Commission Name: Civil Service/Equal Employment Commission Reporting Period (12 months prior): January 1, 2023– December 31, 2023 Description of Commission
To adopt, amend or repeal rules for the Civil Service System.To make investigation either upon complaint or upon its own motion concerning any matter touching the administration of the Civil Service System.To act in an advisory capacity to the City Manager on problems concerning personnel administration.As provided by rule, to hear appeals of dismissals, demotions or reductions submitted by any person in the competitive service. Prepare or cause to be prepared a written statement of facts, findings, and recommendations on every appeal. The effect of the Commission's recommendation in case of discharge, demotion or reduction shall be final and binding upon all parties.To make an annual report and such other reports as it deems desirable to the City Council covering the administration of the personnel system.To adopt, amend or repeal rules for the Civil Service System.To make investigation either upon complaint or upon its own motion concerning any matter touching the administration of the Civil Service System.To act in an advisory capacity to the City Manager on problems concerning personnel administration.As provided by rule, to hear appeals of dismissals, demotions or reductions submitted by any person in the competitive service. Prepare or cause to be prepared a written statement of facts, findings, and recommendations on every appeal. The effect of the Commission's recommendation in case of discharge, demotion or reduction shall be final and binding upon all parties.To make an annual report and such other reports as it deems desirable to the City Council covering the administration of the personnel system.
To adopt, amend or repeal rules for the Civil Service System.
To make investigation either upon complaint or upon its own motion concerning any matter touching the administration of the Civil Service System.
To act in an advisory capacity to the City Manager on problems concerning personnel administration.
As provided by rule, to hear appeals of dismissals, demotions or reductions submitted by any person in the competitive service. Prepare or cause to be prepared a written statement of facts, findings, and recommendations on every appeal. The effect of the Commission's recommendation in case of discharge, demotion or reduction shall be final and binding upon all parties.
To make an annual report and such other reports as it deems desirable to the City Council covering the administration of the personnel system.
To adopt, amend or repeal rules for the Civil Service System.
To make investigation either upon complaint or upon its own motion concerning any matter touching the administration of the Civil Service System.
To act in an advisory capacity to the City Manager on problems concerning personnel administration.
As provided by rule, to hear appeals of dismissals, demotions or reductions submitted by any person in the competitive service. Prepare or cause to be prepared a written statement of facts, findings, and recommendations on every appeal. The effect of the Commission's recommendation in case of discharge, demotion or reduction shall be final and binding upon all parties.
To make an annual report and such other reports as it deems desirable to the City Council covering the administration of the personnel system.
Regular Meeting Dates & Times
Third Thursday of each month at 3:00 p.m.; Resolution CS10-014 City Hall, Second Floor 425 N. El Dorado Street, Stockton CA 95202
Attendance Summary
Number of Meetings Held: 12
January 1, 2023 – December 31, 2023
Commissioner Name
Scheduled Meetings
Meetings Attended
Unexcused Absences
Excused Absences
Linda R. Vasquez
12 10
0 2
Lorie E. Diaz-Liddicoat
12 10
1 1
Christina Mambourg
12 9
1 2
Nancy Muniz
12 10
2 0
Michele L. Kimbrough
12 12
0 0
Ethics Training Required ☒Yes / ☐No
Commissioner Name
Date Completed
Linda R. Vasquez
March 9, 2023
Lorie E. Diaz-Liddicoat
May 9, 2023
Christina Mambourg
April 7, 2023
Nancy Muniz
January 26, 2023
Michele Kimbrough
February 14, 2023
.
Statements of Economic Interest (Form 700) Required ☒Yes / ☐No Commissioner Name
Date Filed
Linda R. Vasquez
February 16, 2023
Lorie E. Diaz-Liddicoat
April 1, 2023
Christina Mambourg
March 6, 2023
Nancy Muniz
October 11, 2022*
Michele Kimbrough
January 27, 2023
*Date meets 2023 filing requirements for FPPC
2023 Commission Accomplishments and Comments
The Commission has a number of defined responsibilities as stated in the Civil Service Rules and Regulations. The Commission continues to adopt, amend and repeal rules for the Civil Service Commission, advises the City Manager on problems concerning personnel administration, hear appeals of dismissals, demotions, or reductions by any person in competitive service, investigate complaints or concerns affecting the administration of the system and provide an annual report.
Over the past year, the Commission reviewed and monitored numerous employee eligibility lists for diversity, gender, and ranking. Additionally, the Commission reviewed and adopted each department’s annual report that outlines the department’s progress in reaching equal employment goals.
