Services, and Chief Technology
Project Manager meet these criteria.
5. The recommended titles for the new classes is descriptive and reflect the level and nature of
duties and responsibilities to be assigned to the positions.
Rule Amendment
596 Overtime
Education Code Section 88026
***
A. ***
***
F. ***
The District’s current classes designated as Executive, Administrative, or Supervisory are as
follows:
***
Administrative Classes
***
Associate Vice President, Administrative Services
Chief Technology Project Manager
LOS ANGELES COMMUNITY COLLEGE DISTRICT
Case 3757 November 6, 2019 4 KJM:PS:US
College Financial Administrator
Deputy Chief Information Officer, College Technology Services
Director of College Facilities
***
DEPUTY CHIEF INFORMATION OFFICER, 11/6/19
COLLEGE TECHNOLOGY SERVICES
LOS ANGELES COMMUNITY COLLEGE DISTRICT CLASS SPECIFICATION
PERSONNEL COMMISSION CLASS CODE
DEPUTY CHIEF INFORMATION OFFICER,
COLLEGE TECHNOLOGY SERVICES
DEFINTION
Plans, organizes, and manages the delivery of technology services to the colleges of the District in a manner
that optimizes local technical operations, ensures the consistent, reliable, and repeatable delivery of services
to students, faculty, staff, and public, and aligns the delivery of information technology services with the
missions and goals of the colleges and District.
TYPICAL DUTIES
Plans, organizes, and manages the delivery of technology services to the colleges of the District which
encompasses: customer support services for students, faculty, staff and the public; technical consulting with
college business leadership regarding technical support and service enhancement requirements; liaison with
specialized technology teams on college-based projects; monitoring and reporting service levels;
communication and outreach to customers; and employee training and development.
Optimizes the utilization of college technology resources by applying appropriate concepts, technologies and
workflows.
Manages the standardization and the development of specifications for the acquisition of technology
equipment at the colleges; establishes standardized approaches for the maintenance repair, and replacement
of a wide range of technology related equipment; negotiates and administers contracts with vendors.
Manages the introduction of any enhancement, modification, update, installation, or removal of any
hardware, software, interface, or database that will impact existing college production environments.
Oversees the operations of the District’s technology service desk for local and remote computer and network
users and ensures that established service levels are met.
Participates in the planning and implementation of District-wide IT bond projects impacting college
technology services.
Plans, implements, tests, and maintains a disaster recovery plan for individual college IT operations;
coordinates responses to high risk or multi-college emergency.
Provides periodic reports of IT systems activities to achieve and maintain performance measures.
Collaborates with centralized technology engineering and operations teams in the design, develop, and testing
of new college technology services and solutions.
Develops and implements plans for the introduction of any enhancement, modification, update, installation,
or removal of any hardware, software, interface, or database that will impact the college environments.
Consults with college business stakeholders and leadership for the purpose of identifying customer
requirements, assessing impacts to other areas, considering available options, comparing costs and benefits,
and recommending solutions.
DEPUTY CHIEF INFORMATION OFFICER, 11/6/19
COLLEGE TECHNOLOGY SERVICES
TYPICAL DUTIES
Develops and oversees the implementation of on-site college service delivery, response, security, and
recovery policies, standards, and protocols; establishes and implements the use of metrics to benchmark and
improve operational excellence.
Develops communication plans to inform college customers about service offerings, including what each
service does and does not include, eligibility, service limitations, cost, how to request services, how to get
help, and staff contacts.
Develops and implements training strategies, standards, solutions, plans, and schedules for college
technology staff by conducting formal training needs analysis and field research; providing customized, up-
to-date, and relevant training/ learning solutions; and ensuring consistent and convenient delivery of training
opportunities; oversees employee compliance with required job certifications and qualification standards.
Ensures accountability and accuracy for management of college technology assets, vendor contracts, software
licensing, and hardware support.
Plans and manages the operating budget and program budgets for college technology services throughout the
District.
Maintains effective and cooperative working relationships with administrators, functional and technical team
members, and users.
Manages, leads, and evaluates staff members of assigned technical units.
May act for the Vice Chancellor/Chief Information Officer in his/her absence.
Performs related duties as assigned.
