what we found through a civil service reform program initiative is that the department of human resources kept sort of chasing its tail in terms of an exam plan that was not future focused to identify the needs or the future needs of department but really cleaning up the provisional employees who by charter were going to expire from their positions so as mr cross identified really that the position based testing program really gave departments an opportunity to develop position specific examinations that were designed to be much more quick to be done more quickly transparently in terms of compliance with the merit system. special conditions talking about issues related to language i think the commission had a question about bilingual speaking individuals both the special conditions and the certification rule which mr coe talked about. our requests that departments put into the department of human resources those requests as mr coe identified are vetted very very carefully to ensure that they meet sort of the merit system principles as well as the identified demands of the departments but

human-resources backbone. some of the other departments have their full human resources operations. we have a good partnership with them and trying to ensure that the department is through that process. we will cover three areas today parent of the director of our client services team which provides direct services to dbi and kerry is in charge of that. we have the assistant deputy director for recruitment and assessment services. he will talk to you more. we'll also have a review of the examination plan. how is it that the exams are going forward? what is the process? with that, i will turn it over to those who know more than died. >> this slide is a man to give you a brief overview from the actual hiring process. as you can see, this it does start with the budget process. there will be chances to actually set out some further information as we go along. the budget process is where it apart and places positions into the annual salary ordinance. funding for each position was delineated in the annual salary ordinance. basically, once it is in there, it gives the department a position

human resources backbone for the organization some of the largest departments in the city have their own full human resources operations some of the smaller ones we take care of everything for them and d.b.s. kind of a little bit in between but we have a good partnership with them and trying to ensure that the department needs are met through that process we're going to cover three areas today kerry co who is the director of our clients are the team clients are is the team is. the team that provides direct services to d.b.i. and kerry is in charge of that he's going to talk to you about what is the overview of the hiring process we have john kraus who is assistant deputy director for recruitment and assessment services so he's our merit systems grew and he will talk to you more about that and we will also have an overview of the examination plan so how is it that exams are going forward what is the process what is the hiring schedule as well so with that i will turn it over to those who know more than i but i'll be will be here for questions thank you because morning commissioners ker

before i do that, i want to mention that for the past five or so years, the department of human resources has been working on reforming the civil service system. we are very fortunate to have technical experts on our team, -- our team. our goal has been to address the departments in terms of qualifying individuals to come to work for the city, and the transparency and the merit based selection processes. as you heard from my colleagues, the system is rigid in many respects in terms of ensuring we provide open, transparent opportunities for anyone interested in working for the city. on the other hand, we understand the expectations that departments have in terms of qualifying individuals to fill vacant positions in the city. i want to address a couple of comments that were made as questions. i hope that we can set the context correctly for what we're doing in the future. the position-based test component that mr. crouse identified is a civil service response to what was and out of control provisional hiring program. i'm not sure if any of you are familiar, but at one point in the city of m

that's true because you know the mare's in controls office will look at funding issues the department of human resources may still have questions about the appropriateness of the classification and there may be back and forth with the department for more information to ensure that the position is actually being filled in a class that matches the duties and responsibilities commission and so what i'm hearing is that when the wreck recession submitter all three parties know the mayor the controller's office and department of human resources know at the same time going to iraq researcher has been put forth that's correct. i did have i did have another side on requisitions but i think we basically kind of covered most of most of that information so i will turn it over to my colleagues and we'll get back to if we have any outstanding question thank you for your presentation coming here this morning thank you. good morning commissioners president mccarthy my name is john kraus. the work of personnel selection can begin once the requisition process has been approved and in a moment i'll talk about some of the

we have three exemptions approved by the department of human-resources surrounding the reason why some of those employees are over that cap. supervisor campos: thank you. supervisor chu: thank you, chief, for your presentation. why don't we go to the next department? >> good morning, supervisors, members of the committee. ed risk in from the mta. i want to first paula -- ed reiskin from the mta. i want to apologize for being unable to attend the last hearing on overtime that was at the gao. i was scheduled to be there but was unable for reasons i cannot control. what i was planning to do here today if it would be helpful is to provide an update from that presentation i messed. there is a lot of detail, so maybe i will move through it quickly. but i think there are a couple of things you will see that i think speak to some of the comments of supervisor campos in his opening remarks. that over time when you see your running overtime at a certain rate, you have to ask yourself if you have the right level of staffing. i think we have started to ask and answer those questions. the big pictu

many of the recommendations required action from other departments, department of human resources, ppsd. the status of each recommendation reflects whether the fire department has reported performing its role in implementing the recommendations that require actions by multiple departments. we will continue to follow up with those other departments as needed. this audit was presented to the committee in october of last year. since then, an additional 14 recommendations have been closed as they relate to the fire department's role in implementing the recommendations. the three contested recommendations to be addressed individually on the following slide. of the eight open recommendations come at the department reports been in process of implementing five of them. the remaining three would require changes to the labor unions in the you -- mou and ask that the department of human resources bring certain issues to the negotiating table. the current mou expires in fiscal year 2013. >> [inaudible] >> thank you for that. these recommendations were recommendation #three and four in the original

