Your Job and Workplace Expectations
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Your Job Description
Each position in the Classified Service is assigned to a job classification based on the duties and responsibilities assigned to the position by the supervisor. In turn each job classification is allocated to a salary schedule based on an evaluation of the duties and the prevailing wages paid by other employers, private and public, for comparable work.
Although the generic job description will identify the typical duties assigned to a position, each position within a job classification will vary based on the needs of the specific department. Upon assignment to a job in the Classified Service an employee will be provided with a description of the specific duties and responsibilities they will be expected to perform. This description is important because it serves as the foundation for many other aspects of the employee’s work experience such as training and performance evaluation.
The official job descriptions which give examples of job duties and outline minimum qualifications, are available through this link.
Changes in Your Job
Will the duties of your position ever change? Will you sometimes be asked to perform duties that are not part of your regularly assigned duties? Yes, this may happen.
If an authorized supervisor asks an employee to temporarily perform duties of a higher nature for a limited time, there is a way for the employee to be compensated. An employee can request a review of the higher-level duties by the Personnel Commission by submitting a claim for temporary work out of classification. If the duties warrant higher compensation, a temporary salary differential can be paid to the employee for the submitted claim period(s) in accordance with applicable rules.
Over time, the operational needs of an office can change for a variety of reasons. When this happens, and the gradual change in duties is permanent, a request for a study of your position can be submitted to the Personnel Commission by an employee, supervisor, administration, or union representative to determine if the gradual change in duties constitutes a change in their job classification and compensation. A Classified Staffing Request (C1121) is typically used for this purpose. An analyst on the Personnel Commission staff will conduct the study. If the gradual change in duties warrants a change in job classification and salary, the Personnel Commission will formally reclassify the position. Such studies should be requested in a timely manner and at the time duties have been changed.
Probationary Period
The majority of appointees to regular positions in the classified service are subject to a probationary period. This is true for new employees to the District as well as current employees who are being promoted to a new position. The purpose of a probationary period is to assess the new employee’s job performance and work behavior, as well as their job-related character, conduct and attitude. It is also a time to identify the employee’s special talents and capabilities and how they can contribute to the goals and objectives of the work unit. During this time, the employee has the opportunity to assess whether or not the position fulfills their personal career goals.
The probationary period for all classified employees, except executive and administrative classes as defined in Personnel Commission Rule 596, is 130 days of paid service. The probationary period for executive and administrative classes is 260 days of paid service. Prior to the end of the probationary period, the supervisor must review the probationer’s performance and assess suitability for continued employment in the position or with the District. During a 130-day probation period, evaluations typically occur in the 2nd and 4th months of service. During a 260-day probation period, evaluations occur in the 4th and 9th months of service.
There are a small number of positions designated as “senior management” that do not attain permanency in their positions and are not required to be subject to the formal evaluation process described above.
Performance Evaluations
All classified employees are generally expected to receive at least one performance review each year. New employees and those who have been recently promoted also receive probationary evaluations during their probation period. Additional reviews may be done at any time at the supervisor’s discretion.
The performance evaluation form and process are designed with the following goals in mind:
- To assess actual performance and accomplishments against the duties, responsibilities and standards of the employee’s position
- To encourage joint planning and communication between an employee and their supervisor
- To provide employees with clear and explicit performance expectations
- To provide employees with information on how to improve their performance
- To help employees identify and develop important job skills
- To discuss training and career advancement opportunities
Standards of Conduct
It is the District's objective to promote the well-being of its employees in the workplace and to maintain high standards of professional conduct and work performance. In general, each employee of the District is expected to take personal responsibility for their actions, conduct themselves in a positive and ethical manner and maintain satisfactory job performance.
More specifically, each employee is expected to:
- Treat all members of the community fairly, equitably, and courteously
- Value the different perspectives of team members, departments and support groups
- Foster positive relationships among diverse cultures
- Emphasize a customer service orientation
- Utilize the resources and training provided to maximize productivity
- Promote high standards of performance in themselves and among their peers
- Conduct themselves in a professional and productive manner
- Comply with all approved policies and procedures
- Raise issues of ethics, conflict, and concern with the proper personnel, as necessary
Employee Discipline
The District’s mission, goals and objectives can only be achieved through the hard work and commitment of its employees. Therefore, every effort is made to communicate with employees about their performance on a regular basis. This practice is based on the premise that employees will develop and grow from positive and specific feedback with regard to their performance; that performance that is not productive can be corrected with constructive comments and counseling for improvement; and that a positive employer/employee relationship will develop through open and honest communication.
