Municipal & county government secion of Town Hall, p. 108 |
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2l4 A STUDY OF THE CITY CHARTER leadership for certain personnel functions. On the other hand, the City Administrative Officer and the operating departments have a responsibility to the Mayor and the Council for efficient performance of the city's work and effective utilization of employees. It therefore is recommended that the City Administrative Officer be made responsible for (i) undertaking all personnel classification work in the city governmenr, that is, dividing positions into classes on the basis of the duties to be performed, job requirements, and salary to be paid, (2) deciding upon interdepartmental transfers of personnel, (3) reviewing proposed leaves of absence, and (4) undertaking evaluations of the over- «nanagement needs of the city government and providing training, ry, employee relations and evaluation, and placement programs. Continuance of Civil Service Department Why should a separate Civil Service Department continue to exist? The main reason is to have an agency that is independent of the mainstream of management vested with the responsibility for conducting examinations for potential and existing personnel. (There is no evidence the CAO's office could not conduct the tests with equal competence and integrity and, of course, an independent agency, as revealed in the earlier history of this city, is not always a guarantee of competent, honest examinations. However, there is no disadvantage to management activities to endowing an independent board with this examination responsibility. In addition, placing the power to examine with such a board establishes a check point in the ciry government that at some time could be impottant.) Preparing «dministering tests to determine the relative ability of candidates to rm the duties of a position in the classified civil service and certifying ames of qualified candidates on the basis of the examination thus should continue to be the tesponsibilities of the Civil Service Commission. The Civil Service Commission also should be responsible for recruiting personnel, that is, carrying out efforts to interest qualified candidates to come to work for the city, and hearing appeals on dismissals and suspensions of persons within the city's classified civil service. On dismissals the commission (and, in the case of firemen and policemen, a special departmental board of rights) should have the power, after a hearing, to order reinstatement of such a person up to, but not including, the two chief subordinates (first and second deputies) and the general manager or apr pointed department head. The conmiission or board should have the power to hold a hearing on a dismissal action involving a chief subordinate FINDINGS AND RECOMMENDATIONS: CITY ADMINISTRATIVE OFFICER *'5 or department head in the classified civil service and to make findings and recommendations and forward them to the appointing authority." Upon reviewing the commission's material, however, the appointing authority should have the right to affirm or revoke his original action and his decision at this time should be final. The Civil Service Commission (and, in the case of firemen and policemen, a special departmental board of rights) should have the right to review and overrule the suspension of an employee by a general manager or department head only after an initial total period of thirty days of suspension time in any fiscal year has expired. Finally, the Civil Service Commission should have the authority to adopt rules pertaining to personnel activities that lie within its jurisdiction. In line with the belief that certain personnel functions, particularly examinations, should remain with an agency independent of general management it is recommended that the methods of selection and removal of the Board of Civil Service Commissioners and the composition of the board should remain unchanged. The Board of Civil Service Commissioners should continue to consist of five members appointed for five-year staggered terms by the Mayor and removable by him, but subject in both appointment and removal to the approval of the Council. In addition, in order to protect the independence of the operation, the Board of Civil Service Commissioners should continue to appoint and remove the general manager of the Civil Service Department under the charter's classified civil service provisions. Furthermore, other than the secretary and the chief accounting employee of the department, who should continue to be appointed by the Civil Service Commission, the general manager of the Civil Service Department should continue to appoint, suspend, and remove, subjecr to the charter's civil service provisions, all other employees of the department. These employees will engage in preparing recruitment materials and conducting recruitment interviews, preparing and conducting examinations, preparing eligible lists, aiding in hearing procedures, and drafting rules relative to personnel functions within the board's jurisdiction. The recommendations made here about the allocation of personnel functions between the City Administrative Officer and the Civil Service Department will constitute a major aid to more effective management of the city government while at the same time providing the best possible safeguards against the infiltration of a spoils system at some future time. "The Civil Service Commission would hold the hearing when either the Chief of Police or the Chief Engineer of the Fire Department was involved. A departmental board of rights would do so in the case of a chief subordinate to either of these two general managers.
