1 STAFF REPORT
DATE: May 21, 2024
TO: Justin Hess, City Manager
FROM: Betsy McClinton, Management Services Director
BY: Anna Ter-Yegishyan, Administrative Analyst II
SUBJECT: Adoption of a Resolution Approving the Revision of the Salary for the Classification of Aquatics Supervisor; Adoption of a Resolution Approvin g the Establishment of the Salary for the Classification of Community Service Officer; Adoption of a Resolution Approving the Establishment of the Salary and Conflict of Interest Code Designation for the Classification of Information Technology Security Manager ; Adoption of a Resolution Approving the Establishment of the Title, Specification, Salary, and Conflict of I nterest Code Designation for the Classification of Senior Litigation Paralegal; 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 REVISION OF THE SALARY FOR THE CLASSIFICATION OF AQUATICS SUPERVISOR (Attachment 1).
2. Adopt A RESOLUTION OF THE COUNCIL OF THE CITY OF BURBANK
APPROVING THE ESTABLISHMENT OF THE SALARY FOR THE
CLASSIFICATION OF COMMUNITY SERVICE OFFICER (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 INFORMATION TECHNOLOGY SECURITY MANAGER (Attachment 3).
4. Adopt A RESOLUTION OF THE COUNCIL OF THE CITY OF BURBANK
APPROVING THE ESTABLISHMENT OF THE TITLE, SPECIFICATION, SALARY,
AND CONFLICT OF INTEREST CODE DESIGNATION FOR THE CLASSIFICATION OF SENIOR LITIGATION PARALEGAL (Attachment 4).
5. Adopt A RESOLUTION OF THE COUNCIL OF THE CITY OF BURBANK APPROVING THE CITYWIDE SALARY SCHEDULE (Attachment 5).
2 BACKGROUND
The Management Services Department (MSD) manages the City’s Position Classification and Pay Plan, which includes all classifications utilized by the City. MSD periodically requests amendments to the City’s Position Classification and Pay Plan to assist the departments in ensuring that titles and job specifications for the City’s classifications remain relevant and include the necessary essential functions and employment standards to meet the needs of the departments and the City. Maintaining updated job specifications and having competitive salaries also assists the City with its recruitment and retention efforts.
Pursuant to Civil Service Rule I, Section 4, the Civil Service Board (CSB) approved the establishment of the title and specification for the Civil Service classifications of Aquatics Supervisor, Community Service Officer, and Information Technology Security Manager.
Therefore, MSD is seeking Council approval of the salaries, and approval of the Conflict of Interest Code Designation, as applicable, for the classifications of Community Service Officer and Information Technology Security Manager.
The City Attorney’s Office (CAO) is also proposing to establish a new classification titled Senior Litigation Paralegal. This proposed establishment is exempt from Civil Service ; therefore, MSD is requesting Council approval of the title, specification, salary, and Conflict of Interest Code Designation for the classification of Senior Litigation Paralegal.
Additionally, per California Public Employees’ Retirement System (CalPERS) regulations, MSD requests Council adopt a resolution approving the updated Citywide Salary Schedule which includes the proposed salaries of these classifications.
DISCUSSION
Aquatics Supervisor
The Parks and Recreation Department (PR) revised the title and specification for Aquatic Program Coordinator to Aquatics Supervisor to more accurately reflect the duties associated with this position. The revisions support the role’s progression into a more advanced supervisory position, accompanied by an increased level of responsibility.
The Verdugo Aquatic Facility and the McCambridge Pool offer year -round diversified programs, whereas previously they were only offered during the summer months. The Aquatics Supervisor will be responsible for overseeing the day-to-day operations at these facilities, including programs such as Learn-to-Swim classes for youth and adults, contract classes, lap and recreation swimming, drop-in camps, facility rentals, Go Party!, and special events. Additionall y, the Aquatics Supervisor will oversee comprehensive staff recruitment, training, and development initiatives to support the expansion of these programs.
Based on these increased responsibilities, the revised classification also requires additional ce rtifications to ensure the Aquatics Supervisor will possess the necessary qualifications to meet the expanded functions. This classification will report directly to the Recreation Services Manager.
