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November 8, 2022
ITEM TITLE
Personnel Matters: Approve Amended Compensation Schedule & Classification Plan, Certain Terms & Conditions for Fire Staff, Benefits for Certain Employees, Hiring Incentives, IAFF MOU, Personnel Appointment, Conflict of Interest Code, and Appropriate Funds
Report Number: 22-0282
Location: No specific geographic location
Department: Human Resources
Environmental Notice: The activity is not a “Project” as defined under Section 15378 of the California Environmental Quality Act State Guidelines; therefore, pursuant to State Guidelines Section 15060(c)(3) no environmental review is required.
Recommended Action
Adopt resolutions: (A) Amending the Compensation Schedule and Classification Plan to reflect the addition and deletion of various position titles and amending the authorized position count in various departments; (B) Identifying the terms and conditions for Fire Department response away from their official duty station and assigned to an emergency incident; (C) Approving the Amended Compensation Summary for all Unrepresented Employees and Elected Officials, including authorization for the Mayor to execute any necessary contract amendments to implement said Amended Compensation Summary; (D) Approving an extension and an increase to the Lateral Incentive Pay for new lateral Peace Officer hires; ( E) Approving Human Resources P olicy 219 providing a relocation allowance of up to $5,000 for Executives, Senior Managers and Hard to Fill Classifications as described in Human Resources Policy 218, Referral Program for Hard to Fill Positions; (F) Approving the First Amendment to the Memorandum of Understanding between the City and IAFF, Local 2180 covering the period of July 1, 2022 to December 31, 2024 ; (G) Approving the revised Fiscal Year 2022 -23 Compensation Schedule effective November 18 , 2022, as required by the California Code of Regulations, Title 2, Section 570.5; (H) Ratifying the City Manager’s appointment of Stacey Kurz as the Director of Housing and Homeless Services; (I) Amending the Fiscal Year 2022 -23 budget to appropriate funds, accordingly (4/5 Vote Required); and (J) Modifying the appendix to the local Conflict of Interest Code to revise the list of designated employees who are required to file Statements of Economic Interest (Form 700).
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SUMMARY
In an effort to address the needs of various departments and the City's workforce, the Human Resources Department, in conjunction with the affected departments, is proposing the addition and deletion of certain classifications and positions. These changes necessitate am endments to the City’s Compensation Schedule, Classification Plan, and departmental position counts.
Staff is also recommending adoption of resolutions identifying the terms and conditions for Fire Department response away from their official duty station and assigned to an emergency incident ; approving the amended Compensation Summary for Unrepresented Employees and Elected Officials; exten ding and increasing the Lateral Incentive Pay for new lateral Peace Officer hires; approving the First Amendment to the Memorandum of Understanding between the City and IAFF, Local 2180 covering the period of July 1, 2022 to December 31, 2024; approving the revised Fiscal Year 2022-2023 Compensation Schedule effective November 18, 2022; and updating the list of designated filers who are required to file periodic Statements of Economic Interests (Form 700).
ENVIRONMENTAL REVIEW
Environmental Notice
The activity is not a “Project” as defined under Section 15378 of the California Environmental Quality Act State Guidelines; th erefore, pursuant to State Guidelines Section 15060(c)(3) no environmental review is required.
Environmental Determination
The Director of Development Services has reviewed the proposed activity for compliance with the California Environmental Quality Act (CEQA) and has determined that the activity is not a “Project” as defined under Section 15378 of the State CEQA Guidelines; therefore, pursuant to Section 15060(c)(3) of the State CEQA Guidelines, the activity is not subject to CEQA. Thus, no environmental review is required.
BOARD/COMMISSION/COMMITTEE RECOMMENDATION
The Civil Service Commission is slated to approve the new classifications at their November 3, 2022, meeting.
DISCUSSION
Compensation Schedule and Classification Plan
Civil Service Rule 1.02.A, which applies to the City’s classified positions, provides for necessary reviews and changes so that the City’s classification plan is kept current, and that changes in existing classes, the establishment of new classes, or the abolition of classes are properly reflected in the Classification Plan.
