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Equal Employment Opportunity
The City of Riverside is dedicated to equality of
opportunity within its community and supports the protection
available to employees under federal law. The City does not
practice or condone discrimination in any form, and is
committed to positive action to secure equal employment
opportunity.
Americans with Disabilities Act (ADA)/
Reasonable Accommodation
It is the policy of the City of Riverside that its
facilities, programs, and activities be readily accessible
and usable by individuals with disabilities. This policy
also extends to any organization receiving financial
assistance from the City or any service provider under
contract with the City of Riverside. Every reasonable
attempt will be made to enable disabled persons, access to
facilities and events, including training and public
meetings, and to receive the same benefits, services, and
information as is provided to other employees, visitors, and
meeting participants.
Merit System
The City follows merit system principles which ensure
equal opportunity for qualified persons who are appointed
and promoted on the basis of open competition. Competition
may take the form of application appraisal, written
examinations, oral interviews, assessment centers,
performance tests, and is not limited to any combination of
these. Positions are filled by those most qualified, based
on factors which relate only to skill, knowledge, and
fitness for employment and in accordance with Equal
Employment Opportunity and ADA guidelines.
Nepotism
To maintain morale and professional working relationships
among employees, the City has established guidelines for
employment of relatives. No employee will have direct
supervision of or, control over, initiate, or participate in
any personnel action that may affect another City employee
who is a relative. Relative is defined as any person within
third degree by blood or marriage or registered domestic
partnership.
Employment Complaint and Appeal Procedure
The Employment Complaint and Appeal Procedure provides
applicants and City employees with a timely process to
consider their complaints regarding allegations of
discrimination in employment.
Brochures and forms are available in the Human Resources
Department at 3900 Main Street, 2nd Floor.
Employee Selection
The Human Resources Department is responsible for the
impartial administration of appropriate selection techniques
such as written tests, oral interviews, and performance
tests consistent with State and Federal guidelines for
employee selection and merit principles.
Competitive examinations are used to establish eligibility
lists, from which appointments are made by the departmental
hiring authority.
Employment Status
There are three primary types of employment status in the
City; Regular full-time, Regular part-time, and Temporary.
Regular full-time (with benefits) - An employee appointed to
a forty (40) hour per week or greater position established
to provide service on a full-time, ongoing basis. Employees
in this category occupy positions authorized by City Council
and allocated in the budget.
Regular part-time (with benefits) - An employee appointed to
a twenty (20) to thirty-nine (39) hour position established
to provide service on a part-time or less than full time
basis per week. Such work may be scheduled on an irregular
basis. Part-time employees are paid on an hourly basis for
actual hours worked.
Temporary (without benefits) - An employee appointed to a
position established to provide service not exceeding 1,000
hours in any fiscal year. Such positions may be filled on a
full-time or part-time basis. Appointment to a position in
this category will be for a definite length of time, for a
special project, for a regularly recurring need, or to
reduce seasonal or peak work loads.
Probation
Every person appointed to a regular position must serve a
probationary period. Probationary periods shall be from six
to eighteen months (13 to 39 pay periods) of continuous
service depending on classification and/or employee
bargaining unit as follows:
| Bargaining Unit/Classification |
Months |
Pay Periods |
| Fire (Firefighter) |
18 |
39 |
|
Fire (Management) |
12 |
26 |
|
Fire (Other Ranks) |
6 |
13 |
|
General/Confidential |
12 |
26 |
|
Management |
12 |
26 |
| Police Management |
12 |
26 |
| Police (Other Ranks) |
6 |
13 |
| Police (Police Officer) |
18 |
39 |
| Police (Police Sergeant) |
12 |
26 |
| Police (Public Safety Dispatcher) |
18 |
39 |
| Public Utility Field |
6 |
13 |
| Refuse |
12 |
26 |
The probationary period is the final part of the
examination process. The process involves your supervisor’s
evaluation of your performance and your adjustment to your
new position. During the probationary period, you may be
terminated without right of appeal if your job performance
is less than satisfactory. Under some circumstances, your
initial probation period may be extended.
