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March 7, 2023
ITEM TITLE
Employee Compensation and Positions: Approve Amended Classification Plan and Compensation Schedule; Position Counts in Departments; Revised Ordinance; Revised Compensation Schedule; and Updated Conflict of Interest Code
Report Number: 23-0048
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 (1) the addition and deletion of position titles and (2) salary adjustments for certain positions and amending the authorized position count in departments ; (B) Approving the revised Fiscal Year 2022 -23 Compensation Schedule effective March 10, 2023, as required by the California Code of Regulations, Title 2, Section 570.5; and (C) 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); and place an ordinance on first reading amending Chula Vista Municipal Code Section 2.05.010 to add the unclassified position title s of Building Official and Economic Development Manager. (First Reading) (4/5 Vote Required)
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 (1) the addition and deletion of certain classifications and positions and (2) salary adjustme nts for certain positions which necessitate amendments to the City’s Compensation Schedule and Classification Plan.
The City's compensation policy allows for structures and salary ranges to be reviewed and updated as necessary to ensure that the City has the ability to attract, hire and retain quality employees. Staff is proposing salary adjustments for specific, targeted classifications, (1) that in the current labor market, are P a g e | 2
hard to attract, hire and retain employees and/or (2) to allow for competiti ve position in their respective labor markets.
Staff is also recommending approval of the revised Fiscal Year 2022-2023 Compensation Schedule effective March 10, 2023, as required by the California Code of Regulations, Title 2, Section 570.5, an update to the list of designated filers who are required to file periodic Statements of Economic Interests (Form 700) , and adoption of an ordinance amending Chula Vista Municipal Code Section 2.05.010 relating to unclassified positions.
ENVIRONMENTAL REVIEW
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; theref ore, 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
Not applicable.
DISCUSSION
Classification Plan and Compensation Schedule
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.
Department Position Title FTE
General Fund
Economic Development Director of Economic Development (Frozen) -1.00 Economic Development Manager 1.00
Finance Management Analyst II -1.00
Collections Supervisor 1.00
Public Works Secretary -1.00
Senior Fiscal Office Specialist 1.00
General Fund Total 0.00
Additionally, t he City's compensation policy allows for structures and salary ranges to be reviewed and updated as necessary to ensure that the City has the ability to attract, hire and retain quality employees. Staff is proposing salary adjustments for specific, targeted classifications, (1) that in the current labor market, are hard to attract , hire and retain employees and/or (2) to allow for competitive position in their respective labor markets.
Summary of New and Updated Classifications
Position Title Employee Group E Step Salary
Assistant City Attorney Senior Management $8,083.00 bi-weekly P a g e | 3
Building Official Senior Management $6,493.24 bi-weekly Deputy City Attorney I Professional, Unclassified $5,925.00 bi-weekly Deputy City Attorney II Professional, Unclassified $6,517.52 bi-weekly Deputy City Attorney III Professional, Unclassified $7,169.28 bi-weekly Economic Development Manager Senior Management $6,407.08 bi-weekly Summary of New and Updated Classifications (continued)
Position Title Employee Group E Step Salary
Police Communications Systems Manager Mid-Manager $5,306.43 bi-weekly Police Dispatch Calltaker Unclassified, Hourly $29.03 per hour Police Dispatcher ACE $3,193.89 bi-weekly
Police Dispatcher Supervisor ACE $3,758.82 bi-weekly
Police Dispatcher Trainee ACE $2,903.54 bi-weekly
Senior Assistant City Attorney Senior Management $8,083.00 bi-weekly
Adoption of Resolution A will amend the Compensation Schedule and Classification Plan to reflect the above changes.
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 Year 202 2-2023 Compensation Schedule ("Compensation Schedule") was last approved by the City Council at their meeting on January 24, 2023.
Adoption of Resolution B will approve the revised Fiscal Year 2022 -23 Compensation Schedule effective March 10 , 202 3, which reflects: (1) the addition of the Building Official and the Economic Development Manager position titles and (2) the adjusted salaries for the Assistant City Attorney, Deputy City Attorney I, Deputy City Attorney II, Deputy City Attorney III, Police Communications Systems Manager, Police Dispatch Calltaker, Police Dispatcher, Police Dispatcher Supervisor , Police Dispatcher Trainee and Senior A ssistant City Attorney position titles. The Compensation Schedule reflecting these revisions is Attachment 1 to this staff report.
Conflict of Interest Code Updates
The City Clerk and City Attorney have reviewed the position changes and recommend that the appendix to the Conflict of Interest Code (Attachment 2) be updated to designate the appropriate positions as Form 700 filers and as “designated employees” for purposes of AB 1234, requiring them to participate in mandatory ethics training. Approval of Resolution C will make the appropriate updates to the appendix to the Conflict of Interest Code. Additional changes were made to the Conflict of Interest Code to update recent changes to Boards and Commissions and other filers. The redline version of the changes is attached to this item.
Ordinance
Chula Vista Municipal Code Section 2.05.010 requires updating to reflect the position changes impacting the P a g e | 4
unclassified positions. Chula Vista City Charter Section 500( D) requires that all management level unclassified positions not mentioned specifically in Charter Section 500( D) be adopted by ordinance.
Adoption of the Ordinance will add the position title s of Building Official and Economic Development Manager Municipal Code Section 2.05.010.
DECISION-MAKER CONFLICT
Staff has determined that the action contemplated by this item is ministerial, secretarial, manual, or clerical in nature and, as such, does not require the City Council members to make or participate in making a governmental decision, pursuant to California Code of Regulations Title 2, section 18702.4(a). Consequently, this item does not present a conflict 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 Council member, of any other fact that may constitute a basis for a decision maker conflict of interest in this matter.
CURRENT-YEAR FISCAL IMPACT
There is no current-year net fiscal impact to the General Fund as a result of th is action. Funding for the Economic Development Manager , Senior Fiscal Office Specialist and updated classifications will be offset through salary savings within their respective departments in the General Fund. Funding for the Collections Supervisor position and updated classifications will be offset through salary savings within the Sewer and Measure A funds, respectively.
ONGOING FISCAL IMPACT
The projected ongoing impact to the General Fund totals $673,631 in fiscal year 2024, $685,802 in fiscal year 2025, and $697,846 in fiscal year 2026. Ongoing salary costs will be incorporated into subsequent fiscal year budgets. The projected fiscal impact by fund and fiscal year is summarized in the table below:
ATTACHMENTS
1. Revised Fiscal Year 2022-2023 Compensation Schedule Effective March 10, 2023
2. Revised Appendix to the Conflict of Interest Code and Resolution
Staff Contact: Courtney Chase, Director of Human Resources/Risk Management