LOS ANGELES COMMUNITY COLLEGE DISTRICT PERSONNEL … · 2020-06-15 · LOS ANGELES COMMUNITY...

LOS ANGELES COMMUNITY COLLEGE DISTRICT

PERSONNEL COMMISSION MEETING

Wednesday, August 14, 2019 - 12:30 p.m.

Educational Services Center

4th Floor Conference Room

770 Wilshire Boulevard, Los Angeles, California

ORDER OF BUSINESS-CLOSED SESSION MEETING

I. Roll Call

II. Requests to Address the Personnel Commission on Closed Session Matters

III. Convene in Closed Session

a. To Discuss Public Employee Discipline/Dismissal/Release

Pursuant to Government Code Section 54957

b. Conference with Legal Counsel – Anticipated Litigation

Pursuant to Government Code Section 54956(b)(3), (C), (D)

Potential litigation – 1 matter

IV. Report of Action taken in Closed Session

V. Adjourn

NEXT PERSONNEL COMMISSION MEETING:

Wednesday, August 28, 2019

Closed Meeting 12:30 p.m.

Open Meeting 1:00 p.m.




In compliance with Government Code Section 54957.5 (b), documents made available to the Personnel Commission after

posting of the agenda that relate to an upcoming public session item will be made available by positing on the District’s

official bulletin board located in the lobby of the Educational Services Center located at 770 Wilshire Boulevard, Los

Angeles, California 90017. Members of the public wishing to view the material will need to make their own parking

arrangements at another location.

If requested, the agenda shall be made available in appropriate alternate formats to persons with a disability, as required by

Section 202 of the American with Disability Act of 1990 (42 U.S.C. Section 12132), and the rules and regulations adopted

in implementation thereof.

To make a request for disability-related modification or accommodation, including auxiliary aids or services, please contact

the Personnel Commission Office at (213) 891-2333 no later than 12 p.m. (noon) on the Monday prior to the Personnel

Commission meeting.


PERSONNEL COMMISSION MEETING

Wednesday, August 14, 2019 - 1:00 p.m.




ORDER OF BUSINESS – OPEN SESSION MEETING

I. Convene Regular Meeting

II. Report of Actions Taken in Closed Session

III. Review and Approve Minutes of the Closed and Open Meetings of July 24, 2019

IV. Miscellaneous Personnel Commission Activities and Announcements

a. Classified Employment Opportunities Bulletin

V. Salary and Classification Study: Compliance Related Job Classifications (Case 3732-1)

a. Approve the Establishment of the New Classification of Senior Compliance

Investigator

b. Approve the Salary Allocation for the New Classification of Senior Compliance

Investigator

c. Approve the Class Description for the New Classification of Senior Compliance

Investigator

d. Approve the Examination Authorization for the New Classification of Senior

Compliance Investigator, with an Open and Promotional (Dual Certification) Field

of Competition

e. Approve the Title Change, Salary Reallocation, and Class Description Revision for

the Classification of Compliance Officer

f. Approve the Class Description Revision for Director of Diversity, Equity, and

Inclusion

VI. Establishment of Rule 584, RECRUITMENT DIFFERENTIAL (New Rule) (Case 3734)

and Establishment of Rule 585, RETENTION DIFFERENTIAL (New Rule) (Case 3735)

(Tentative Approval)

VII. Class Description Revisions for:

a. Assignment Auditor

b. Electronics Technician

c. Graphic Designer

d. Payroll Assistant

e. Projectionist

VIII. Notices of Outstanding Work Performance for:

a. Aaron Guerrero, Senior Computer & Network Support Specialist, Information

Technology, Los Angeles Southwest College

b. Garrett Sasahara, Data Communications Specialist, Information Technology, Los

Angeles Southwest College

IX. Correspondence

X. Notice of Anticipated Items: Establishment of Rule 584, RECRUITMENT

DIFFERENTIAL (New Rule) (Case 3734) and Establishment of Rule 585, RETENTION

DIFFERENTIAL (New Rule) (Case 3735) (Final Approval); Class Description Revisions

for: Instructional Assistant, Information Technology (AFT 1521A)

XI. Hear Non-Agenda Speakers/Open Forum

XII. Reconvene into Closed Session

XIII. Reconvene into Open Session

XIV. Report of Actions Taken in Closed Session

XV. Adjourn

NEXT PERSONNEL COMMISSION MEETING:

Wednesday, August 28, 2019

Closed Meeting 12:30 p.m.

Open Meeting 1:00 p.m.




In compliance with Government Code Section 54957.5 (b), documents made available to the Personnel Commission after

posting of the agenda that relate to an upcoming public session item will be made available by posting on the District’s

official bulletin board located in the lobby of the Educational Services Center located at 770 Wilshire Boulevard, Los

Angeles, California 90017. Members of the public wishing to view the material will need to make their own parking

arrangements at another location.

If requested, the agenda shall be made available in appropriate alternate formats to persons with a disability, as required by

Section 202 of the American with Disability Act of 1990 (42 U.S.C. Section 12132), and the rules and regulations adopted

in implementation thereof.

To make a request for disability-related modification or accommodation, including auxiliary aids or services, please contact

the Personnel Commission Office at (213) 891-2333 no later than 12 p.m. (noon) on the Monday prior to the Personnel

Commission meeting.

DRAFT

Closed Session Minutes Page 1 of 1 July 24, 2019


PERSONNEL COMMISSION

Wednesday, July 24, 2019 – 12:30 p.m.

Educational Services Center – 4th Floor Conference Room


MINUTES OF THE REGULAR MEETING – CLOSED SESSION

Present: Commissioners:

David Iwata, Chair

Henry Jones, Vice Chair

Ann Young-Havens

Staff:

Karen Martin, Personnel Director

I. Roll Call

II. Requests to Address the Personnel Commission on Closed Session Matters - None

III. Convene in Closed Session

a. Public Employee Discipline/Dismissal/Release

Pursuant to Government Code Section 54957

b. Conference with Legal Counsel – Anticipated Litigation

Pursuant to Government Code Section 54956(b)(3), (C), (D)

Potential litigation – 1 matter

IV. Report Out Actions Taken in Closed Session - Mr. Iwata reported that the Personnel

Commission took no action in Closed Session.

V. Correspondence – No correspondence was received.

VI. Adjourn. The meeting adjourned at 1:05 p.m.

This is to certify that these are the full and correct minutes of the Closed Session meeting of the

Personnel Commission of the Los Angeles Community College District.

__________________________ _______________________________

Date David Iwata, Chair

DRAFT

Open Session Minutes 1 July 24, 2019


PERSONNEL COMMISSION

Wednesday, July 24, 2019 – 1:00 p.m.

Educational Services Center – 4th Floor Conference Room


MINUTES OF THE REGULAR MEETING – OPEN SESSION

Present: Commissioners:

David Iwata, Chair

Ann Young-Havens

Staff:


Ute Severa, Assistant Personnel Director

Neely Miller, Executive Assistant

Ryan Pennock, Personnel Analyst

Guests:

Mercedes Gutierrez, Director of Human Resources, Educational Services Center

I. The Chair convened the regular meeting at 1:07 p.m.

II. Report of Actions Taken in Closed Session – The Chair reported that no action was taken

in Closed Session

III. Review and Approve Minutes of the Closed and Open Meetings of June 26, 2019-.

Upon motion by Ms. Young-Havens and concurred with by the Chair, the Personnel

Commission approved the minutes of the Closed and Open Meetings of June 26, 2019.

IV. Miscellaneous Personnel Commission Activities and Announcements – Upon motion

by Ms. Young-Havens, seconded by Mr. Jones, and concurred with by the Chair, the

Personnel Commission received the latest Classified Employment Opportunities Bulletin

and Strictly Classified Monthly Employment Bulletins as information.

V. Salary and Classification Study: Compliance Related Job Classifications (Case

3732)– Upon motion by Mr. Jones, seconded by Ms. Young-Havens and concurred with

by the Chair, the Personnel Commission approved the establishment, salary allocation,

class description and examination authorization for the new class of ADA Compliance

Officer.

The following items were withdrawn for further discussion: creation of the new

classification of Senior Compliance Analyst; the title change, salary allocation, and class

description revision for the classification of Compliance Officer; and, the class

description revisions for Director of Diversity, Equity, and Inclusion.

VI. Ratification for Continuous Examination Authorization for Pool Lifeguard (Case

3733)- Upon motion by Ms. Young-Havens, seconded by Mr. Jones, and concurred with

DRAFT


by the Chair, the Personnel Commission approved the ratification for continuous

examination authorization for the classification of Pool Lifeguard.

VII. Informative Report on the Annual Job Classification Survey (Case 3731)- Upon

motion by Ms. Young-Havens, seconded by Mr. Jones, and concurred with by the Chair,

the Personnel Commission accepted the informative report on the Annual Job

Classification Survey.

VIII. Class Description Revisions for:

a. Art Gallery and Museum Director

b. Art Gallery Preparator

c. Facilities Assistant

d. Senior Facilities Assistant

Upon motion by Mr. Jones, seconded by Ms. Young-Havens and concurred with by the

Chair, the Personnel Commission approved revisions to the class descriptions listed

above.