DISTINGHISHING CHARACTERISTICS
A Deputy Chief Information Officer, College Technology Services, provides oversight and management
of technical units tasked with supporting the college technology services and needs; delivers operational
support and problem management for thorough issue resolution; accountable for driving the customer
perspective throughout the organization participates in executive-level decisions and development of
strategies and budgets to achieve the objectives and goals of Information Technology Services to best support
the mission of the College
A Deputy Chief Information Officer, IT Infrastructure and Software Systems Support, provides
oversight and management of technical units tasked with supporting the operations of the District’s enterprise
networks, application and system software, data center, and technology service desk.
A Vice Chancellor/Chief Information Officer is the District executive responsible and accountable for
providing vision, strategic planning, and leadership for all technology functions and operations throughout
the District including, but not limited to, data centers, technical service centers, production scheduling,
technology service desks, communication networks (voice and data), classroom support, computer
program/applications development and maintenance, and computer systems operations in a manner that
effectively supports the instructional, student services, and business needs and operations of the District and
is consistent with industry standards and best practices.
DEPUTY CHIEF INFORMATION OFFICER, 11/6/19
COLLEGE TECHNOLOGY SERVICES
SUPERVISION
General supervision is received from the Vice Chancellor/Chief Information Officer. General supervision is
exercised over Regional Managers, College Technology Services. Technical direction may be provided to
assigned supervisory, professional, and technical IT staff.
CLASS QUALIFICATIONS
Knowledge of:
Principles of (enterprise) network design, development, implementation, and operations
Network systems, protocols, and standards such as: TCP/IP, NAT, 802.1x, MPLS, OSPF, and BGP
Network management, network availability, and capacity planning tools
Technology and methodology of application and system software
Principles and practices of information technology security
Capabilities, operation, and maintenance requirements of a wide range of technology
Principles, techniques, and practices of technology project management
Principles of data storage, backups, and recovery
New developments in computer network and systems technology
Principles of planning and process control, documentation, and program testing
Customer Service Key Performance Indicators and Metrics
Principles of organization, management, and work simplification
Principles of supervision, team building, training, and personnel management
Principles and practices of budget preparation and control
Ability to:
Provide oversight and management of technical teams engaged in providing support to the District’s
enterprise networks, application and system software, data center, and technology service desk operations
Plan and organize assigned operations to meet critical deadlines and to provide alternative procedures in
emergencies
Recognize critical elements of operational problems, develop and evaluate data, determine solutions, and
react independently and promptly to situations and events
DEPUTY CHIEF INFORMATION OFFICER, 11/6/19
COLLEGE TECHNOLOGY SERVICES
Ability to:
Write clear and precise technical procedures and documentation for system operations and configuration
Consistently use and promote professional standards and practices related to assignments
Establish and maintain effective and cooperative working relationships with administrators, technology staff,
users, and vendors
Establish and maintain a positive, productive relationship with operational leadership and staff
Actively contribute to a culture of constructive collaboration and innovation with colleagues
Acquire knowledge of new technologies and system software and apply that knowledge to solving
operational problems
Effectively communicate highly technical information accurately, concisely and in understandable terms both
orally and in writing
Effectively communicate with a wide audience, including staff within IT, vendors, consultants, subject matter
experts, end users, and university leadership
Manage personal and institutional data in accordance with legal, regulatory, administrative, and contractual
requirements
Maintain high level of customer service and satisfaction; deliver on promised outcomes and increase the
integrity and confidence in technology service delivery
Effectively allocate and utilize the human, fiscal, and physical resources available for assigned area
Motivate, direct, train, and develop others
Stay abreast of current trends and technical advancements in the network technology and systems software
and apply knowledge to operational problems
Prepare and administer budgets and expenditures
Travel to colleges and offsite meetings
ENTRANCE QUALIFICATIONS
Education and Experience:
A bachelor’s degree from a recognized college or university, preferably with a major in computer science,
computer information technology, computer engineering, or a related field.
AND
New Class DEPUTY CHIEF INFORMATION OFFICER, 11/6/19
COLLEGE TECHNOLOGY SERVICES
Five years of recent, full-time, paid, professional-level experience in delivering technology solutions for IT
infrastructure and systems operations including information systems design, information systems
development, network administration, and IT security in a large enterprise environment. Two years of the
required experience must have been in a supervisory capacity. Experience with an institution of higher
education is desirable.
