City government for the future, p. 62 |
Save page Remove page | Previous | 62 of 253 | Next |
|
small (250x250 max)
medium (500x500 max)
Large (1000x1000 max)
Extra Large
large ( > 500x500)
Full Resolution
All (PDF)
|
This page
All
|
Loading content ...
PERSONNEL
compensation for boards. The proposed charter pro-
des for the Mayor to submit provisions for approval
jy Council ordinance for attendance fees, expenses, and
other compensation to be paid boards of commissioners.
This will allow the Mayor and the Council to set compensation levels according to the responsibilities of each
board. The present charter sets arbitrary dollar amounts
that bear no relation to the demands placed on the
members of the various boards. For example, members of
the Board of Police Commissioners, which heads a department with more than 7.000 employees, are on the
same rate as the members of the Board of Animal Regulation Commissioners, which has only advisory responsibilities in a department with less than 200 employees.
Executive Appointment
The Commission's decisions about the method of appointment for the city officers specified in the charter were
made on an individual basis. The overall objectives were to
strengthen executive management and to preserve the professional character of the city's administration. To accomplish the former objective, the proposed charter provides
for the Mayor to appoint the top management officers in
the executive branch. In the legislative branch the Council
will appoint the principal staff officers. Most managers in
the executive branch will not be subject to civil service
orovisions but will be appointed subject to Council ap-
>roval. Removal will be by the Mayor. To assure the professional quality of the management force, the proposed
charter requires most officers to be qualified in accordance
with civil sen'ice standards adopted by the Board of Civil
Service Commissioners.
Trie idea of qualification in accordance with civil service standards is a new concept, and it warrants further
explanation. By providing this requirement the Charter
Commission intends to strengthen executive discretion in
the appointment and removal of managers and, at the
same time, promote the appointment of qualified administrators. The Board of Civil Service Commissioners will establish standards to guide in the selection process, but the
procedural protections of civil sen'ice rules will not apply
to officers appointed under the "standards" provisions. An
officer appointed in this way will retain the civil service
status which he had at the time of his appointment if he is
removed. (See section 4.04.)
The increased executive authority derived from having
managers serve without tenure will make the Mayor and
Council more accountable for the conduct of city business.
Table 7-1 indicates the civil service status and rules for
appointment and removal of the officers identified in the
proposed charter.
Exceptions to the general rules, explained above, were
made by the Commission for the following reasons:
the city clerk and the auditor are appointed and removed by the Council, subject to civil service provisions,
49
because their duties are of a ministerial nature. (See sections 2.20 and 2.30.)
the ombudsman is appointed by the Council for an
eight-year term and may be removed for cause by a two-
thirds vote of the Council. He is not subject to civil service
provisions but must be qualified in accordance with civil
service standards. (See section 2.40.) The Commission
believes that this combination will assure the responsiveness of the Ombudsman to the Council while providing the
degree of independence needed for this officer who will be
acting in many cases on behalf of citizens.
the cao is appointed by the Mayor, subject to Council
confirmation, is exempt from civil service, and is removable by the Mayor. This arrangement will assure that the
CAO, as the principal executive staff officer, will be completely responsible to the Mayor. (See section 3.20.)
the chief of police is appointed and removed by the
Board of Police Commissioners under the basic provisions
for general managers in order to continue this board's
control of the Police Department. (See section 4.12.)
THE GENERAL MANAGERS OF PROPRIETARY DEPARTMENTS
are appointed by the departmental boards and exempt from
civil service provisions. They will not be subject to the basic
provision requiring general managers to be appointed according to civil service standards. (See section 5.04.) This
arrangement will keep these three general managers responsible to the boards.
THE RETIREMENT AND PENSIONS SYSTEMS DIRECTOR is appointed and removed by the Mayor in the same manner as
other general managers except that he is subject to civil
service provisions. (See section 6.23.) The independent
powers and composition of the board in this department,
along with the desirability of avoiding any instrusion of
political considerations in the administration of the employees' retirement and pensions systems, warrant the continuance of this manager under civil service.
other exempted officials are the assistants and deputies
of the City Attorney, employees of Neighborhoods, and
the Police Surgeon and his assistants. The extended list of
exempted positions in the present charter is greatly shortened, and the Council is authorized to exempt positions
upon the recommendation of the Board of Civil Service
Commissioners. (See section 6.11.) This will provide
needed flexibility in exempting positions from civil service,
and the positions now listed as exempt in the charter may
continue in that status by action of the civil service board
and the Council.
