Special_Procedures_Related_to

Topic	Information	Links/Forms & Resources
Professional Expert Assignments in SFP Programs	Periodically there may be a need to establish a specialized assignment within an SFP program and no eligible on the SFP eligibility lists possesses the required skills and abilities. In such cases, the use of a professional expert assignment in an SFP program is appropriate for the duration of the SFP or until the candidate qualifies for an SFP job classification whichever is sooner.	PC Rule 517
	It should be noted that before you recruit for a Professional Expert you must first review the eligibility and transfer lists. There is a large pool of candidates available on the lists for the four SFP classifications at all times. You should not assume that there is no one with the skills you require.	Professional Expert Form
	In order to receive approval for a professional expert assignment, the background of the individual will be closely reviewed to insure that he/she clearly possesses the required expertise for this assignment.
	If the type of assignment is one which can be reasonably incorporated into one of the four SFP job classifications, the Professional Expert may be required to compete in the next examination and be assigned to an SFP job classification. Examinations are typically given in March/April each year.
Instructor Special Assignment (ISA) Assignments in SFP Programs	The use of an ISA position to run an SFP program is not considered an appropriate staffing option. This type of work falls within the realm of the Classified Service and requires the use of a classified SFP position.	SFP-Program Director Job Description
Performance Evaluations for SFP Employees	Probationary Evaluations
	SFP employees hired in regular status are required to go through a probationary period of 130 working days. Probationary evaluations are required in the 2nd and 4th month of regular employment for employees in all SFP job classifications.	PC Rule 702
	If an SFP employee transfers or reinstates into a new SFP position, he/she is required to complete a new probationary period. This is a requirement because the person will be serving in a new classification. Remember, SFP classifications are identified by class title, funding source, and location.	Article 16, AFT Contract
	Permanent Evaluations
	Upon completion of the probationary period, all SFP employees are required to receive an annual performance evaluation. Annual evaluations are scheduled as follows: SFP Specialist, Technician and Assistant: At least once each year. SFP Director: Prepared during the period of May 1 through June 30, for the proceeding year.


Status of Regular Classified Employees Who Accept an Assignment in an SFP Position	Unit 1 Clerical Technical Employee
	A regular Unit 1 classified employee who accepts an SFP position is treated as though being on an opportunity leave. The following "return rights" to his/her regular classified position are prescribed in the collective bargaining agreement: 1 - 90 days - The employee has return rights to the same position from which the leave was taken. 91 - 120 days - The employee has return rights to the location from which the leave was taken. After 120 days The employee has return rights to a vacant position in the District or, if no vacancy exists, to bump the least senior employee in his/her former class.	Article 19, AFT Contract