Special:
A valid Class "C" California driver's license must be obtained within 10 day of establishing residency in the
State of California.
Travel to locations throughout the District is required.
Reasonable Accommodation:
Our class specification generally describes the duties, responsibilities, and requirements characteristic of the
position(s) within this job class. The duties, responsibilities, and requirements of a particular position within
this class may vary from the duties of other positions within the class.
In accordance with the Americans with Disabilities Act (ADA), the Los Angeles Community College District
provides reasonable accommodation to qualified individuals with covered disabilities on a case-by-case basis
throughout the application, examination, and hiring processes and throughout employment. If an individual
is in doubt about his or her ability to perform the duties and responsibilities of a position or possession of any
other requirement noted in a class specification or job announcement, he or she should always apply for a
position and request reasonable accommodation at the appropriate time.
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CHIEF TECHNOLOGY PROJECT MANAGER 11/6/2019
LOS ANGELES COMMUNITY COLLEGE DISTRICT CLASS SPECIFICATION
PERSONNEL COMMISSION CLASS CODE
CHIEF TECHNOLOGY PROJECT MANAGER
DEFINITION
Plans, defines and develops strategies and standards related to multi-disciplinary technology initiatives,
programs and projects; coordinates, manages, and evaluates the work of teams assigned to technology projects.
TYPICAL DUTIES
Plans, organizes, and manages operations related to the design and implementation of major technology projects
or portfolios of related projects.
Defines and develops rules, strategies and standards, coordinates project schedules, and monitors performance
and progress of multiple projects.
Plans, manages, and evaluates the work of assigned teams and their assigned technology projects.
Interfaces with project managers and stakeholders to develop systems for progress monitoring and evaluation,
communication strategies, change management, customer satisfaction, and other critical processes.
Participates with project stakeholders in assessing and modifying existing internal administrative structures
which may be impacted by project implementation including, but not limited to, operational policies and
procedures, workflow, forms, contracts, inter-unit dependencies, reporting structures, and supervision.
Measures project performance using appropriate systems, tools, and techniques.
Collaborates as needed with District-level technical managers and analysts across functional areas to coordinates
complex cross-team work, tasks and activities; to manage major changes in project scope and/or approach; and
to resolve major technical issues as they arise.
Coordinates and evaluates the work of third-party resources and vendors employed for technology projects.
Manages processing and negotiating of costs, scheduling of change orders, and resolution of complex disputes.
Coordinates, plans, manages and reports on budgets for assigned teams and their project portfolios.
Performs related duties as assigned.
DISTINGUISHING CHARACTERISTICS
A Chief Technology Project Manager plans, defines and develops multi-disciplinary strategies and standards
related to technology initiatives, programs and projects; coordinates, manages, and evaluates the work of teams
assigned to technology projects.
A Technology Project Manager manages, coordinates, and facilities a portfolio of strategic multi-disciplinary
technology initiatives, programs, and projects through project start-up, execution, monitoring and control,
release, training, and closure phases.
CHIEF TECHNOLOGY PROJECT MANAGER 11/6/2019
SUPERVISION
General supervision is received from a classified administrator. General supervision is exercised over assigned
professional and technical staff.
