New Employee Orientation

RIENTATION NEW EMPLOYEE

CITY OF RALEIGH | PUBLIC UTILITIES

Welcome! Fields of Gold Transformed into Biodiesel At Wastewater Treatment Plant

What do you want to know ?

We will be discussing

WHO WE ARE & WHAT WE DO?

BENEFITS

CLASSIFICATION & PAY

PAYCHECKS & TIME CARD

CAREER DEVELOPMENT & TRAINING

POLICIES & PROCEDURES

GENERAL SAFETY RULES

WHO WE ARE & WHAT WE DO

TOPIC

CITY OF RALEIGH PUBLIC UTILITIES

G ARNER K NIGHTDALE R ALEIGH R OLESVILLE W AKE FOREST W ENDELL Z EBULON

180,000 METERED WATER & SEWER 500,000 SERVICE POPULATION

Over 600 employees | 9 Divisions 2 Water Treatment Plants: E.M. Johnson & Dempsey E. Benton 3 Waste Water Treatment Plants: Neuse River, Smith Creek & Little Creek

MISSION STATEMENT

“TO PROVIDE SAFE, SUSTAINABLE WATER SERVICES FOR OUR CUSTOMERSWHILE PROTECTING PUBLIC HEALTH AND CONTRIBUTING TO THE ECONOMIC, ENVIRONMENTAL AND SOCIAL VITALITY OF OUR COMMUNITIES.”

Public Utilities Organizational Chart

Director Robert L. Massengill

Assist. Director Whit Wheeler

Assist. Director Aaron Brower

Assist. Director Karen Ray

Assist. Director T.J. Lynch

Assist. Director Kenneth Waldroup

Superintendent Tim Woody

Superintendent Matthew Vessie

Acting Superintendent Chris Phelps

Superintendent Kenneth Best

Acting Superintendent Lorenzo Holloway

Superintendent Jennifer Alford

Superintendent Kermit Chapman

Superintendent Susan Decker

DIRECTOR

ROBERT L. MASSENGILL

ASSISTANT DIRECTORS

Assistant Director T.J. Lynch

Assistant Director Whit Wheeler

Assistant Director Aaron Brower

Assistant Director Karen Ray

Assistant Director Kenneth Waldrop

SUPERINTENDENTS

Superintendent TimWoody

Superintendent Matthew Vessie

Acting Superintendent Chris Phelps

Superintendent Kenneth Best

Acting Superintendent Lorenzo Holloway

Superintendent Susan Decker

Superintendent Jennifer Alford

Superintendent Kermit Chapman

Administration

Capital Improvement

Water Treatment Plants

Sewer Maintenance

9 DIVISIONS

Water Distribution

Resource Recovery

Customer Care&Billing

Meters

Utility Support

WATERTREATMENTPLANTS

EM Johnson Water Treatment Plant is located near Falls Lake, which can treat up to 86 MGD . D.E. Benton Water Treatment Plant is located in Garner, which can treat water up to 16 MGD .

EM Johnson Water Treatment Plant

WASTEWATERTREATMENTPLANTS

Neuse River WWTP: treats 42MGD from RaleighandWakeCountymunicipalities. Smith Creek WWTP: treats 1.3 MGD Little Creek WWTP: treats 600,000 gallons per day.

Neuse River Waste Water Treatment Plant

CUSTOMER SERVICE & SAFE PRACTICES are top priorities for all staff!

CUSTOMER & PU STAFF

C

PU

Complaints are golden opportunities • To build a reputation for becoming customer oriented. • To learn about problems before they become serious. • To spot issues that need to be addressed.

• Themost important personwe come in contact with. • A personwho brings us their wants, it is our job to handle themeffectively and efficiently.