The Commission did not make any changes to the Civil Service Rules during the 2023 calendar year.
The Commission continues to schedule and hold employee Appeals on an “as needed” basis. During 2023, no appeals were filed.
The Commission also continues to hold Public Hearings from time to time. One Public Hearing was held in 2023, as follows:
To amend the classification specification for Fire Fighter Engineer for the Stockton Fire Department.
The Commission would like to focus on two goals in 2024. Goal 1, Maintain Collaborative Efforts for Rules and Regulations:The Commission remains committed to collaborating closely with the Human Resources Department to identify areas where rules and regulations may require revisions or updates. Our focus remains on thoroughness while maintaining efficiency, ensuring that any proposed changes serve the best interest of our workforce organization. Goal 2, Strengthen the Diversity and Inclusion Initiative and Encourage more Collaboration between Human Resources and Departments:The Commission will continue to work in tandem with the Human Resources Department to develop a comprehensive diversity and inclusion strategy. By outlining specific objectives, action plans, and measurable metrics, we aim to align our workforce with the rich diversity of our city. Through constructive dialogue during annual reviews, we seek to understand the unique challenges and needs of each department in achieving its goals. The Commission will continue to encourage the collaborative efforts between Human Resources and Departments for tailored recruitment strategies that reflect the commitment to fostering an inclusive and equitable workforce environment that will enhance the recruitment efforts of each Department.The Commission would like to focus on two goals in 2024. Goal 1, Maintain Collaborative Efforts for Rules and Regulations:The Commission remains committed to collaborating closely with the Human Resources Department to identify areas where rules and regulations may require revisions or updates. Our focus remains on thoroughness while maintaining efficiency, ensuring that any proposed changes serve the best interest of our workforce organization. Goal 2, Strengthen the Diversity and Inclusion Initiative and Encourage more Collaboration between Human Resources and Departments:The Commission will continue to work in tandem with the Human Resources Department to develop a comprehensive diversity and inclusion strategy. By outlining specific objectives, action plans, and measurable metrics, we aim to align our workforce with the rich diversity of our city. Through constructive dialogue during annual reviews, we seek to understand the unique challenges and needs of each department in achieving its goals. The Commission will continue to encourage the collaborative efforts between Human Resources and Departments for tailored recruitment strategies that reflect the commitment to fostering an inclusive and equitable workforce environment that will enhance the recruitment efforts of each Department.
The Commission would like to focus on two goals in 2024.
Goal 1, Maintain Collaborative Efforts for Rules and Regulations:
The Commission remains committed to collaborating closely with the Human Resources Department to identify areas where rules and regulations may require revisions or updates. Our focus remains on thoroughness while maintaining efficiency, ensuring that any proposed changes serve the best interest of our workforce organization.
Goal 2, Strengthen the Diversity and Inclusion Initiative and Encourage more Collaboration between Human Resources and Departments:
The Commission will continue to work in tandem with the Human Resources Department to develop a comprehensive diversity and inclusion strategy. By outlining specific objectives, action plans, and measurable metrics, we aim to align our workforce with the rich diversity of our city. Through constructive dialogue during annual reviews, we seek to understand the unique challenges and needs of each department in achieving its goals. The Commission will continue to encourage the collaborative efforts between Human Resources and Departments for tailored recruitment strategies that reflect the commitment to fostering an inclusive and equitable workforce environment that will enhance the recruitment efforts of each Department.
The Commission would like to focus on two goals in 2024.
Goal 1, Maintain Collaborative Efforts for Rules and Regulations:
The Commission remains committed to collaborating closely with the Human Resources Department to identify areas where rules and regulations may require revisions or updates. Our focus remains on thoroughness while maintaining efficiency, ensuring that any proposed changes serve the best interest of our workforce organization.
Goal 2, Strengthen the Diversity and Inclusion Initiative and Encourage more Collaboration between Human Resources and Departments:
The Commission will continue to work in tandem with the Human Resources Department to develop a comprehensive diversity and inclusion strategy. By outlining specific objectives, action plans, and measurable metrics, we aim to align our workforce with the rich diversity of our city. Through constructive dialogue during annual reviews, we seek to understand the unique challenges and needs of each department in achieving its goals. The Commission will continue to encourage the collaborative efforts between Human Resources and Departments for tailored recruitment strategies that reflect the commitment to fostering an inclusive and equitable workforce environment that will enhance the recruitment efforts of each Department.
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