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: AUGUST 15, 2023
FROM: HUMAN RESOURCES DEPARTMENT
SUBJECT: CLASSIFICATION OR COMPENSATION CHANGES
ASSOCIATED WITH THE CREATION, DELETION, OR
MODIFICATION OF CLASSIFICATIONS ASSIGNED TO THE
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION, PART-
TIME UNIT, AND MANAGEMENT NON-REPRESENTED;
APPROVAL OF A LETTER OF UNDERSTANDING BETWEEN THE
CITY OF ANAHEIM AND THE ANAHEIM MUNICIPAL
EMPLOYEES ASSOCIATION, PART-TIME UNIT; ADOPTION OF
RELATED CHANGES TO THE PERSONNEL RULES AND
POLICIES COVERING NON-REPRESENTED EMPLOYEES; AND
RELATED ACTIONS
ATTACHMENT (Y/N): YES ITEM # 19
GOVERNMENT CODE § 84308 APPLIES: NO
RECOMMENDATION:
That the City Council take the following actions:
1. By Resolution, approve the creation, deletion, or modification of classifications assigned to the Anaheim Municipal Employees Association, Part-Time Unit (“AMEA”), and adopt a Letter of Understanding between the City of Anaheim and the AMEA, amending the provision of the Memorandum of Understanding between the AMEA and the City of Anaheim related to compensation for employees in the classification of Traffic Control Assistant when assigned the duty to train and/or evaluate newly hired employees; and
2. By Resolution, adopt the revised Personnel Rules and Policies Covering Non- Represented Full-Time and Part-Time Employees addressing terms and conditions of employment, related salary schedules, and modification of covered classifications, effective the pay period beginning August 18, 2023; and
3. By Motion, increase the City Council’s Fiscal Year (FY) 2023/24 budget by $43,840.
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 Classification and Compensation Changes and Related Actions August 15, 2023
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 department requests and recommends compensation changes based on the following:
Park Ranger and Senior Park Ranger
The Park Ranger and Senior Park Ranger classifications within the Community Services Department are responsible for patrolling the City’s parks and grounds, acting as ambassadors in the parks, observing park conditions and promoting compliance with rules and policies. The classifications are represented by the AMEA.
Over the past several years, maintaining good order in the parks has become a growing community concern, requiring the Park Ranger Program to adapt to meet current operational needs. However, the program has been significantly understaffed internally, leaving Lyons Security Services to fill, on average, 30 shifts per month with another 25- 30 patrol shifts unfilled. These unfilled shifts result in a considerably lower number of patrols being conducted which leaves City facilities at risk of loss and misuse and a reduction to the overall enjoyment of park amenities by the community.
The Park Ranger classification is assigned to a four-step pay range, with a minimum hourly rate of $17.16 and a maximum hourly rate of $19.86 (Steps 06-09). The Senior Park Ranger classification is on a five-step pay range of $20.43 to $24.83 (Steps 05-09).
A recent compensation survey by staff showed that the salary for the Park Ranger job family has not kept pace with the labor market. In fact, the Community Services Department has lost staff to private sector employers offering similar positions for higher pay.
Staff recommends the compensation for Park Ranger be set at a minimum hourly rate of $20.73 and a maximum hourly rate of $24.00 (Steps 06-09), and further, that the existing salary relationship with the Senior Park Ranger at 125% of the Park Ranger salary range is maintained. This will place the Senior Park Ranger at a minimum hourly rate of $24.68 and maximum hourly rate of $30.00. The recommended wage adjustments are designed to align the classifications within the competitive market range and provide for more successful recruitments and higher retention of staff. The cost to implement these recommendations is approximately $259,700 (salary and burden) for FY 2023/24. AMEA concurs with this recommendation.
The Community Services Department has sufficient appropriations in the current budget to cover the cost associated with this recommendation.
Classification and Compensation Changes and Related Actions August 15, 2023
Traffic Control Assistant
The classification of Traffic Control Assistant within the Police Department is responsible for performing a variety of traffic control duties to direct vehicles and pedestrian traffic at event venues in the City of Anaheim. The classification is represented by the AMEA.