B E N E F I T S

TOPIC

VACATION

LEAVE

HOLIDAYS

V ACATIONS

Years of Service 0 – 2 years 3 – 9 years

Earning day(s) per month 1 day

11/4 days 1 1/2 days 1 3/4 days 2 days

10 – 14 years 15 – 19 years 20 years

*SOP 300-10

SICK LEAVE

Earn 1 day per month; consequently 12 days per year. REGULAR SICK LEAVE

ADDITIONAL SICK LEAVE

Beginning at the year of service Only the 8 th year only the 15 th year Only the 25 th year

Earning day(s) of Additional Sick Leavepermonth 5.44 days (5.44 X 12) 5.44 days (5.44 X12) 10.88 days (10.88 X12)

*SOP 300-11

OTHER LEAVE

FAMILY MEDICAL LEAVE ACT (FMLA)

The illness or temporary disability of yourself or your family ( * FamilyMedical LeaveAct of 1993) Job protection for up to 12 weeks

Petty Leave 12 hours of each year Civil Leave Jury duty or a subpoenaed witness for the government Military Leave Military training up to 2 weeks Administrative Leave attending job related training or conference

With pay

SPECIAL LEAVE

Urgent personal business Other justifiable reasons

Without pay

*SOP 300-12

PROBATIONARY PERIOD

ALL NEW EMPLOYEES WITH THE CITY OF RALEIGH MUST SERVE A PROBATIONARY PERIOD OF 6 MONTHS .

VISIT: WWW.RALEIGHNC.GOV

Holidays (Paid Time Off)

New Year’s Day Martin Luther King, Jr. Day Good Friday Memorial Day Independence Day Labor Day Veteran’s Day Thanksgiving – 2 days Christmas – 2 days

*SOP 300-9

EMPLOYEE HEALTH & WELLNESS CENTER

Wellness for Life Program

The services are Health Tips of the Month, Fruitlicious Featured Fruit, Blood Drive, Rex Mobile Mammography, Fit Pass, and Weight Watchers at Work.

EMPLOYEE HEALTH & WELLNESS CENTER

Employee Assistance Program (EAP)

 Helps to employees in resolving personal and job-related problems that may adversely affect performance and productivity. Provides to employees and the employee’s authorized family members.

 8 visits per fiscal year.

(*Policy # 100-45)

EMPLOYEE HEALTH & WELLNESS CENTER

Alcohol and Controlled Substance Program

 To maintain workforce that is free of alcohol abuse and controlled substance.  Reporting to work or working while intoxicated is prohibited.  Employees must abide by this policy as a condition of employment.  The unlawful manufacture, distribution, dispensation, sale, possession or use of alcoholic beverages or controlled substances is prohibited  To report observed and suspected violations of this policy.

* Alcohol And Controlled Substance Policy # 100-30

OTHER BENEFITS

Medical/Dental Insurance Life Insurance Worker’sCompensation Local Government Retirement System SupplementalRetirement Plans

FlexibleBenefitsPlan Credit Union ReimbursementAccounts Social Security SafetyEquipment, PPE, Shoes PUUniforms

BENEFITS for PART-TIME EMPLOYEES

 Credit Union Membership  Local Government Retirement System  Social Security  Safety Equipment  PU Uniforms

CLASSIFICATION & PAY

TOPIC

CLASSIFICATION PAY

PAYCHECK TIMECARD

CLASSIFICATION

Job Classifications : Title, Job Code, Pay Grade, Weekly Hours and FLSA Status

Pay Plan: 4 Quartiles

PAY

MERIT BASED SALARY ADJUSTMENT WITHIN A PAY RANGE:

• Annual salary increase for permanent employee • The rates are based on work performance. • Recommended by supervisor and approved by appointing authorities. • The first pay period of the anniversary dates or reevaluation date if applicable

PAY - GAINSHARING

Gainsharing Award Eddie Smith

 Providing monetary awards or vacation days  Employees or employee work teams  Suggestions or demonstrating ways the City can save work time, reduce costs, improve work methods, or improve quality of services to customers

Water Distribution Division was awarded a $5,000 Gainsharing award (July 30, 2015).

OVERTIME PAY

EXEMPT EMPLOYEE • Pay grade above 35: receive the comp time off on an hour for hour basis • Pay grade 32-35: given comp time off on an hour for hour basis or paid straight time

NONEXEMPT EMPLOYEE • Given comp time off or paid straight time • Will earn comp time of 1 ½ hours for each additional hour worked.

