HomeMy WebLinkAbout2026/06/23 City Council Resolution 2026-056 RESOLUTION NO. 2026-056
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ROHNERT PARK
AUTHORIZING AND APPROVING DIRECTOR OF HUMAN RESOURCES
EMPLOYMENT AGREEMENT BETWEEN THE CITY OF ROHNERT PARK AND
TRACY RANKIN
WHEREAS, the City Manager wishes to appoint Tracy Rankin to the position of
Director of Human Resources and enter into an Employment Agreement with Tracy Rankin
to perform the duties of Director of Human Resources; and
WHEREAS, Tracy Rankin possesses the skills and expertise necessary to perform
these services; and
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of
Rohnert Park that it does hereby authorize and approve the Director of Human Resources
Employment Agreement between the City of Rohnert Park and Tracy Rankin in a
substantially similar form as attached hereto as Exhibit"A", subject to minor modifications
by the City Attorney.
DULY AND REGULARLY ADOPTED this 23rd day of June 2026.
CITY OF ROHNERT PARK
ATTEST: Ei1y Sanborn, Mayor
Elizabeth Machado, Assistant ity Clerk
•
A R V AS T FORM:
M`ch lle . enyo , City Attorney
Attachments: Exhibit A
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EMPLOYMENT AGREEMENT
Between
CITY OF ROHNERT PARK AND TRACY RANKIN
This Employment Agreement (“Agreement”) is made and entered into by and between
the CITY OF ROHNERT PARK (“City”) and Tracy Rankin(“Employee”), (collectively the
“Parties”) on the following terms and conditions:
RECITALS
WHEREAS, the City desires to employ the services of a Director of Human Resources in
consideration of and subject to the terms, conditions, and benefits set forth in this Agreement;
WHEREAS, Employee desires to accept at-will employment as the Director of Human
Resources of the City of Rohnert Park in consideration of and subject to the terms, conditions,
and benefits set forth in this Agreement;
WHEREAS, Employee has the necessary education, experience, skills and expertise to
serve as the Director of Human Resources; and
WHEREAS, the City Manager, as appointing power, and Employee desire to agree in
writing to the terms and conditions of Employee’s employment;
AGREEMENT
NOW, THEREFORE, THE PARTIES HERETO AGREE AS FOLLOWS:
1. POSITION AND DUTIES.
(a) Position. Employee accepts employment with the City as Director of Human
Resources of the City of Rohnert Park and shall perform all the functions, duties, and services set
forth in Section 1(c) of this Agreement.
(b) Period of Employment/Commencement Date. This Agreement commences and
is effective on June 28, 2026 (“Commencement Date”) after being approved by the City Council,
and after being executed both by Employee and the City Manager.
(c) Duties.
i. Employee shall serve as the Director of Human Resources and
perform the duties set forth in the City of Rohnert Park Job
Description for the Director of Human Resources attached hereto
and incorporated herein by reference as Attachment “A,” and to
perform other legally permissible and proper duties and functions
as City Manager may from time-to-time assign.
ii. As the Director of Human Resources, Employee shall: (a) keep the
City Manager fully apprised of all significant ongoing operations
of the Human Resources Department; (b) report directly to the City
Manager; and (c) periodically, or as may be otherwise specifically
requested by the City Manager or City Council, provide status
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reports to the City Council on her activities and those of the
Human Resources Department.
iii. Employee agrees to exercise all Director of Human Resources
powers and perform all Director of Human Resources duties set
forth in the City of Rohnert Park Municipal Code, including
subsequent amendments, in accordance with all applicable federal,
State, and local laws.
iv. Without additional compensation, Employee shall provide such
other services as are customary and appropriate to the position of
Director of Human Resources, together with such additional
services consistent with California and federal law, the Human
Resources Department and City’s rules, policies, regulations,
procedures, ordinances, resolutions, and Municipal Code, that are
assigned from time to time by the City Manager.
v. Employee will devote her best efforts and full-time attention to the
performance of these duties and shall perform the duties of the
Director of Human Resources position to the best of her ability in
accordance with the highest professional and ethical standards of
the profession and shall comply with all general rules and
regulations established by City.
vi. Employee shall not engage in any activity, which is or may
become a conflict of interest, prohibited contract, or which may
create an incompatibility of office as defined under California law.
Prior to performing any services under this Agreement and
annually thereafter, Employee must complete disclosure forms
required by law.
