25A - AGMT - MUNICIPAL PARKING FACILITIES OPERATOR

Home Browse Search

SECTION 7, STAFFING POLICIES I Page STAFFING POLICIES AND RECRUITMENT METHODS Central Parking has made a company wice commitment to providing the highest quality personnel at each of our operations. We seek out committed, reliable, friendly and professional personnel to represent cur clients and the company. Our ability to compete against other companies has been quite successful. Our company offers one of the best health benefit packages, one of the better vacation/sick policies, competent managers, huge growth potential, we pay for their uniforms, we reward employees for exceptional performance, we offer a higher wage and most importantly, we treat our employees with "Respect" and `Dignity". Many of our employees have come to us from other parking companies seek- ing better work environment. Several times these employees had 2-3 three of their old co-workers join us as well. DIVERSITY RECRUITMENT We are committed to actively recruiting a diverse employee population. To ensure that the most qualified individuals are included in each applicant pool considered for various positions, we recrui= from a variety of sources, including: • Print Advertising • Diversity Recruiting Firms and Specialty Sourcing: Minority, Female. Veteran • Minority Job Fairs/Career Days • Employee Referrals • Internet - Diversity Web Sites • College Recruitment, Co -Ops & Interns TEMPORARY VACANCIES When addressing temporary vacancies due to illness, vacation or termination we employ four different approaches: Part Time Employees - During the hiring process we are careful to select part time people to ensure flexibility within the operations. Most of our part time employees are always looking for more hours and are hired with the flexibility to meet the needs of our various operations. Typically, our part time work force makes up 60`'70 of our employee base. Floating Employees - Because of our large presence in the area, we promote key individuals to fill a role as a floater. These employees are hand selected because of their experience, customer service skills, attitude and ability to work a completely flexible schedule. Our floaters get cross- trained at various facilities and receive a higher wage (typically $213 more per hour) and work based on operational demand. Currently we employ 1 floater for approximately every 50 employ- ees. One of these floaters is dedicated to the City of Santa Ana and Costa Mesa. Floaters have the title of a supervisor or above but they perform required tasks of the location where they are assig-red. Temporary Personnel - In the event we feel that our own internal resources are not sufficient to cover we have hired tem- porary (seasonal) employees. This situation only happens for large extended needs. Many of our ex employees come back to for temporary work for holidays or while school is out. These requests generally happen when the need for temporary help is most likely to happen. CITY INVOLVEMENT IN HIRING AND TERMINATIONS A Commitment to Operational Excellence Central understands the City's right to approve of any employee assigned to work in the City and fully complies with that request. In regards to hourly personnel, Central is open to any criticism or compliments the City has about any of our em- ployees. We welcome any feedback City provides us about an employee's performance and that employee is rewarded or disciplined accordingly. Since all employee records are confidential, we are unable to share any information contained within. At the same time, we understand that the City enjoys the right and ability to say which employees are allowed to represent the City. All requests are reviewed with the City; with the City having the final decision. 25A-113