Object Description
Title | Legal research regarding the history of the Los Angeles charter, 1850-1963 (3b of 3) |
Description | Municipal and county government section of Town Hall. A study of the Los Angeles City Charter: a report. Los Angeles, California: Town Hall, Biltmore Hotel, 1963 December. PART OF A SERIES: A critical component of the Commission's investigation centered on the idea that governance of the LAPD was shared between the Office of the Chief of Police, an administrative body, and the Board of Police Commissioners, a citizen body. To better understand the dynamic between these two entities, the staff of Heller, Ehrman, White, & McAuliffe researched the history of the Los Angeles City Charter, focusing primarily on its provisions regarding the distribution of power and the structure and organization of the LAPD. Included in the series are reproductions of reports, dissertations, article clippings, excerpts from city documents, and charter amendments related to the charter's conception and development over time. The series also includes several summaries of expert witness interviews regarding the effectiveness of this structure. |
Geographic subject (city or populated place) | Los Angeles |
Geographic subject (county) | Los Angeles |
Geographic subject (state) | California |
Geographic subject (country) | USA |
Coverage date | 1850; 1887/1889; 1898; 1900; 1902; 1903; 1911/1916; 1918/1920; 1923/1963 |
Creator | Town Hall, Biltmore Hotel. Municipal and County Government Section |
Publisher (of the original version) | Town Hall, Biltmore; Anderson, Ritchie and Simon, printer; The Ward Ritchie Press |
Place of publication (of the original version) | Los Angeles, California, USA |
Publisher (of the digital version) | University of Southern California |
Date issued | 1963-12 |
Type | texts |
Format | 109 p. |
Format (aat) | books |
Format (imt) | application/pdf |
Language | English |
Contributing entity | University of Southern California |
Part of collection | Independent Commission on the Los Angeles Police Department, 1991 |
Series | Heller, Ehrman, White & McAuliffe |
File | Legal research regarding the history of the Los Angeles charter |
Box and folder | box 21, folder 6, item 2 |
Provenance | The collection was given to the University of Southern California on July 31, 1991. |
Rights | This work is licensed under a Creative Commons Attribution 4.0 International License. https://creativecommons.org/licenses/by/4.0/ All requests for permission to publish or quote from manuscripts must be submitted in writing to the Manuscripts Librarian. Permission for publication is given on behalf of Special Collections as the owner of the physical items and is not intended to include or imply permission of the copyright holder, which must also be obtained. |
Physical access | Contact: Special Collections, Doheny Memorial Library, Libraries, University of Southern California, Los Angeles, CA 90089-0189; specol@dots.usc.edu |
Repository name | USC Libraries Special Collections |
Repository address | Doheny Memorial Library, Los Angeles, CA 90089-0189 |
Repository email | specol@dots.usc.edu |
Filename | indep-box21-06-02 |
Description
Title | Municipal & county government secion of Town Hall, p. 108 |
Format (imt) | image/tiff |
Physical access | Contact: Special Collections, Doheny Memorial Library, Libraries, University of Southern California, Los Angeles, CA 90089-0189; specol@dots.usc.edu |
Full text | 2l4 A STUDY OF THE CITY CHARTER leadership for certain personnel functions. On the other hand, the City Administrative Officer and the operating departments have a responsibility to the Mayor and the Council for efficient performance of the city's work and effective utilization of employees. It therefore is recommended that the City Administrative Officer be made responsible for (i) undertaking all personnel classification work in the city governmenr, that is, dividing positions into classes on the basis of the duties to be performed, job requirements, and salary to be paid, (2) deciding upon interdepartmental transfers of personnel, (3) reviewing proposed leaves of absence, and (4) undertaking evaluations of the over- «nanagement needs of the city government and providing training, ry, employee relations and evaluation, and placement programs. Continuance of Civil Service Department Why should a separate Civil Service Department continue to exist? The main reason is to have an agency that is independent of the mainstream of management vested with the responsibility for conducting examinations for potential and existing personnel. (There is no evidence the CAO's office could not conduct the tests with equal competence and integrity and, of course, an independent agency, as revealed in the earlier history of this city, is not always a guarantee of competent, honest examinations. However, there is no disadvantage to management activities to endowing an independent board with this examination responsibility. In addition, placing the power to examine with such a board establishes a check point in the ciry government that at some time could be impottant.) Preparing «dministering tests to determine the relative ability of candidates to rm the duties of a position in the classified civil service and certifying ames of qualified candidates on the basis of the examination thus should continue to be the tesponsibilities of the Civil Service Commission. The Civil Service Commission also should be responsible for recruiting personnel, that is, carrying out efforts to interest qualified candidates to come to work for the city, and hearing appeals on dismissals and suspensions of persons within the city's classified civil service. On dismissals the commission (and, in the case of firemen and policemen, a special departmental board of rights) should have the power, after a hearing, to order reinstatement of such a person up to, but not including, the two chief subordinates (first and second deputies) and the general manager or apr pointed department head. The conmiission or board should have the power to hold a hearing on a dismissal action involving a chief subordinate FINDINGS AND RECOMMENDATIONS: CITY ADMINISTRATIVE OFFICER *'5 or department head in the classified civil service and to make findings and recommendations and forward them to the appointing authority." Upon reviewing the commission's material, however, the appointing authority should have the right to affirm or revoke his original action and his decision at this time should be final. The Civil Service Commission (and, in the case of firemen and policemen, a special departmental board of rights) should have the right to review and overrule the suspension of an employee by a general manager or department head only after an initial total period of thirty days of suspension time in any fiscal year has expired. Finally, the Civil Service Commission should have the authority to adopt rules pertaining to personnel activities that lie within its jurisdiction. In line with the belief that certain personnel functions, particularly examinations, should remain with an agency independent of general management it is recommended that the methods of selection and removal of the Board of Civil Service Commissioners and the composition of the board should remain unchanged. The Board of Civil Service Commissioners should continue to consist of five members appointed for five-year staggered terms by the Mayor and removable by him, but subject in both appointment and removal to the approval of the Council. In addition, in order to protect the independence of the operation, the Board of Civil Service Commissioners should continue to appoint and remove the general manager of the Civil Service Department under the charter's classified civil service provisions. Furthermore, other than the secretary and the chief accounting employee of the department, who should continue to be appointed by the Civil Service Commission, the general manager of the Civil Service Department should continue to appoint, suspend, and remove, subjecr to the charter's civil service provisions, all other employees of the department. These employees will engage in preparing recruitment materials and conducting recruitment interviews, preparing and conducting examinations, preparing eligible lists, aiding in hearing procedures, and drafting rules relative to personnel functions within the board's jurisdiction. The recommendations made here about the allocation of personnel functions between the City Administrative Officer and the Civil Service Department will constitute a major aid to more effective management of the city government while at the same time providing the best possible safeguards against the infiltration of a spoils system at some future time. "The Civil Service Commission would hold the hearing when either the Chief of Police or the Chief Engineer of the Fire Department was involved. A departmental board of rights would do so in the case of a chief subordinate to either of these two general managers. |
Filename | indep-box21-06-02~108.tif |
Archival file | Volume68/indep-box21-06-02~108.tif |