(d). At will. Employee acknowledges that she is an "at will" employee of the City
who serves at the pleasure of the City Manager at all times during the period of h er employment
and that her employment may be terminated at any time for any or no reason with or without
cause as provided in Section 5 [Termination] of this Agreement. Nothing herein shall be taken
to prevent, limit or otherwise interfere with the right of the City Manager to terminate Employee
as Director of Human Resources with or without cause at any time. There is no express or
implied promise made to Employee for any form of continued employment. The terms of the
City’s personnel rules, policies, regulations, procedures, ordinances, resolutions, or Municipal
Code as they may be amended or supplemented from time to time, shall not apply to Employee
to the extent they conflict with this at-will status.
(e) No Property Right. Nothing in this Agreement is intended to, or does, confer
upon Employee any right to any property interest in continued employment, or any due process
right to a hearing or other administrative process before or after a decision by the City to
discipline or terminate Employee’s employment.
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Nothing contained in this Agreement shall in any way prevent, limit or otherwise interfere with
the right of City to terminate the services of Employee as provided in Section 5 [Termination].
Nothing in this Agreement shall prevent, limit or otherwise int erfere with the right of Employee
to resign at any time from employment with City, subject only to the provisions set forth in
Section 5(c) [Termination] of this Agreement.
2. HOURS OF WORK.
Employee shall devote the time necessary to adequately perform the duties as
Director of Human Resources as provided herein. Employee is expected to work customary
business hours and to engage in those hours of work that are necessary to fulfill the obli gations
of the Director of Human Resources position. Employee shall be required to have an onsite
presence at the City’s Human Resources Department and/or City Hall during her work schedule
assigned by the City Manager to provide adequate availability to the City Council, City Manager,
City staff, Human Resources Department, and members of the community during regular City
business hours and for the performance of her duties and of City business. The position of
Director of Human Resources shall be deemed an exempt position under state and federal wage
and hour laws, including the Fair Labor Standards Act (“FLSA”). Employee’s compensation
(whether salary or benefits or other allowances) is not based on hours worked and Employee
shall not be entitled to any compensation for overtime.
3. COMPENSATION AND BENEFITS.
(a) Base Salary.
i. City agrees to pay Employee for her services rendered pursuant hereto as
Director of Human Resources a gross monthly salary of fourteen thousand
six-hundred seventy two dollars and twenty cents ($14,672.20), Step 3 of
the Salary Range 71M, payable in installments in accordance with the
City’s established payroll procedures and subject to all applicable payroll
taxes and withholdings.
ii. The City Manager shall have sole discretion in determining the amount
and timing of any increases to Employee’s base salary, including, but not
limited to, whether and to what extent such increases will be retroactive in
effect.
(b) Evaluation. The City Manager may review and evaluate the performance of
Employee as Director of Human Resources approximately annually and provide a written
evaluation. Such evaluations will become a part of Employee’s personnel file. The purpose of
the review is to provide Employee with feedback on her performance, desired areas of
improvement, and progress in meeting, achieving, or exceeding City Council and City Manager
defined goals, objectives, priorities, activities, and programs. Periodically, Employee shall meet
with the City Manager to establish goals for the following year. Failure by the City Manager to
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provide a timely or any performance evaluation shall not limit the City Manager’s ability to
terminate this Agreement pursuant to Section 5 [Termination].
(c) Benefits.
i. Application of Management Outline. Employee shall be entitled
to the benefits, rights, and privileges set forth in the Outline of Certain Conditions of
Employment, Fringe Benefits, and Salary for the Management Unit effective
February 10, 2026, and as may be amended from time to time, (“Management
Outline”) apart from Section 10 [“Grievance Policy and Procedure”] of the
Management Outline and the City’s Personnel Rules & Regulations incorporated
therein by reference, which shall not apply to Employee. To the extent there is any
conflict between this Agreement and any City policy, rule, procedure, ordinance,
resolution or Municipal Code fixing compensation and benefits for the Management
Unit or other City employee, the terms of this Agreement shall control.
ii. Application of City Manager’s Administrative Policy No. 1:
Personnel Rules and Regulations. Employee shall be exempt from all provisions of
the City Manager’s Administrative Policy No. 1: Personnel Rules and Regulations,
June 13, 2023 apart from Section 3 “Benefits” and Section 6 “Incompatible
Activity/Conflicts of Interest,” and Glossary – Definition of Terms, as these
Sections may be amended from time to time.
iii. Annual Leave Program. The terms and conditions of
Employee’s eligibility for use of Annual Leave shall be subject to the
Management Outline to the extent such does not conflict with this Agreement.
Subject to these terms and conditions, Employee shall be entitled to eighty (80)
hours of Annual Leave on the Commencement Date of this Agreement. In
addition to this eighty (80) hours of Annual Leave, Employee shall also be
eligible to accrue at the at the “11 to 15 years of service” rate of accrual.
(d) Retirement.