CLASS QUALIFICATIONS
Knowledge of:
Information technology systems, infrastructures, web, and related technologies
Principles and practices of budget preparation and control
Principles, techniques, and tools of program management
Principles, techniques, and tools of project management
Principles, techniques, and tools of scope management
Principles, techniques, and tools of cost management
Principles, techniques, and tools of scheduling
Principles, techniques, and tools of risk identification, analysis and response
Principles, techniques, and tools of quality management
Principles, techniques, and tools of change management
Principles, techniques, and tools of transformational leadership
Principles of supervision, team building, training, and personnel management
Principles and techniques of business analysis and process transformation
New trends and developments in computer technology
Skill in:
Use of Microsoft Office Suite
Ability to:
Provide oversight and management of teams engaged in multiple concurrent technology projects of varying size
and complexity following a robust procedural and governance structure
Effectively set priorities, define dependencies, schedule activities, meet deadlines, forecast and deliver resources,
and organize work for one or more teams engaged in large technology projects
Forecast complex resource needs, identify and break down work into discrete and measurable tasks
Sell project goals, objectives, and approaches to gain the support of technology project stakeholders and users
CHIEF TECHNOLOGY PROJECT MANAGER 11/6/2019
Ability to:
Identify and implement necessary actions to resolve impediments to project delivery on schedule
Accurately and thoroughly document project plans, statements of work, processes, procedures, changes and
project artifacts pertaining to project implementation
Communicate technical and business knowledge, ideas, and information effectively, clearly, and openly
Resolve conflicts and promote cooperation
Actively contribute to a culture of constructive collaboration and innovation with and among colleagues
Write clear, comprehensive, concise, and organized reports, presentations, communications, and instructions for
diverse audiences
Effectively allocate and utilize the human, fiscal, and physical resources available for assigned area
Motivate, direct, train, and develop others
Consistently use and promote professional standards and practices related to technology
Stay abreast of current trends and technical advancements related to assigned projects and acquire knowledge of
new technologies and software in order to solve problems
Travel to off-site meetings
ENTRANCE QUALIFICATIONS
Education and Experience:
A bachelor’s degree from a recognized college or university, preferably with a major in computer information
systems, computer science, computer engineering, mathematics, or a related field,
AND
Five years of recent, full-time, paid, professional-level experience in managing large, complex technology
projects, two years of which must have been in a lead or supervisory capacity. Experience in a higher-education
environment is desirable.
Special:
A Project Management Professional (PMP) certification or equivalent such as successful completion of a
recognized college-level project management curriculum. A Program Management Professional (PgMP)
certification is desirable.
A valid Class “C” California driver’s license is required.
Travel to locations throughout the District is required.
New Class CHIEF TECHNOLOGY PROJECT MANAGER 11/6/2019
Reasonable Accommodation
Our class specification generally describes the duties, responsibilities, and requirements characteristic of the
position(s) within this job class. The duties, responsibilities, and requirements of a particular position within this
class may vary from the duties of other positions within the class. In accordance with the Americans with
Disabilities Act (ADA), the Los Angeles Community College District provides reasonable accommodation to
qualified individuals with covered disabilities on a case-by-case basis throughout the application, examination,
and hiring processes and throughout employment. If an individual is in doubt about his or her ability to perform
the duties and responsibilities of a position or possession of any other requirement noted in a class specification
or job announcement, he or she should always apply for a position and request reasonable accommodation at the
appropriate time.
Case 3754 November 6, 2019
1 KJM: PS
LOS ANGELES COMMUNITY COLLEGE DISTRICT
TO: THE PERSONNEL COMMISSION
FROM: Karen J. Martin
SUBJECT: Classification Study: College Store Supervisor, EN 789333, College Store, East
Los Angeles College (Case 3754)
Recommendation:
It is recommended that the Personnel Commission approve the following reclassification
action:
From:
College Store Supervisor
($4836.24 to $5991.26/month)
To:
College Store Manager
($6668.42 to $8261.00/month)
Location:
College Store
East Los Angeles College
Incumbent:
M. Perez (EN. 789333)
Effective Date: October 16, 2019
Bases of Recommendation:
1. Staff initiated a position audit of the employee’s position in response to a routine review of districtwide college store staffing, during which it was noted that the College Store
Manager position at East Los Angeles College has been vacant since December of 2017.
The administration was informed of the proceedings and is in support of a reclassification
of the employee’s position to College Store Manager, since the employee has been
responsible for oversight of all college store and ancillary operations.
2. Staff audited the position and determined that the incumbent performs the following primary duties:
• Plans, coordinates, and manages all operations of the college store including cashiering, refunds, accounting, purchasing, pricing, receiving, merchandising,
cash control, inventory control, and customer service. The employee also manages
the operations of ancillary store operations such as the South Gate Campus store
and the Husky Café.
• Evaluates existing products and services offered by the assigned operations, researches new products and services, and improves and expands existing product
lines and services of the stores.
Case 3754 November 6, 2019
2 KJM: PS
• Develops and implements efficient work policies, methods, and procedures for the college bookstore and ancillary operations and makes adjustments when
appropriate.
• Creates, implements, and maintains internal controls to safeguard the assets of assigned operations including cash collection and inventory.
• Prepares annual budget of college bookstore operations and reviews and controls expenditures of funds.
• Oversees and supervises annual inventories and makes merchandise write-off decisions.
• Initiates and coordinates textbook requisitions from department chairs and instructors; supervises and participates in the ordering of textbooks and general
merchandise items.
