1 STAFF REPORT
DATE: November 19, 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 Title, Specification, Salary, and Conflict of Interest Code Designation for the Classification of Diversity, Equity, and Inclusion Manager ; Revision to the Specification for the Classification of Sign Language Interpreter ; Establishment of the Salar y and Conflict of Interest Code Designation for the Classification of Client Technology Supervisor; 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 TITLE, SPECIFICATION, SALARY,
AND CONFLICT OF INTEREST CODE DESIGNATION FOR THE CLASSIFICATION OF DIVERSITY, EQUITY, AND INCLUSION MANAGER (Attachment 1).
2. Adopt A RESOLUTION OF THE COUNCIL OF THE CITY OF BURBANK
APPROVING THE REVISION OF THE SPECIFICATION FOR THE
CLASSIFICATION OF SIGN LANGUAGE INTERPRETER (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 CLIENT TECHNOLOGY SUPERVISOR (Attachment 4).
4. 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 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.
MSD is proposing to establish a new classification titled Diversity, Equity, and Inclusion Manager. 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 this classification.
Additionally, MSD is seeking Council approval of the revised specification for the classification of Sign Language Interpreter, which is also exempt from Civil Service.
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 of Client Technology Supervisor. Therefore, MSD is seeking Council approval of the salar y and approval of the Conflict of Interest Code Designation, as applicable, for the classification of Client Technology Supervisor.
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
Diversity, Equity, and Inclusion Manager
MSD is proposing to establish a new classification titled Diversity, Equity, and Inclusion Manager. The City’s Equity Core Team consists of City employees from various departments that participated in DEI training and education and serves as the operating group that guides and implements the City’s DEI initiatives. This group is responsible for developing a comprehensive racial equity plan, a roadmap that highlights the City’s commitment to ensuring fairness and opportunities for all. The Equity Core Team has recommended establishing a diversity, equity, and inclusion managerial role as a crucial first step t oward enhancing the City’s DEI program. By establishing a DEI Manager position, the City aims to create more effective and progressive DEI initiatives that address and promote equity throughout its operations.
The main duties of the DEI Manager will be to plan, develop, implement, and evaluate the City’s DEI initiatives, ensuring policies and programs are free of biases and inequities. 3 Responsibilities include managing the DEI budget, creating strategies for workforce diversity, and collaborating with City departments to address DEI issues. The DEI Manager will also be involved in organizing and interpreting data, educating and raising awareness within departments, building partnerships with diverse groups, serving as a liaison, and preparing reports and presentations for various stakeholders, including the Council.
Staff conducted a salary survey of the City’s survey cities, but there were no comparable classifications. Therefore, the proposed salary range w as determined based on maintaining internal equity. Specifically, the salary for the DEI Manager will be equivalent to the salary for the Human Resources Manager, which has a similar level of responsibility. Therefore, staff proposes the monthly salary range be set at $9,218.06 to $12,121.76 (biweekly salary range of $4,254.49 to $5,594.66).
The proposed establishment of the DEI Manager will be an unrepresented management (Z group) position, exempt from Civil Service, exempt from the Fair Labor Standards Act (FLSA) under the administrative employee exemption, and included in the City’s Conflict of Interest Code. The Management Services Director concurs with this recommendation.
Sign Language Interpreter
MSD is proposing revisions to the Sign Language Interpreter classification. After conducting a thorough review and survey of sign language interpreter roles in the industry, staff is recommending including certification(s) recognized by the industry as a requirement in the License & Certificates section of the job specification. This addition will enhance MSD’s ability to identify qualified candidates.
Furthermore, there are proposed updates for the Desirable Qualifications section to include specific certification credentials that will help highlight strong candidates during the recruitment process. These changes will not only improve the quality of the candidate pool, but also streamline the recruitment process, ensuring that the City attracts skilled interpreters who meet industry standards.
The proposed Sign Language Interpreter will continue to be represented by the Burbank City Employees’ Association (BCEA) and exempt from Civil Service. The BCEA has been advised of the revision and the Management Services Director concurs with this recommendation.
Client Technology Supervisor
The Information Technology Department (IT) is proposing to establish the classification of Client Technology Supervisor. This position is needed to provide innovative service delivery techniques and effective supervision, oversight, and guidance for a critical 4 service team that supports all desktop equipment and office software used by City employees.
The IT Service Desk team currently consists of Technical Support Analysts at levels I, II, and III, as well as Network Support Analysts at level I. The Client Technology Supervisor will lead, develop, and supervise the team of Technical Support Analysts and Network Support Analysts to foster a collaborative work environment focused on customer satisfaction and ensure effective IT service delivery. The Client Technology Supervisor will act as an escalation point for complex IT issues and provide technical ex pertise and support as needed.
The primary responsibilities of t he Client Technology Supervisor will include overseeing IT projects and daily operations of the IT Service Desk, streamlining and optimizing IT workflows and thus improving user experiences, and s upervising, participating in, developing, and overseeing complex technology support project s. This role will also oversee the implementation and management of current and future client technologi es, while continuously driving improvement initiatives. Additionally, the Client Technology Supervisor will develop and deliver training programs and materials for user skills enhancement, and guides for City staff and elected officials on client technology topics.
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 $10,469.96 to $13,768.00 (biweekly salary range of $4,832.29 to $6,354.46).
The proposed Client Technology Supervisor will be a Civil Service classification represented by the Burbank Management Association (BMA) , exempt from the FLSA under the administrative employee exemption , and in cluded in the City’s Conflict of Interest Code. The BMA has been advised of this establishment. The Interim Chief Information Officer concurs with this recommendation.
Citywide Salary Schedule
In accordance with Government Code § 20636 and California Code of Regulations § 570.5, the 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 DEI Manager and Client Technology Supervisor.
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, 5 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 DEI Manager and Client Technology Supervisor were included in the approved Fiscal Year (FY) budget for 2024-25. Therefore, this request is cost neutral and there is no fiscal impact to the General Fund . There is no fiscal impact associated with the Sign Language Interpreter position.
CONCLUSION
The proposed establishment of the title, specification, salary, and Conflict of Interest Code Designation for the classification of DEI Manager , the proposed revision to the specification for the classification of Sign Language Interpreter , and the proposed establishment of the salary and Conflict of Interest Code Designation for the classification of Client Technology Supervisor, meets the current and ongoing needs of the City.
ATTACHMENTS
Attachment 1 – Resolution for the Classification of DEI Manager Attachment 2 – Resolution for the Classification of Sign Language Interpreter Attachment 3 – Proposed Sign Language Interpreter Specification, Redlined Attachment 4 – Resolution for the Classification of Client Technology Supervisor Attachment 5 – Resolution Approving the Citywide Salary Schedule