Retirement Benefit Formula. Employee shall be enrolled in the California
Public Employees’ Retirement System (“CalPERS”) in accordance with the City’s
Miscellaneous Plan in the two percent (2.0 %) at age fifty-five (55) Retirement Benefit
Formula as set forth in Section 5.17 [“Retirement Programs”] of the Management
Outline.
(e) Regional and Professional Activity. City desires Employee to be reasonably
active in national, statewide, regional and professional organizations that will contribute to the
Director of Human Resources professional development and standing and that will contribute to
the advancement of City’s interests and standing. Toward that end, Employee may, upon
advance written approval from the City Manager and adequate budgeted funds therefore,
undertake such activities as are directly related to her professional development and that advance
the interests and standing of City. If available and budgeted, City will provide up to three
thousand dollars ($3,000) per fiscal year for Employee’s professional development expenses.
These activities may include, without limitation, participation in CALPELRA or other similar
national, statewide, regional or professional organizations, provided that such activities do not in
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any way interfere with or adversely affect her employment as the Director of Human Resources
or the performance of her duties as provided herein. City agrees to reimburse, as provided in
Section 3(f) [Reimbursement] of the Agreement, Employee’s reasonable and necessary travel,
business and subsistence expenses for the activities described herein.
(f) Reimbursement. City shall reimburse Employee for reasonable and necessary
travel, subsistence and other business expenses incurred by Employee with advance written
approval of the City Manager, in the performance of her duties. All reimbursements shall be
subject to and in accordance with California and federal law and City’s policies and procedures
regarding reimbursement, including the need for advance written approval of the City Manager.
4. SEVERANCE BENEFITS.
Should Employee be terminated without cause, City will pay Employee severance in a
lump sum amount equal to four (4) months of Employee’s base monthly salary at the time of
termination contingent upon Employee’s execution of a separation agreement containi ng the
terms attached hereto as “Exhibit B.” In the event Employee is terminated for cause, Employee
shall NOT be entitled to any severance benefits.
5. TERMINATION.
(a) City may terminate Employee at any time, with or without cause. Employee
understands and agrees that Employee has no constitutionally protected property or other interest
in Employee’s continued employment as the Director of Human Resources. The City’s ri ght to
terminate Employee shall not be subject to or in any way limited by any City personnel rules,
policies, regulations, ordinances, resolutions of Municipal Code or past City practices relating to
the employment, discipline, or termination of its employees. Employee expressly waives any
rights provided for the Director of Human Resources or City employees under the City personnel
rules, policies, regulations, ordinances, resolutions, Municipal Code or under other state or
federal law to any other form of pre- or post-termination hearing, appeal, or other administrative
process pertaining to termination.
(b) Nothing in this Agreement shall prevent, limit or otherwise interfere with the right
of Employee to resign at any time from her position as City's Director of Human Resources.
Employee may terminate this Agreement by giving the City a minimum of thirty (3 0) days
written notice of her intention to resign. In that event, Employee will NOT receive a severance
as otherwise contemplated by this Agreement. The City will have the option in its complete
discretion, to make Employee’s separation effective at a ti me prior to the end of such notice
period, provided City pays Employee all compensation due and owing through the last day
actually worked, plus an amount equal to the base salary and group insurance benefits Employee
would have earned through the balance of the notice period.
(c) If, as the result of long-term or permanent disability, sickness, accident, injury,
mental incapacity or other personal health-related reason, Employee is unable to perform her
essential duties, with or without reasonable accommodation, after exhaustion of available
authorized paid or unpaid leave, City will have the option to terminate Employee’s employment
and this Agreement, subject to the severance payment requirements of this Agreement. In
exercising this option, the City will comply with its obligations under applicable state and federal
disability and public retirement laws.
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(d) This Agreement will immediately terminate upon the death of Employee and all
accrued salary and benefits will be paid to Employee’s estate or designated beneficiaries as
required by law. No severance payment will be made in the event of Employee’s death.
(e) Employee agrees that all City property including, without limitation, devices,
equipment, documents, and computer-generated materials furnished to or prepared by Employee
incident to Employee’s employment are the property of City and must be immediately returned
to City upon termination of Employee’s employment. Employee’s obligations under this
subsection survive the termination of Employee’s employment and the termination of this
Agreement.
(f) All benefits received by Employee under this Agreement will immediately cease
upon Employee’s termination, unless expressly continued under this Agreement or unless
otherwise required by law.