IX. Notices of Outstanding Work Performance for:

a. Gustavo Martinez-Gomez, Secretary, Life Sciences, East Los Angeles College

b. Julianne Cueva, Administrative Secretary, Office of the Vice President of Student

Services, Los Angeles Pierce College

c. Gigi Chamizo-Lew, Executive Assistant, Office of the Vice Chancellor of Human

Resources, Educational Services Center

d. d. Claudia Gallegos, Administrative Secretary, Employer Employee

Relations, Educational Services Center

X. Correspondence – No correspondence was received.

XI. Notice of Anticipated Agenda Items – Upon motion by Ms. Young-Havens and

concurred with by the Chair, the Personnel Commission acknowledged notice of

Anticipated Agenda Items: Classification Study: Student Support Services Representative,

EN 1017389 (AFT 1521A); Class Description Revisions for: Assignment Auditor (AFT

1521A), Electronics Technician (Building & Trades), Graphic Designer (Local 721),

Instructional Assistant, Information Technology (AFT 1521A), Payroll Assistant (AFT

1521A), and Projectionist (Building & Trades).

XII. Hear Non-Agenda Speakers/Open Forum – There were no non-agenda speakers.

XIII. Reconvene into Closed Session

XIV. Reconvene into Open Session

DRAFT


XV. Report Out Actions Taken in Closed Session – Mr. Iwata reported that the Personnel

Commission took no action in Closed Session

XVI. Adjourn – The meeting adjourned at 1:50 p.m.

_________________________________________


This is to certify that these are the full and correct minutes of the regular meeting of the Personnel

Commission of the Los Angeles Community College District.

___________________________ _________________________________________

Date David Iwata, Chair

Case 3732-1 August 14, 2019

1 KJM:US


TO: THE PERSONNEL COMMISSION

FROM: Karen J. Martin

SUBJECT: Salary and Classification Study: Compliance Related Job Classifications (Case 3732-1)

Recommendations:

I. It is recommended that the Personnel Commission establish a new class of Senior Compliance

Investigator; that the new class be placed in the Personnel Group, Administration Series; that the new

class description be adopted; that the new class be allocated to Salary Schedule 8286.80; that the salary

setting basis for the new class be based on a four-step differential above the key class of Personnel Analyst;

and that the examination authorization for the class be Open and Promotional (Dual Certification).

New Class of Senior Compliance Investigator:

Salary Schedule 8286.80

$8,286.80 $8,742.58 $9,223.42 $9,730.70 $10,265.89 Monthly

$99,441.60 $104,910.96 $110,681.04 $116,768.40 $123,190.68 Annually

II. It is recommended that the Rule 596, OVERTIME, be amended to designate the new class of Senior

Compliance Investigator as Supervisory for purposes of overtime.

III. It is recommended that the class of Compliance Officer in the Personnel Group, Administration Series, be

retitled to Compliance Investigator; that the salary for the class be reallocated from salary schedule

(8286.80) to salary schedule (6689.24); and that the salary setting basis for the class be changed and based

on direct alignment with the key class of Personnel Analyst.

Current Salary Allocation:


$8,286.80 $8,742.58 $9,223.42 $9,730.70 $10,265.89 Monthly

$99,441.60 $104,910.96 $110,681.04 $116,768.40 $123,190.68 Annually

Proposed Salary Allocation:


$6,689.24 $7,057.15 $7,445.30 $7,854.79 $8,286.80 Monthly

$80,270.88 $84,685.80 $89,343.60 $94,257.48 $99,441.60 Annually

IV. It is recommended that the Personnel Commission approve a starred rate of $9,730.70 for EN 1056298

and EN 1054343, and a starred rate of $10,265.89 for EN 1019634 based on their prior service in the

class of Compliance Officer (retitled to Compliance Investigator).

Case 3732-1 August 14, 2019

2 KJM:US

V. It is recommended that the Personnel Commission approve class specification revisions for the classes of

Director of Diversity, Equity, and Inclusion and Compliance Officer (retitled to Compliance Investigator).

Bases of Recommendations:

1. The General Counsel requested a comprehensive review of the District’s compliance-related positions. Based

on the staffing needs expressed by the initiator of the study, as well as information gathered on positions

prevalent in the compliance occupational area, staff proposed the establishment of two new professional-level

compliance classes: one that provides assistance to the Director in the supervision of staff and investigation

of the more complex cases, and one that implements, coordinates, and monitors the District’s ADA

compliance activities. Additionally, staff’s recommendations included changes to existing compliance-

related job descriptions as well as a salary reallocation for the class of Compliance Officer.

The proposed classification structure of the Office of Diversity, Equity, and Inclusion is summarized in the

attached organization chart.

2. An incumbent in the new class of Senior Compliance Investigator plans, organizes, and supervises the day-to-

day activities of a small unit engaged in investigating, analyzing, and resolving complaints, grievances of alleged

violations of civil rights, discrimination, gender equity, sexual harassment, and accessibility for individuals with

disabilities and other related policies at locations throughout the District; personally performs the more complex

investigation of complaints in accordance with applicable laws and regulations.

The recommended salary for the new class is based on a four-step differential above the class of Personnel

Analyst. This is the salary setting basis that has been established for comparable classified senior professional-

level staff positions in personnel, finance, and research within the Classified Service.

3. The recommended salary reallocation for the class of Compliance Officer (retitled to Compliance

Investigator) is intended to create a more appropriate salary setting basis for the class. The prior salary setting

basis was based on a four-step differential above Personnel Analyst. This salary setting basis was created

when the class was established in November of 1994. During that time compliance officers were assigned to

the colleges and required the incumbents to act as a sole technical advisor to administrators on compliance-

related matters and required incumbents to be responsible for a broad range of problems without the presence

of a technical supervisor. In 2012, the District administration decided to centralize the compliance functions

and moved all compliance officers under the supervision of a Director of Affirmative Action Programs who

was responsible for the administration of the District’s compliance programs. This reorganization impacted

the level of responsibility these positions exercised and aligned them more closely with other professional-

level staff positions such as Personnel Analyst and Employee Relations Specialist. Therefore, staff

recommended a change in the salary setting basis and proposed a direct alignment with the class of Personnel

Analyst as the new salary setting basis, which represents the primary key class for professional-level staff

positions in personnel, finance, and research.

The proposed salary schedule for the class of Compliance Officer (retitled to Compliance Investigator) is as

follows:

Step 1 Step 2 Step 3 Step 4 Step 5

$6,689.24 $7,057.15 $7,445.30 $7,854.79 $8,286.80 Monthly

$80,270.88 $84,685.80 $89,343.60 $94,257.48 $99,441.60 Annually

The proposed salary schedule also falls within the range of salary data for an analogous position identified in

the U.S. Department of Labor, Bureau of Labor Statistics, OES survey database.

Case 3732-1 August 14, 2019

3 KJM:US

4. The recommendation for a starred rate for EN 1054343, EN 1056298, and EN 1019634 is based on the

organizational change that occurred when the compliance functions were moved from the colleges to the

District Office several years back, as well as the desire of the District to limit financial loss to the incumbents.

Under the provisions of Rule 591, SALARY ALLOCATION AT RECLASSIFICATION OR

REALLOCATION, Paragraph C.4., this starred rate shall be in effect only as long as the incumbent remains

in the same position and until the starred rate falls within the schedule of the class to which reallocated by

virtue of future upward salary movement. If after a maximum time period of 39 months, the salary rate of the

incumbents’ positions have not been adjusted upward to meet the starred rate amount, the incumbents will be

assigned to the highest salary rate allocated to their job classifications.

5. The recommended title for the new class of Senior Compliance Investigator is descriptive of the level of duties

that are assigned to this position.

6. The recommended title change for the class of Compliance Officer to Compliance Investigator is intended to

more accurately capture the scope of responsibilities assigned to this position.

7. Personnel Commission Rule 596, OVERTIME, defines a supervisory class as one where the primary duties

and responsibilities of the position consist of the supervision of a major operating unit at the Section level, or

its equivalent, and encompass the following characteristics:

• Customarily and regularly plan, organize, direct, and review the work of other employees.

• Customarily establish procedures regarding the operations of the assigned unit.

• Customarily and regularly exercise discretionary powers and sanctions.

• Customarily and regularly do not include the performance of duties similar to those of subordinates.

A Senior Compliance Investigator meets the supervisory class definition outlined in this rule.

Rule Amendment

596 Overtime

Education Code Section 88026

***

A. ***

***

F. ***

The District’s current classes designated as Executive, Administrative, or Supervisory are as follows:

Executive Classes

***

Case 3732-1 August 14, 2019

4 KJM:US

Administrative Classes

***

Supervisory Classes

Senior Administrative Analyst

Senior Compliance Investigator

***

***

Case 3732-1 August 14, 2019

5 KJM:US

.

ORGANIZATIONAL CHART

LOS ANGELES COMMUNITY COLLEGE

Office of Diversity, Equity, and Inclusion

Compliance Investigator:

(1) M. Alford(2) V. Friedman(3) C. Passman(4) Vacant

Director of Diversity, Equity,

and InclusionB. Grice

General CounselJ.Prieto

Senior Compliance Investigator

(New)

Adm. SecretaryB. Bradshaw

ADA Compliance Officer(New)*

* Establishment of this class was approved at the 7/24/19 PC meeting

SENIOR COMPLIANCE INVESTIGATOR 8/14/19

LOS ANGELES COMMUNITY COLLEGE DISTRICT CLASS SPECIFICATION

PERSONNEL COMMISSION CLASS CODE

SENIOR COMPLIANCE INVESTIGATOR

DEFINITION

Plans, organizes, and supervises the day-to-day activities of a small unit engaged in investigating, analyzing, and

resolving complaints, grievances, of alleged violations of civil rights, discrimination, gender equity, sexual

harassment, and accessibility for individuals with disabilities and other related policies at locations throughout

the District; personally performs the more complex investigation of complaints in accordance with applicable

laws and regulations.