Progressive discipline is used in the District when an employee’s work performance or behavior on the job is below work performance standards. This process offers a fair, objective and consistent method for communicating expectations and performance standards to the employee and affords the employee a reasonable opportunity to improve their performance. The focus of progressive counseling is to promote employee success by identifying causes and agreeing on methods for improving employee performance to a satisfactory level.
Employees should be aware that chronic poor performance and certain acts and behaviors are cause for disciplinary action which may include formal counseling, reprimands, notice of unsatisfactory service, suspension, demotion, and dismissal. A list of the causes for discipline can be found in Personnel Commission Rule 735.
Confidentiality
All information (verbal, written, or electronic) obtained during the course of your work should be handled professionally and in confidence. Accessing, without authorization, information that the District considers privileged or confidential, releasing such privileged or confidential information, or using such information for non-District purposes, violates District policy and may be grounds for discipline up to and including termination.
Requests for information, when not addressed as part of standard procedures, should be cleared with your immediate supervisor. Before leaving work each day, confidential materials should be cleared from your workstation. In keeping with this security, no material of any type should be removed from your department without permission.
Workplace Schedules
The District’s colleges are typically open Monday through Friday from 6:00 a.m. to 11:00 p.m. Most colleges are also open for weekend academic programs and other community-based events and activities. The District’s central administrative offices are open Monday through Friday from 8:00 a.m. to 4:30 p.m.
Employee work schedules are established to meet departmental operating needs and may vary within each department. Each department head is responsible for establishing and communicating work schedules to employees.
Most classified employees work a standard 8-hour workday. The typical hours of work for a day shift employee are 8:00 a.m. to 4:30 p.m.; however, there are some offices and work units where the workday begins and ends at other hours. The hours of employees assigned to evening and night shifts will also vary. Part-time employees will have hours assigned that are consistent with their assignment.
On occasion, it may be necessary to change an employee’s hours or shift. When this occurs, the provisions of applicable collective bargaining agreement or policies will be followed.
Alternative work schedules such as a 9/80 or 10/40 are used in some offices during all or part of the year, such as the summer.
The Los Angeles Community College District is committed to supporting a diverse and inclusive work environment where employees thrive and the needs of students and communities we serve are met. As such, the District recognizes the benefits of remote work, when implemented appropriately, to both the District and the employee. The LACCD Remote Work Program utilizes a dynamic tool to balance the operational needs of the District while providing flexibility to eligible employees to conduct their work remotely.
The number of days or percentage of time for participation in the Remote Work Program is dependent on the agreement between you and your supervisor.
AFT College Staff Guild Contract – Article 20 and Appendix U
Lunch & Rest Breaks
An employee working 8 hours will typically receive an hour lunch break and two 15-minute rest periods during their shift. Employees working less than 8 hours will receive a combination of lunch and/or rest periods based on their individual hours of work. During lunch and break periods, you are completely free from all work obligations. If you are required to work during a meal or rest period, this time is considered work time and should be reported as such on your timesheet. Lunch and break periods may not be skipped or used in order to report to work late, leave early or make up for other time missed. The unit supervisor will determine lunch and rest break schedules.
Dress Standards
Our offices and colleges are very public places where students, co-workers, and colleagues and members of the public and other organizations interface on a regular basis. Therefore, an employee’s personal appearance and demeanor become vital for portraying a welcoming and positive image to the public at large.
Employees are expected to dress and groom for work according to generally accepted business and professional standards, as it relates to their particular work assignment. Employees are encouraged not to select clothing for work which is more appropriate for leisure, sports activities, or informal social functions.
The District reserves the right to restrict attire for legitimate reasons relating to safety, sanitary, or environmental conditions.
Changes to Contact Information
The District routinely sends employees important employment related communications such as benefit and annual tax information via mail and e-mail. All employees are individually responsible for ensuring that the District and the college have the correct home address, telephone number, and email address on file at all times.