6. INDEMNIFICATION.
In accordance with the terms, conditions, and limitations of the Government claims Act
(Gov't Code §§ 810 et seq.), City shall defend, save harmless, and indemnify Employee against
any tort, professional liability claim or demand or other legal action, whether groundless or
otherwise, arising out of an alleged act or omission occurring in the performance of Employee's
duties as Director of Human Resources. Employee agrees to cooperate with the City to the best
of her ability in defending against any such claims or legal actions. The City will have sole
discretion to determine whether to compromise and settle any such claim or suit and the amount
of any settlement or judgment rendered thereon. The terms of this provision shall extend beyond
termination of Employee’s employment and the expiration of this Agreement.
7. CONFLICT OF INTEREST PROHIBITION.
Employee represents and warrants to City that, to the best of her knowledge, she
presently has no interest, and represents that she will not acquire any interest, direct or indirect,
financial or otherwise, which would conflict in any manner or interfere i n any way with the
performance of her duties under this Agreement. During the term of this Agreement, Employee
agrees to comply with Section 6 of the Personnel Rules, any pertinent conflict of interest
provisions in the City Municipal Code, and any applicable laws including, but not limited to,
Government Code Sections 87100 et seq., 1090, and 1125.
8. ABUSE OF OFFICE OR POSITION.
Government Code Sections 53243 - 53244 require that certain contracts between local
agencies and its employees include provisions requiring an employee who is convicted of a
crime involving an abuse of her office or position to provide reimbursement to the local agency
for the certain forms of payment, including but not limited to the following: (i) criminal defense
costs; (ii) cash settlement payments; and (iii) any non-contractual settlement payments.
Accordingly, City and Employee agree that it is their mutual intent to fully comply with these
Government Code sections and all other applicable law as it exists as of the date of execution of
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this Agreement and as such laws may be amended from time to time thereafter. Specifically, the
following Government Code sections are called out and hereby incorporated by this Agreement:
Section 53243.1. Reimbursement of legal criminal defense upon conviction of crime
involving office or position.
Section 53243.2. Reimbursement of cash settlement upon conviction of crime involving
office or position.
Section 53243.3. Reimbursement of noncontractual payments upon conviction or crime
involving office or position.
Section 53243.4. “Abuse of office or position” defined.
If Employee is convicted of a crime involving an abuse of her office or position, as
defined in Government Code section 53243.4, the following restrictions will apply: (i) any paid
leave given to Employee pending an investigation shall be fully reimbursed to City, (ii) any
funds expended by City for the legal criminal defense of Employee shall be fully reimbursed to
City, (iii) any cash settlement paid to Employee shall be fully reimbursed. Upon conviction of a
covered felony under Government Code sections 7522.72 or 7522.74, Employee may forfeit the
benefits in accordance with those sections.
9. CONFIDENTIAL INFORMATION.
“Confidential Information” is all non-public information pertaining to the business of
City (or any City affiliate), its employees, clients, consultants, or business associates, which was
produced by any employee of City in the course of his/her employment or otherwise produced or
acquired by or on behalf of City. Confidential Information shall include, without limitation,
proprietary information such as trade secrets, confidential financial data and formulae, attorney
client-privileged information, confidential licensing information, software and other computer
programs, copyrightable material, and other information exempt from production under the
California Public Records Act and/or the Freedom of Information Act. During her employment
by City, Employee shall disclose Confidential Information only for the benefit of City and as
may be necessary to perform her job responsibilities under this Agreement. Following
termination, Employee shall not disclose any Confidential Information, except with the express
written consent of City. Employee’s obligations under this Section shall survive the termination
of her employment and the expiration of this Agreement. Nothing in this Agreement prevents
Employee from discussing or disclosing information about unlawful acts in the workplace, such
as harassment, discrimination, or other conduct that Employee has reason to believe is unlawful.
10. OTHER TERMS AND CONDITION OF EMPLOYMENT.
The City Manager may fix any other terms and conditions of employment, as they may
determine from time to time, relating to the performance of Employee, provided such terms and
conditions are not inconsistent with provisions of this Agreement or law.
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11. NOTICES.
Any notices required by this Agreement shall be in writing and either given in person or
by first class mail with postage prepaid and addressed as follows:
TO CITY: City Manager
City of Rohnert Park
130 Avram Avenue
Rohnert Park, CA 94928
TO EMPLOYEE: Tracy Rankin
[Address on File in Personnel File]
Employee agrees to promptly notify the City of any change to her address or contact
information.
12. ATTORNEY'S FEES.
In the event of any mediation, arbitration or litigation to enforce any of the provisions of
this Agreement, each party shall bear its own attorney's fees and costs.