TYPICAL DUTIES

Plans, assigns, and supervises the work of staff engaged in investigating, analyzing, and resolving complaints,

grievances of alleged violations of civil rights, discrimination, gender equity, sexual harassment, and

accessibility for individuals with disabilities and other related policies at locations throughout the District.

Conducts the more complex investigations of complaints in accordance with applicable federal and state statutes

and District policies at locations throughout the District; prepares reports and issues communications detailing

findings, conclusions, and recommendations.

Confers with concerned parties in an effort to resolve relevant concerns and complaints at the earliest possible

point in the process.

Recommends procedures and practices to promote diversity, equity, and inclusion and to assure compliance with

applicable diversity, civil rights, equal employment opportunity, gender equity, accessibility, and related laws,

regulations, policies, guidelines, and agreements.

Establishes and actively maintains liaison with administrators and supervisors to collaboratively develop and

implement sound practices designed to advance diversity, equity, and inclusion through processes that promote

the advancement of civil rights, gender equity, accessibility for individuals with disabilities, and equal

employment opportunity in District operations and activities.

Supervises the collection, compilation, analysis, interpretation, and presentation of information and statistical

data related to assigned responsibilities.

Identifies underrepresented and underserved populations throughout the District and provides guidance in the

recruitment of administrators, faculty, staff, and students to meet location diversity goals and objectives.

Develops and implements assigned training activities for administrators, faculty, staff, and students to increase

awareness and sensitivity to diversity, civil rights, gender equity, accessibility for individuals with disabilities,

equal employment opportunity policies and related matters.

Establishes and maintains effective working relationships with administrators, faculty, staff, and students and

with representatives of federal, state, and local agencies, commissions, and committees.


TYPICAL DUTIES

Assists in the negotiations of solutions to complaints and recommends corrective action as appropriate.

Analyzes the possible effects of and makes recommendations on proposed legislation and regulations related to

compliance.

Effectively utilizes the capabilities and functions of standard office software applications such as data

management, spreadsheet, presentation, and word processing in completing assigned projects.

Prepares a variety of descriptive and evaluative reports and correspondence, including workforce and applicant

pool analyses for EEO and diversity monitoring and reporting purposes.

Attends and participates in committees to provide subject matter advice and guidance related to assigned

responsibilities.

Oversees the maintenance of records related to investigations.

Acts on behalf of the Director in his/her absence on designated matters.

Performs related duties as assigned.

DISTINGUISHING CHARACTERISTICS

A Senior Compliance Investigator plans, organizes, and supervises the day-to-day activities of a small unit

engaged in investigating, analyzing, and resolving complaints, grievances, of alleged violations of civil rights,

discrimination, gender equity, sexual harassment, and accessibility for individuals with disabilities and other

related policies at locations throughout the District; personally performs the more complex investigation of

complaints in accordance with applicable laws and regulations.

A Compliance Investigator applies a thorough knowledge of federal, state, and local laws, regulations, and

guidelines in the investigation, analysis, and resolution of grievances, appeals, and complaints related to one

or more of the following areas: civil rights, gender equity, sexual harassment, equal employment opportunity,

and accommodations of individuals with a disability enforcement and related policies, procedures, and

practices of the District.

An ADA Compliance Officer develops, implements, and evaluates policies, procedures, and standards for

the effective administration of a comprehensive District ADA compliance program; coordinates and monitors

compliance activities.

A Director of Diversity, Equity, and Inclusion develops, implements, administers, and monitors a variety

of compliance programs to ensure compliance with federal and state statutes focused on diversity, equity,

and inclusion for the District which include but are not limited to equal employment opportunity,

discrimination, Americans with Disabilities Act, and Title IX.


SUPERVISION

General supervision is received from the Director of Diversity, Equity, and Inclusion. Immediate supervision is

exercised over assigned professional, technical, and clerical staff.

CLASS QUALIFICATIONS

Knowledge of:

Federal, state and local laws, regulations, and guidelines related to civil rights enforcement including but not

limited to equal employment opportunity, sexual harassment, gender equity, and the Americans with Disabilities

Act

Employment policies, procedures, and practices of the District, including collective bargaining agreements

District Board Rules and administrative policies related to equal employment opportunity, sexual harassment,

discrimination, gender equity, and accessibility for individuals with disabilities, and other related areas

Fact finding and investigative methods and procedures

Principles of management and organization

Principles and techniques of counseling, guidance, and conflict resolution

Principles of and techniques used to promote human and inter-group relations

Research, analytical, and statistical methods used in assigned area

Organization, functions, and key staff of the District

Characteristics and working conditions of all job classifications used in the District

Organization and management of records

Principles of supervision and training

Capabilities of computer systems, software, and hardware used in compliance programs

Ability to:

Plan, conduct and evaluate complex professional work related to areas such as equal employment

opportunity, discrimination, gender equity, sexual harassment, accessibility for individuals with disabilities,

and other related matters

Compile data and analyze complex and unusually difficult situations; translate findings into clear, concise reports

and recommendations; meet important deadlines

Analyze training needs and develop appropriate training programs pertinent to assigned area

Develop methods and procedures that improve efficiency of assigned functions


Ability to:

Interpret and apply applicable laws, regulations, policies, and precedents pertinent to assigned area

Work effectively and tactfully with individuals from diverse ethnic, social, and economic backgrounds

Establish and maintain effective working relationships with District administrators, staff, employee

representatives, students, and regulatory agency representatives

Develop innovative, workable solutions to complex and sensitive problems

Independently complete complex assignments and meet schedules

Maintain a high level of confidentiality

Prepare effective and comprehensive oral and written communications, reports, and presentations

Effectively utilize computer equipment, software, and hardware in the performance of duties

Evaluate work methods and performance

Motivate, train, and supervise assigned staff

Travel to various locations to conduct investigations and training

Learn specialized computer applications

ENTRANCE QUALIFICATIONS

Education and Experience:

A. A bachelor’s degree from a recognized college or university, preferably with a major in public administration,

educational administration, human resource management, law, business administration, or a related field AND

four years of recent, full-time, paid, professional-level experience in investigating and processing complaints,

appeals, and grievances related to equal employment opportunity, affirmative action, Title IX or other civil rights

compliance, or related areas. Qualifying experience with an educational institution and supervisory is desirable.

OR

B. A master’s degree from a recognized college or university with a major in public administration, educational

administration, human resource management, law, business administration, or related field AND two years of

recent, full-time, paid, professional-level experience in investigating and processing complaints, appeals, and

grievances related to equal employment opportunity, affirmative action, Title IX or other civil rights compliance,

or related areas. Qualifying experience with an educational institution and supervisory is desirable.

Special:

A valid Class “C” California driver's license is required.

Travel to locations throughout the District is required.

New Class SENIOR COMPLIANCE INVESTIGATOR 8/14/19

Reasonable Accommodation

Our class specification generally describes the duties, responsibilities, and requirements characteristic of the

position(s) within this job class. The duties, responsibilities, and requirements of a particular position within

this class may vary from the duties of other positions within the class. In accordance with the Americans

with Disabilities Act (ADA), the Los Angeles Community College District provides reasonable

accommodation to qualified individuals with covered disabilities on a case-by-case basis throughout the

application, examination, and hiring processes and throughout employment. If an individual is in doubt about

his or her ability to perform the duties and responsibilities of a position or possession of any other requirement

noted in a class specification or job announcement, he or she should always apply for a position and request

reasonable accommodation at the appropriate time.

4/28/18

COMPLIANCE OFFICER INVESTIGATOR 8/14/19


PERSONNEL COMMISSION CLASS CODE 5011

COMPLIANCE OFFICER INVESTIGATOR

DEFINITION

Investigates, analyzes, reports, and resolves complaints, grievances, and appeals and develops assists in the

development and implementation of training programs to increase awareness in one or more areas such as equal

employment opportunity, sexual harassment, gender equity, civil rights, and accessibility for individuals with

disabilities enforcement and related policies, procedures, and practices of the District.

TYPICAL DUTIES

Advises administrators, faculty, staff, students, applicants, and the public of their rights, privileges, and of

procedures for filing complaints, grievances, and appeals.

Investigates and analyzes complaints of alleged violations of civil rights, discrimination, gender equity, sexual

harassment, accessibility for individuals with disabilities and other related policies at locations throughout the

District; prepares reports and issues communications detailing findings, conclusions, and recommendations.

Confers and negotiates with concerned parties in an effort to resolve relevant concerns and complaints at the

earliest possible point in the process.

Recommends and implements Assists in the development of procedures, practices, and systems to promote

diversity, equity, and inclusion and to assure compliance with applicable diversity, civil rights, equal

employment opportunity, gender equity, and related laws, regulations, policies, guidelines, and agreements.

Establishes and actively maintains liaison with administrators and supervisors to collaboratively implement

sound practices designed to advance diversity, equity, and inclusion through processes that promote the

advancement of civil rights, gender equity, accessibility for individuals with disabilities, and equal employment

opportunity in District operations and activities.

Collects, compiles, analyzes, interprets, and presents information and statistical data related to assigned

responsibilities.

Assists in identifying underrepresented and underserved populations throughout the District and provides

guidance in the recruitment of administrators, faculty, staff, and students to meet location diversity goals and

objectives.

Develops and implements Assists in the development and implementation of training and development activities

for administrators, faculty, staff, and students to increase awareness and sensitivity to diversity, civil rights,

gender equity, accessibility for individuals with disabilities, equal employment opportunity policies and related

matters.

Establishes and maintains effective working relationships with administrators, faculty, staff, and students and

with representatives of federal, state, and local agencies, commissions, and committees.

4/28/18


TYPICAL DUTIES

Serves as a technical advisor to administrators on matters related to diversity, civil rights enforcement, gender

equity, accessibility for individuals with disabilities, and grievance processing and resolution.

