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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.
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 |
| 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 |
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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.
Your 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 their 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 twenty-four
(24) months from date of layoff.
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