13. ENTIRE AGREEMENT.
This Agreement is the final expression of the complete agreement of the parties with
respect to the matters specified herein and supersedes all prior oral or written understandings,
and it may not be contradicted by evidence of any prior or contemporaneous statements or
agreements. This Agreement cannot be modified except by written mutual agreement signed by
both parties and approved by the City Council. To the extent that the practices, policies, or
procedures of City, now or in the future, apply to Employee, and are inconsistent with the terms
of this Agreement, the provisions of this Agreement shall control.
14. ASSIGNMENT.
This Agreement is not assignable by either City or Employee.
15. SEVERABILITY.
In the event that any provision of this Agreement is finally held or determined to be
illegal or void by a court having jurisdiction over the parties, the remainder of the Agreement
shall remain in full force and effect unless the parts found to be void ar e wholly inseparable from
the remaining portion of the Agreement.
16. PROVISIONS THAT SURVIVE TERMINATION.
Section 6 [Indemnification], Section 8 [Abuse of Office or Position], and Section 9
[Confidential Information] of this Agreement are intended by their terms to survive the
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termination of Employee’s employment with the City. These sections, and the others so
intended, shall survive termination of employment and termination of this Agreement.
17. JURISDICTION AND VENUE.
This Agreement shall be construed in accordance with the laws of the State of California,
and the Parties agree that venue shall be in Sonoma County, California.
18. NO WAIVER OF DEFAULT.
The failure of any party to enforce against another party any provision of this Agreement
shall not constitute a waiver of that party’s right to enforce such a provision at a later time, and
shall not serve to vary the terms of this Agreement.
19. ACKNOWLEDGMENT.
Employee acknowledges that she has had the opportunity to consult legal counsel in
regard to this Agreement, that she read and understands this Agreement, that she is fully aware of
its legal effect, and that she has entered into it freely and voluntarily and based on her judgment
and not on any representations or promises other than those contained in this Agreement.
IN WITNESS WHEREOF, the City has caused the Agreement to be signed and executed
on its behalf by its City Manager. It has also been executed by Employee.
CITY OF ROHNERT PARK
By:_____________________________
Marcela Piedra
City Manager
Per Resolution No. 2026-__ adopted by the
Rohnert Park City Council
on____________________, 2026
By:_______________________
Sylvia Lopez
City Clerk
EMPLOYEE
By:______________________________
Tracy Rankin
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APPROVED AS TO FORM:
By:__________________________
Michelle Marchetta Kenyon
City Attorney
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EXHIBIT A
DIRECTOR OF HUMAN RESOURCES
DEFINITION
Under administrative direction, plans, organizes, manages, and provides administrative direction and
oversight for all functions and activities of the Human Resources Department, including human resources
administration, risk management, and employee relations; serves as the City’s Chief Negotiator and
Americans with Disabilities Act (ADA) Coordinator; directs and administers comprehensive human
resources programs and activities of the City; coordinates assigned activities with other City departments,
officials, outside agencies, and the public; fosters cooperative working relationships among City
departments and with intergovernmental and regulatory agencies and various public and private groups;
provides highly responsible and complex professional assistance to the City Manager in areas of expertise;
and performs related work as required.
SUPERVISION RECEIVED AND EXERCISED
Receives administrative direction from the City Manager. Exercises general supervision over professional,
technical, and administrative support staff.
CLASS CHARACTERISTICS
This is a Department Director classification that oversees, directs, and participates in all activities of the
Human Resources Department, including short- and long-term planning and development and
administration of departmental policies, procedures, and services. This class provides assistance to the City
Manager and Assistant City Manager in a variety of administrative, coordinative, analytical, and liaison
capacities. Successful performance of the work requires knowledge of public policy and municipal
functions and activities, including the role of an elected City Council, and the ability to develop, oversee,
and implement projects and programs in a variety of areas. Responsibilities include coordinating the
activities of the department with those of other departments and outside agencies and managing and
overseeing the complex and varied functions of the department. The incumbent is accountable for
accomplishing departmental planning and operational goals and objectives and for furthering City goals
and objectives within general policy guidelines.
EXAMPLES OF TYPICAL JOB FUNCTIONS (Illustrative Only)
Management reserves the right to add, modify, change, or rescind the work assignments of different
positions and to make reasonable accommodations so that qualified employees can perform the essential
functions of the job.
➢ Assumes full management responsibility for all Human Resources Department programs, services, and
activities, including risk management, occupational safety, worker’s compensation, liability insurance,
recruitment and selection, employee benefits administration, job analysis and classification,
compensation, employee and labor relations, labor negotiations, employee training and development,
and general human resources administration.
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➢ Develops, directs, and coordinates the implementation of goals, objectives, policies, procedures, and
work standards for the department; establishes, within City policy, appropriate budget, service, and
staffing levels.
