Camarillo City Council
Camarillo Sanitary District
AGENDA REPORT
Date: November 8, 2023
To: Honorable Mayor and City Councilmembers
Honorable Chairman and Board of Directors
From: Greg Ramirez, City Manager/District Manager
Submitted by: Carmen Nichols, Assistant City Manager
Subject: Amending Resolutions to the Classification and Compensation Plan for City and Camarillo Sanitary District Employees
BACKGROUND
The Comprehensive Classification and Compensation Study (Study) which analyzed existing classifications and provided a comparison and salary placement based on market comparables and a new salary pay structure was implemented July 1, 2023, with City Council approval. To keep salaries consistent with the market, the Classification and Compensation Plan (Plan) (Attachment 1, Exhibit B) will be reviewed annually for a cost- of-living adjustment. When the market drives a pay grade change or for organizational structure needs, revisions to the classification list will be presented to the City Council.
As a result of that Study and as part of the existing agreement with the Consultant, the firm also provided guidance into additional classifications that should be studied and listed in the Fiscal Year 2023/2024 Classification and Compensation Plan to reflect current and expanding needs of the City, specifically in the Water and Sanitation Divisions, of the Public Works Department. Following the completion of the Study, Evergreen Solutions, LLC began working on updating all job descriptions including those for additional classifications.
The recommended action reclassifies, or renames three existing classifications, consistent with the level of responsibility and the actual duties and expertise of the positions and three classifications are added to reflect the evolving and increased demands of the Water and Sanitation Divisions.
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An additional revision to the FY 2023/24 Classification and Compensation Plan aligns affected positions with the expected minimum wage increase which will be effective January 1, 2024.
DISCUSSION
Public Works Department Classifications
The revisions to the Plan stem from the growing complexity and scope of operations in the department, including but not limited to water reclamation, infrastructure maintenance, and environmental compliance. To reflect the expanded responsibilities effectively, the appropriate classifications must exist allowing the department the flexibility to recruit for and retain staff with the necessary expertise and skills to provide high-quality services, maintain infrastructure integrity, and adhere to environmental regulations.
Reclassify the Utilities Construction Coordinator to Associate Engineer - The reclassification of the position is necessary to ensure that the job title accurately aligns with the duties performed and the level of expertise required for the position. The role of the Utilities Construction Coordinator evolved significantly over time beyond the traditional coordination of construction activities. The incumbent will be actively engaged in the development of plans, Capital Improvement Program (CIP) planning, and the review of engineering studies. The shift towards a broader set of responsibilities, such as field project management and field inspection, demands a job title that better reflects these expanded duties. The title of Associate Engineer is more in line with the professional and technical nature of these activities. This position is expected to review engineering studies, managing City water and Camarillo Sanitary District (CSD) field projects, and providing field inspection. The reclassification requires a salary pay grade change from a salary pay grade 10 to 16, reflecting the technical expertise, level of responsibility, education and training to perform the duties.
Reclassify the Water Reclamation Mechanic II to Industrial Electrician and Instrumentation Specialist: The decision to reclassify the position of Water Reclamation Plant Mechanic II to Industrial Electrical and Instrumentation Specialist reflects the evolving responsibilities of the role and aligns it more closely with the current skills and expertise required. This position performs a variety of skilled electrical and instrumentation duties related to the installation, maintenance, and repair of electrical, instrumentation, and computer-aided operating systems at various critical facilities, including the City's water reclamation plant, water reservoirs, pump stations, and collection systems. These responsibilities encompass SCADA control systems, telemetry systems, variable frequency drives, electrical service systems, motor control centers, programmable logic controllers, motors, and other equipment essential for the operation of treatment processes. The reclassification requires a salary pay grade change from a salary pay grade 8 to 13.
Reclassify the Lead Reclamation Plant Operator To Water Reclamation Plant Operations Supervisor - This position entails supervising, assigning, reviewing, Classification and Compensation Plan
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overseeing, and participating in the more complex and challenging tasks performed by staff responsible for operating, monitoring, and maintaining the City's water reclamation plant. These responsibilities are carried out with a focus on compliance with the City's discharge permit and safety policies. The change in title more closely reflects the actual level of responsibility. The classification will remain at salary pay grade 14.
SCADA Analyst: This position involves a wide array of complex and responsible professional duties in providing staff support to the CSD Water Reclamation Division and Water Division. This support role falls under the general supervision of the Water Reclamation Superintendent and primarily focuses on the development, implementation, and maintenance of Supervisory Control and Data Acquisition (SCADA) systems for both the Wastewater and Water Divisions. This encompasses the development, writing, and implementation of SCADA/PLC/HMI programming code, which are crucial for maintaining effective plant operations. Ensuring that the system is consistently monitored and maintained reduces the risk of technical issues and improves overall efficiency. Salary placement is recommended at salary pay grade 17.
Water Reclamation Plant Maintenance Supervisor: This position involves supervising, assigning, reviewing, and participating in the work of staff responsible for maintaining and repairing mechanical equipment and systems in wastewater treatment, which includes operating wastewater pumps, chemical handling systems, hydraulic power systems, hydro-pneumatic systems, and stationary and portable diesel-driven electrical generation systems. This position ensures work quality, adherence to established policies and procedures, and involves performing the more technical and complex tasks in the maintenance of the CSD Water Reclamation Plant and Pump Stations. This classification will overseeing the entire mechanical staff and manage the Maintenance Management Program. Salary placement is recommended at salary pay grade 14.
Water Supervisor: The position will be responsible for supervising, assigning, reviewing, and participating in the work of staff responsible for the operation, maintenance, construction, and repair of water distribution systems and other essential City water facilities, allowing the Assistant Water Superintendent to concentrate on the duties specifically assigned under that position’s job description. This role involves the oversight of a range of critical tasks, from ensuring the proper functioning of our water distribution systems to managing construction and repair projects that maintain infrastructure's integrity. This classification is necessary to address increased demands in water management due to factors like expanding infrastructure, the need for more frequent maintenance, and compliance with ever-evolving regulations. Salary placement is recommended at salary pay grade 14.
Compliance with New California Minimum Wage Requirement:
A California minimum wage increase will take effect on January 1, 2024. The requirement presents a change in labor laws that will impact the compensation structure for Non- Classified/Hourly Rated positions. Although our current minimum pay rate doesn’t impact Classification and Compensation Plan
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employees directly, updating the plan now will meet the new $16.00 minimum wage requirement and ensures compliance with state regulations.
FISCAL IMPACT
There is no fiscal impact as a result of the revisions to the FY 2023/2024 Classification and Compensation Plan.
RECOMMENDATION
City Council: Adopt a Resolution amending the Classification and Compensation Plan for City employees, effective November 8, 2023.
CSD: Adopt a Resolution amending the Classification and Compensation Plan for Camarillo Sanitary District employees, effective November 8, 2023.
ATTACHMENTS
1. CC Resolution / CSD Resolution
2. Exhibit B – Classification and Compensation Schedule (Redline and Clean) REFERENCE MATERIALS – AVAILABLE FOR REVIEW AT CITY HALL None