Council continues review of allowing work experience in place of formal education for city jobs, requests data

The Los Angeles City Council voted without objection to continue a personnel department report on permitting work experience to substitute for formal education requirements in city job and examination qualifications and asked staff to return with additional data.

Public comment and department presenters framed the issue around existing pathways and gaps. Dexter O'Connell of Safe Place for Youth, speaking during public comment on Item 8, urged the council to allow substitution of professional and lived experience for formal education, saying many of the organization's clients are capable of city work but are excluded by degree requirements. "We appreciate that the city is considering allowing the substitution of professional experience for formal education and hiring," O'Connell said.

Personnel department staff described current avenues that already allow experience to count in some classifications, including targeted local hire (TLH), Bridge to Jobs, apprenticeships and specific flexible classifications such as management aid. Senior personnel analyst Tommy Hsu and others said the department has conducted examinations for 625 unique job classifications from 2019 to 2023, and that apprenticeship and nontraditional pathways are being developed for classifications that currently require degrees.

Council members asked whether other jurisdictions' practices were examined, whether applicants are reporting that education requirements deter them from applying, and for data on appeals and outcomes when applicants claim experience should substitute for education. Vince Cordillero of the personnel department said disqualified candidates are notified and an appeal process exists; he estimated the appeal rate is about 10% to 15% but the department did not have data on how many appellants ultimately obtained a job.

The council directed personnel staff to return with the following: comparative information on county and other LA County jurisdictions' practices; data on appeals and appeal outcomes (how many appeals are granted and lead to advancement to the next step or hiring); retention and performance comparisons for hires from TLH/Bridge to Jobs versus traditional hires; geographic distribution of TLH and Bridge to Jobs participants across the city; and candidate data for specific classifications where requirements might be a barrier, such as accountants.

The matter was continued in committee so staff can gather the requested analyses and return at a future meeting.