Analyzes the possible effects of and makes recommendations on proposed legislation and regulations related to

compliance and makes recommendations based on findings.

Effectively utilizes the capabilities and functions of standard office software applications such as data

management, spreadsheet, presentation, and word processing in completing assigned projects.

Prepares a variety of descriptive and evaluative reports and correspondence, including workforce and applicant

pool analyses for EEO and diversity monitoring and reporting purposes.

Chairs Attends and participates in committees working in areas to provide subject matter advice and guidance

related to assigned responsibilities.



A Compliance Officer Investigator applies a thorough knowledge of federal, state, and local laws, regulations,

and guidelines in the investigation, analysis, and resolution of grievances, appeals, and complaints related to one

or more of the following areas: civil rights, gender equity, sexual harassment, equal employment opportunity,

and accessibility for individuals with disabilities enforcement and related policies, procedures, and practices of

the District.

A Senior Compliance Investigator plans, organizes, and supervises the day-to-day activities of a small unit

engaged in investigating, analyzing, and resolving complaints, grievances, of alleged violations of civil rights,

discrimination, gender equity, sexual harassment, and accessibility for individuals with disabilities and other

related policies at locations throughout the District; personally performs the more complex investigation of

complaints in accordance with applicable laws and regulations.

A Personnel Analyst performs a variety of complex journey-level professional personnel work related to

areas such as classification of positions, wage and salary and benefits administration, personnel policies, rules

and procedures; recruitment and selection; equal employment opportunity and affirmative action programs and

services.

SUPERVISION

General supervision is received from the a Senior Compliance Investigator Director of Diversity, Equity, and

Inclusion. Functional supervision may be exercised over clerical employees.

4/28/18



Knowledge of:

Federal, state and local laws, regulations, and guidelines related to civil rights enforcement including but not

limited to equal employment opportunity, sexual harassment, gender equity, and the Americans with Disabilities

Act

Employment policies, procedures, and practices of the District

District Board Rules and administrative policies related to equal employment opportunity, sexual harassment,

discrimination, gender equity, and accessibility for individuals with disabilities

Collective bargaining agreements of the District

Fact finding and investigative methods and procedures

Principles and techniques of training

Principles and techniques of counseling, guidance, and conflict resolution

Principles of and techniques used to promote human and inter-group relations





Capabilities of computer systems, software, and hardware

Ability to:

Develop and implement procedures, practices, and training programs Perform complex professional work

related to areas such as equal employment opportunity, discrimination, gender equity, sexual harassment,

accessibility for individuals with disabilities, and other related areas matters

Compile data and analyze situations; translate findings into clear, concise reports and recommendations; meet

important deadlines

Analyze training needs and recommends appropriate training activities pertinent to assigned area

Interpret and apply applicable laws, regulations, policies, and precedents pertinent to assigned area

Work effectively and tactfully with individuals from diverse ethnic, social, and economic backgrounds

4/28/18


Ability to:

Maintain effective working relationships with District administrators, staff, employee representatives,

students, and regulatory agency representatives

Develop innovative, workable solutions to complex and sensitive problems

Work independently on complex assignments

Prepare effective and comprehensive oral and written communications, reports, and presentations

Effectively utilize computer equipment, software, and hardware in the performance of duties

Travel to various locations to conduct investigations and training

Learn specialized computer applications



A. A bachelor’s degree from a recognized college or university, preferably with a major in public

administration, human resource management, industrial or organizational psychology, law, business

administration, educational administration, or a related field AND four three years of recent, full-time, paid,

professional-level experience in investigating and processing complaints, appeals, and grievances related to

equal employment opportunity, affirmative action, Title IX or other civil rights compliance, or related areas.

Qualifying experience with an educational institution is desirable.

OR

B. A master’s degree from a recognized college or university with a major in public administration, human

resource management, industrial or organizational psychology, law, business administration, educational

administration, or related field AND two one years of recent, full-time, paid, professional-level experience in

investigating and processing complaints, appeals, and grievances related to equal employment opportunity,

affirmative action, Title IX or other civil rights compliance, or related areas. Qualifying experience with an

educational institution is desirable.

Special:

A valid Class “C” California driver's license may be is required for some positions.

Travel to locations throughout the District may be is required for some positions.

4/28/18

Revised/Retitled COMPLIANCE OFFICER INVESTIGATOR 8/14/19




this class may vary from the duties of other positions within the class. In accordance with the Americans

with Disabilities Act (ADA), the Los Angeles Community College District provides reasonable


application, examination, and hiring processes and throughout employment. If an individual is in doubt about

his or her ability to perform the duties and responsibilities of a position or possession of any other requirement

noted in a class specification or job announcement, he or she should always apply for a position and request

reasonable accommodation at the appropriate time.

3/28/18

DIRECTOR OF DIVERSITY, EQUITY AND INCLUSION 8/14/19

LOS ANGELES COMMUNITY COLLEGE DISTRICT CLASS DESCRIPTION


DIRECTOR OF DIVERSITY, EQUITY, AND INCLUSION

DEFINITION

Develops, implements, administers, and monitors a variety of District-wide programs focused on

compliance with federal and state statutes related to diversity, equity, and inclusion which include but

are not limited to equal employment opportunity, discrimination, the Americans with Disabilities Act, and

Title IX.

TYPICAL DUTIES

Develops, and recommends, and implements District-wide policies, plans, systems, processes, and

procedures designed to ensure compliance with federal and state statutes and District goals related to

diversity, equity, and inclusion in a wide range of areas including but not limited to: admissions,

recruitment, educational programs and activities, facilities, course offerings, participation in extra-

curricular activities, financial assistance, student employment assistance, health services and student

insurance, marital or parental status, athletics and physical education.

Systematically reviews and assesses federal and state executive, legislative, administrative, and

judicial guidelines, orders, and decisions related to all assigned compliance programs to ensure related

District policies, regulations, and processes are consistent with current law, clearly presented, and

readily available as a resource for students, faculty, staff, and the public.

Coordinates with representatives from appropriate departments including Human Resources,

Sheriff’s, and Student Services, as well as local community support, education, health, and law

enforcement resources to identify and address patterns or systematic problems related to assigned

compliance programs.

Develops, schedules, implements, and hosts regular events and training sessions across the District to

inform students, faculty, and staff on topics related to the policies, prevention, reporting, and

appropriate response to incidents involving equal opportunity, discrimination, and accessibility of

individuals with a disability, sexual harassment and violence.

Counsels, interprets, advises, and informs administration, faculty, staff, students and the public

regarding legal and regulatory requirements and District polices, processes, and procedures related to

assigned compliance programs.

Oversees Directs and may personally conduct objective and timely investigations of complaints arising

out of assigned compliance programs.

Oversees Directs and may personally prepare written position statements, complies supporting

documentation and interacts with compliance agency officials on behalf of the District.

Negotiates solutions to complaints and recommend corrective action as appropriate.

Ensures compliance with all statistical and narrative reporting requirements, including data collection,

database management, data analysis, and reporting.

3/28/18


TYPICAL DUTIES

Represents the District and Office of Diversity, Equity and Inclusion on designated matters at meetings

throughout the District and State.

Directs the design, implementation, and maintenance of integrated computer, auditing, and record

systems applicable to the District compliance programs and functions; recommends improvements as

required.

Directs and prepares correspondence, reports, and presentations regarding assigned involving compliance

programs.

Plans, schedules, reviews, and evaluates the work of assigned staff.

Develops, monitors, and oversees directs the maintenance of the office budget.



A Director of Diversity, Equity, and Inclusion develops, implements, administers, and monitors a

variety of compliance programs to ensure compliance with federal and state statutes focused on diversity,

equity, and inclusion for the District which include but are not limited to equal employment opportunity,

discrimination, Americans with Disabilities Act, and Title IX.

An ADA Compliance Officer develops, implements, and evaluates policies, procedures, and

standards for the effective administration of a comprehensive District ADA compliance program;

coordinates and monitors compliance activities.

A Senior Compliance Investigator plans, organizes, and supervises the day-to-day activities of a small

unit engaged in investigating, analyzing, and resolving complaints, grievances, of alleged violations of

civil rights, discrimination, gender equity, sexual harassment, and accessibility for individuals with

disabilities and other related policies at locations throughout the District; personally performs the more

complex investigation of complaints in accordance with applicable laws and regulations.

A Compliance Investiogator applies a thorough knowledge of federal, state, and local laws, regulations,

and guidelines in the investigation, analysis, and resolution of grievances, appeals, and complaints related

to one or more of the following areas: civil rights, gender equity, sexual harassment, equal employment

opportunity, and accessibility for individuals with disabilities enforcement and related policies,

procedures, and practices of the District.

SUPERVISION

General direction is received from the Chancellor or his/her designee General Counsel. Supervision

is exercised over management, supervisory, professional, technical, and clerical personnel assigned to

the unit.