The proposed monthly salary range was determined based on the salaries of comparable classifications identified among our survey cities as well as maintaining internal equity. 3 Staff is proposing the monthly salary range be set at $6,209.39 to $8,559.72 (biweekly salary range of $2,865.87 to $3,950.64).
The Aquatics Supervisor will continue to be a Civil Service classification represented by the Burbank City Employees’ Association (BCEA). This classification will be exempt from the Fair Labor Standards Act (FLSA) under the administrative employee exemption. The BCEA has been advised of the revision and the Parks and Recreation Director concurs with this recommendation.
Community Service Officer
The Burbank Police Department (BPD) has proposed the establishment of a Community Service Officer classification to manage a wide range of non -emergency requests that have traditionally been handled by sworn personnel. Sworn personnel are Peace Officer Standards and Training (POST)-certified, uniformed police officers. Currently, all calls for service in Burbank are managed by sworn officers in Burbank, particularly outside normal weekday business hours. For example, a call regarding a parking violation after hours or a motor vehicle accident requiring traffic control can occupy sworn officers for extended periods. However, many of these calls do not require the response of a sworn officer. The current reliance on sworn personnel for all calls unnecessarily impacts the workload on sworn personnel, increases overtime costs, and limits the BPD’s responsiveness.
The establishment of a C ommunity Service Officer classification offers an effective solution to address numerous daily non-emergency calls, allowing sworn officers to focus on calls requiring their specialized training and skills. Under the BPD’s proposal, Community Service Officers would handle tasks such as responding to vehicle collisions, parking complaints, vehicle impounds, crime reports where no suspect is at the scene, lost and found property, and other routine calls. Analysis performed by the BPD and MSD identified similar classifications in use in eight of the eleven law enforcement agencies among our survey cities. These classifications help maximize the use of limited resources, reduce costs, and improve the agencies’ response to the needs of the community. This classification will report directly to a Police Sergeant.
The proposed monthly salary range was determined based on the salaries of comparable classifications identified among our survey cities. Staff is proposing the monthly salary range be set at $4,247.51 to $5,855.24 (biweekly salary range of $1,960.39 to $2,702.42).
The Community Service Officer will be a Civil Service classification represented by the BCEA. Both the BCEA and the Burbank Police Officers’ Association have been advised of the establishment and the Police Chief concurs with this recommendation.
Information Technology Security Manager
The Information Technology Department (IT) is proposing the establishment of an Information Technology Security Manager to lead, develop, and implemen t Citywide or large-scale department information security strategies designed to protect the integrity and security of the City network.
Cybersecurity is crucial for the City to safeguard sensitive data from cyber threats. Having secure cybersecurity in place ensures the smooth functioning of essential City services and helps maintain public trust. Additionally, robust cybersecurity measures mitigate the 4 risk of fina ncial losses, legal liabilities, and reputational damage associated with cyber- attacks, ultimately contributing to the overall success of the City. Currently, the Information Security Analyst role oversees cybersecurity initiatives. However, with the increasing demand for more comprehensive and in-depth cybersecurity management, IT now necessitates the role of the Information Technology Security Manager to handle higher-level duties associated with security.
The Information Technology Security Manager will oversee the development of comprehensive strategies and will protect sensitive data and information assets, ensuring these strategies effectively address risks like unauthorized access, alteration, or loss of critical information. Furthermore, they will collaborate closely with stakeholders and team members to drive security initiatives such as risk assessments, compliance reporting, and policy formulation. Serving as an advocate for the City's security vision, the Information Technology Security Manager will stay informed about industry trends and emerging technologies to provide informed guidance on security matters. This classification will report directly to the Assistant Chief Information Officer.
The proposed monthly salary range was determined based on the salaries of comparable classifications identified among our survey cities as well as maintaining internal equity.
Staff is proposing the monthly salary range be set at $12,646.16 to $16,629.71 (biweekly salary range of $5,836.69 to $7,675.25).
The Information Technology Security Manager will be a Civil Service classification represented by the Burbank Management Association (BMA). This classification will be exempt from the FLSA under the prof essional employee exemption and will be included in the City’s Conflict of Interest Code. The BMA has been advised of the establishment and the Chief Information Officer concurs with this recommendation.
Senior Litigation Paralegal
The CAO is proposing to establish a new classification titled Senior Litigation Paralegal to address the need for an enhanced leadership role within the Litigation division. This role will manage the hiring, training, and supervision of the Litigation support staff carrying out tasks which have greatly evolved.
