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Management Practices Self-Assessment <br /> 2.37 Collective Bargaining <br /> A collective bargaining administration policy is established. <br /> A collective bargaining administration policy includes describing the role of the agency in the <br /> collective bargaining process, identifying the collective bargaining team with one member as a <br /> ~ principal negotiator, describing the bargaining unit or units representing any given group of <br /> employees with which the agency will negotiate, and authorizing a negotiator to resolve disputes. <br /> The relationship of agency personnel with other members of the bargaining team needs to be <br /> clearly defined. An essential requirement for establishing a workable structure for negotiations is <br /> that a principal negotiator be named and delegated sufficient authority to bargain effectively. <br /> <br /> ' Assigned to: Tammy Donahue Initial Review Date: 12/11/2002 <br /> Completed by: Tammy Donahue Compliance Date: <br /> Amount Complete: Full Compliance <br /> Documentation/Directives: <br /> Eu <br /> eng <br /> e City Charter <br /> Public Employees Collective Bargaining Act <br /> AFSCME Contract and various Memoranda of Agreement <br /> Human Resource Work Plan <br /> Joint Labor Management Relations Committee <br /> Agency Compliance: <br /> <br /> ~ General Service employees in the Public Works Department are represented by the American Federation of <br /> State, County and Municipal Employees (AFSCIVIE) Local 1724. The City has several other umons that <br /> represent specific employee groups. Employees covered by AFSCME are defined in Article 1 and the <br /> appendix of the AFSCME contract. Contract negotiations are overseen by the City's Human Resource <br /> Division Manager, who acts as the City's Chief Negotiator. Managers are appointed as bargaining team <br /> members from the departments which have employees represented by AFSCME. <br /> The Collective Bargaining Agreement outlines when the contract will be opened for negotiation as well as <br /> the expiration date of the agreement. <br /> At approximately 6 months prior to the expiration of the contract, the City and the Union form their <br /> negotiation teams, with a specific number of representatives from both sides. ~'he roles are defined, a <br /> schedule is set, and ground rules are agreed upon. Past contracts have been bargained under traditionally <br /> bargaining strategies. The AFSCME contract is being bargained using an Interest Based Bargaining (IBB) <br /> Model in 2008. <br /> Information or interests are gathered through two surveys; an AFSCME. survey sent to all AFSCME <br /> members and a Management survey sent to all management or supervisory staff that have AFSCME <br /> represented employees. A method to jointly communicate updates is being discussed. <br /> 002004 American Public Works Association Version 5.0 <br /> 70 <br /> <br />