1 STAFF REPORT
DATE: October 25, 2022
TO: Justin Hess, City Manager
FROM: Betsy McClinton, Management Services Director
BY: David Lasher, Administrative Analyst II
SUBJECT: Adoption of Resolutions Approving the Establishment of the Salaries and Conflict of Interest Code Designations for the Classifications of Power Resources Planning Associate I, Power Resources Planning Associate II, Senior Power Resources Planner, and Principal Power Resources Planner, and Adoption of a Resolution Approving the Citywide Salary Schedule
RECOMMENDATION
1. Adopt A RESOLUTION OF THE COUNCIL OF THE CITY OF BURBANK
APPROVING THE ESTABLISHMENT OF THE SALARY AND CONFLICT OF
INTEREST CODE DESIGNATION FOR THE CLASSIFICATION OF POWER RESOURCES PLANNING ASSOCIATE I (Attachment 1)
2. Adopt A RESOLUTION OF THE COUNCIL OF THE CIT Y OF BURBANK
APPROVING THE ESTABLISHMENT OF THE SALARY AND CONFLICT OF
INTEREST CODE DESIGNATION FOR THE CLASSIFICATION OF POWER RESOURCES PLANNING ASSOCIATE II (Attachment 2)
3. Adopt A RESOLUTION OF THE COUNCIL OF THE CITY OF BURBANK
APPROVING THE ESTABLISHMENT OF THE SALARY AND CONFLICT OF
INTEREST CODE DESIGNATION FOR THE CLASSIFICATION OF SENIOR POWER RESOURCES PLANNER (Attachment 3)
4. Adopt A RESOLUTION OF THE COUNCIL OF THE CITY OF BURBANK
APPROVING THE ESTABLISHMENT OF THE SALARY AND CONFLICT OF
INTEREST CODE DESIGNATION FOR THE CLASSIFICATION OF PRINCIPAL POWER RESOURCES PLANNER (Attachment 4)
5. Adopt A RESOLUTION OF THE COUNCIL OF THE CITY OF BURBANK APPROVING THE CITYWIDE SALARY SCHEDULE (Attachment 5)
MANAGEMENT
SERVICES
2 BACKGROUND
Pursuant to Civil Service Rule I, Section 4, the Civil Service Board (CSB) approved the establishment of the title and specification for four new classifications titled Power Resources Planning Associate I, Power Resources Planning Associate II, Senior Power Resources Planner, and Principal Power Resources Planner at their regularly scheduled meeting on October 5 , 2022.. The Management Services Department requests the City Council establish the r espective salaries and Conflict of Interest Code designations for these classifications.
Additionally, per California Public Employee’s Retirement System (CalPERS) regulations, the Department requests the City Council adopt a resolution approving the updated Citywide Salary Schedule which includes the proposed salaries of these classifications.
DISCUSSION
Regional utilities —including Burbank Water and Power (BWP) —are required to meet specific and significant sustainability goals by 2030 (and 2050) in accordance with state and federal mandates. Currently, BWP does not h ave the staff necessary to complete and administer the contracts related to these substantial and important sustainability requirements.
The critical contracts BWP must develop with their industry partners require a significant amount of effort and coordination. Given current staff ing levels, this is a challenging endeavor, and as a result, it currently takes one -to-two years to draft and finalize an agreement. Reaching the sustainability goal is crucial not only unto itself, but is imperative to avoid penalties that could reach as high as $147 million dollars.
To meet these all-important goals (and avoid the related and considerable fines), BWP proposed the establishment of a new Power Resources Planner series . BWP feels that this new series is essential for the City to comply with regulatory and legislative requirements and perform other important duties.
In addition to performing the contract administration associated with the known sustainability goals referenced above, the planners will assist with developing and managing new plans to include energy storage and renewable resources projects in Burbank. The planners will also perform budget analysis and compliance reporting, as well as attend meetings and workshops on related issues.
Creating these related classifications will have a positive impact on the City—especially in comparison to other utilities in our region—when it comes to attracting, recruiting, and retaining employees with the unique skills needed at BWP, especially in regard to the critical areas of sustainability and renewable resources.
Establishing this proposed series would also provide an opportunity for employees in the proposed classifications to gain valuable experience and create opportunities for advancement, supporting employee retention while improving succession planning.
3 Regarding t he proposed monthly salary ranges , staff is proposing the monthly salary range be based on reviewing relationships within BWP to maintain consistency and internal equity. Specifically, the proposed salary ranges match those of the Electrical Engineering series. Accordingly, the proposed monthly and bi -weekly salary ranges for the four classifications are as follows:
Title Monthly Bi-Weekly Power Resources Planning Associate I $6,375.01-$8,788.00 $2,942.31-$4,056.00 Power Resources Planning Associate II $7,412.80-$10,218.63 $3,421.29-$4,716.29 Senior Power Resources Planner $9,141.19-$12,601.23 $4,219.01-$5,815.95 Principal Power Resources Planner $10,647.39-$14,001.33 $4,914.18-$6,462.15
All four proposed establishments would be Civil Service classifications. Both Associate classifications and the Senior Power Resources Planner would be represented by the Burbank City Employees Association (BCEA). The Principal Power Resources Planner would be represented by the Burbank Management Association (BMA). Both t he BCEA and the BMA were previously advised of the establishments in conjunction with the CSB meeting on October 5, 2022.
In accordance with Government Code Section 20636 and Title 2 of the California Code of Regulations Section 570.5, CalPERS requires public agencies to post a publicly available salary schedule that is approved by the City Council at a public meeting in order for CalPERS to determine earnable income. Therefore, staff is requesting the City Council adopt an updated salary schedule t hat includes the proposed salaries for these classifications.
FISCAL IMPACT
Currently, BWP has budgeted funds for two positions and intends to initially recruit a Principal Power Resources Planner and a P ower Resources Planning Associate II . As such, this initial recruitment plan will result in a net -zero cost. Future consideration for utilizing the establishments will be in accordance with City policy, the City’s budgetary process, and in consultation with the City Manager.
CONCLUSION
The establishment of the salaries and Conflict of Interest C ode designations for the classifications of Power Resources Planning Associate I, Power Resources Planning Associate II, Senior Power Resources Planner, and Principal Power Resources Planner will address the vital needs of Burbank Water and Power. This proposal will also positively influence the recruitment and retention needs and succession planning of BWP. The classifications are critical to meeting the goals of the Department and the City. Therefore, staff recommends the City Council approve the proposed establishments.
ATTACHMENTS
Attachment 1 – Resolution for the classification of Power Resources Planning Associate I Attachment 2 – Resolution for the classification of Power Resources Planning Associate II Attachment 3 – Resolution for the classification of Senior Power Resources Planner Attachment 4 – Resolution for the classification of Principal Power Resources Planner Attachment 5 – Resolution approving the City’s Salary Schedule