The Litigation division is currently staffed by a Senior Assistant City Attorney, an Assistant City Attorney, a Litigation Paralegal and two Litigation Legal Assistants. The division is overseen by the City A ttorney, and the Legal Assistants are currently supervised by the Senior Administrative Analyst whose expertise is in general office administration and who does not perform any daily responsibilities specific to the Litigation division. Changes in the comp lexity of Superior C ourt case filing procedures and a substantial rise in the number of concurrent cases necessitate the establishment of a Senior Litigation Paralegal who has the knowledge and experience specific to civil litigation and who will supervise the Legal Assistants. This is a position upgrade that would not result in an increase in the number of overall positions.
The proposed Senior Litigation Paralegal position will play a critical role in the implementation of procedures and ensuring best practices following the changes of court filing procedures. The Senior Litigation Paralegal, in addition to the attorneys, will assign work to support staff and manage deadlines for the Litigation division. The Senior 5 Litigation Paralegal will oversee all litigation cases and the associated case-related work regardless of which attorney or support staff is assigned to the case. As mentioned, this classification will also be responsible for hiring, training, and supervising support staff.
The proposed Senior Litigation Paralegal will report directly to the City Attorney.
Staff proposes the monthly salary range be set at $9,041.80 to $11,889.97 (biweekly salary range of $ 4,173.14 to $5,487.68). The proposed salary takes into consideration matters of internal equity within CAO. Additionally, while a survey was conducted, there were no comparable positions amongst our survey cities; therefore, staff is proposing this salary range to maintain internal equity.
The proposed establishment of the Senior Litigation Paralegal will be an unrepresented management (“Z” group) position, exempt from Civil Service, exempt from the FLSA under the highly-compensated employee exemption, and included in the City’s Conflict of Interest Code. The City Attorney concurs with this recommendation.
Citywide Salary Schedule
Lastly, in accordance with Government Code § 20636 and California Code of Regulations § 570.5, the California Public Employee’s Retirement System (CalPERS) requires public agencies to post a publicly available salary schedule that is approved by Council at a public meeting for CalPERS to determine earnable income. Therefore, staff is requesting Council adopt an updated salary schedule that includes the proposed salary for Aquatics Supervisor, Community Service Officer, Information Technology Security Manager, and Senior Litigation Paralegal.
ENVIRONMENTAL REVIEW
These activities have no potential for resulting in either a direct physical change in the environment, or a reasonably foreseeable indirect physical change in the environment, and as such, is not a “project” subject to the requirements of the California Environmental Quality Act (CEQA) 14 Cal. Code Regs § 15378.
FISCAL IMPACT
The proposed positions of Aquatics Supervisor and Information Technology Security Manager were included in the Fiscal Year (FY) budget for 2023/24. The proposed position of Community Service Officer was included in the Fiscal Year (FY) budget for 2024/2025.
Therefore, these requests are cost neutral and there is no fiscal impact to the General Fund.
For the position of Senior Litigation Paralegal, the CAO plans on upgrading the existing Litigation Paralegal position to a Senior Litigation Paralegal position . The additional cost for this upgrade is estimated to be $6,882.38 annually. To cover this cost, the CAO will be using salary savings for FY 2023/24 and the additional funds will be included in the FY 2024/25 budget. Therefore, this request is cost neutral and there is no fiscal impact to the General Fund.
CONCLUSION
The proposed revision of the salary for the classification of the Aquatics Supervisor, proposed establishment of the salary for the classification of Community Service Officer, proposed establishment of the salary and Conflict of Interest Code Designation for the 6 classification of the Information Technology Security Manager, and proposed establishment of the title, specification, salary, and Conflict of Interest Code Designation for the classification of the Senior Litigation Paralegal meets the current and ongoing needs of the City.
ATTACHMENTS
Attachment 1 – Resolution for the Classification of Aquatics Supervisor Attachment 2 – Resolution for the Classification of Community Service Officer Attachment3 – Resolution for the Classification of Information Technology Security Manager
Attachment 4 – Resolution for the Classification of Senior Litigation Paralegal Attachment 5 – Resolution Approving the Citywide Salary Schedule