➢ Manages and participates in the development and administration of the department’s annual budget;
directs the forecast of additional funds needed for staffing, equipment, materials, and supplies; directs
the monitoring of and approves expenditures; directs and implements adjustments as necessary.
➢ Selects, trains, motivates, and directs department personnel; evaluates and reviews work for
acceptability and conformance with department standards, including program and project priorities and
performance evaluations; works with employees on performance issues; implements discipline and
termination procedures; responds to staff questions and concerns.
➢ Contributes to the overall quality of the department’s service by developing, reviewing, and
implementing policies and procedures to meet legal requirements and City needs; continuously
monitors and evaluates the efficiency and effectiveness of service delivery methods and procedures;
assesses and monitors the distribution of work, support systems, and internal reporting relationships;
identifies opportunities for improvement; directs the implementation of change.
➢ Represents the City as chief negotiator and directs staff in negotiations during meet-and-confer sessions
with various employee organizations; develops bargaining strategies; communicates with, and suggests
direction to, the City Manager and City Council during the meet and confer process; administers the
provisions of existing employee agreements; represents the City in matters of concern to unions and
associations representing City employees.
➢ Provides assistance to management, supervisors, and staff in the interpretation of personnel policies
and procedures and processing of employee grievances; serves as hearing officer for the second level
of the grievance procedure.
➢ Oversees the development of consultant requests for proposals for professional services and the
advertising and bid processes; evaluates proposals and recommends project award; coordinates with
legal counsel to determine City needs and requirements for contractual services; negotiates contracts
and agreements and administers same after award.
➢ Represents the department to other City departments, elected officials, and outside agencies; explains
and interprets departmental programs, policies, and activities; negotiates and resolves significant and
controversial issues.
➢ Conducts a variety of departmental organizational and operational studies and investigations;
recommends modifications to programs, policies, and procedures as appropriate.
➢ Ensures the City’s practices are in compliance with all applicable ADA codes, laws, rules, regulations,
standards, policies, and procedures; initiates actions necessary to coordinate correction of deviations or
violations; advises department staff on ADA plans, accommodation of disabilities, the interactive
process, and career restructuring; promotes support of ADA program by all department heads,
managers, and supervisors; works with applicable departments in the development and implementation
of risk management programs designed to reduce the frequency and severity of liability loses.
➢ Participates in and makes presentations to the City Council and a variety of boards and commissions.
➢ Attends and participates in professional group meetings; stays abreast of new trends and innovations in
the field of human resources and other services as they relate to the area of assignment.
➢ Maintains and directs the maintenance of working and official departmental files.
➢ Monitors changes in laws, regulations, and technology that may affect City or departmental operations;
implements policy and procedural changes as required.
➢ Prepares, reviews, and presents staff reports, various management and information updates, and reports
on special projects as assigned by the City Manager.
➢ Responds to difficult and sensitive public inquiries and complaints and assists with resolutions and
alternative recommendations.
➢ Performs other duties as assigned.
In performing the duties described above, the incumbent is expected to:
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• Provide outstanding and friendly customer service.
• Create and maintain a respectful and collaborative working environment.
• Communicate honestly and behave in a manner that is ethical, legal and fiscally responsible.
• Demonstrate care for the organization, customers, and coworkers.
• Perform work of the highest quality possible.
• Practice and encourage initiative and innovation to improve the workplace.
QUALIFICATIONS
Knowledge of:
➢ Administrative principles and practices, including goal setting, program development, implementation,
and evaluation, and supervision of staff, either directly or through subordinate levels of supervision.
➢ Public agency budget development, contract administration, City-wide administrative practices, and
general principles of risk management related to the functions of human resource.
➢ Organizational and management practices as applied to the analysis and evaluation of projects,
programs, policies, procedures, and operational needs; principles and practices of municipal
government administration.
➢ Principles and practices of employee supervision, including work planning, assignment, review and
evaluation, and the training of staff in work procedures.
➢ Principles, practices, and techniques of human resources and risk management in a public agency.
➢ Applicable Federal, State, and local laws, regulatory codes, ordinances, and procedures relevant to
human resources and risk management.
➢ Technical, legal, financial, and public relations problems associated with the management of human
resources programs.
➢ Methods and techniques for the development of presentations, contract negotiations, business
correspondence, and information distribution; research and reporting methods, techniques, and
procedures.
➢ Principles and procedures of record-keeping, technical report writing, and preparation of
correspondence and presentations.
➢ Modern office practices, methods, and computer equipment and applications related to the work.
➢ English usage, grammar, spelling, vocabulary, and punctuation.
➢ Techniques for effectively representing the City in contacts with governmental agencies, community
groups, and various business, professional, educational, regulatory, and legislative organizations.