• Supervises receiving and pricing of textbooks and merchandise; interfaces with vendors regarding new products, changes to existing products, pricing, promotions,
and discounts.
• Acts as the store system administrator for WinPrism, a computer system used for merchandise sales, inventory, and reports. This function includes implementing
system policies related to merchandise sales and rentals, creating and maintaining
customer and user accounts, generating reports and statements, providing training
in the use of the system, and resolving system problems with vendors.
• Selects, assigns, trains, and supervises the work of assigned staff.
• Resolves problems involving customer complaints and store item orders, delivery, shipments, and billing.
• Maintains and updates content of store website; oversees use of store social media accounts.
• Determines store space allocations, design of display layouts, fixtures, and functionality of the college store.
• Opens, closes and secures store when necessary.
3. The classification concept for the incumbent’s current class of College Store Supervisor is based on responsibilities that involve planning, coordinating, supervising, and participating
in the day-to-day activities of assigned college store operations, including ordering,
storekeeping, merchandising, sales, customer services, and cashiering functions. At larger
Case 3754 November 6, 2019
3 KJM: PS
store operations, an incumbent also supervises ancillary store operations such as a
convenience store, coffee bistro, and copy center. The classification concept of the
recommended class of College Store Manager requires an incumbent to plan, coordinate,
and manage all operations of a college store. After a thorough analysis of the duties
assigned to the employee’s position, staff found that the employee’s position meets the
class concept of a College Store Manager because he manages all aspects of the store’s
operations, including developing and implementing store policies, procedures, and internal
controls, preparing the annual budget, reviewing and controlling store expenditures, and
supervision of staff.
STATUS OF INCUMBENT
In accordance with the provisions of Personnel Commission Rule 545, CLASSIFICATION
STUDIES, M. Perez (EN 789333) must compete in an examination process and place in the top
three ranks of the eligibility list in order to be eligible for the reclassified position.
Date of Last Performance Evaluation: 2/22/17
Job Duty Statement Review was checked “The duties remain the same and no changes were made.”
Case 3754 November 6, 2019
4 KJM: PS
LOS ANGELES COMMUNITY COLLEGE DISTRICT ORGANIZATIONAL CHART East Los Angeles College – College Store
VP, Administrative
Services
M. Armstrong
College Financial
Administrator
H. Xie
College Store ManagerM. Perez
College Store Buyer
L. Melchor
College Store Buyer
S. Gonzalez Natividad
Cashier
A. De La Parra
Cashier
S. Gurdzhiyants
Case 3749 November 6, 2019
KJM:RP
LOS ANGELES COMMUNITY COLLEGE DISTRICT
TO: THE PERSONNEL COMMISSION
FROM: Karen J. Martin
SUBJECT: Classification Study: Assistant Administrative Analyst, EN 1048652, Attendance Accounting,
Educational Services Center (Case 3749)
Recommendation:
It is recommended that the Personnel Commission approve the following reclassification action:
From: To:
Assistant Administrative Analyst Administrative Analyst
($5548.16 – 6689.24/month) ($6689.24 – 8286.80/month)
Location: Incumbent:
Attendance Accounting A. Hsi (EN 1048652)
Educational Services Center
Effective Date: July 17, 2019
Bases of Recommendation:
1. The request to study the employee’s position was initiated by the employee’s immediate supervisor. She requested that the employee’s position be reclassified to Administrative Analyst as a result of new Education
Code provisions on community college apportionment involving a new student centered funding formula and the
implementation of the PeopleSoft student information system which resulted in changes in business processes
for attendance accounting requiring more complex tasks and greater autonomy of the incumbent. The
Administration is in support of this request.
2. Staff audited the position and found that the employee is responsible for performing the following duties:
• Develops methodologies and builds complex database queries to gather, compile, and analyze new student centered funding metrics data for the preparation of regular and ad hoc enrollment management reports, class
offerings status reports, student equity, and FTES reports to forecast trends and recommend strategies to optimize
District and college revenue.
• Resolves substantive problems and discrepancies in accounting attendance data identified through audit findings or from college staff such as incorrect accounting methods used for courses; incorrect dynamic dates being
generated for drop dates and deadlines for attendance and grade reporting; and under reported attendance. This
function involves researching applicable procedures/practices, laws and regulations, and system capabili
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