Manager met with Assistant Director to discuss the request for a bank of positions to house the Police Trainees. Manager and Supervisory staff assisted with the Police Trainee Exam process. Sworn Employment Specialist continued to track status of promotional testing processes - Captain assessment & Lieutenant appeals are still pending due to the COVID restrictions. The Civilian Employment Specialist engaged in the recruitment process for 12 new vacancies; processed 21 new hires, 3 promotions, 1 voluntary demotion/transfer, and 2 rehires. The Civilian Employment Specialist administered NEOP with Sgt. Kim for the 20 Cadets.
Civilian Employment Specialist worked with PD AD to notify hiring managers of the hiring freeze, the exceptions, and the temporary reassignment program for those with no telework or office work options. She processed 2 demotions/transfers and experienced 4 new vacancies due to attrition. The Sworn Employment Specialist reports the sworn promotions are pending, along with the Captain's Assessment Center process due to COVID.
Section Manager submitted monthly sworn and Recruit Class Attrition Report for use in determining budget and need for size and timing of future Recruit Classes. Sworn Employment Specialist prepared sworn vacancy tracking spreadsheet for the next round of sworn promotions scheduled for July 4, 2020. The Civilian Employment Specialist processed 5 internal job vacancy postings.
Sworn Employment Specialist viewed a Polsinelli Webinar on the COVID 19 Stimulus: What Your Business Needs to Know; and received training from the Medical Records Unit on how to complete FMLA notifications in the F&E PD Portal and in Reed LeavePro. A Position Management staff member attended the Seminar: HR for Anyone with Newly Assigned Responsibilities.
The Sworn & Civilian Employment Specialists viewed the training webinar "Communication through Crisis" and continued to cross-train and provide assistance to the MRU. The Sworn Employment Specialist viewed the Local Government Hispanic Network Webinar, "HR on the Front Line of the COVID-19 Pandemic." Position Management staff cross-trained with Sworn Employment Specialist on the process for promoting Class 146 (identifying vacancies, the on-loan process, report to information, and what information is needed on the ePAR submissions).
Sworn Employment Specialist completed the CJIS recertification and provided internal training to staff on the following: sworn promotional process, the Blue Team process for sworn Commendations; COVID travel process/procedures; and received internal training from Position Management on the auto-population of information tied to the combo codes on ePARS. The Civilian Employment Specialist and staff viewed the following training webinars: How to Give Feedback and Performance Reviews Like a Coach not a Boss, and Employee Engagement and Working Remotely.
Manager conferenced with City HR Class & Comp representative regarding the changes and updates to the job descriptions for the Sr. Crime Analyst, the Police Employment Specialist, and the Police Employment Services Manager. Manager and other designated HRC & MRCs participated in a conference call with City HR management & Legal to discuss the requirements of the new FMLA stipulations for COVID related issues and the new Emergency Paid Sick Leave use. The Civilian Employment Specialist attended an Unemployment Hearing.
Manager & MRU met with City HR Risk Management & ELRD regarding continuing communication issues the MRU team has had since the transition to the Reed Group vendor, which also involved the dynamics with Sedgewick (the workers' comp vendor). Sworn Employment Specialist consulted with HRIS regarding the Performance Appraisal process (editing level-up assignments). She worked with City Payroll regarding employee over-payment repayment options; reimbursements for EIP/CIP recipients; and Sedgwick to establish access to Claims Expert & Claims Reporting.
Section Manager consulted with Legal and the Medical Records Supervisor on a Fitness for Duty case to determine next response to an ADA request. HRCs and MRCs participated in the monthly City HR/ELRD conference call to obtain information on new programs/processes. The Sworn Employment Specialist consulted with City HR representatives on the new Performance Appraisal process; Records Destruction requests; Sworn Promotional back-dating; the CJIS process; and the Police Trainee medical exams. The Medical Records Supervisor met with City Risk Management to discuss sworn occupational leave exhaustion cases.
Manager met with Chief and IA representatives on Step 2 of the Fitness for Duty process for an officer. Employment Specialists conferenced with PD hiring managers regarding re-organizational plans, the TCOLE certification audit, and vacancies. The MRCs continue to provide assistance in reporting the COVID exposure claims, use of EPSL, and other medical tracking.
Manager & Civilian Employment Specialist met with F&E administrative sergeant to finalize the pay corrections for Call Takers who were incorrectly hired below the established department minimum. Manager and MRU held a WebEx meeting with the Police AD to discuss the COVID Exposure and EPSL tracking and reporting. Manager, AD and Patrol AC held a WebEx to discuss difficulties with the on-line transfer process and the Patrol Matrix. Manager prepared FY21 Section Budget and discussed this plan with PD AD. The Civilian Employment Specialist met with a hiring manager to resolve a failed promotional probationary employee issue and arranged reassignment/demotion.
Section Manager continued to monitor the PD Employee 24/7 COVID Hotline after business hours to provide consultation/instruction to employees with possible COVID exposures and make notifications to the JEOC and Medical Records. The Sworn Employment Specialist provided consultation to City Payroll, FWISD, and TX Harris Health on various PD issues; and internally regarding the performance appraisals, TCOLE transcripts, unemployment claims, and injury reporting. The Civilian Employment Specialist provided consultation to hiring managers on a termination for a failed probationary period; the use of Cadets to fill civilian vacancy roles; and temporary reassignments during the hiring freeze.