1 STAFF REPORT
DATE: September 24, 2024
TO: Justin Hess, City Manager
FROM: Betsy McClinton, Management Services Director
BY: Anna Ter-Yegishyan, Administrative Analyst II
SUBJECT: Adoption of Resolutions Approving the Establishment of the Salar ies and Conflict of Interest Code Designations for the Classifications of Water Quality Manager and Library Operations Supervisor ; Revision to the Specification for the Classifications of Fire Fighter Recruit and Police Cadet; Establishment of the Salar ies for the Classifications of Household Hazardous Waste Technician and Household Hazardous Waste Leadworker; 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 WATER QUALITY MANAGER (Attachment 1).
2. 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 LIBRARY OPERATIONS SUPERVISOR (Attachment 2).
3. Adopt A RESOLUTION OF THE COUNCIL OF THE CITY OF BURBANK
APPROVING THE REVISION OF THE SPECIFICATION FOR THE
CLASSIFICATION OF FIRE FIGHTER RECRUIT (Attachment 3).
4. Adopt A RESOLUTION OF THE COUNCIL OF THE CITY OF BURBANK
APPROVING THE REVISION OF THE SPECIFICATION FOR THE
CLASSIFICATION OF POLICE CADET (Attachment 5).
5. Adopt A RESOLUTION OF THE COUNCIL OF THE CITY OF BURBANK
APPROVING THE ESTABLISHMENT OF THE SALARY FOR THE
CLASSIFICATION OF HOUSEHOLD HAZARDOUS WASTE TECHNICIAN
(Attachment 7).
MANAGEMENT
SERVICES
2 6. Adopt A RESOLUTION OF THE COUNCIL OF THE CITY OF BURBANK
APPROVING THE ESTABLISHMENT OF THE SALARY FOR THE
CLASSIFICATION OF HOUSEHOLD HAZARDOUS WASTE LEADWORKER
(Attachment 8).
7. Adopt A RESOLUTION OF THE COUNCIL OF THE CITY OF BURBANK APPROVING THE CITYWIDE SALARY SCHEDULE (Attachment 9).
BACKGROUND
The Management Services Department (MSD) manages the City’s Classification and Pay Plan, which includes all classifications utilized by the City. MSD periodically requests amendments to the City’s 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 with recruitment and retention efforts.
Pursuant to Civil Service Rule I, § 4, the Civil Service Board (CSB) approved the establishment of the title and specification for the Civil Service classification s of Water Quality Manager, Library Operations Supervisor, Household Hazardous Waste Technician, and Household Hazardous Waste Leadworker . Therefore, MSD is seeking Council approval of the salaries and approval of the Conflict of Interest Code Designation, as applicable, for the classification of Water Quality M anager and Library Operations Supervisor.
Additionally, MSD is seeking Council approval of the revised specifications for the classifications of Fire Fighter Recruit and Police Cadet, which are also exempt from Civil Service.
To conclude, 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
Water Quality Manager
The Burbank Water and Power Department (BWP) is proposing to establish the classification of Water Quality Manager to serve as the BWP water quality subject matter expert and oversee the operations of the Water Quality Section within the Water Systems Division.
The Water Quality Section currently consists of a Water Quality Analyst. Over time, the scope of work in this Section has evolved and there is a need for a managerial water quality position that would be responsible for higher level administrative duties and oversee the Water Quality Analyst . These duties primarily include ensuring that the
Burbank water system consistently meets and exceeds all local, state, and federal drinking water standards. The Water Quality Manager will play a crucial role in ensuring compliance with these regulations, overseeing the implementation of standards, and maintaining the integrity of water quality within the City. Additionally, t he proposed establishment of the Water Quality Manager will build upon th e current Water Quality 3 Analyst classification, creating a job series that provides an opportunity for career advancement while supporting employee retention and succession planning.
The Water Quality Manager will be responsible for coordinating with local, state, and federal agencies, presenting reports to the BWP Board and City Council, and providing updates on water quality at quarterly meetings. They will also attend professional conferences, manage the Water Quality Analyst, and train Water Plant Operators on lab procedures to maintain high water quality standards.
The proposed salary range was determined based on the salaries of comparable classifications identified among the City’s utility survey cities. Therefore, staff is proposing the monthly salary range be set at $10,357.82 to $13,620.53 (biweekly salary range of $4,780.53 to $6,286.40).
The proposed Water Quality Manager will be a Civil Service classification represented by the Burbank Management Association (BMA) . This classification will be included in the City’s Conflict of Interest Code. The BMA has been advised of this establishment. The BWP General Manager concurs with this recommendation.
Library Operations Supervisor
The Library Services Department (LS) is proposing to establish the classification of Library Operations Supervisor. Libraries are evolving quickly and adapting to meet the dynamic needs of communities. In recent years, LS has embraced this evolution by introducing innovative services such as the digital media lab and Job Connect . These additions have enhanced LS’s ability to serve patrons at a high standard and emphasize the commitment to staying at the forefront of library services.
The proposed Library Operations Supervisor position will help the future growth and development of the Burbank library branches. The Library Operations Supervisor will play a crucial role in managing day-to-day branch issues, actively engaging with patrons, and directly supervising the Library Associates and Library Pages. This classification will also be responsible for addressing customer complaints, approving work orders, overseeing of room set -ups, completing project-based work, and other related tasks. Furthermore, establishing the Library Operations Supervisor position will promote career advancement for employees and support LS’s ability to recruit and retain talented staff in a competitive market.