In an effort to address the needs of various departments and the City's workforce, the Human Resources Department, in conjunction with the affected departments, is proposing certain position changes , with corresponding updates to the Classification Plan, Compensation Schedule, and authorized departmental position counts. The following identifies the affected positions and proposed changes.
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Department Position Title FTE
General Fund
City Clerk Deputy City Clerk II 1.00
Community Services
Parks Manager -1.00
Parks Supervisor -4.00
Senior Management Analyst -1.00
Senior Parks Maintenance Worker -10.00
Parks Maintenance Worker II -24.00
Park Ranger Program Manager -1.00
Park Ranger Supervisor -1.00
Senior Park Ranger -1.00
Development Services Code Enforcement Officer II 1.00
Engineering & Capital Projects
Senior Building Inspector -1.00
Senior Public Works Inspector -1.00
Public Works Inspector II -3.00
Associate Engineer 5.00
Finance Senior Procurement Specialist 1.00
Human Resources Senior Human Resources Technician 1.00
Information Technology Services
Senior Programmer Analyst -1.00
Operations and Telecommunications Manager -1.00
Senior Applications Support Specialist 1.00
Applications Support Specialist 1.00
Applications Support Manager 1.00
IT Manager 1.00
Police
Detentions Officer 8.00
Detention Facility Manager 1.00
Public Works
Plumber 1.00
Parks Manager 1.00
Parks Supervisor 4.00
Senior Management Analyst 1.00
Senior Parks Maintenance Worker 10.00
Parks Maintenance Worker II 24.00
Park Ranger Program Manager 1.00
Park Ranger Supervisor 1.00
Senior Park Ranger 1.00
General Fund Total 16.00
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Department Position Title FTE
Central Garage Operations Fund
Public Works Fleet Supervisor 1.00
Central Garage Operations Fund Total 1.00
City Jail Fund
Police
Detentions Supervisor -2.00
Detentions Officer -12.00
Detention Facility Manager -1.00
City Jail Fund Total -15.00
Police Grants Fund
Police
FA Supervisory Intelligence Analyst -3.00
FA Supervisory Intelligence Analyst I 3.00
FA Program Assistant Supervisor 1.00
Police Grants Fund Total 1.00
Housing Authority Fund
Housing & Homeless Services
Housing Manager (Unclassified) -1.00
Director of Housing and Homeless Services 1.00
Senior Management Analyst -1.00
Housing Manager 1.00
Homeless Solutions Manager 1.00
Senior Fiscal Office Specialist 1.00
Management Analyst II 1.00
Housing Authority Fund Total 3.00
Transport Fund
Fire
Emergency Medical Technician (Non-Safety) -2.00
Paramedic (Non-Safety) 2.00
Transport Fund Total 0.00
Total City-Wide Position Changes (Net Increase/Decrease) 6.00
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Summary of New and Updated Classifications
Position Title Employee Group Bi-Weekly E Step
Applications Support Manager MM $5,081.14
City Clerk Analyst PROF $4,134.50
Director of Housing and Homeless Services EXEC $6,459.88 Fleet Supervisor ACE $3,597.96
Homeless Solutions Manager MM $5,185.73
Housing Manager MM $5,185.73
FA Supervisory Intelligence Analyst I PRUC $3,974.00
FA Supervisory Intelligence Analyst II PRUC $4,570.10
Senior Procurement Specialist PROF $3,466.77
Adoption of Resolution A will amend the Compensation Schedule, Classification Plan, and authorized departmental position counts to reflect the above changes.
Fire Department Response Away from Their Official Duty Station and Assigned to an Emergency Incident The Fire Department has participated in the California Fire Assistance Agreement (CFAA) for many years and the Agreement is in place to provide staff and equipment resources on a reimbur sement basis to other agencies that have become overwhelmed by an emergency response. It was the CFAA that provided the necessary resources to mitigate the 2003 and 2007 fire storms here in San Diego County. As a participant in the CFAA, the Chula Vista Fi re Department in turn can receive staff and equipment resources on a reimbursement basis if the Fire Department were to become overwhelmed by an emergency response.