Personnel Rules and Civil Service System
The present charter contains numerous provisions for
the conduct and enforcement of the civil service system in the city. These provisions appear mainly in existing
Object Description
| Title | City government for the future, 1969-07 |
| Description | Section 2: City government for the future: report of the Los Angeles City Charter Commission. Los Angeles, California: Los Angeles City Hall, 1969 July. 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. |
| Coverage date | 1809; 1850/1974; 1984 |
| Publisher (of the original version) | Los Angeles City Hall |
| Place of publication (of the original version) | Los Angeles, California, USA |
| Publisher (of the digital version) | University of Southern California |
| Date issued | 1969-07 |
| Type | texts |
| Format | 253 p. |
| Format (aat) | reports |
| 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 | Los Angeles City document index |
| Box and folder | box 21, folder 7, item 3 |
| 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-box21-07-03 |
Description
| Title | City government for the future, p. 62 |
| 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 | PERSONNEL compensation for boards. The proposed charter pro- des for the Mayor to submit provisions for approval jy Council ordinance for attendance fees, expenses, and other compensation to be paid boards of commissioners. This will allow the Mayor and the Council to set compensation levels according to the responsibilities of each board. The present charter sets arbitrary dollar amounts that bear no relation to the demands placed on the members of the various boards. For example, members of the Board of Police Commissioners, which heads a department with more than 7.000 employees, are on the same rate as the members of the Board of Animal Regulation Commissioners, which has only advisory responsibilities in a department with less than 200 employees. Executive Appointment The Commission's decisions about the method of appointment for the city officers specified in the charter were made on an individual basis. The overall objectives were to strengthen executive management and to preserve the professional character of the city's administration. To accomplish the former objective, the proposed charter provides for the Mayor to appoint the top management officers in the executive branch. In the legislative branch the Council will appoint the principal staff officers. Most managers in the executive branch will not be subject to civil service orovisions but will be appointed subject to Council ap- >roval. Removal will be by the Mayor. To assure the professional quality of the management force, the proposed charter requires most officers to be qualified in accordance with civil sen'ice standards adopted by the Board of Civil Service Commissioners. Trie idea of qualification in accordance with civil service standards is a new concept, and it warrants further explanation. By providing this requirement the Charter Commission intends to strengthen executive discretion in the appointment and removal of managers and, at the same time, promote the appointment of qualified administrators. The Board of Civil Service Commissioners will establish standards to guide in the selection process, but the procedural protections of civil sen'ice rules will not apply to officers appointed under the "standards" provisions. An officer appointed in this way will retain the civil service status which he had at the time of his appointment if he is removed. (See section 4.04.) The increased executive authority derived from having managers serve without tenure will make the Mayor and Council more accountable for the conduct of city business. Table 7-1 indicates the civil service status and rules for appointment and removal of the officers identified in the proposed charter. Exceptions to the general rules, explained above, were made by the Commission for the following reasons: the city clerk and the auditor are appointed and removed by the Council, subject to civil service provisions, 49 because their duties are of a ministerial nature. (See sections 2.20 and 2.30.) the ombudsman is appointed by the Council for an eight-year term and may be removed for cause by a two- thirds vote of the Council. He is not subject to civil service provisions but must be qualified in accordance with civil service standards. (See section 2.40.) The Commission believes that this combination will assure the responsiveness of the Ombudsman to the Council while providing the degree of independence needed for this officer who will be acting in many cases on behalf of citizens. the cao is appointed by the Mayor, subject to Council confirmation, is exempt from civil service, and is removable by the Mayor. This arrangement will assure that the CAO, as the principal executive staff officer, will be completely responsible to the Mayor. (See section 3.20.) the chief of police is appointed and removed by the Board of Police Commissioners under the basic provisions for general managers in order to continue this board's control of the Police Department. (See section 4.12.) THE GENERAL MANAGERS OF PROPRIETARY DEPARTMENTS are appointed by the departmental boards and exempt from civil service provisions. They will not be subject to the basic provision requiring general managers to be appointed according to civil service standards. (See section 5.04.) This arrangement will keep these three general managers responsible to the boards. THE RETIREMENT AND PENSIONS SYSTEMS DIRECTOR is appointed and removed by the Mayor in the same manner as other general managers except that he is subject to civil service provisions. (See section 6.23.) The independent powers and composition of the board in this department, along with the desirability of avoiding any instrusion of political considerations in the administration of the employees' retirement and pensions systems, warrant the continuance of this manager under civil service. other exempted officials are the assistants and deputies of the City Attorney, employees of Neighborhoods, and the Police Surgeon and his assistants. The extended list of exempted positions in the present charter is greatly shortened, and the Council is authorized to exempt positions upon the recommendation of the Board of Civil Service Commissioners. (See section 6.11.) This will provide needed flexibility in exempting positions from civil service, and the positions now listed as exempt in the charter may continue in that status by action of the civil service board and the Council. Personnel Rules and Civil Service System The present charter contains numerous provisions for the conduct and enforcement of the civil service system in the city. These provisions appear mainly in existing |
| Filename | indep-box21-07-03~062.tif |
| Archival file | Volume68/indep-box21-07-03~062.tif |