3/28/18



Knowledge of:

Principles, practices and procedures of affirmative action and equal employment opportunity

Federal and state law and executive, legislative, administrative, and judicial guidelines, orders, and

decisions related to assigned diversity, equity, and inclusion programs

District Board Rules and administrative policies related to equal employment opportunity, sexual

harassment, discrimination, gender equity, and accommodations accessibility of for individuals with

a disabilityies

Principles, practices, and techniques of fact finding, investigation, negotiation, counseling, and

conflict management

Principles and techniques of training




Employment policies, procedures, and practices of the District including collective bargaining

agreements


Capabilities of computer systems, software, and hardware used in the administration of compliance

programs

Ability to:

Set strategic direction, design, and implement effective compliance policies and programs

Gather, assemble, analyze, and evaluate facts, evidence, data, and other information draw reasonable

and fair conclusions and make sound decisions

Effectively counsel and provide guidance to a wide range of constituents regarding diversity, equity,

and inclusion issues and concerns

Perceive and react responsibly to the needs of a workforce, student population, and public that is

ethnically, socially, and economically diverse

Communicate clearly and concisely, both orally and in writing

Maintain a high level of confidentiality

Independently anticipate conditions, plan ahead, establish priorities, and meet schedules

3/28/18


Ability to:

React independently, responsibly, and promptly to situations and events

Maintain effective working relationships with all levels of District personnel, regulatory agency

representatives, business associates, and the public

Train, supervise, motivate, and promote teamwork toward the achievement of goals

Allocate and effectively utilize the human, fiscal and physical resources of the office

Effectively utilize computer equipment and software, including MS Office, HRIS, and affirmative

action software programs

Travel to off-site events and meetings


Education:

A bachelor’s degree from a recognized college or university preferably with a major in public

administration, business administration, personnel administration human resource management, law,

industrial relations, psychology, or a related field. An advanced degree in one of the aforementioned

majors is desirable.

Experience:

Five years of recent, full-time, paid, professional-level experience in managing a multifaceted

affirmative action program for an organization employing 500 or more employees. Experience must

have included the supervision of staff, which included professional-level employees. Public agency

experience is desirable.

Special:

A valid Class “C” California driver's license must be obtained within 10 days of establishing residency

in the State of California.

Travel to locations throughout the District is required.

3/28/18

Revised DIRECTOR OF DIVERSITY, EQUITY AND INCLUSION 8/14/19


Our class specification generally describes the duties, responsibilities, and requirements characteristic

of the position(s) within this job class. The duties, responsibilities, and requirements of a particular

position within this class may vary from the duties of other positions within the class. In accordance

with the Americans with Disabilities Act (ADA), the Los Angeles Community College District

provides reasonable accommodation to qualified individuals with covered disabilities on a case-by-

case basis throughout the application, examination, and hiring processes and throughout employment.

If an individual is in doubt about his or her ability to perform the duties and responsibilities of a

position or possession of any other requirement noted in a class specification or job announcement, he

or she should always apply for a position and request reasonable accommodation at the appropriate

time.

Cases 3734 and 3735 August 14, 2019


TO: The Personnel Commission

FROM: Karen J. Martin

SUBJECT: Establishment of Rule 584, Recruitment Differential (New Rule) (Case 3734)

and Establishment of Rule 585, Retention Differential (New Rule) (Case 3735)

(Tentative Approval)

Background:

Recruitment Differential

During the past few years, it has become increasingly difficult to attract highly skilled and seasoned

executives to the District’s workforce. Examples include, chief business officer where three

recruitments were necessary and most recently Chief Information Officer where a second

recruitment is necessary. In researching the matter through inquiries with applicants and other

public entities, a number of contributing factors have been identified -- some District related, some

public sector related, some private sector related, some personal. They include:

1. Reputation of being a large and unmanageable organization

2. Reputation of having a very political work environment

3. Leadership issues

4. Multiple recruitments for the same job – a sign

5. Salary potential: unavailability of bonuses /profit-sharing

6. Funding fluctuations

7. Not perceived as being a cutting-edge work environment

8. Decision making independence

9. Work-life balance issues; uprooting family, family circumstances, etc.

10. Reluctance to take on major restructuring/reorganization projects at a typical rate of

compensation

Under normal circumstances, the approach would be to reallocate the salary for the impacted job

classification to a higher schedule. However, when looking at labor market data, our experience

has been that our approved salary schedule is often well within the salary data for comparable job

classifications. The conclusion is that a basic competitive salary alone, is not sufficient to motivate

seasoned, well qualified individuals to move from comfortable employment and life/family

situations into a new, often challenging position accompanied by the factors noted above. An

additional compounding factor is that the influencing factors are not the same for all job candidates

requiring a flexible solution that can be made to accommodate multiple situations.

The recommended approach of a recruitment differential has been successfully used by other

jurisdictions. It is a percentage differential above the highest step of the base salary schedule for

a job classification designed to entice individuals with the requisite competencies to an executive-

level District position when the accomplishment of mission-critical requirements, objectives, and

initiatives are in jeopardy.


Retention Differential

More recently, we have also been facing situations in which highly experienced, long term-

employees are making the decision to retire or leave the District. Again, the reasons are varied.

Most organizations provide for the eventuality of employees changing jobs and retiring by having

a succession planning for critical positions. However, the District has no formal succession

planning process. As a result, critical District operations can be in jeopardy for months while

recruitment for a replacement are in process.

The recommended approach of a retention differential has been successfully used by other

jurisdictions. It is a percentage differential above the highest step of the base salary schedule for

a job classification or a lump sum dollar amount designed to incentivize long term employees to

assist the District in transitioning to new leadership in a critical area of District operations.

* * *

RULE

584 Recruitment Differential

Education Code Sections

88080. Power of personnel commission to prescribe, amend and interpret rules.

(a) The commission shall prescribe and, amend, and interpret subject to this article,

such rules as may be necessary to insure the efficiency of the service and the

selection and retention of employees upon a basis of merit and fitness. The rules

shall not apply to bargaining unit members if the subject matter is within the scope

of representation, as defined in Section 3543.2 of the Government Code, and is

included in a negotiated agreement between the governing board and that unit. The

rules shall be binding upon the governing board, but shall not restrict the authority

of the governing board provided pursuant to other sections of this code.

(b) No rule or amendment which would affect classified employees who are

represented by a certified or recognized exclusive bargaining representative shall

be adopted by the commission until the exclusive bargaining representative and the

community college employer of the classified employees who would be affected

have been given reasonable notice of the proposal.

88081. Subjects of Rules.

(a) The rules shall provide for the procedures to be followed by the governing board

as they pertain to the classified service regarding applications, examinations,

eligibility, appointments, promotions, demotions, transfers, dismissals,

resignations, layoffs, reemployment, vacations, leaves of absence, compensation

within classification, job analyses and specifications, performance evaluations,

public advertisement of examinations, rejection of unfit applicants without

competition, and any other matters necessary to carry out the provisions and

purposes of this article.


(b) With respect to those matters set forth in subdivision (a) which are a subject of

negotiation under the provisions of Section 3543.2 of the Government Code, such

rules as apply to each bargaining unit shall be in accordance with the negotiated

agreement, if any, between the exclusive representative for that unit and the public-

school employer.

A. A recruitment differential may be authorized by the Personnel Commission and Board of

Trustees for the purpose of facilitating the employment of a new senior-level classified

executive in situations where:

1. The established salary schedule for the job classification along with provisions for rating-

in have proven insufficient to hire an individual with the requisite competencies; and

2. Failure to promptly fill the position will, with reasonable certainty, result in the District not

being able to accomplish mission-critical requirements, objectives, and initiatives.

B. “New” refers to first assignment to the District or an appointment following a break in service

of at least 90 working days from a previous appointment as an employee of the District.

C. Senior-level executive positions for purposes of this rule include the following:

Chief Facilities Executive

Chief Financial Officer/Treasurer

Chief Information Officer

General Counsel

Vice Chancellor of Finance and Resource Development

D. Requisite competencies include knowledge, skills, abilities, personal characteristics, and

accomplishments which make the candidate distinctly well-qualified for the position in

comparison to other candidates eligible for the position.

E. A recruitment differential may be up to a maximum of 25 percent more than the 5th step

monthly salary of the approved salary schedule for the job classification in effect at the

beginning of employment.

Example Calculation:

5th step monthly salary ($20,000) x percentage value of recruitment differential (20%) =

monthly value of recruitment differential

$20,000 x 20% = $4,000 monthly

F. Once approved, the total amount/value of a recruitment differential is not subject to change for

the duration of the employee’s employment.

G. Cost-of-living increases or other general salary increases applied to salary schedules or other

salary differentials shall not be applied to recruitment differentials.


H. Payment of the recruitment differential shall be in equal monthly payments or fraction thereof.

I. Payment of a recruitment differential shall continue during periods of approved paid absence.

J. Approval of a recruitment differential is a pre-employment process. Requests for a recruitment

differential submitted after employment has begun or directly by a prospective or newly hired

employee on his/her own behalf will be returned with no action.

K. Both regular and limited-term employees are eligible for a recruitment differential.

L. In recognition of the special pay practice a recruitment differential represents and the potential

for disruption of salary relationships, the District shall submit the following information to the

Personnel Commission for review and comment, as provided in Education Code Section

88087, upon determination of the need to pay a recruitment differential.

1. The name of the potential employee;

2. The position to which the potential employee is to be assigned;

3. The competencies of the proposed employee which support the differential.

4. The mission critical consequences, if the position remains unfilled;

5. The proposed percentage value of the recruitment differential; and

6. Justification for the proposed value of the recruitment differential.

M. In considering the District’s request the Personnel Commission shall consider:

1. The availability and quality of candidates possessing the competencies required for the

position, including the success of recent efforts to recruit candidates for the position;

2. The salaries typically paid outside the District for similar positions;

3. Recent turnover in similar positions;

4. Employment trends and labor-market factors that may affect the District’s ability to recruit

candidates for the position;

5. Special or unique competencies required for the position;

6. Work and/or organizational conditions, environment, requirements associated with the

position; and

7. Other supporting factors that may apply.

N. A recruitment differential shall not be considered as part of an employee's base salary for the

purpose of step placement upon demotion or promotion.


O. A recruitment differential shall not be considered as part of the employee’s base salary for

purposes of step placement upon change to any job classification with an equal base salary

schedule or within three (3) percent higher than the base salary schedule.

