Report 2011-131 Recommendation 8 Responses

Report 2011-131: City of Vernon: Although Reform Is Ongoing, Past Poor Decision Making Threatens Its Financial Stability (Release Date: June 2012)

Recommendation #8 To: Vernon, City of

To ensure that it develops complete and appropriate personnel policies and procedures, the new human resources director should ensure that the city's policies and procedures include, at a minimum, a periodic appraisal process for executives.

Annual Follow-Up Agency Response From July 2014

On May 7, 2013, the City Council approved form At-Will Employment Agreements (Safety and Non-Safety) to be used for all executive positions, except the City Administrator and City Attorney, at terms not to exceed three years. Section 5 of said agreements requires a written performance evaluation, defining goals and performance objectives, to be conducted six months after the hire date specified in the agreement, and annually thereafter. The City Administrator may conduct more frequent evaluations at his/her discretion. As of June 3, 2013, all applicable executives are under this provision.

On September 17, 2013, the City Council approved Personnel Policy IV-1: Performance Evaluation. The purpose of the policy is to provide a systematic method for the evaluation, recording and improvement of the work effectiveness of employees. As part of the policy, new performance appraisal forms for executive and miscellaneous employees were adopted. A copy of the policy, including the new appraisal forms, is included. The City Administrator will utilize the new Executive Performance Appraisal Form for all executive performance reviews occurring in 2014 and later.

California State Auditor's Assessment of Annual Follow-Up Status: Fully Implemented

1-Year Agency Response

On November 20, 2012, the City Council adopted Resolution No. 2012-231, creating a Personnel Policies and Procedures Manual to be completed and maintained by the HR Director. On May 7, 2013, the City Council approved form At-Will Employment Agreements (Safety and Non-Safety) to be used for all executive positions, except the City Administrator and City Attorney, at terms not to exceed three years. Section 5 of said agreements requires a written performance evaluation, defining goals and performance objectives, to be conducted six months after the hire date specified in the agreement, and annually thereafter. The City Administrator may conduct more frequent evaluations at his/her discretion. As of June 3, 2013, all applicable executives are under this provision. Additionally, the proposed Performance Evaluation Policy (IV-1) and related Performance Evaluation Form are currently under review by all City Department Heads and all six recognized bargaining units in the City for subsequent inclusion in the Manual upon adoption by the City Council.

California State Auditor's Assessment of 1-Year Status: Partially Implemented

In May 2013 the city council approved at-will employment agreements for its executive positions which includes provisions for periodic appraisals. However, as the city notes in its response it is still in the process of implementing the appraisal process.

6-Month Agency Response

The city includes this recommendation in its reform matrix (dated the end of January 2013) but did not address it.

California State Auditor's Assessment of 6-Month Status: No Action Taken

60-Day Agency Response

Although the city indicated that its recently appointed human resources director will review and recommend improvements to personnel policies and procedures, the city did not specifically respond to our recommendations, elaborate on any plans to improve its policies and procedures, or give a time frame for completion. (See 2013-406, p. 191)

California State Auditor's Assessment of 60-Day Status: Pending

All Recommendations in 2011-131

Agency responses received after June 2013 are posted verbatim.