201 S. Anaheim Blvd.
Suite 501
Anaheim, CA 92805
Tel: (714) 765-5111
Fax: (714) 765-5215
www.anaheim.net
CITY COUNCIL AGENDA REPORT
City of Anaheim
HUMAN RESOURCES DEPARTMENT
DATE: SEPTEMBER 27, 2022
FROM: HUMAN RESOURCES DEPARTMENT
SUBJECT: CLASSIFICATION AND COMPENSATION CHANGES
ASSOCIATED WITH THE CREATION, DELETION, OR
MODIFICATION OF CLASSIFICATIONS ASSIGNED TO THE
INTERNATIONAL BROTHERHOOD OF ELECTRICAL
WORKERS, LOCAL 47 - GENERAL UNIT EFFECTIVE THE PAY
PERIOD BEGINNING SEPTEMBER 30, 2022
ATTACHMENT (Y/N): YES ITEM # 21
RECOMMENDATION:
That the City Council, by Resolution, approve the creation, deletion, or modification of classifications assigned to the International Brotherhood of Electrical Workers, Local 47 - General Unit (“IBEW”) effective the pay period beginning September 30, 2022.
DISCUSSION:
Chapter 1.05 of the Anaheim Municipal Code establishes the City’s Personnel System and vests the Human Resources Director with the responsibility for ensuring the appropriateness of classifications based upon the type and level of duties and responsibilities performed. On an ongoing basis, individual job classifications are reviewed and modified to ensure they remain current with emerging technology, organizational changes, and labor market trends within specific occupations. This occasionally requires adding and/or revising classifications to meet operational needs or eliminating classifications that have become obsolete.
The ongoing maintenance of the personnel system provides for the continuance of a fair and equitable system of personnel management. In accordance with Section 1.05.020 of the Municipal Code, the Human Resources Director concurs with the department’s request and recommends that the following classification be created based on the following:
Staff recommends creating the Water Production & Maintenance Foreman classification and assigning it to the International Brotherhood of Electrical Workers, Local 47 - General Unit (IBEW). It is recommended that the salary range for the classification be comprised of steps 08 - 09 ($51.30 - $53.35 per hour) and a salary relationship be set for 1.30 x Water Production Technician. Currently, a classification to supervise and schedule water production maintenance activities within the Water Production and Maintenance section does not exist.
Classification and Compensation Changes
September 27, 2022
The section has multiple work crews engaged in providing skilled maintenance and repair work for water pumps, reservoir treatment facilities, meters, and the valve maintenance programs. The proposed classification will assist in the daily coordination of those crews and perform high-level and complex troubleshooting. The incumbent will be able to perform high-level tasks for the division to allow Water Production crews to perform more field maintenance on water production facilities. In addition, the Water Production & Maintenance Foreman will perform administrative tasks associated with the operations of the section, allowing for a more efficient workflow. The creation of the classification would further provide greater opportunities for employee advancement and support the departmental succession planning efforts while allowing greater flexibility in staffing, more accurately reflect the work being performed, and enhance the delivery of services.
The Water Production & Maintenance Foreman will be filled through an internal promotion of a Water Production Technician Supervisor without filling the vacancy behind the successor. As a result, the proposed classification will not add to the department’s FTE count. The estimated cost to establish the classification is approximately $22,000 (salary and burden) for the remainder of FY 2022/2023. This is not a General Fund position and the Public Utilities Department has sufficient funds in their budget to cover this recommendation.
Human Resources has consulted with representatives of IBEW and they concur with this recommendation.
IMPACT ON BUDGET:
The total cost of the recommendations for FY 2022/23 is approximately $22,000 (salary and burden) and will not impact the General Fund. The Public Utilities Department has sufficient funding in their FY 2022/23 budget to support this recommendation.
Respectfully submitted,
Linda N. Andal
Human Resources Director
Attachment:
1. Resolution