|The City of Pelican receives its workers compensation insurance through Alaska Municipal League Joint Insurance Association Inc. (AMLJIA). RUBA staff confirmed insurance coverage online as of June 18, 2013. Notification of the policy was observed by RUBA staff to be posted in the city office in the main entrance and in the council chambers. City staff report that it is also posted at other relevant locations throughout the city.
The utility's personnel policy was updated in November 2011, but has not been reviewed by an attorney, Alaska Municipal League, or DCCED. The city's personnel policy is codified in Title 2 of Pelican's municipal code. The utility has job descriptions for city council members, mayor/manager, city/utility clerk, and water operator. The utility will be revising job descriptions shortly, as they add new positions for the electric utility and other recently acquired utilities. The utility's hiring process is detailed in their personnel policy, and is practiced with every hiring cycle. The utility's probationary period is six to twelve months and is clearly covered in the personnel policy. Job training and oversight depends upon the specific position and previous experience of the employee. Training and shadowing opportunities are made available to employees, both through the city directly, and through the RUBA program. The mayor expressed enthusiasm about training, cross-training, and involving RUBA staff with the training of new-hires as appropriate. The mayor has been active in ensuring staff are trained, that ongoing training is available, and that certifications are sought and received where appropriate, such as for the water operator. The city of Pelican plans on hiring additional water operations staff in the upcoming fiscal year of 2015, and has been notified of the trainings necessary for certification and additional trainings as necessary, these additional trainings for new hires is reflected in the FY15 budget . The city's primary water operator is certified at levels Water Treatment 1 and 2 through December 31, 2014, and has met all continuing educational unit requirements at this time; a provisional Water Distribution license, expiring on the same date; and Wastewater Collection 1, which expired December 31, 2012, but was not required of the system.
The utility clerk has attended the RUBA QuickBooks course and the Financial Management course. The utility manager/mayor has attended the RUBA Organizational, Planning, Elected Officials, and Financial courses. The water operator has attended the RUBA personnel course.
There is currently no adopted written personnel evaluation process. The mayor has begun using a system of task sheets, which display goals for each employee. He follows up on these on a regular basis. If agreed upon and adopted by the city council, this system may serve as a personnel evaluation process. It is recommended that the city begin the process of adopting a written personnel evaluation process.
Each employee has a personnel folder including that employee's I-9, job application, W2, disciplinary write-ups, pay scale, and documentation of raises. There is not currently any letter of acceptance being utilized and no adequate substitution as such. It is the recommendation of RUBA staff that a letter acceptance system be considered and instituted, both for new and existing employees.|