just paper that i cut to white paper 00 envelope full of we presenttd the video to the department oo human resourcesay. seeerrllhours later... phe hhman resources secreeary sent us ass a statement... sayinn an investigatiin is now underway... and said ... "the departmenn has zero tolerancc office has contacttd tte baltimore city police department, and they will have the fful cooperationof the department of human resources. identifyinggat this time- has been ired.. more on this story toniggt at ten. myranda sseppens, fox45 news at 5. tte is offering to hold a funeral &pservice for a hooeless man wh killed himself after murderingg church ooficials say thh haan''tdecided whether to accept the offer froo several parishes. franklin shot nd killed peverend mary maaguerite kohn they were inside saint peter's episcopal church last hurssay. closing argumeets .../ today.../ call".../ trial... of... jjlius henson. henson. henson ../ &p .wws... theeconsultant.. for the.../ bob ehrllch campaign...// for the.../ bob ehrllch campaign...// & with... governor o'malleyy..///.ááináá clossig arguments.../ the... state

department of education. the honorable linda thomas-greenfield, the director general of foreign service and director of human resources at the department of state. dr. laura junor, the deputy assistant secretary of defense for readiness at the department of defense. ms. tracey north, who is the deputy assistant director of the intelligence operations branch for the federal bureau of investigation at the department of justice. and mr. glen nordin, the principle foreign language and area advisor for the office of the undersecretary of defense intelligence at the department of defense. he is representing the director of national intelligence. as you know, it is the custom of this subcommittee to swear in all witnesses. i would ask all of you to please stand and raise your right hands. do you swear that the testimony you are about to give this subcommittee is the truth, the whole truth, and nothing but the truth so help you god? >> i do. >> thank you. let it be noted for the record that the witnesses answered in the affirmative. before we start i want you to know that your full written statements will be made a part of th

the department of human resources evaluates all position changes or new requests that come in from every department. we are committed to the partnership with director day to look at brand new positions, position substitutions, to ensure that we provide as much resources as is necessary to develop as well as we can lists in advance. that is the key to all of this. insuring there are hiring lists available when the request to film gets produced. i know we are committed to the department, to ensure that we begin to look towards the future. the second point i want to make, we develop these position-based exams to develop a list. it is pertinent to look at exams that can potentially be read minister so that we can create some ongoing lists. as you know, when somebody applies for an exam -- at a certain point, that list gets stale. people look for other opportunities and get opportunities. our goal is to make sure that there are viable lists always available, and that is the goal of the dhr, to make sure we have all lists available whenever there is a need. we are also resource- constrained, s

. >> if i may, i wanted to ask the department of human resources, and many of these questions relate to the department of public health, but the issue is probably more prevalent. and at the outset, let me apologize that i will not be able to stay for the entirety of this hearing. there is a prior commitment that i have to attend to. i want to thank all the members of the public that were here and the workers that were here on this very important issue. i guess my question to the head of dhr, what is the situation in terms of the use of as-needed employees right now? >> i think that we have been hearing this morning about overtime use, and we have new limits on overtime use. and there is work that must be done in the city, typically 24/7 operations. we have heard from some of the department's, typically with miscellaneous employees, a restriction on the amount of overtime were work must be accomplished will result in an increased use of as-needed employees exacerbated by a reduction of resources available to conduct examinations, including our own department. and because this was an is

that hearing today, there are no longer called, we will ask you to intervene with the department of human resources to undo that retaliation. you called a name earlier from local 21, they have a similar problem and the local 21 that has to do with category 16, 17, and 18 workers. supervisor chu: next speaker. next speaker. >> i work at san francisco general hospital radiology departments. we have as dedicated employees -- as-needed employees that are supposed to replace people on vacation. every three months, you have to go through new applicants and replacement of previous applicants. when they come, you have to be trained. and this is a big problem because along with the employees [unintelligible] patients are waiting hours because we don't have a good staff. this is a trauma center. it is a bad situation and the new hospital is not really ready to have the staffing that can't do the work in san francisco general hospital. supervisor chu: thank you. a few more names. >> i work at san francisco general, i'm also a shop steward. i will talk about the problem that i see as a shop steward. many get r

the department of human resources issued a study on the work force succession that showed even in years where there was high layoffs by the city, more than twice as many people were retiring and leaving city employment for other reasons. we are asking the mayor and the supervisors to support legislation that would create an innovative and invest in our parents better and the welfare to work transition to bring them into entry-level city jobs. it can be done. thank you. >> good morning, mayor lee. supervisors and department heads. my name is nick wolfe, director of the visitation valley business opportunities, and our reach to merchants program. i would like to follow up a little bit on what my board member neal spoke of when he kicked off this town hall. i would like to make quick points about the career development area. as you know, at the dissolution of redevelopment and the lack of an owner participation agreement in place has meant there are no enforceable obligations to the continued revitalization of that property and the legal and bay shore commercial kroger recorder. i have two

ed phoned and said he wanted the head of the department of human resources, a mickey callahan, to representim tonight. i would like to introduce mickey callahan. [applause] >> i am sorry not to be ed lee. i did not have enough time to grow a mustache. i pass along to you the mayor's regret at not being here tonight. he is a strong supporter of this program. he is very familiar with the incredible work that spur does with the city, because of his work as a city administrativor,a lot of us from his vantage point of the mayor's office. i would like to recognize the department heads and elected officials. i know i've seen some of you here. thank you for coming out to support the fund workover our city employees. it is a privilege to me in particular to be here because i have had the opportunity for the last several years to be on the selection committee for the good government awards. it is really a treat. as a human-resources director, i get a lot of bad news. some of that gets in the newspaper. with all due respect to our brethren in the press, it's always a good story to write about bad beha