|The city has a valid workers’ compensation insurance policy through the Alaska Municipal League Joint Insurance Association (AMLJIA) and proof of coverage is posted as required. RUBA staff verified that this insurance expense is budgeted for and that payment has been made for the policy through to the end of the fiscal year.
The city’s personnel policies are outlined in Title 9, Chapter 75 of the city’s code of ordinances. Those policies address all necessary personnel matters, including job classification, recruitment, hiring, evaluation, compensation, discipline, grievances, leave, travel, per diem, subsistence, training, and work scheduling. In accordance with these policies, new employees are placed on a 90-day probationary period, which is followed by a performance evaluation. All employees are also given an annual evaluation based on their adopted job descriptions. A copy of an employee’s evaluation, which is completed on a standardized form, is included in their personnel file, along with a completed W4, an I-9, an application, a letter of acceptance, and any certification copies. Employees are paid according to an established pay scale. Changes in the pay scale must be authorized in writing on a standardized form by the mayor and attested by the city clerk, with the form then being maintained in the employee’s file.
RUBA staff reviewed the utility employee job descriptions and found that they appropriately identify tasks to be completed, the position’s minimum qualifications, pay rage, work site, hours of work, job classification, appointing authority, and supervisor.
The job descriptions for those employees tasked with operating the water treatment facility require the employee hold or be able to pass the provisional water treatment exam. The primary and backup operators working with the system are already fully certified; however, the primary operator has expressed some concern that until a regular replacement is available, it is not possible to leave town for trainings. The expense associated with sending employees from the remote community to trainings also could make maintaining appropriate certification difficult. The city has, nonetheless, budgeted $2,500 for travel and RUBA staff has explained the availability of grant-funded trainings to utility staff, including the primary operator.|