➢ Techniques for providing a high level of customer service by effectively dealing with the public,
vendors, contractors, and City staff.
Ability to:
➢ Develop and implement goals, objectives, policies, procedures, work standards, and internal controls
for the department and assigned program areas.
➢ Provide administrative and professional leadership and direction for the department and the City.
➢ Prepare and administer large and complex budgets; allocate limited resources in a cost -effective
manner.
➢ Interpret, apply, explain, and ensure compliance with Federal, State, and local policies, procedures,
laws, and regulations.
➢ Plan, organize, direct, and coordinate the work of professional, and technical personnel; delegate
authority and responsibility.
➢ Select, train, motivate, and evaluate the work of staff and train staff in work procedures.
➢ Research, analyze, and evaluate new service delivery methods, procedures, and techniques.
➢ Effectively administer a variety of human resources programs and administrative activities.
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➢ Conduct effective negotiations and effectively represent the City and the department in meetings with
governmental agencies, contractors, vendors, and various businesses, professional, regulatory, and
legislative organizations.
➢ Prepare clear and concise reports, correspondence, policies, procedures, and other written materials.
➢ Conduct complex research projects, evaluate alternatives, make sound recommendations, and prepare
effective technical staff reports.
➢ Establish and maintain a variety of filing, record-keeping, and tracking systems.
➢ Organize and prioritize a variety of projects and multiple tasks in an effective and timely manner;
organize own work, set priorities, and meet critical time deadlines.
➢ Operate modern office equipment including computer equipment and specialized software applications
programs.
➢ Use English effectively to communicate in person, over the telephone, and in writing.
➢ Use tact, initiative, prudence, and independent judgment within general policy, procedural, and legal
guidelines.
➢ Establish, maintain, and foster positive and effective working relationships with those contacted in the
course of work.
Education and Experience:
Any combination of training and experience that would provide the required knowledge, skills, and abilities
is qualifying. A typical way to obtain the required qualifications would be:
Equivalent to a bachelor’s degree from an accredited college or university with major coursework in human
resources management, public or business administration, or a related field and five (5) years of
administrative experience in human resources, employee and labor relations, and risk management
administration, including two (2) years at a management level. A master’s degree in business or public
administration or a related field is preferred.
Licenses and Certifications:
➢ Possession of a valid California Driver’s License by time of appointment and a satisfactory driving
record.
PHYSICAL DEMANDS
Must possess mobility to work in a standard office setting and use standard office equipment, including a
computer; to operate a motor vehicle and to visit various City and meeting sites; vision to read printed
materials and a computer screen; and hearing and speech to communicate in person, before groups, and
over the telephone. This is primarily a sedentary office classification although standing and walking
between work areas may be required. Finger dexterity is needed to access, enter, and retrieve data using a
computer keyboard or calculator and to operate standard office equipment. Positions in this classification
occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file
information.
ENVIRONMENTAL ELEMENTS
Employees work in an office environment with moderate noise levels, controlled temperature conditions,
and no direct exposure to hazardous physical substances. Employees may interact with upset staff and/or
public and private representatives in interpreting and enforcing departmental policies and procedures.
FLSA Status: Exempt
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Employee Unit: N/A- At Will Employment via Employment Contract
Approved By: City Council Resolution No. 2019-145
Date Approved: November 26, 2019
Date Revised:
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EXHIBIT B
Waivers and Releases.
In exchange for the payment and promises set forth herein, Employee hereby releases, acquits,
and forever discharges the City, its past and present employees, trustees, agents, officers,
representatives, insurers, and attorneys, from any and all grievances, claims, charges, complaints,
liabilities, obligations, promises, benefits, agreements, controversies, costs, losses, debts,
expenses, damages, actions, causes of action, suits, rights, and demands of any nature
whatsoever, known or unknown, suspected or unsuspected (collectively, the “Claims”) which
Employee now has or may acquire in the future, which relate to or arise out of any act, omission,
occurrence, condition, event, transaction, or thing which was done, omitted to be done, occurred,
or was in effect at any time up to and including the date of execution by Employee, such as
related to Employee’s employment with the City, without regard to whether the Claims arise
under federal, state, or local constitutions, statutes, rules, regulations, or common law. Claims
does not include any claims arising under workers‘ compensation laws.