The proposed salary range was determined based on the salaries of comparable classifications identified among the City’s survey cities as well as maintaining internal equity. Specifically, the top monthly salary for the Library Operations Supervisor will be set at the average of the top monthly salaries for both the Librarian, which is similar in the level of responsibilities, and the Library Assistant , which is similar to the support-level duties of the Library Operations Supervisor position. Therefore, staff is proposing the monthly salary range be set at $4,677.12 to $6,447.46 (biweekly salary range of $2,158.67 to $2,975.75).
The proposed Library Operations Supervisor will be a Civil Service classification represented by the Burbank City Employees’ Association (BCEA). This classification will 4 be included in the City’s Conflict of Interest Code. The BCEA has been advised of this establishment. The Interim Library Services Director concurs with this recommendation.
Fire Fighter Recruit and Police Cadet
The Fire Department (FD) and Police Department (PD) are proposing revisions to the specifications for the existing classifications, Fire Fighter Recruit and Police Cadet.
Senate Bill 960 repealed the citizenship requirement for peace officers, including police, corrections, and highway patrol officers. Candidates for these positions now only need to be legally authorized to work in the U.S. The legal authorization to work i n the U.S. is a requirement for all our job specifications and is confirmed by MSD staff during the onboarding process through the completion of the USCIS Form I-9, Employment Eligibility Verification. Therefore, the revision to the Police Cadet specification is necessary in order to be in compliance with Senate Bill 960. Although this legislation does not apply to fire classifications, there is no historical or present-day reason to retain the U.S. citizenship requirement for the FD roles. This change aligns with the local survey cities. Therefore, staff is proposing to remove the U.S. citizenship from the Fire Fighter Recruit specification as well.
During the September CSB meeting, the Board approved removing the U.S. citizenship requirement from the specifications for Police Officer, Fire Captain, Fire Engineer, and Fire Fighter. The proposed Fire Fighter Recruit will continue to be an unrepresented (“U” Group) position, exempt from Civil Service . The Fire Chief concurs with this recommendation. The proposed Police Cadet will continue to be represented by the BCEA, exempt from Civil Service . The BCEA has been advised of the revision and the Police Chief concurs with this recommendation.
Household Hazardous Waste Series
The Public Works Department (PW) is proposing to establish a series including classifications titled Household Hazardous Waste Technician and Household Hazardous Waste Leadworker.
The establishment of the Household Hazardous Waste Technician and the Household Hazardous Waste Leadworker will ensure that the City is hiring and retaining staff with the appropriate experience and qualifications to comply with state mandates related to solid waste, recycling, universal waste, and household hazardous waste management.
The Household Hazardous Waste Technician will be responsible for assisting with drop- off operations at the Burbank Recycle Center to help ensure that the City remains in compliance with federal, state, and local regulations related to household hazardous/universal waste. The Household Hazardous Waste Technician will also log data from universal and electronic waste drop-offs and shipments.
The Household Hazardous Waste Leadworker will oversee the drop-off operations at the Burbank Recycle Center to help ensure that the City remains in compliance with federal, state, and local regulations related to household hazardous/universal waste. The Household Hazardous Waste Leadworker will also compile and track data from all universal and electronic waste as well as supervise the Household Hazardous Waste Technician.
5 Both classifications will ensure a positive drop-off experience for Burbank residents and require knowledge of federal, state, and local regulations applicable to residents and businesses in Burbank, enhancing customer service efforts.
Staff conducted a salary survey of the City’s survey cities, but there were no comparable classifications. Therefore, the proposed salary ranges were determined based on maintaining internal equity. Specifically, the salary for the Household Hazardous Waste Technician will be equivalent to the salary for the Skilled Worker and the salary for the Household Hazardous Waste Leadworker will be equivalent to the salary for the Landfill Leadworker, as these classifications have similar levels of responsibility. Therefore, staff is proposing the monthly salary range for Household Hazardous Waste Technician be set at $ 4,133.42 to $ 5,697.97 (biweekly salary range of $ 1,907.73 to $ 2,629.83) and the monthly salary range for Household Hazardous Waste Leadworker be set at $ 6,068.60 to $8,365.63 (biweekly salary range of $2,800.89 to $3,861.06).
The proposed Household Hazardous Waste Technician and Household Hazardous Waste Leadworker will be Civil Service classifications represented by the BCEA. The BCEA has been advised of these establishments and the Public Works Director 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 Water Quality Manager, Library Operations Supervisor, Household Hazardous Waste Technician, and Household Hazardous Waste Leadworker.
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 Water Quality Manager, Library Operations Supervisor, Household Hazardous Waste Technician, and Household Hazardous Waste Leadworker were included in the Fiscal Year (FY) budget for 2024-25. Therefore, these requests are cost neutral and there is no fiscal impact to the General Fund or the Utility Fund.
CONCLUSION
The proposed establishment of the salary and Conflict of Interest Code Designation for the classification s of Water Quality Manager and Library Operations Supervisor , the proposed revisions to the specifications for the classifications of Fire Fighter Recruit and Police Cadet, and the proposed establishment of the salar ies for the classifications of Household Hazardous Waste Technician and Household Hazardous Waste Leadworker, meets the current and ongoing needs of the City.
6 ATTACHMENTS
Attachment 1 – Resolution for the Classification of Water Quality Manager Attachment 2 – Resolution for the Classification of Library Operations Supervisor Attachment 3 – Resolution for the Classification of Fire Fighter Recruit Attachment 4 – Proposed Fire Fighter Recruit specification, redlined Attachment 5 – Resolution for the Classification of Police Cadet Attachment 6 – Proposed Police Cadet specification, redlined Attachment 7 – Resolution for the Classification of Household Hazardous Waste Technician
Attachment 8 – Resolution for the Classification of Household Hazardous Waste Leadworker
Attachment 9 – Resolution approving the Citywide Salary Schedule