P. If recruitment difficulties are anticipated, the possible availability of a recruitment differential

shall be announced in the recruitment bulletin/announcement for executive positions.

* * *

RULE

585 Retention Differential

Education Code Sections

88080. Power of personnel commission to prescribe, amend and interpret rules.

(a) The commission shall prescribe and, amend, and interpret subject to this article,

such rules as may be necessary to insure the efficiency of the service and the

selection and retention of employees upon a basis of merit and fitness. The rules

shall not apply to bargaining unit members if the subject matter is within the scope

of representation, as defined in Section 3543.2 of the Government Code, and is

included in a negotiated agreement between the governing board and that unit. The

rules shall be binding upon the governing board, but shall not restrict the authority

of the governing board provided pursuant to other sections of this code.

(b) No rule or amendment which would affect classified employees who are

represented by a certified or recognized exclusive bargaining representative shall

be adopted by the commission until the exclusive bargaining representative and the

community college employer of the classified employees who would be affected

have been given reasonable notice of the proposal.

88081. Subjects of Rules.

(a) The rules shall provide for the procedures to be followed by the governing board

as they pertain to the classified service regarding applications, examinations,

eligibility, appointments, promotions, demotions, transfers, dismissals,

resignations, layoffs, reemployment, vacations, leaves of absence, compensation

within classification, job analyses and specifications, performance evaluations,

public advertisement of examinations, rejection of unfit applicants without

competition, and any other matters necessary to carry out the provisions and

purposes of this article.

(b) With respect to those matters set forth in subdivision (a) which are a subject of

negotiation under the provisions of Section 3543.2 of the Government Code, such

rules as apply to each bargaining unit shall be in accordance with the negotiated

agreement, if any, between the exclusive representative for that unit and the public-

school employer.


A. A retention differential may be authorized by the Personnel Commission and Board of Trustees

for the purpose of retaining a senior executive under the following circumstances:

1. The employee’s resignation/retirement from employment with the District is imminent

without the retention differential;

2. The employee possesses unusually high or unique qualifications;

3. The availability of candidates in the labor market who possess the competencies to perform

the full range of duties and responsibilities of the employee's position at the level performed

by the employee is known to be highly limited; and

4. The employee’s departure would affect the District’s ability to accomplish mission-critical

requirements, objectives, and initiatives.

B. Senior-level executive positions for purposes of the rule include the following:

Chief Information Officer

Chief Facilities Executive

Chief Financial Officer/Treasurer

General Counsel

Vice Chancellor of Finance and Resource Development

C. A retention differential shall be limited to a maximum duration of one year.

D. A retention differential may be up to a maximum of 25 percent more than the 5th step monthly

salary of the approved salary schedule for the job classification in effect at the time of affecting

the differential.

Example Calculation:

5th step monthly salary ($20,000) x percentage value of retention differential (20%) =

monthly value of retention differential

$20,000 x 20% = $4,000 monthly

E. Once approved, the total amount/value of a retention differential is not subject to change for

the duration of the employee’s employment.

F. Cost-of-living increases or other general salary increases applied to salary schedules or other

salary differentials shall not be applied to retention differentials.

G. To receive a retention differential an employee must have permanent status in the classified

service.

H. Payment of the retention differential shall be in equal monthly payments or fractions thereof.

I. Payment of a retention differential shall continue during periods of approved paid absence.


J. In recognition of the special pay practice a retention differential represents and the potential

for disruption of salary relationships, the District shall submit the following information to the

Personnel Commission for review and comment, as provided in Education Code Section

88087, upon determination of the need to pay a retention differential.

1. The name of the employee;

2. The position to which the employee is assigned;

3. The competencies of the proposed employee which support the differential.

4. The mission critical consequences, if the position remains unfilled;

5. The proposed percentage value of the retention differential;

6. Justification for the proposed value of the retention differential; and

7. The succession plan for the position.

K. In considering the District’s request the Personnel Commission shall consider:

1. The availability and quality of candidates possessing the competencies required for the

position, including the success of recent efforts to recruit candidates for the position;

2. The salaries typically paid outside the District for similar positions;

3. Recent turnover in similar positions;

4. Employment trends and labor-market factors that may affect the District’s ability to recruit

candidates for the position;

5. Special or unique competencies required for the position;

6. Work and/or organizational conditions, environment, requirements associated with the

position; and

7. Other supporting factors that may apply.

L. A retention differential shall not be considered as part of an employee's base salary for the

purpose of step placement upon demotion or promotion.

M. A retention differential shall not be considered as part of the employee’s base salary for

purposes of step placement upon change to any job classification with an equal base salary

schedule or within three (3) percent higher than the base salary schedule.

N. The District may unilaterally terminate a retention incentive service agreement based solely on

the management needs, in which case the employee is entitled to retain any retention incentive


payment attributable to completed service and to receive any portion of a retention incentive

payment owed by the agency for completed service.

ASSIGNMENT AUDITOR 8/14/19

10/7/14



ASSIGNMENT AUDITOR

DEFINITION

Audits a variety of assignment related transactions and documents that fall within the purviews of the Personnel

Commission to insure completeness, accuracy, and compliance with pertinent laws, rules, and procedures,

reconciles discrepancies, and develops appropriate solutions.

TYPICAL DUTIES

Audits various assignment transactions for completeness, accuracy, and legal compliance.

Identifies errors and discrepancies in assignment transactions and documents, including salary placements of

hires, advises appropriate staff of findings, and develops appropriate solutions within established rules and

procedures.

Interprets, applies, and explains rules and regulations of the Personnel Commission and the Board of Trustees

as well as provisions of bargaining agreements related to personnel assignment and compensation matters.

Reviews rules, regulations, and procedures pertinent to assignment processing, and makes recommendations on

procedural and system configuration changes that streamline processes and increase operational efficiency.

Provides liaison between the Personnel Commission and the Human Resources Division in matters regarding

the processing of assignment transactions and initial salary placements of classified employees.

Maintains substitute and relief assignment pool lists including adding and removing pool eligibles from the list

in accordance with established rules.

Interprets coded and other information on information system screens, data reports, and related records for the

purpose of obtaining and verifying information, to determine the history of assignment transactions, and resolve

salary allocation problems.

Compiles information and prepares reports pertaining to temporary assignments, regular hires, bilingual

differentials, new positions, position changes; audits data for compliance with applicable rules and procedures;

and resolves discrepancies.

Effectively utilizes the capabilities and functions of specialized and standard office software applications such

as data management, spreadsheet, presentation, and word processing in the performance of duties.

Organizes assignment audit documents, logs, and records in a clear and concise manner.

Assists in testing system configuration changes pertinent to assigned area and reports findings.


10/7/14

TYPICAL DUTIES

Provides work direction and training to clerical staff.

Makes presentations on assignment processing topics.



An Assignment Auditor audits a variety of assignment related transactions and documents that fall within the

purviews of the Personnel Commission and exercises judgment and analytical ability in developing appropriate

solutions to assignment problems. Incumbents in this classification possess advanced knowledge of the District’s

payroll/personnel systems and apply a thorough knowledge of the rules, regulations, policies, and procedures of

the Personnel Commission and Board of Trustees as well as applicable provisions of collective bargaining

agreements.

An Assistant Personnel Analyst performs professional personnel work of moderate complexity related to areas

such as classification and compensation, personnel rules and policies, recruitment and examinations, and

employer-employee relations, which are subject to closer supervision and review than work performed by a

Personnel Analyst.

A Senior Personnel Assistant organizes and performs duties related to the preparation and processing of a wide

variety of personnel transactions pertaining to recruitment, selection, examination, compensation, employee

health benefits, and/or assignment of academic, classified, and/or unclassified personnel. May act as a lead

person over a small clerical personnel unit. Incumbents in this classification apply a working knowledge of the

rules, regulations, policies, and procedures of the Board of Trustees and Personnel Commission as well as

applicable provisions of the collective bargaining agreements.

SUPERVISION

General supervision is received from a classified manager. Work direction is exercised over a small clerical

staff unit.


Knowledge of:

Personnel Commission Rules, Board of Trustees’ Rules, Human Resources Guides, provisions of Education

Codes and collective bargaining agreements related to employee assignments, compensation, and personnel

transactions

District’s personnel/payroll computer system

Organizational structure and key personnel of the District

Basic merit system principles

8/14/19


Knowledge of:

Personnel assignment and payroll procedures

Fact-finding methods and procedures

Capabilities of computer systems, applications, and hardware used in assignment processing

Recordkeeping procedures

Ability to:

Recognize and evaluate problems involving the processing of assignment related transactions and documents

and make sound recommendations

Recognize, analyze, and resolve possible conflicts in the interpretation of laws and rules

Interpret, apply, and explain Board of Trustees Rules, Personnel Commission Rules, Human Resources Guides,

Education Code Sections, and collective bargaining agreements pertinent to assigned area

Analyze processes and devise improved procedures pertinent to assigned area

Provide technical assistance to others

Give clear and concise instructions

Keep information confidential

Effectively utilize computer systems and software in the performance of duties

Make effective presentations on various assignment processing related topics

Work cooperatively and effectively with administrators, employees, and the public

Prepare and present reports in written, oral, graphic, and tabular form

Plan and organize work to meet deadlines

Effectively communicate orally and in writing

Work independently

Apply a code system

Maintain accurate and detailed records

Learn specialized software applications

Revised ASSIGNMENT AUDITOR 8/14/19

10/7/14



An associate’s degree or its equivalent from a recognized college or university, preferably with a major in

business administration or a related field AND four years of full-time, paid personnel experience, which must

have included applying policies and processing assignment transactions.



position(s) within this job class. The duties, responsibilities, and requirements of a particular position within this

class may vary from the duties of other positions within the class. In accordance with the Americans with Disabilities

Act (ADA), the Los Angeles Community College District provides reasonable accommodation to qualified

individuals with covered disabilities on a case-by-case basis throughout the application, examination, and hiring

processes and throughout employment. If an individual is in doubt about his or her ability to perform the duties and

responsibilities of a position or possession of any other requirement noted in a class specification or job

announcement, he or she should always apply for a position and request reasonable accommodation at the

appropriate time.