Portal-to-portal compensation allows the City to be reimbursed by the State of California Office of Emergency Services (Cal OES) or the agency requesting aid. Portal-to-portal compensation is calculated from when the expense is incurred, i.e. the moment a staff and/or equipment resource is dispatched from their home base until they return to t heir home base. This is important to participants of the CFAA because when aid is provided they are reimbursed for all costs associated with the aid assignment. This includes personnel expenses for Chula Vista Fire Department response personnel on the aid assignment, as well as the cost to backfill behind them while deployed on the aid assignment. Portal - to-portal also applies to apparatus and equipment which have associated use fees. Portal-to-portal compensation is the current practice used by the Chula Vista Fire Department in accordance with the MOU between the City of Chula Vista and Local 2180 International Association of Firefighters (IAFF).
Chula Vista Fire Department response personnel includes Fire Chief, Deputy Fire Chief, Fire Division Chief, Fire Battalion Chief, Fire Captain, Fire Engineer, Firefighter/Paramedic, Firefighter, Emergency Medical Technician (Non -Safety), Paramedic (Non -Safety), and Fire Prevention/Investigation and Fire Mechanic/Equipment Mechanic personnel.
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Adoption of B resolution will identify the terms and conditions in which Chula Vista Fire Department response personnel and the personnel necessary to backfill behind them are compensated portal -to-portal while on an aid assignment under the CFAA.
Compensation Summary for Unrepresented Employees
The current Compensation Summary for Executive Management, Senior Management, Unclassified Middle Management/Professional, Confidential Middle Management/Professional, Unclassified Confidential, Confidential Classified, Mayor, Council, City Attorney and Unclassified Hourly Employees for Fisc al Year 2021-2022, 2022 -2023 and 2023 -2024 (“Compensation Summary for Unrepresented Employees and Elected Officials”) was last approved by the City Council at their May 24, 2022, meeting.
Staff is requesting to revise the Compensation Summary for Unrepresented Employees to reflect time- and- a-half overtime for the Fire Chief, Deputy Fire Chief and Fire Division Chief portal-to-portal compensation while on reimbursable aid assignment under the CFAA as noted in the earlier section and memorializing the irrevocable election for vacation cash-out for unrepresented employees to comply with IRS guidelines.
Staff is also requesting to revise Section V. Mayor, Council and City Attorney, B. Benefits, 1. Cafeteria Plan to reflect current benefit amounts.
Adoption of Resolution C will approve the Compensation Summary for Unrepresented Employees and Elected Officials to reflect the changes noted above. The Compensation Summary reflecting these revisions is Attachment 1 to this Staff Report.
Lateral Incentive Pay for New Lateral Peace Officer Hires On August 10, 2021, in order to encourage Police Laterals to become Chula Vista Police Officers, Council approved increasing the incentive pay (an additional $10,000) for Police Laterals who become Chula Vista Police Officers (“Enhanced Lateral Incentive Program”). To qualify, a lateral must have the req uired POST certificate to be a Peace Officer and at least one year of law enforcement experience. The increased incentive pay was to be paid at various milestones to ensure the laterals become and remain Chula Vista Police Officers and was to sunset on June 30, 2022. The Chula Vista Police Department is seeking to continue the Enhanced Lateral Incentive Program (the additional $10,000) for Police Laterals who become Chula Vista Police Officers through October 20, 2022, which was subsequently approved by Council.
In order to further encourage Police Laterals to become Chula Vista Police Officers, and be competitive in the market, the Chula Vista Police Department seeks to continue the Enhanced Lateral Incentive Program (the additional $10,000) for Police Laterals who become Chula Vista Police Officers through October 20, 2022 and increase the incentive pay (an additional $5,000 to $15,000) for Police Laterals who become Chula Vista Police Officers (“Enhanced Lateral Incentive Program”). The additional latera l incentive pay program will apply to new Police Laterals hired between October 21, 2022, to June 30, 2024.
Adoption of Resolution D will approve the extension and increase to the Enhanced Lateral Incentive Program pay as noted above.
