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Home My WebLink AboutFD 2023-038 - Resolution RESOLUTION NO. FD 2023-038 A RESOLUTION OF THE FIRE BOARD OF THE RANCHO CUCAMONGA FIRE PROTECTION DISTRICT, CALIFORNIA, APPROVING AN UPDATE TO THE RANCHO CUCAMONGA FIRE PROTECTION DISTRICT PERSONNEL RULES AND REGULATIONS AND THE MANUAL OF OPERATIONS - EMPLOYEE PERFORMANCE EVALUATION, AMENDING THE FIREFIGHTER PROBATIONARY PERIOD. WHEREAS, The Board of Directors of the Rancho Cucamonga Fire Protection District ("Board", hereinafter) previously adopted Personnel Rules and Regulations by way of Resolution No. 1-10-77; and last amended the Personnel Rules and Regulations by way of Resolution No. FD 10-009; and, WHEREAS, The Board previously adopted the Manual of Operations - Employee Performance Evaluation on August 1, 1994; and last amended the Manual of Operations, Employee Performance Evaluation on July 8, 2013; and, WHEREAS, Representatives of the Rancho Cucamonga Fire Protection District("District", hereinafter) and the Rancho Cucamonga Firefighters Local 2274 ("Fire Union") have met and conferred pursuant to the provisions of the Meyers-Millias-Brown Act (California Government Code §3500, et seq.)with regard to terms and conditions of employment; WHEREAS, Representatives of the District and Fire Union have agreed upon and presented to this Board an amendment to the Personnel Rules and Regulations, Section X Probationary Period, #1 Length of Probationary Period, Section A as provided for in the attachment titled "Rancho Cucamonga Fire Protection District and Fire Union Amending Personnel Rules and Regulations - Section X Probationary Period."; and, WHEREAS, Representatives of the District and Fire Union have agreed upon and presented to his Board an amendment the Manual of Operations - Employee Performance Evaluation, Section III, Part B,#3 Probationary-Firefighters as provided for in the attachment titled "Rancho Cucamonga Fire Protection District and Fire Union Amending Manual of Operations — Employee Performance Evaluation, Section III."; and, NOW, THEREFORE THE BOARD OF DIRECTORS OF THE RANCHO CUCAMONGA FIRE PROTECTION DISTRICT HEREBY RESOLVES that said Resolution is hereby approved. Resolution No. FD 2023-038 Page 1 of 2 PASSED, APROVED, AND ADOPTED this 6th day of September, 2023. r L. De is ichael, Mayor ATTEST: Lzr am. #fiice C. Reynolds, City Jerk STATE OF CALIFORNIA ) COUNTY OF SAN BERNARDINO ) ss CITY OF RANCHO CUCAMONGA ) I, Janice C. Reynolds, City Clerk of the City of Rancho Cucamonga, do hereby certify that the foregoing Resolution was duly passed, approved, and adopted by the City Council of the City of Rancho Cucamonga, at a Regular Meeting of said Council held on the 6th day of September, 2023. AYES: Hutchison, Kennedy, Michael, Scott, Stickler NOES: None ABSENT: None ABSTAINED: None Executed this 7th day of September, 2023, at Rancho Cucamonga, California. ice C. Reynolds, City Clerk Resolution No. FD 2023-038 Page 2 of 2 SECTION X. PROBATIONARY PERIOD 1. Length of Probationary Period A. Newly hired appointees to the position of Firefighter shall be placed on probation for a period of twelve(12)months plus the duration of the Firefighter academy. Appointees to a position, and to a promotional position, with the exception of Firefighter, shall be placed on probation for a period of one(1) year. The probationary period shall be extended in an amount of time equal to all thirty (30) consecutive calendar days or greater absences during the one-year period, by providing the employee written notification of the extension prior to the expiration of the one year period. B. The probationary period shall not include the time served under any temporary an/or acting/interim appointment, but shal 1 date from the time of appointment to a permanent position. C. Appointees to an initial employment with the District may be released from employment without cause during the one(1) year probation and without disclosing any reasons. An initial hire probationary- appointee is an at-will employee who is subject to release without cause. Although a pre-existing District employee serving a probationary testing period in a promotional position is subject to rejection from that position without there being any showing of cause or right to appeal as to the issue of rejection, such an employee shall not be subject to disciplinary action as that term is defined in these Rules, without being afforded the procedural safe guards set forth in these Rules. 2. Extension of Probationary Period A At the discretion of the Fire Chief, any employee serving a probationary period may;prior to the conclusion of such period, have his/her probationary period extended for a period of up to six(6)months. SECTIO"J XL NEPOTISM It is the policy of the Board to restrict the hiring and/or employment of relatives of City/District employees based on the following criteria: I. For the purposes of this policy, the following definitions shall apply: A A "relative" is defined as a spouse, domestic partner, child. step-child, parent, step-parent, parent-in-law, legal guardian, brother, sister, brother- in-law, sister-in-law, step-sister, step-brother, aunt, uncle, niece, nephew, grandchild, grandparent, regardless of their place ofresidence, individuals related to a domestic partner, or any other individual related by blood or marriage living within the same household as the City/District employee. Subject No: l-037 Issue: Subject: Employee Performance Evaluation the date of promotion. • An "Annual Performance Evaluation"shall be completed and submitted for processing 12 months from the date of promotion. 3. Probationary Firefighters • Newly hired appointees to a position shall be placed on probation for a period of twelve (12)months plus the duration of the Firefighter academy. • Monthly Performance Evaluation Form- The supervisor shall complete the evaluation at the end of the month and review the observations with the employee. The form will be retained by the supervisor with a copy given to the employee to bekept in his/her probationary manual for reference. In the event that any of the expectations are marked"below"a copy of the evaluation shall be forwarded to the Battalion Chien Deputy Chief and Fire Chief. • Temporary Assignment Evaluation Form- shall be initiated by a probationary Firefighter when working a full shift with a Captain or Acting Captain who is not _his/her regular supervisor.The supervisor shall complete the evaluation at the end of the shift and review the observations with the Firefighter. The form will be given to the regular supervisor and a copy retained by the Firefighter and kept in his/her probationary manual for reference. • Six Month Merit Review:At the sixth month, if a probationary employee warrants a merit increase,their assigned supervisor will utilize the appropriate checkbox on the Monthly Probationary form and forward for processing. • A "Performance Evaluation"shall be completed and submitted for processing _ twelve(12)months plus the duration of the Firefighter academy,from the date of hire. 4. 90 Hour Probationary Employees • All evaluations shall be initiated and completed by the employee's supervisor by the due date. - • Six Month Merit Review: A six-month performance evaluation, which is linked to a merit salary adjustment,shall be completed and submitted for processing. Subsequent consideration for merit salary adjustments shall be on a 12 month consecutive basis from the date of last merit salary adjustment. • An "Annual Performance Evaluation"shall be completed and submitted for processing 12 months from the date of hire. S. Part-Time(At-Will)Employees • Temporary hourly employees may not exceed 1,000 hours per fiscal year. • An "Annual Performance Evaluation"which is linked to a merit salary adjustment shall be completed and submitted for processing by the employees supervisor 12 months from the date of hire regardless if the 1,000 hour benchmark has been reached.