ELECTRONICS TECHNICIAN 8/14/19

7/8/14



ELECTRONICS TECHNICIAN

DEFINITION

Assembles, installs, maintains, troubleshoots, tests, repairs, and modifies a wide variety of low voltage electronic

equipment and devices including radio, video, television, audio-visual equipment, public address systems, and

electronic instructional aids.

TYPICAL DUTIES

Assembles, installs, maintains, troubleshoots, tests, repairs, and modifies a wide variety of low voltage electronic

equipment and devices such as telephone and public address systems, television and radio receivers, electronic

instructional aids and audio recorders, microphones, booms, speech input consoles, amplifier systems, dimmer

boards, rear projection equipment, theater sound systems and sound-effects equipment, television cameras,

monitors, video recorders, video special-effects equipment, and other related equipment and devices.

Operates test equipment such as oscilloscopes, signal generators, volt meters, audio measuring devices, and

audio-video test sets needed to detect malfunctions of low voltage electronic equipment and devices.

Uses a variety of tools such as hand soldering tools, simple power tools, and assembly and installation tools

needed for the repair of low voltage electronic equipment and devices.

Reads and interprets equipment schematics, logic diagrams and blueprints.

Estimates material needed for installation and upgrading of electronic equipment such as cable connectors, small

components and other related materials.

Repairs electronic musical instruments.

Orders supplies, parts and tools needed for repairs and maintains a parts inventory.

Maintains repair and installation records.

Makes recommendations on the replacement and purchase of equipment and devices.

May provide technical assistance to instructional staff regarding the use of electronic test instruments.

May assist in the design of instructional equipment, devices, and aids for electronics courses.

May repair computers and other electronic office or peripheral equipment.



7/8/14


An Electronics Technician assembles, installs, maintains, troubleshoots, tests, repairs, and modifies a wide

variety of low voltage electronics equipment and devices such as radio, video, television, audio-visual

equipment, public address systems, and electronic instructional aids.

An Electrician performs skilled journey-level electrical work in the installation, maintenance, alteration, and

repair of a variety of electrical systems and equipment related to light, heat, communications, and power.

SUPERVISION

General supervision is received from a classified manager or supervisor. Work direction may be provided to

student employees.


Knowledge of:

Electronic and electronic test equipment

Principles and theories of electronic circuitry, integrated circuits, and semi-conductors

Principles and theories related to low voltage electronic equipment and devices

Current electronic technology

Tools, materials, and parts involved in the repair and maintenance of low voltage electronic equipment and

devices

Safety precautions, practices, and procedures related to low voltage electronic equipment and devices

Troubleshooting techniques used in detecting malfunctions of low voltage electronic equipment and devices

such as radio, video, television, audio-visual equipment, public address systems, and electronic instructional aids


Basic operations of computer equipment

Spelling, punctuation, and English usage

Skill in:

Safe use of hand and power tools


7/8/14

Ability to:

Read, interpret and use schematics, logic diagrams and blueprints for a variety of low voltage electronic

equipment and devices

Assemble, install, maintain, troubleshoot, test, repair, and safely operate a variety of low voltage electronic

equipment and devices such as radio, video, television, audio-visual equipment, public address systems, and

electronic instructional aids

Safely work from ladders and elevated staging

Work effectively and cooperatively with District staff, instructional staff, and students

Keep detailed and precise records

Work independently on assigned projects

Plan and complete assignments in a timely manner

Learn the characteristics of new types or models of low voltage electronic equipment and devices and

update skills to adapt to changing technology

Learn general and specialized software applications



A. An associate degree or its equivalent, from a recognized college or university, with a major in electronics or

a related field AND two years of recent, full-time, paid experience in maintaining a variety of complex low

voltage electronic equipment and devices. Experience in operating and maintaining audio, video, television

equipment, and other related low voltage equipment and devices is desirable.

OR

B. Graduation from high school or its equivalent AND four years of recent, full-time, paid experience in

maintaining a variety of complex low voltage electronic equipment and devices. Experience in operating and

maintaining audio, video, television equipment, and other related low voltage equipment and devices is

desirable.

OR

C. Any equivalent combination of A. and B. above.

Physical Requirements:

Ability to lift and move items weighing up to fifty pounds.

Revised ELECTRONICS TECHNICIAN 8/14/19

7/8/14


Our class specification generally describes the duties, responsibilities, and requirements characteristic of

the position(s) within this job class. The duties, responsibilities, and requirements of a particular position

within this class may vary from the duties of other positions within the class. In accordance with the

Americans with Disabilities Act (ADA), the Los Angeles Community College District provides reasonable


application, examination, and hiring processes and throughout employment. If an individual is in doubt

about his or her ability to perform the duties and responsibilities of a position or possession of any other

requirement noted in a class specification or job announcement, he or she should always apply for a position

and request reasonable accommodation at the appropriate time.

GRAPHIC DESIGNER 8/14/19

5/23/18



GRAPHIC DESIGNER

DEFINITION

Creates, designs, lays out, and produces printed and digital materials and publications utilizing a wide variety of

commercial art media and techniques and applies creative and innovative ways to translate written or verbal

ideas or concepts into graphic design work.

TYPICAL DUTIES

Designs and produces graphic design work using a variety of techniques and media for such items as print and

digital advertisements, brochures, pamphlets, handbooks, presentations, charts, graphs, posters, banners, maps,

teaching guides, certificates, books, social media posts, and special forms.

Applies computer graphics in the production of graphic design work including software and hardware

management.

Advises instructional and administrative staff on various aspects of graphic design projects which may include

design and layout, art media, materials, costs, and timelines.

Designs, lays out, and prepares digital pre-press files and determines the color and techniques of final products.

Organizes and lays out the content of publications and makes editorial suggestions to improve and clarify the

text.

Participates as a member of a web design team responsible for Designs designing and lays laying out web pages

by using specialized computer applications, typographic techniques, photography, and illustration.

Designs and Ccreates signage using various media, styles, and sizes; may coordinate with vendors to produce

signage.

Takes and pPrepares photographs for print and/or display including mounting, laminating, retouching, sizing,

cropping, and scanning; distributes photographs to appropriate sources.

Coordinates budget, printing specifications, and other related areas with printers and outside graphic design

material vendors.

Develops and updates templates to ensure graphic design standards are consistent in printed and digital

publications and materials.

Maintains files and records of finished projects, graphic design work, logos, photos, clip art, and digital

signatures.

Requisitions supplies and equipment and makes recommendations on the purchase of graphic design related

software and hardware.


5/23/18

TYPICAL DUTIES

May take photographs on an as-needed basis.

May perform routine freehand and mechanical lettering and calligraphy.

May provide work direction to staff assigned to projects.



A Graphic Designer, using a wide variety of commercial art media and techniques, creates and produces graphic

design work from rough sketches, notes, or verbal instructions with great latitude for creativity and independent

judgment. The use of advanced graphic software applications is an integral aspect of the duties.

A Graphic Arts Assistant assists in the design, lay out, and production of traditional and digital artwork using

a variety of art media and techniques.

A Graphic Arts Assistant (Restricted) performs essentially the same duties as a Graphic Arts Assistant but

employment in the class is restricted to mentally, physically, or developmentally disabled persons.

An Instructional Media Specialist operates, adjusts, and maintains complex instructional media equipment and

electronic media systems. Provides technical assistance as an integral part of the college media production team

in the development, production, and distribution of instructional media programs.

A Web Designer designs, develops, maintains, and modifies a college’s or the District Office’s Web site and

portal and supporting Web pages. The use of creativity and demonstrated graphic design skills are critical

elements of this classification.

SUPERVISION

General supervision is received from an academic or classified manager or administrator. Immediate supervision

may be exercised over assigned staff and student employees.


Knowledge of:

Principles, techniques, materials, and equipment used in graphic design

Graphic design software such as InDesign, Photoshop, and Illustrator

World Wide Web and Internet environments

Design and layout tools related to web site development such as HTML, CSS, and Dreamweaver

Presentation software such as Microsoft Powerpoint


5/23/18

Knowledge of:

Principles of composition, typography, aesthetics, color and design theories

Principles of copywriting and editing

Principles of marketing and public relations

Requirements and terminology for digital pre-press

High volume offset and/or digital printing methods, both sheetfed and web

Techniques related to the preparation of graphics for TV, multimedia, and video


Capabilities of computer systems and hardware common in graphic design

Skill in:

Using and maintaining various graphic design studio equipment

Using graphic/publishing computer systems such as Macintosh and others

Ability to:

Independently produce graphic design work utilizing a variety of software, materials, and equipment

Apply creativity in the preparation of layouts, drawings, illustrations, and related graphic materials

Create graphic design work from scanned images, photographs, sketches, and ideas

Design and lay out web pages

Prepare graphic design work as digital files for offset printing

Operate photographic equipment and software

Design using typographical, illustrative, coloring, and other related techniques

Perform routine freehand and mechanical lettering and calligraphy on an as-needed basis

Organize work load to meet deadlines and budgets

Establish and maintain effective and cooperative working relationships with staff, students, vendors, and the

public

Revised GRAPHIC DESIGNER 8/14/19

5/23/18

Ability to:

Give clear and concise instructions orally and in writing

Learn new software applications and equipment in the field of graphic design



A. A bachelor’s degree from a recognized college or university with a major in graphic design, fine arts, or a

related field AND two years of recent, full-time, paid experience in commercial graphic design including the

use of graphics software.