Both EXEMPT with pay grade 32-35 and all NON EXEMPT will accrue a maximum of 70 hours and the anything beyond the 70 hours paid automatically.

* SOP 300-5

PAYCHECK

DEDUCTION ITEMS FROM YOUR PAYCHECK: − Federal and State income taxes − Social Security − Contributions to the retirement system − Employee group medical, dental, and life and/or Dependent premiums − Garnishments/Levies − Other items (Credit Union, Safety Shoes, Etc.)

TIME CARDS

 26 bi-weekly pay periods per year  Submit to your supervisor by the end of the pay period.  Notify your supervisor asap if you are unable to report to work.  Submit leave request asap.  Maintain current emergency contact numbers and new address  Work hour per day/week: 7.75/38.75 or 8/40

TOPIC CAREER DEVELOPMENT & TRAINING

CAREER DEVELOPMENT & TRAINING

PROMOTION AND TRANSFER : to apply for any position available within the city

TRAINING : to improve your technical and professional skills.

TRA I N I NG

Tuition Assistance Program

 Available up to $1,250 per year  Upon completion of your probationary period  Prior approval from your Department Director and HR  A letter grade C or above  Courses must improve your ability to do your present job and/or prepare you for other position in the city.  Tuition assistance amounts are established each fiscal year for each employee.  The city will provide tuition assistance for the cost of college course related to your work. * SOP 300-19

INCENTIVE for CERTIFICATION PROGRAM

To improve job efficiency or effectiveness

PURPOSE SE

Surface Water Treatment Operator | Wastewater Collection System Operator Biological Wastewater Treatment Operator | Maintenance Technology Water Distribution System Operator

SPECIALTY TRACK SPECIALTY TRACK

Primary track: a salary adjustment of 12.5% after completion Secondary track: a one-time bonus of $500 for each certification level

CERTIFICATION TRACK IFIC IO

STANDARD or above ratings at their annual employee performance evaluation Occupy a position that is grade 35 and below Do not occupy a position where the requisite certification is required for employment. Meet the minimum criteria for attempted certification specialty track Contact your supervisor for your qualification

ELIGIBILITY REQUIREMENTS ELIGIBILITY REQUIREMENTS

STAFF TRAINING & EVALUATION

ALL STAFF RECEIVES PERIODIC EVALUATIONS BASED UPON THEIR  Knowledge of job duties  Job skills  Professional attitudes

THE EMPLOYEE’S RESPONSIBILITY TO BE AWARE OF TRAINING NEEDS AND ATTEND APPROPRIATE SESSIONS.

REASONS FOR DISMISSAL

 shrinking of responsibility  prolonged absence  habitual tardiness  leaving early without authorization  leaving the office open to the public and unattended

EXEMPLES

POLICIES & PROCEDURES

TOPIC

GENERAL STANDARD RESPONSIBILITIES AS AN EMPLOYEE REGULATIONS IMAGE AND APPEARANCE

GENERAL STANDARD

 Fair treatment at all times  Clean, healthy, safe, and secure working conditions  Professional and personal supervision  Proper materials and equipment  Opportunity for advancement  Opportunity to better your skills and education

AS AN EMPLOYEE OF THE CITY OF RALEIGH, YOU CAN EXPECT

YOUR RESPONSIBILITIES AS AN EMPLOYEE

Prompt attendance according to specifiedwork schedules; Attentiveness to work assignments; Efficient execution of tasks without unnecessary delay;

Courteous and fair treatment of every customer; Protection of and proper use of assigned equipment; Recognition of unsafe conditions and initiative to solve the problemor report it immediately to a supervisor;

Cooperation with all City employees in the delivery of services; Conservation in the use of energy and natural resources; Observance of all City policies and procedures.

REGULATIONS

Work Schedule Unauthorized Absences Personal Use of City Owned/Leased Property and Equipment is prohibited. Personal Purchasing in the name of the City or as a City Employee is a violation of the law. Conflict of Interest/Outside Employment

IMAGE &

APPEARANCE

KEEP THE FOLLOWING QUESTIONS INMIND:  Am I dressed appropriately for my job?  Am I wearing my uniform, staff shirt or name badge?  Is my work area neat and orderly?  Can I do anything to create a better image/appearance?  Do I have all the proper protective equipment I need to be safe on the job?  Am I aware of all safety practices and procedures for my site?