The Police Department has experienced sustained loss of incumbents while recruitment efforts have seen low turnout of qualified candidates. Over the last year, the department, at times, has had to supplement shifts typically assigned to Traffic Control Assistance with other department employees, including sworn personnel. In July 2023, approximately 37% of Traffic Control Assistant shifts were filled by other department employees. Given that venues are increasing events to pre-pandemic levels, the department faces significant challenges meeting staffing demands for future events. Also of concern, venues contracting with the City for this service reimburse the City at Traffic Control Assistant rates. When the Police Department is required to overfill for staffing, the General Fund must bear the difference in costs for use of the higher level classifications.
A compensation study conducted by staff showed that the pay for the Traffic Control Assistant is significantly below the market median. The Traffic Control Assistant classification is currently assigned to a three-step pay range, with a minimum hourly rate of $17.54 and a maximum hourly rate of $19.34 (Steps 07-09).
Staff recommends the classification of Traffic Control Assistant to be set at a minimum hourly rate of $21.81 and a maximum hourly rate of $25.24. This recommendation includes adding a new bottom step to create a four-step structure (Steps 06-09) similar to other part-time positions within the bargaining unit. The recommended wage adjustments will align the classification within the competitive market to attract qualified candidates and retain current employees. The AMEA concurs with this recommendation The annualized impact of the recommendation is approximately $412,505 (salary and burden). However, the actual impact to the General Fund for the current year will be reduced as the complement of Traffic Control Assistants is increased and the use of higher level classifications to supplement the ranks is reduced. For the balance of the contract year, venues will continue to be billed at the current Traffic Control Assistant rate. Future year contracts will be based on the recommended increased pay rates to provide for full reimbursement of costs.
In addition to the pay range change, staff recommends the adoption of a Letter of Understanding (“LOU”) between the City of Anaheim and the AMEA, amending the provisions of the current Memorandum of Understanding between the AMEA and the City of Anaheim regarding compensation for employees in the classification of Traffic Control Assistant when assigned the duty to train and/or evaluate newly hired employees.
Currently, employees who are assigned training responsibilities are paid at the first step (i.e., Step 4 at $20.25) of the Part-Time Traffic Controller salary range for all hours spent training and evaluating newly hired employees. Based on the recommended salary range adjustment, the City recommends, and the AMEA concurs, that compensation at the top Classification and Compensation Changes and Related Actions August 15, 2023
step (i.e., Step 9 at $25.85) of the Part-Time Traffic Controller is appropriate for Traffic Control Assistant who are assigned these responsibilities. The cost of the recommendation is estimated to be $30,000 in FY 2023/24 and the Police Department has sufficient appropriations to support the recommendation. The AMEA and the City of Anaheim met and conferred and reached an agreement on the terms provided in the attached LOU.
Chief Policy Advisor to the Mayor/City Council Aide I/City Council Aide II/Senior Policy Aide
Staff conducted a compensation review of the Chief Policy Advisor to the Mayor classification and the resulting analysis found that the classification is approximately 12% below market median. In order to provide for a competitive salary and appropriate internal alignment with City classifications with similar levels of duties and responsibilities, staff recommends that the single incumbent classification of Chief Policy Advisor to the Mayor be reassigned from salary range XCR10 to XCR14. Similarly, staff recommends a 10% salary range increase for the City Council Aide I, City Council Aide II and Senior Policy Aide classifications. The cost to implement these recommendations is approximately $43,840.00 (salary and burden) for FY 2023/24.
Concurrent to the above recommendations, staff further recommends revision to the Personnel Rules and Policies Covering Non-Represented Full-Time and Part-Time Employees (“Personnel Rules”) to update terms and conditions of employment, related salary schedules, and modification of non-represented classifications. In addition, and as a result of previous Council actions, the Personnel Rules must be amended to establish the authorized salary range for the Executive Secretary-Employee Relations.
IMPACT ON BUDGET:
The total cost of the recommendation for FY 2023/24 is approximately $747,000 (salary and burden). With the exception of City Council, the respective departments have sufficient funds to support the recommendation. The City Council budget is recommended to be increased by $43,840.
Respectfully submitted,
Gretchen R. Beatty
Human Resources Deputy Director
Attachments:
1. Resolution – AMEA Classification Changes and Letter of Understanding
2. AMEA Letter of Understanding
3. Resolution – Personnel Rules
4. Personnel Rules 2023 (Final)
5. Personnel Rules 2023 (Redline)