Civil Service Commission
The Civil Service Commission (CSC) is a three member, independent appellant board for classified civil service employees. Responsibilities of the Commission include: screening processes used for employee selection; the classification and minimum qualifications set for positions; review of personnel transactions such as transfers, reinstatements, provisional, emergency and exceptional appointments; and appellate functions for suspensions of more than 3 days, dismissals, demotions, layoff and medical separation. Human Resources staff provides support to the Commission in executing its responsibilities.

Testing and Classification
The testing function involves the advertising, development, administration and grading of civil service screening processes. The eligible lists from which employees are selected result from a variety of competitive screening processes. Consulting with agencies about their needs and providing advice regarding Civil Service Rules or procedures is also an important part of the work performed in this section. Maintaining the City’s classification plan, as well as conducting individual and group classification studies, is the focus for this area. Providing consultation services to agencies on organizational issues and making recommendations to maximize efficiency and effectiveness is also part of this area’s responsibility.

Labor Relations
The staff assigned to labor relations negotiates and interprets labor- management contracts; develops and interprets Human Resources Policies and Procedures; and administers the disciplinary process. Staff assigned to this section provide support to agencies in management issues, labor disputes, and disciplinary problems.

Equal Employment Opportunity (EEO)/Americans with Disabilities Act (ADA)/Employee Relations/Office of Municipal Investigations (OMI)
Resolving employee concerns that fall outside the jurisdiction of labor contracts and civil service is the focus of staff assigned to these sections. Staff provides fair and objective analyses, mediates or investigates complaints, evaluates requests for reasonable accommodations, provides technical assistance on EEO and ADA, and recommends solutions to problems employees experience in the workplace.

Training/Organizational Development
The City Council directed that all employees receive at least thirty hours of training each year. The employees in this section design and administer training so that employees are afforded opportunities to meet their goal. This section also identifies training needs of the City through the administration of a needs assessment and arranges for training, using either internal resources or contractors, to deliver programs that enhance the organizational effectiveness of the City.

Cincinnati Human Resources Information System (CHRIS)
CHRIS is the means by which an employee maintains records and employees are paid. CHRIS is the PeopleSoft system that transacts and records all human resources activities including payroll. Employees in the Human Resources Department are responsible for maintaining the human resources aspects of CHRIS.

Records and Clerical Support
The Support staff is charged with maintaining the official personnel records of all City employees. In addition, this staff provides administrative support for the entire department with duties such as working with the public, typing, proofreading, addressing and distributing information.