	Unit 2 Maintenance and Operations, 3 Building and Trades, or Supervisory Employees
	A regular Unit 2, 3, or supervisory employee who accepts an SFP positions is treated as if the employee has accepted a promotion. No guarantee of right of return. The employee has right of return to a position in their former class but not necessarily to his/her former position or location.
	Unrepresented Management or Confidential Employees
	An unrepresented management or confidential employee who accepts an SFP position is treated as if the employee has accepted a promotion. No guarantee of right of return. The employee has right of return to a position in their former class but not necessarily to his/her former position or location.
Change to Related Class and Reinstatement of an SFP Employee	Assignment to Related Class	PC Rule 715
	If an SFP employee wants to move to another SFP program, the employee must submit a Transfer Request form (C1045) and check off the option, “Change to a related class in which I have not served”, and list the classification.	Transfer Request (C1045)
	Voluntary Demotion	PC Rule 745
	If an SFP employee wants to be considered for a lower SFP job classification in which he/she has not served, the employee must submit a Transfer Request form (C1045) and check off the option, “Voluntary demotion” and list the title of the requested class.
	Reinstatement	PC Rule 771
	If an employee gets laid off or resigns and wants to be considered for another available SFP position, he/she may request a reinstatement to a related SFP class or related lower class by using the Reinstatement Request form (C1052).	Reinstatement Request (C1052)
	Completed C1045 and C1052 forms are to be forwarded to the Personnel Commission Office. Upon approval of the request, the employee will be included in the candidate pool for the requested position(s) without participating in an exam process. Change to a Related Class and Voluntary Demotions requests will be valid for 2 years from the date of receipt or approval as long as the employee remains an active employee of the District. Reinstatement requests will be valid for 39 months from the date of separation.
Changes in the Program Funding of an SFP Position	If any reductions occur to the original program funding for an SFP position, a program administrator will not be able to transfer money from a different SFP program to cover for the budget reductions. In this case, the administrator has two options: Reduce the FTE of the position to match the reduction OR Eliminate the position and create a new position with the new funding sources
	If the position that needs to be eliminated or reduced was filled with an incumbent, layoff procedures would have to be followed (see Layoff of SFP Employees). The laid off incumbent may be rehired through the regular selection process.	Hiring an SFP Program Employee
	In the event an employee agrees to a voluntary reduction in hours due to budget reductions, the layoff procedures would not be applicable. The employee would need to submit a C1045 form requesting a reduction in hours and the college would be required to submit a position change request through the Position Control System (PCS).	Transfer Request (C1045)
Layoff of SFP Employees	Timing of Layoff Notice
	If program funding for an SFP position ends or gets reduced and it is necessary to layoff employees, the following notification periods must be followed: SFP Specialist, Technician, and Assistant: no less that 60 calendar days prior to the effective date of layoff. SFP Director: Ed Code 88017 requires that a hiring authority give a layoff notice as follows: If an employee is to be laid off at the end of the fiscal year (June 30), written notice shall be given to the employee on or before April 29. If an employee is to be laid off other than on June 30, written notice shall be given to the employee not less than 45 days prior to the effective date of layoff.


	Content of Notice
	Attached is a copy of a layoff package that you must use when you notify an SFP employee of his/her layoff. It includes a sample layoff letter, applicable Ed Code provisions, Personnel Commission rules and union contract provisions.	Sample Layoff Package
	Severance Pay and Continuation of Benefits
	The provisions for severance pay for the positions of SFP Program Specialist, SFP Program Technician, and SFP Program Office Assistant are outlined in Article 13, F.4. of the AFT College Staff Guild bargaining agreement. There are no provisions for continutation of District paid health benefits for the aforementioned positions.
	There are no provisions for severance pay and continuation of District paid health benefits for the position of SFP Program Director.
	Employees should be advised to contact the Benefits Section to discuss eligibility for health benefits under COBRA provisions.
Disciplinary Action	SFP employees are treated the same as other employees in the Classified Service. Any questions regarding disciplinary issues should be addressed to the Office of Employer Employee Relations at (213) 891-2241.
Reclassification	Employees serving in SFP positions are not eligible for reclassification due to the unique characteristics of the class concepts and because the selection process for these classifications differ significantly from those used for other job classifications, i.e. Duties are not similar Examination Content is not similar Qualifications are not similar Fields of Competition are not similar
Reclassification		.
Testing for Regular Positions in the Classified Service	SFP employees are treated like all other regular employees for purposes of competing in examinations. To be a promotional candidate, the employee must have completed an initial probationary period by the opening date for accepting applications.

Class	Bargaining Unit	Class Code	Status Code (ESG)	Monthly Salary Steps (no decimals)
SFP-Program Director, (Location and Budget)	Unrepresented Management	5996	SM - Regular SN - Temporary	$6469 - 6825 - 7200 - 7596 - 8014
SFP-Program Specialist, (Location and Budget)	Unit 1 Clerical/Technical	5997	S2 - Regular S8 - Temporary	$4272 - 4507 - 4755 - 5016 - 5292
SFP-Program Technician, (Location and Budget)	Unit 1 Clerical/Technical	5998	S2 - Regular S8 - Temporary	$3448 - 3638 - 3838 - 4049 - 4272
SFP-Program Office Assistant, (Location and Budget)	Unit 1 Clerical/Technical	5999	S2 - Regular S8 - Temporary	$2783 - 2937 - 3098 - 3269 - 3448



The job classifications noted below are a unique group of job classifications within the Classified Service. The classifications have been designed to assist the District in managing the workforce assigned to specially funded programs (SFP) which have uncertain funding both in terms of level and duration.