Performance Evaluation
Your supervisor is continually evaluating your
performance on the job. A Probationary Performance Review
may or may not be given during the probationary period.
After the initial probationary period is successfully
completed, you will receive an evaluation of your
performance once each year for the remainder of your
employment. Evaluations are officially recorded on a City
performance evaluation form. Evaluations are maintained in
your personnel folder, which is maintained by the Human
Resources Department.
You and your supervisor will discuss the contents of each
evaluation report; what you do well, what areas you can
strengthen, and what steps can be taken to remedy any
unsatisfactory performance. You may respond to your
performance evaluation in writing for inclusion in your
personnel folder.
Classification and Pay Plan
The City's pay plan consists of a series of pay ranges.
Each job classification within the City is assigned to one
of these ranges based on job duties and responsibilities.
Each position in City government is assigned to a salary
range in accordance with the class specification for the
position, which describes the typical and significant duties
of a class as well as the minimum qualifications.
Merit Increases
Employees who start at Step 1 are eligible for a merit
increase following six months or 1,040 hours of continuous
employment and satisfactory work performance. If an employee
is hired or promoted above the 1st step, eligibility for
salary advancement comes after one year of service or 2,080
hours and satisfactory work performance has been met.
Further merit increases may be granted annually upon
demonstration of a satisfactory performance until the top of
the range has been reached.
Promotion
Promotion will be of interest to you if you are planning
a career with the City. Promotions are based on the merit
principle that requires you to meet the experience and
education requirements for the position, and successfully
pass a competitive examination or other selection process.
City tests and interviews may take place during work hours.
Transfer
A transfer is a move from one department or division to
another within the same classification and salary range.
Employees will receive the same salary step in the new
position as held in the former position. Approval of a
transfer is subject to availability of an opening, agreement
of Department Heads involved and, if it is between
departments, approval of the Human Resources Director.
Should you desire a transfer, contact the Human Resources
Department.
Resignation/Termination
Should you decide to resign from City employment, you
should give your supervisor at least two (2) weeks notice in
writing on a City Resignation Form. You may obtain the form
from your supervisor, the Human Resources Department, or the
City Intranet. All terminating employees must complete the
separation process with the Human Resources Department. City
identification cards and garage access cards must be
returned to the Human Resources Department. Uniforms, keys,
fuel card, manuals, equipment, and any other City materials
must be returned to your supervisor.
Personnel Records
Information about you as an employee, such as salary
changes promotions and transfers, are part of your personnel
file.
You have the right to review your personnel file during
regular working hours. If you wish to do so, secure
permission from your supervisor and contact the Human
Resources Department for an appointment.
Change of Name, Address, or Status
Your personnel file and payroll records must be kept
current and correct. In the event you change your address,
telephone number, or name you must notify your supervisor in
order for the appropriate form to be completed and to update
department and official City records. All changes of
address, telephone numbers, emergency contacts, or family
status (births, adoptions, marriage, death, divorce, etc.)
must be reported to the Human Resources Department
immediately in order to maintain accurate records. This
information is kept confidential.
The Human Resources Department has forms available for you
to maintain correct information on your health, dental, and
deferred compensation plans. The forms as well as other
informational materials are available online.
Medical Records
Your medical records are confidential and are kept in
separate files apart from your personnel records.
Layoff/Recall
In the event of a reduction in force (layoff), the City
will give at least thirty (30) calendar days’ notice to
affected employees of an impending layoff. The City may
substitute pay in lieu of notice for all or a portion of the
thirty (30) days.
The City will make every attempt to transfer employees to
other departments if comparable vacancies exist and contact
other employers in order to help employees find other jobs.
Laid off employees will have reinstatement and seniority
rights as outlined in the City Reinstatement Policy in the
Personnel Policies & Procedures Manual, which shall include
the right to consideration for reinstatement for a period of
thirty-six (36) months from date of layoff.
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