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Relocation Allowance for Executives, Senior Managers and Hard to Fill Classifications Staff is proposing a policy that provides for reimbursement for qualified relocation expenses to newly hired employees in eligible posit ions in order to attract a skilled workforce to provide quality services to the residents of the City and to make the City of Chula Vista an employer of choice. The City has met and conferred with all of the labor groups on the proposed policy.
Adoption of Resolution E will approve Human Resources Policy 219, Relocation Allowance, effective October 21, 2022, providing a relocation allowance of up to $5,000 for Executives, Senior Managers and Hard to Fill Classifications as described in H uman Resources Pol icy 218, Referral Program for Hard to Fill Positions.
Human Resources Policy 219, Relocation Allowance, is Attachment 2 to this Staff Report.
First Amendment to the Memorandum of Understanding between the City and IAFF, Local 2180 The City and the International Association of Fire Fighters , Local 2180 (“Local 2180”) entered into a Memorandum of Understanding (“MOU”) covering the period of July 1, 2022, to December 31, 2024, regarding wages, hours, and other terms and conditions of employment . Th e City and Local 2180, after meeting and conferring in good faith pursuant to the Meyers-Milias-Brown Act (MMBA), wish to enter into a First Amendment to the 2022-2024 MOU regarding the addition of an employee funded Retirement Health Savings Account and amen ding the medical benefit plans for calendar year 2023. The First Amendments provides that employees shall contribute $100 per month towards the plan, which the City will automatically deduct from the salary of each employee and remit monthly to the Plan A dministrator. Additionally, it provides that, upon retirement of an IAFF-represented employee, the City will transfer into the IAFF plan, an amount equal to 100% of the cash value of the employee’s vacation balance for which they would otherwise receive payment. The Joinder Agreement for the IAFF RMT is Attachment 3 to this Staff Report.
Adoption of Resolution F will approve the First Amendment to the Memorandum of Understanding between the City and IAFF, Local 2180 covering the period of July 1, 2022 , to December 31, 2024 , regarding the addition of an employee funded Retirement Health Savings Account and amending the medical benefit plans for calendar year 2023. The First Amendment to the Memorandum of Understanding between the City and IAFF, Local 2180 covering the period of July 1, 2022 , to December 31, 2024 , is Attachment 4 to this Staff Report.
Compensation Schedule Requirement
California Code of Regulations, Title 2, Section 570.5 requires that, for purposes of determining a retiring employee's pension allowance, the pay rate be limited to the amount listed on a pay schedule that meets certain requirements, including approval by the City’s governing body in accordance with the requirements of applicable public meeting laws. The revised Fiscal Ye ar 202 2-2023 Compensation Schedule ("Compensation Schedule") was last approved by the City Council at their meeting of October 18, 2022.
Adoption of Resolution G will approve the revised Compensation Schedule effective November 18 , 2022, which reflects: (1) the addition of the Fleet Supervisor, Homeless Solutions Manager, Director of Housing and Homeless Services, Housing Manager, FA Supervisory Intelligence Analyst I and FA Supervisory Intelligence Analyst II position titles; (2) the deletion of the FA Supervisory Intelligence Analyst, Housing Manager (Unclassified), and Operations and Telecommunications Manager position titles; and (3) the updated salaries Item 5.5 – Staff Report – Revised 11/4/2022
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for Application Support Manager, City Clerk Analyst and Senior Procurement Specialist. The Compensation Schedule reflecting these revisions is Attachment 5 to this Staff Report.
City Manager’s Appointment of the Director of Housing and Homeless Services
This Department of Housing and Homeless Services will be created with the adoption of Resolutions A and I.
The City of Chula Vista’s Charter Section 500 (a) grants the City Manager the authority to appoint department heads subject to the approval of the City Council. This resolution seeks to approve the appointment of Stacey Kurz to the position of Director of Housing and Homeless Services Friday, November 18, 2022.
With 23 years of experience in planning, housing and engagement along both the eastern and western coasts, Ms. Kurz brings a breadth of experience to continue leading the Housing and Homeless Services Department to provide residents with affordable housing resources and discussing critical community needs through collaboration with city and community leaders.