GENERAL SAFETY RULES

TOPIC

WEATHER OZONE CODE

WORKPLACE VIOLENCE SEXUAL HARASSMENT BLOODBORNE PATHOGEN CRIMINAL ACTIVITY PLAN CITY DRIVER PERMIT

WEATHER EVENTS

Hail/Ice Storms Floods Thunderstorms Lightning Tornado Hurricane

 Know the appropriate relocation areas.  Be aware that in case of a weather disaster your work schedule and responsibilities will change.  A prior discussion with your supervisor about your role is advisable.

INCLEMENT WEATHER PLAN

 PU provides water and sewer utility services 24/7.  Prepared for the possible extended work hours.  Employees designated as “other personnel” shall take appropriate leave.  Ask your supervisor whether your job category is Service Critical Personnel or not. SERVICE CRITICAL PERSONNEL: Employees whose job duties are considered essential and that require physical presence at work for regardless of weather conditions. OTHER PERSONNEL: Other Personal may be approved for working remotely during inclement weather required certain conditions for approval.

OZONE CODE (5/1 – 9/30)

GOOD

0- 50AQI: Nohealthrisks areexpected. Enjoyoutdoor activities!

51-100 AQI: Air quality isokay, but unusuallysensitivepeoplemaybeaffected, especiallywhenthe AQI nears 100. 101-150 AQI: Children, activeadults, and thosewithheart or respiratory disease, includingasthma, should limitoutdoor activity.

MODERATE

UNHEALTHY FOR SENSITIVE GROUPS

UNHEALTHY

151-200 AQI: Everyone shouldavoidprolongedoutdoor activity.

VERYUNHEALTHY

201-300 AQI: Everyone shouldavoidoutdoor activity.

AQI: Air Quality Index Call for more information: 1-888-784-6224 or Visit NCDENR.com

WORKPLACE VIOLENCE PREVENTION

The City of Raleigh is committed to providing a work and business environment that is free of violence for both EMPLOYEES and CITIZENS .

We believe that it is the obligation of every employee to contribute to the safety of the work environment.

SEXUAL HARASSMENT

Sexual harassment or any form of gender discrimination in the workplace by any employee, supervisor, manager, or non- employee is prohibited.

Violation of this policy will result in disciplinary action or dismissal. Criminal charges could be pursued by the offended employee.

* Sexual Harassment Policy # 100-59

BLOODBORNE PATHOGENS

Emergency Assistance: • Know what to do and who to contact before an emergency occurs. • Know how to contact 911. • Have a sheet posted by the phone with “what to say and where you are”. • Wait for emergency professional to arrive on the scene. • Do not take unnecessary risk.

!

TREAT ALL BLOOD OR BODY FLUIDS AS POTENTIALLY INFECTIOUS!

CRIMINAL ACTIVITY PLAN

Any staff who observes someone engaging in a criminal or suspicious activity is to notify their full-time supervisor immediately. Let the police handle the situation. Suspicious mail : Use caution and report all questionable items immediately to your supervisor or call 911. PROCEDURE AFTER RECEIVING A THREAT:  Make certain the police have been notified.  Do not touch any suspicious or unfamiliar objects.  Remain at your normal workstation and await instructions from the police or your supervisor.

CITY DRIVER’S PERMIT

Required to obtain a CITY DRIVER’S PERMIT to conduct City business and to receive mileage reimbursement. Must keep receipts and complete necessary paperwork for travel reimbursement. Must do the following 3 steps to obtain a CITY DRIVER’S PERMIT: DRIVING PERMIT ROAD TEST DRIVING SAFETY AWARENESS TRAINING MOTOR POOL TRAINING

EMERGENCY PHONE NUMBER

Emergency (Police, Fireand Rescue)

911

Non-Emergency 911

919- 831-6311

Non-Emergency Police Information Desk

919-890-3335

PoisonControl Center

711or 1-800-735-8262 1-800-848-6946

Relay System (for hearing or speech impaired)

Thank you! Any

questions?