OR

B. An associate degree or its equivalent from a recognized college or university with a major in graphic design,

fine arts, or a related field AND four years of recent, full-time, paid experience in commercial graphic design

including the use of graphics software.

OR

C. Graduation from high school or its equivalent AND six years of recent, full-time, paid experience in

commercial graphic design including the use of graphics software.




this class may vary from the duties of other positions within the class.

In accordance with the Americans with Disabilities Act (ADA), the Los Angeles Community College District

provides reasonable accommodation to qualified individuals with covered disabilities on a case-by-case basis

throughout the application, examination, and hiring processes and throughout employment. If an individual

is in doubt about his or her ability to perform the duties and responsibilities of a position or possession of any

other requirement noted in a class specification or job announcement, he or she should always apply for a

position and request reasonable accommodation at the appropriate time.

PAYROLL ASSISTANT 8/14/19

7/29/14



PAYROLL ASSISTANT

DEFINITION

Reports time, performs specialized clerical duties related to the processing and tracking of payroll data records

and salary savings, and resolves routine payroll problems for academic, classified, and/or unclassified employees

of a college using the District’s computerized payroll system and other resources.

TYPICAL DUTIES

Reviews weekly time reports and absence request forms submitted by college offices or employees for

completeness, accuracy, and appropriate documentation.

Codes and inputs time reports into a computerized payroll system in a timely manner to meet established payroll

deadlines.

Prepares time reports, transmittals, and adjustments using negative and positive reporting procedures established

by the District Payroll Section.

In a service-oriented environment, assists college employees in resolving payroll problems by reviewing

warrants and computerized payroll and personnel records, identifying the source of problems, initiating

corrective action, or reporting unusual problems to the District Payroll Section.

Distributes weekly time reports and related payroll documents to college offices.

Completes information from payroll records and generates special reports related to the college payroll.

Answers inquiries from employees about discrepancies in time reports and related payroll documents and

explains policies and procedures and bargaining unit contract provisions related to time keeping issues.

Provides individual payroll information to employees such as illness and vacation time quotas and balances.

Contacts employees, supervisors, and staff to verify absence, leave, and employment status information for time

reports.

Tracks employee payroll data related to leaves, time quotas and balances, and overtime/compensation time off

in an effort to promote salary savings for the college.

Collects reimbursements from employees for jury duty or overpayment of salary for submission to the District

Payroll Section.

Processes applications for emergency pay and lost warrant affidavit forms for submission to the District Payroll

Section.

May provide work direction to clerical staff assigned to the unit.



7/29/14


A Payroll Assistant performs specialized clerical duties related to the processing of payroll data and records for

academic, classified, and unclassified employees of a college and providing coordination between the District

Payroll Section and employees of a college in the resolution of payroll problems. Extensive public contact is

also considered an essential function of this class.

A Payroll Systems Technician performs clerical-technical duties related to the processing of payroll and

retirement data and records, review of salary payments, deductions, benefits accruals and balances, and related

records for compliance with rules and regulations; updating and maintaining payroll data in a computerized

payroll system, and resolving discrepancies in salary payments, deductions, benefits accruals and balances, and

records.

A Senior Payroll Systems Technician acts in a lead capacity and participates in the work of a small specialized

clerical unit engaged in the clerical-technical processing of payroll data and records or performs highly complex

clerical payroll duties related to retirement systems.

A Supervising Payroll Systems Technician plans, schedules, and supervises the work of a specialized clerical

unit engaged in processing payroll/retirement system data and records, and personally resolves the most complex

and difficult payroll data discrepancies of the unit; participates in the work of the unit and in resolving the more

complex operational and systems work of the unit.

SUPERVISION

Immediate supervision is received from a classified supervisor. May provide work direction to assigned clerical

and student employees.


Knowledge of:

Time reporting and time record processing procedures

Payroll rules, policies, and records affecting time reporting


Letter, memorandum, and report formats

Correct use of Bbusiness English, punctuation, spelling, and grammartical usage

Customer service techniques for public contact in person, and on the telephone, and in written communication

Capabilities of computer systems, software, and hardware used in assigned area

Skill in:

Use of computer and standard office equipment


7/29/14

Ability to:

Verify, code, and input time reports accurately

Make arithmetical computations accurately

Detect discrepancies in time records and take corrective action

Effectively utilize computer equipment and software in the performance of duties

Retrieve data from a computerized payroll system

Work with frequent interruptions and under the pressure of recurrent deadlines

Prepare basic reports and correspondence

Follow written and oral directions

Keep accurate and detailed records

Explain time keeping related rules and procedures

Work effectively and cooperatively with District staff, students, and the public

Learn and apply information system coding procedures related to time record processing

Learn specialized computer applications and systems used in assigned area


Education:

Graduation from high school or its equivalent.

Experience:

None is required. One year of full-time paid general clerical experience which included use of computer

equipment and public contact is desirable. Time-keeping and recordkeeping experience is desirable.

Revised PAYROLL ASSISTANT 8/14/19

7/29/14




class may vary from the duties of other positions within the class. In accordance with the Americans with Disabilities

Act (ADA), the Los Angeles Community College District provides reasonable accommodation to qualified

individuals with covered disabilities on a case-by-case basis throughout the application, examination, and hiring

processes and throughout employment. If an individual is in doubt about his or her ability to perform the duties and

responsibilities of a position or possession of any other requirement noted in a class specification or job

announcement, he or she should always apply for a position and request reasonable accommodation at the

appropriate time.

PROJECTIONIST 8/14/19

7/8/14



PROJECTIONIST

DEFINITION

Sets up, adjusts, operates, tests, and maintains projection equipment including video and digital projection

systems, 35mm, 16mm, and other motion picture film projectors, integral parts of projection system, and double

system sound dummies. Sets up and synchronizes any additional audio and/or visual playback machines.

TYPICAL DUTIES

Sets up and operates video and digital projection systems, 35mm, 16mm, and other motion picture projectors,

their corresponding sound system, including Dolby Stereo units and double system reproducers, lamp houses

and xenon lamps for classes in the screening rooms.

Synchronizes sound dummies and any additional audio and/or visual playback machines with projectors for use

in transfers, mixing, dubbing or looping.

Demonstrates to instructors and students the proper use of professional motion picture projectors, ancillary

equipment, sound dummies, and synchronizers.

Cross-connects projectors, sound dummies, consoles, and interlock facilities as required.

Prepares film materials for projection, including inspecting and repairing films and soundtracks for mixes and

regular shows.

Performs maintenance and minor repairs on projectors, integral parts of projection system, and sound dummies.

Instructs students on the appropriate method of building and setting up materials needed for mixing, as specified

by industry standards.

Requisitions spare parts and supplies as needed.

Keeps records of equipment and repairs.

May perform dubbings, loopings, transfers, and may project for sound mixes.

May provide training and work direction to student employees.

Performs related duties as needed.

Revised PROJECTIONIST 8/14/19

7/8/14


A Projectionist is responsible for the set up, adjustment, operation, testing, minor repair, and maintenance of

professional motion picture projectors, video and digital projection equipment, and all related connecting

equipment, including sound dummies, audio consoles, and interconnecting facilities.

An Instructional Media Technician operates, adjusts, maintains, receives, distributes, and issues instructional

media equipment and provides technical assistance in the preparation of instructional media materials.

SUPERVISION

General supervision is received from a classified or academic supervisor. Work direction may be provided to

student employee


Knowledge of:

Motion picture projection and other related equipment

Operation of professional 35mm, 16 mm, video, digital and other related projection equipment

Methods, materials, and tools used in the minor repair, maintenance, and adjustment of standard models of a

variety of sound motion-picture projectors

Basic mechanical and electronic principles related to moving picture projectors and other related equipment,

including motion picture interlock systems


Basic operations of computer equipment

Skill in:

Operating, maintaining, and repairing film projectors and other related equipment

Ability to:

Operate and adjust projectors and other related equipment properly

Set up sound dummies and synchronize them with projectors

Demonstrate to instructors and students the operation of motion picture equipment

Make minor repairs to motion picture projection equipment

Work independently

Work effectively and cooperatively with students and instructional staff

Revised PROJECTIONIST 8/14/19

7/8/14

Ability to:

Learn new innovations in film technology and related fields including new types or models of projection

equipment

Learn general and specialized software applications



Graduation from high school or its equivalent AND one year of full-time, paid experience as a projectionist

using 35mm equipment. Course work in cinema arts is desirable.




class may vary from the duties of other positions within the class. In accordance with the Americans with

Disabilities Act (ADA), the Los Angeles Community College District provides reasonable accommodation to

qualified individuals with covered disabilities on a case-by-case basis throughout the application, examination,

and hiring processes and throughout employment. If an individual is in doubt about his or her ability to perform

the duties and responsibilities of a position or possession of any other requirement noted in a class specification

or job announcement, he or she should always apply for a position and request reasonable accommodation at the

appropriate time.

LOS ANGELES COMMUNITY COLLEGE DISTRICT PERSONNEL … · 2020-06-15 · LOS ANGELES COMMUNITY...

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Transcript of LOS ANGELES COMMUNITY COLLEGE DISTRICT PERSONNEL … · 2020-06-15 · LOS ANGELES COMMUNITY...