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: JANUARY 14, 2025
FROM: HUMAN RESOURCES DEPARTMENT
SUBJECT: CLASSIFICATION OR COMPENSATION CHANGES
ASSOCIATED WITH THE CREATION, DELETION, OR
MODIFICATION OF CLASSIFICATIONS ASSIGNED TO
VARIOUS BARGAINING UNITS AND ADOPTION OF RELATED
CHANGES TO THE PERSONNEL RULES AND POLICIES
COVERING NON-REPRESENTED EMPLOYEES
ATTACHMENT (Y/N): YES ITEM # 06
GOVERNMENT CODE § 84308 APPLIES: NO
RECOMMENDATION:
That the City Council take the following actions:
1. By separate Resolutions, approve the deletion of one-hundred and three (103) full- time and part-time total classifications represented by various bargaining units that have been determined to be inactive or obsolete from the City’s classification structure; and
2. By Resolution, approve the creation, deletion, or modification of classification assigned to Non-Represented Management effective the pay period beginning January 17, 2025.
DISCUSSION:
The City of Anaheim Municipal Code requires the maintenance of a personnel system comprised in part by a position classification plan and a plan of compensation. The position classification plan is the organization’s process for grouping jobs in common classifications based on similarities in duties, responsibilities, scope, complexity and job requirements. The current position classification plan contains approximately 1,000 full- time and part-time classifications which includes about 740 unique classifications. The compensation plan places each classification in an assigned salary range as approved by the City Council through either ratification of collective bargaining agreements or resolution.
Classification or Compensation Changes Associated with the Creation, Deletion, or Modification of Classifications Assigned to Various Bargaining Units and Adoption of Related Changes to the Personnel Rules and Policies Covering Non-Represented Employees January 14, 2025
In accordance with Section 1.05.020 of the Municipal Code, the Human Resources Director is responsible for recommending changes to position classifications and compensation. This occasionally requires adding and/or revising classifications to meet operational needs or deleting classifications that have become obsolete. The Human Resources Department has met with all impacted labor groups and city departments, and has received concurrence to recommend deletions and/or changes of certain classifications as identified in the attached resolutions.
Background:
On August 15, 2023, and in alignment with maintaining an efficient classification and compensation system, the City Council approved a professional services agreement to conduct a citywide classification and compensation study. The purpose of the study is to assess the current classification and compensation system and practices across the City to determine appropriate strategies to ensure that the City consistently maintains (1) the ability to successfully recruit and retain a talented and highly qualified workforce, (2) review compensation practices that achieve internal equity and external competitiveness, and (3) provide a safe, productive work environment with high employee engagement.
On October 29, 2024, the City Council approved a second agreement with Segal for continued consulting services for purposes of classification and compensation implementation strategies.
Classifications Recommended for Deletion:
The ongoing citywide classification and compensation study has accomplished critical milestones. In the current phase of the project, one-hundred and three (103) full-time and part-time total classifications are identified for deletion. This collaborative effort amongst Human Resources, all city departments, and labor groups determined that the classifications recommended for deletion are no longer necessary as they are vacant, unbudgeted, and have not been used or have become obsolete, or inactive, ranging from 3 years to 65 years. Deletion of these classifications will narrow the scope of review to only active classifications, thereby allowing the City and consultant to dedicate its time and resources to developing a classification and compensation model based on the City’s current need.
Classifications recommended for deletion include unrepresented and represented full-time and part-time classifications under the following bargaining units: American Federation of State, County, and Municipal Employees, Local 2002 (“AFSCME”) General Management Employees; AFSCME Professional/Technical Management Unit; AFSCME Confidential Unit; Anaheim Municipal Employees Association (“AMEA”) General Employees; AMEA Clerical Employees; AMEA Part-Time Unit; International Brotherhood of Electrical Workers, Local 47; Anaheim Firefighters Association, Local No. 2899; and Anaheim Police Association.
Classification or Compensation Changes Associated with the Creation, Deletion, or Modification of Classifications Assigned to Various Bargaining Units and Adoption of Related Changes to the Personnel Rules and Policies Covering Non-Represented Employees January 14, 2025
Executive Coordinator Classification
In accordance with Section 1.05.020 of the Municipal Code, the Human Resources Director is vested 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 organizational changes.
The Executive Coordinator is assigned to the City Manager’s Office, directly supports the City Manager and generally serves as the office supervisor, on behalf of the City Manager.
The Executive Coordinator has been assigned greater responsibilities as well as supervisorial duties, including direct supervision of the Council Services Coordinator classification. Currently, the supervisor and subordinate classifications are placed on the same salary range and as such, the Executive Coordinator classification is compacted based on no supervisor/subordinate differential. The classification of Executive Coordinator is recommended for reassignment from the salary range XCR08 to XCR10.
This recommendation recognizes the expanded scope of supervisorial duties and responsibilities.
IMPACT ON BUDGET:
There is no budgetary impact to the Fiscal Year 2024/2025 budget. There is no budgetary impact to delete classifications and the City Manager’s Office has sufficient funding in their budget to support any adjustment to compensation.
Respectfully submitted,
Linda N. Andal
Human Resources Director
Attachments:
1. Resolution – Non-Represented Full-Time and Part-Time Employees
2. Resolution – AFSCME General Management
3. Resolution – AFSCME Professional/Technical Management
4. Resolution – AFSCME Confidential
5. Resolution – AMEA General Employees
6. Resolution – AMEA Clerical Employees
7. Resolution – AMEA Part-Time Unit
8. Resolution – IBEW
9. Resolution – AFA
10. Resolution – APA