This is a complete general release, which shall forever bar Employee from pursuing any claims
against the Released City Parties relating to their employment or the separation thereof including
up to their Resignation Date. Employee understands and agrees that they are waiving any rights
they may have had, now have, or in the future may have, to pursue any and all remedies
available to them under any cause of action arising directly or indirectly from their employment
with the City, including their separation from employment with the City. This Agreement
specifically applies to, but is not limited by, any and all statutory, common law, constitutional,
and other claims, any and all wage claims; claims for unpaid expenses; claims of wrongful
discharge, retaliation, and/or constructive termination; tort claims including but not limited to
emotional distress, and/or defamation; breach of contract; breach of covenant of good faith and
fair dealing; violation of the provisions of the California Labor Code, violations of City
ordinances, regulations, resolutions, personnel rules and other enactments; violations of the
Meyers-Milias Brown Act; violations of any memoranda of understanding covering Employee;
and claims under Title VII of the 1964 Civil Rights Act, the Civil Rights Act of 1991, the
California Fair Employment and Housing Act, the Americans with Disabilities Act and
comparable state statutes and regulations, the Family Medical Leave Act, the California Family
Rights Act, and comparable state statutes and regulations, the Public Safety Officers Procedural
Bill of Rights Act, the Fair Labor Standards Act, the Equal Pay Act of 1963, any and all state and
federal whistle-blower statutes and/or freedom of speech causes of action, the California and
United States Constitutions, the Civil Rights Act of 1866, and any other laws and regulations
relating to employment and/or discrimination.
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Employee further acknowledges that they has not filed, and will not file at any time in the future,
any statutory, civil or administrative claim, complaint, grievance, appeal, petition, or charge of
any kind whatsoever with any state or federal court, administrative agency, public agency, or
tribunal of any kind whatsoever, concerning any subject matter connected with, or pertaining or
relating to the matters set forth in this Agreement and has waived any and all rights to appeal any
separation. Employee specifically waives any and all further rights, including rights to a written
notice, the reasons or reasons for removal, and any opportunity for an administrative appeal.
However, Employee understands that the waivers contained in this Agreement do not prohibit
them from filing a charge or complaint with the Equal Employment Opportunity Commission
(“EEOC”), the California Civil Rights Department (“CRD”), or other federal, state or local
agency, or from participating in any investigation or proceeding conducted by the EEOC, CRD
or other agency. Yet Employee acknowledges that this Agreement prohibits them from receiving
any monetary relief from the EEOC, the CRD, or in any other forum.
In addition, Employee understands that Section 1542 of the Civil Code reads as follows, and
Employee expressly waives the protections of this statute:
“General Release – Claims Extinguihed”
“A general release does not extend to claims that the creditor or releasing party does not
know or suspect to exist in his or her favor at the time of executing the release and that, if
known by him or her, would have materially affected his or her settlement with the debtor
or released party.”
Release of All ADEA Claims.
This section of the Agreement exclusively addresses Employee’s release of claims arising under
federal law involving discrimination on the basis of age in employment. This section is provided
separately, in compliance with federal law, including but not limited to the Age Discrimination
in Employment Act of 1967 (“ADEA”), the Older Workers’ Benefit Protection Act of 1990
(“OWBPA”) and related federal statutory, regulatory, and case law authority to ensure that
Employee clearly understands their rights so that any release of age discrimination claims under
federal law is knowing and voluntary on the part of Employee.
Review Period. Employee represents, acknowledges, and agrees that City has advised them, in
writing, to discuss this Agreement with an attorney, and to the extent, if any, that Employee has
desired, Employee has done so; that City has given Employee twenty-one (21) days from receipt
of this Agreement to review and consider this Agreement before signing it and Employee
understands and acknowledges that they may use as much of this twenty-one (21) day period as
they desire prior to signing the Agreement; and that no promise, representation, warranty, or
agreement not contained herein has been made by or with anyone to cause Employee to sign this
Docusign Envelope ID: A57BA794-5862-81BB-80E1-B1A721E8ED60
Agreement; that Employee has read this Agreement in its entirety, and fully understands and is
aware of its meaning, intent, content, and legal effect; and that Employee is executing this
release voluntarily and free of any duress or coercion.
Revocation Period. The Parties acknowledge that for a period of seven (7) days following
execution of this agreement by Employee they may revoke the Agreement.
Release. In consideration of the promises made herein, specifically the City’s agreement with
Employee set forth in Section 4 of this Agreement, Employee does hereby unconditionally,
irrevocably, and absolutely release and discharge City, its elected officials, appointed officials,
officers, employees, agents, attorneys, insurers, divisions, successors and assigns, and any related
holding, parent, sister or subsidiary entities from any and all loss, liability, claims, demands,
causes of action or suits of any type, whether in law and/or in equity, arising under the ADEA,
the Older Workers Benefit Protection Act, and related laws and regulations, and related directly
or indirectly to Employee’s employment with City and the separation of said employment as of
Employee’s Resignation Date.
Employee_________________________
Date: ____________________________
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