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: JUNE 27, 2023
FROM: HUMAN RESOURCES DEPARTMENT
SUBJECT: CLASSIFICATION OR COMPENSATION CHANGES
ASSOCIATED WITH THE CREATION, DELETION, OR
MODIFICATION OF CLASSIFICATIONS ASSIGNED TO THE
AMERICAN FEDERATION OF STATE, COUNTY, AND
MUNICIPAL EMPLOYEES, LOCAL 2002, GENERAL
MANAGEMENT UNIT, AND MANAGEMENT UNREPRESENTED,
EFFECTIVE THE PAY PERIOD BEGINNING JULY 7, 2023
ATTACHMENT (Y/N): YES ITEM # 21
GOVERNMENT CODE § 84308 APPLIES: NO
RECOMMENDATION:
That the City Council, by two (2) Resolutions, approve the creation, deletion, or modification of classifications assigned to the American Federation of State, County, and Municipal Employees, Local 2002, General Management Unit (“AFSCME”) and Management Unrepresented effective the pay period beginning July 7, 2023.
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.
In accordance with Section 1.05.020 of the Municipal Code, the Human Resources Director concurs with the departments’ requests and recommends that the following classifications be created based on the following:
The classification of Assistant to the City Manager is recommended for reassignment from salary range XCR14 to XCR18. This recommendation recognizes the expanded scope of duties and responsibilities of the position that includes providing highly complex analytical and programmatic support to the City Manager’s Office. The intention is to reclassify a Senior Administrative Analyst position, thereby not adding to the Classification and Compensation Changes
June 27, 2023
department’s full-time position count. The cost to implement this recommendation is approximately $20,868 (salary and burden) for FY 2023/24.
The classification of External Affairs Manager is recommended to be retitled to Chief Communications Officer and reassignment from salary range XCR17 to XCR20. This recommendation appropriately distinguishes the responsibility of the position that oversees the City’s public relations program, that has increasingly grown to include preparing crisis and emergency communications, the production of various publications, and Mayor and City Council communications support. The intention is to reclassify an External Affairs Manager position and its incumbent, thereby not adding to the department’s full-time position count. The cost to implement this recommendation is approximately $25,508 (salary and burden) for FY 2023/24.
The classification of Golf Course Superintendent is recommended to be retitled to Golf Operations Superintendent and reassignment from salary range XCR10 to XCR13. This recommendation recognizes the expanded scope of duties and responsibilities of the position due to the current need to exercise direct management over food and beverage operations for the City’s golf courses. It also aligns the compensation of the classification with the salary ranges of other Superintendents within the Community Services Department. The incumbent will be reclassified to the assigned salary range. The cost to implement this recommendation is approximately $16,663 (salary and burden) for FY 2023/24.
Staff recommends creating the Controller classification in the Finance Department and assigning it to the AFSCME, General Management Unit, at the XCR19 salary range. The creation of this classification will be accomplished through the reclassification of a Financial Accounting Manager position and its incumbent to appropriately align with the additional responsibilities of Treasury and the Finance department. The Controller would be primarily responsible for the management, supervision, and coordination of the activities and operations of the accounting and treasury management section. Further, the proposed classification will provide highly responsible and complex accounting and finance support to City departments and is anticipated to create opportunities for employee advancement. The creation of this classification will not add to the department’s full-time position count. The estimated cost to establish the classification is approximately $20,332 (salary and burden) for FY 2023/24.
Staff recommends creating the General Services Officer classification in Anaheim Public Utilities and assigning it to the AFSCME, General Management Unit, at the XCR20 salary range. The General Services Officer will manage programs related to community engagement, sustainability programs, electrification initiatives, communications and public outreach, and emergency customer notifications. The creation of this classification will be accomplished through the reclassification of an Enterprise Administrative Services Manager position and its incumbent, thereby not adding to the department’s full-time position count. The estimated cost to establish the classification is approximately $20,522 (salary and burden) for FY 2023/24.
Staff recommends creating the Executive Secretary – Employee Relations classification in the Human Resources Department and designating it as an unrepresented full-time Classification and Compensation Changes
June 27, 2023
hourly classification. It is recommended that the salary range for the classification be comprised of steps 04 - 09 ($28.72 - $36.66 per hour). The Executive Secretary – Employee Relations duties will be similar to the duties of the represented Executive Secretary classification. However, the incumbent will perform confidential duties specifically in the Employee Relations Division that include access and preparation of collective bargaining information. Human Resources intends to reclassify one (1) vacant Executive Secretary position in the Employee Relations Division to the Executive Secretary – Employee Relations classification. This recommendation has no budgetary impact and will not add to the department’s full time position count.
Human Resources staff consulted with representatives from the respective bargaining unit and department and they concur with the above recommendations. The recommended changes will allow for greater flexibility in staffing, more accurately reflect the work being performed, and enhance the delivery of services to the city and community.
IMPACT ON BUDGET:
The total cost of the recommendation for FY 2023/24 is approximately $103,900 (salary and burden) of which 20% is supported by the Enterprise Fund. The remainder of the cost is supported through the General Fund. The respective departments have sufficient funds to support the recommendation.
Respectfully submitted,
Linda N. Andal
Human Resources Director
Attachment:
1. Two (2) Resolutions