Her accomplishments, duties and responsibilities are impressive and can be reviewed in Attachment 7 to this Staff Report.
Adoption of Resolution H will ratify the City Manager’s appointment.
Budget Amendments
Approval of Resolution I will amend the budge t and appropriate funds in the amount of $1,149,697, as a result of the position changes described above.
Conflict of Interest Code Updates
The City Clerk and City Attorney have reviewed the positions changes and recommend that the appendix to the Conflict of Interest Code (Attachment 6) be updated to designate the appropriate positions as Form 700 filers and as “designated employees” for purp oses of AB 1234, requiring them to participate in mandatory ethics training. Approval of Resolution J will make the appropriate updates to the appendix to the Conflict of Interest Code.
DECISION-MAKER CONFLICT
Staff has reviewed the decision contemplated by this action and has determined that it is not site-specific and consequently, the real property holdings of the City Councilmembers do not create a disqualifying real property-related financial conflict of interest under the Political Reform Act (Cal. Gov't Code § 87100, et seq.).
Staff is not independently aware, and has not been informed by any City Councilmembers, of any other fact that may constitute a basis for a decision-maker conflict of interest in this matter.
CURRENT-YEAR FISCAL IMPACT
The increase and extension of the Lateral Incentive Pay for New Lateral Peace Officer Hires , Relocation Allowance for Executives, Senior Managers and Hard to Fill Classifications , and the first amendment to the IAFF MOU amending the medical benefit plans for calendar year 2023 , are expected to be funded by other expenditure savings.
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The reorganization of the Community Services Department positions to the Public Works Depart ment has no fiscal impact to the General Fund.
The reorganization of the positions currently budgeted in the City Jail fund to the Police Department will result in a fiscal impact to the General Fund of $1,146,658, the budgetary adjustment is reflected in the First Quarter Report.
There is a net impact to the General Fund and other funds as identified in the table below. Staff is requesting the proposed budgetary adjustments of $1,184,139 to be offset with increased revenues.
ONGOING FISCAL IMPACT
Any future impacts from the reorganization of the City Jail fund to the Police Department will be addressed during the annual budget process.
Ongoing salary costs will be incorporated into subsequent fiscal year budgets. The estimated fiscal impact in the General Fund and other funds is reflected in the table below:
ATTACHMENTS
1. Amended Compensation Summary for Executive Management, Senior Management, Unclassified Middle Management/Professional, Confidential Middle Management/Professional, Unclassified Confidential, Confidential Classified, Mayor, Council, City Attorney and Unclassified Hourly Employees for Fiscal Year 2021-2022, 2022-2023 and 2023-2024
2. Human Resources Policy 219 – Relocation Allowance
3. IAFF RMT Joinder Agreement
4. First Amendment to the Memorandum of Understanding between the City and IAFF, Local 2180 covering the period of July 1, 2022, to December 31, 2024
5. Revised Fiscal Year 2022-2023 Compensation Schedule effective November 18, 2022
6. Revised appendix to the Conflict of Interest Code and Resolution
P ERSONNEL TRANSFERS TOTAL OTHER P ROP ERTY TAX TRANSFER TOTAL
SERVI CES OUT EX P ENSE REVENUE I N L I EU OF VL F IN REVENUE NET COST General Fund 757,024$ 23,284$ 780,308$ -$ (750,828)$ (29,480)$ (780,308)$ -$ Central Garage Fund 74,784 - 74,784 (74,784) (74,784) - Development Services
Fund (29,480) 29,480 - - - Federal Grants 68,361 - 68,361 (68,361) (68,361) - Housing Authority Fund 260,686 - 260,686 (237,402) (23,284) (260,686) - TO TAL O THER FUNDS 1,131,375$ 52,764$ 1,184,139$ (380,547)$ (52,764)$ (1,184,139)$ -$ FUND
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7. Stacey Kurz Resume
Staff Contact: Courtney Chase, Director of Human Resources/Risk Management Item 5.5 – Staff Report – Revised 11/4/2022