City of Corona
Staff Report
400 S. Vicentia Ave.
Corona, CA 92882
File #: 22-0325
REQUEST FOR CITY COUNCIL ACTION
DATE: 04/20/2022
TO: Honorable Mayor and City Council Members
FROM: Human Resources Department
SUBJECT:
Resolution adopting the City of Corona Position Library and Compensation Plan and repealing all prior plans, to update Part-time, Seasonal and Temporary positions and adjust one full-time position.
EXECUTIVE SUMMARY:
City Council consideration and approval of a Resolution adopting the City of Corona Position Library and Compensation Plan, which includes updating Part-time, Seasonal, and Temporary positions utilizing an internal alignment method, in addition to adjusting the salary range for one position by
1.5% in accordance with the Corona Supervisors Association (CSA) MOU.
RECOMMENDED ACTION:
That the City Council:
a. Adopt Resolution No. 2022-035, approving the City of Corona Position Library and Compensation Plan and repealing all prior Plans, including Resolution No. 2022-032, effective April 6, 2022.
b. Authorize appropriations totaling $39,415 ($31,000 General Fund, $6,625 Gas Tax Fund, $1,250 Utility funds, and $540 County Service Area 152 Fund) for the remainder of Fiscal Year 2022, to account for changes in the Position Library and Compensation Plan.
BACKGROUND & HISTORY:
State regulations for public employers require disclosure of position classifications and corresponding compensation. In an effort to ensure compliance, and for even greater transparency, the City Council has previously adopted and updated the Position Library and Compensation Plan, a document which includes a list of all authorized employment positions for the City and their corresponding compensation ranges (“Plan”).
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File #: 22-0325
The Plan provides added organizational efficiency and permits departments to continue streamlining operations without impacting service levels. Additionally, it allows members of the public to see what any given position, even those not currently filled, are paid. To this end, it is essential to note that this document is strictly a resource document of available employment positions, as the positions listed may not necessarily be budgeted or funded in any given fiscal year. A list of full-time budgeted positions is located on the City’s website.
Revisions to the Plan are highlighted on the attached redline version with the highlighted colors varying based on the reason for the change. Revisions to compensation ranges are highlighted in green. Revisions to the classification title are highlighted with yellow.
ANALYSIS:
Updates to the City of Corona Position Library
The Corona Supervisors Association (CSA) MOU states in Article 2, Section 2.2 - Compaction Adjustments, “The base salary range for CSA members will at all times be greater than the highest paid non-CSA employee whom they supervise by at least 12.5% exclusive of any other compensation.” The recently updated Environmental Compliance Supervisor was scheduled to have a 15% difference above the Environmental Compliance Coordinator in which this position supervises.
Since the CSA Compensation Plan approved on March 16, 2022 will be implemented over a two-year period, the difference in the first year came out to 11%. To maintain compliance with CSA provisions, the Environmental Compliance Supervisor salary range will be increased by 1.5%.
The Police Department will continue to utilize their internal background services. The current classification used for this role is Senior Personnel & Training Technician. In an effort to provide a more clear position title, this classification title will be changed to Background Investigator. There will be no change to the salary as a result of this title change.
On April 7, 2022 during the Spring Financial Workshop, Council provided direction for staff to align all Part-time, Seasonal, and Temporary positions with their respective full-time positions in the Position Library
FINANCIAL IMPACT:
The approval of the updated Position Library will result in an estimated cost of $39,415 for the remainder of Fiscal Year 2022 ($31,000 General Fund, $6,625 Gas Tax Fund, $1,250 Utility funds, and $540 County Service Area 152 Fund). The department budgets will be adjusted accordingly following the City Council’s approval. Estimated financial impacts are shown below by fiscal year through December 2024. The recurring costs for Fiscal Year 2023 and future years will be incorporated through the budget process. Positions with an established relationship to full-time classifications will increase over the next two years, in alignment with the corresponding full-time positions. Costs are estimated as employees filling the positions will change during that time period.
The change in the Environmental Compliance Supervisor will result in additional costs through December 2022, impacting Fiscal Years 2022 and 2023 only. Future costs were already included with the CSA MOU approved at the March 16, 2022 City Council meeting.
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File #: 22-0325
By Group and Fiscal Year:
Recurring Costs and General Fund Portion:
ENVIRONMENTAL ANALYSIS:
This action is exempt pursuant to Section 15061(b)(3) of the Guidelines for the California Environmental Quality Act (CEQA), which states that a project is exempt from CEQA if the activity is covered by the commonsense exemption that CEQA applies only to projects that have the potential for causing a significant effect on the environment. Where it can be seen with certainty that there is no possibility that the activity in question may have a significant effect on the environment, the action is not subject to CEQA. This action approves updates to the Position Library, and there is no possibility that approval of the report will have a significant effect on the environment. Therefore, no environmental analysis is required.
PREPARED BY: REBECCA CHRISTOPHER, HUMAN RESOURCES SUPERVISOR REVIEWED BY: ANGELA RIVERA, CHIEF TALENT OFFICER
Attachments:
1. Exhibit 1 - Position Library and Compensation Plan - Redline
2. Exhibit 2 - Resolution No. 2022-035, Exhibit “A” Position Library and Compensation Plan - Clean
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