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Anaheim, CA 92805
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CITY COUNCIL AGENDA REPORT
City of Anaheim
HUMAN RESOURCES DEPARTMENT
DATE: SEPTEMBER 26, 2023
FROM: HUMAN RESOURCES DEPARTMENT
SUBJECT: ADOPTION OF AMENDMENTS TO THE PERSONNEL RULES
AND POLICIES COVERING NON-REPRESENTED FULL-TIME
AND PART-TIME EMPLOYEES TO CHANGE WAGES AND
OTHER FORMS OF COMPENSATION FOR NON-
REPRESENTED MANAGEMENT AND FULL-TIME HOURLY
CLASSIFICATIONS; AND BUDGET AMENDMENT RELATED
TO COMPENSATION CHANGES
ATTACHMENT (Y/N): YES ITEM # 23
GOVERNMENT CODE § 84308 APPLIES: NO
RECOMMENDATION:
That the City Council consider the following actions:
1) By Resolution, adopt the revised Personnel Rules and Policies Covering Non- Represented Full-Time and Part-Time Employees to (1) include changes to benefits and terms and conditions of employment for Non-Represented Management and Full-Time Hourly classifications; and (2) amend Appendices A, B, C, and D to adjust pay rates for full-time non-represented employees to provide compensation and benefits equivalent to classifications with similar duties and responsibilities.
2) By Motion, increase the Fiscal Year 2023/24 budget in the amount of $693,967.
DISCUSSION:
Staff is presenting for City Council consideration proposed changes to the Personnel Rules and Policies for Non-Represented Full-Time and Part-Time Employees (Personnel Rules) including compensation increases for Non-Represented Management classifications. These changes were developed in accordance with A.M.C. Chapter
1.05.020.0103 which provides that positions having similar duties and responsibilities shall be classified and compensated on a uniform basis. The item is related to others appearing separately on the City Council agenda regarding approval of successor memoranda of understanding with three bargaining units represented by the American Federation of State, County, and Municipal Employees, Local 2002, (AFSCME) – Personnel Rules and Policies for Non-Represented Full-Time and Part-Time Employees – Compensation Changes September 26, 2023
AFSCME General Management Unit, AFSCME Professional/Technical Management Unit, and AFSCME Confidential Unit. This action, if approved by City Council, will provide non-represented management and full-time hourly employees with the same compensation and benefits as their comparable/represented counterparts. It further will maintain compensation differentials in the lines of supervision among the non-represented classifications as well as between the Executive classifications and their represented and non-represented direct reports. A similar action was taken by the City Council in December 2021, adjusting compensation for the Non-Represented Management classifications when the first AFSCME memoranda of understanding were approved.
Classifications covered by the Personnel Rules include a number of management classifications and one full-time hourly classification either with titles and duties directly related to AFSCME represented classifications and with levels and scope of responsibility comparable to AFSCME represented classifications. These non-represented classifications have been designated as such due to their responsibilities related to administration of or access to information related to the City’s employer-employee relations functions. Included are Chief Assistant City Attorney – Civil (comparable to AFSCME classification Chief Assistant City Attorney – Prosecution), Deputy City Attorney IV – Confidential (comparable to AFSCME classification Deputy City Attorney IV), Deputy Human Resources Director (similar level and scope of responsibility with AFSCME classification Deputy Finance Director), Employee Relations Manager (similar level and scope of responsibility with AFSCME classification Risk Manager); Human Resources Business System Administrator (comparable to AFSCME classification Business Information System Administrator), and the Employee Relations Analysts and Executive Secretary in the Employee Relations Division of Human Resources (comparable to the AFSCME classifications Human Resources Analysts – Principal, Senior, II and I, Management Assistant II and I, and Executive Secretary). In addition, Non-Represented Management includes Executive Coordinator, Chief Policy Advisor to the Mayor, and Correction Facility Manager, as well as senior level sworn management including Deputy Police Chief, and Fire Management classifications – Fire Battalion Chief and Deputy Fire Chief. Finally, all Executive classifications are included in Non- Represented Management – City Manager, Assistant City Manager, Deputy City Manager, City Attorney, City Clerk, Police Chief, Fire Chief, and all department directors.
In recognition of the relationships between the Non-Represented management and full- time hourly classifications with the AFSCME classifications as identified above, the reporting relationships between the AFSCME classifications and the Executive classifications, and the Anaheim Municipal Code provisions requiring that positions having similar duties and responsibilities be classified and compensated on a uniform basis, changes proposed for consideration for Non-Represented Management and Full- Time Hourly classifications are equivalent to those within the aforementioned proposed AFSCME MOUs. These include:
1. Across-the-board increases effective the first pay period in July 2023, July 2024, and July 2025 in the amount of 5.0% per year. For Fire Management classifications with previously scheduled 3.5% increases in 2023 and 2024, the proposed changes include increasing these amounts to 5.0% total for 2023 and Personnel Rules and Policies for Non-Represented Full-Time and Part-Time Employees – Compensation Changes September 26, 2023
2024, and including a 5.0% increase in 2025 to uniformly address compensation among the Non-Represented management classifications.
2. Addition of a 10th step to the top of the pay range for the Full-Time Hourly classification of Executive Secretary- Employee Relations. The change will keep the pay range for the classification equivalent to the Executive Secretary classification represented by AFSCME – Confidential Unit.
3. Increase in the City Contribution to Retiree Health Savings from 2% to 3% effective July 2023.
4. Increase in Administrative Leave from 16 hours to 24 hours effective July 2023.
Additional changes reflected in the attached track changes copy of the Personnel Rules reflect updates to language, and corrections to and clarification of provisions.
The proposed changes do not impact Ambulance Operators and Non-Represented part- time employees. Compensation for these classifications will be reviewed at a later date.
IMPACT ON BUDGET:
The Fiscal Year 2023/24 budget will be increased by $693,967, approximately 79% of which ($550,879) is General Fund. The total impact of the three years covered by this proposal is $4,164,540.
The breakdown of the necessary FY 2023/24 budget amendment by department is as follows:
City Council $10,428
City Administration $88,639
City Attorney $67,745
City Clerk $15,790
Finance $23,493
Human Resources $119,141
Community Services $20,444
Police $73,428
Fire & Rescue Department $137,077
Economic Development $20,444
Housing & Community Development $21,483
Personnel Rules and Policies for Non-Represented Full-Time and Part-Time Employees – Compensation Changes September 26, 2023
Public Works $22,953
Planning & Building $22,228
Convention, Sports & Entertainment $22,888
Public Utilities $27,786
Respectfully submitted,
Gretchen R. Beatty
Acting Human Resources Director
Attachments:
1. Resolution
2. Personnel Rules September 2023 FINAL
3. Personnel Rules September 2023 (Redline)