City of Corona
Staff Report
400 S. Vicentia Ave.
Corona, CA 92882
File #: 22-0519
REQUEST FOR CITY COUNCIL ACTION
DATE: 06/15/2022
TO: Honorable Mayor and City Council Members
FROM: Human Resources Department
SUBJECT:
Side Letter with the City of Corona Public Service Employees Association, and the Management/Confidential Group Resolution adopting the City of Corona Position Library and Compensation Plan and repealing all prior plans, to add new positions for Fiscal Year 2023.
EXECUTIVE SUMMARY:
City Council consideration of a Resolution adopting the City of Corona Position Library and Compensation Plan for Fiscal Year 2023. To fully effectuate this action, the City Council will consider authorizing the City Manager to sign a Side Letter with the Corona Public Service Employees Association (CPSEA) amending the Memorandum of Understanding (MOU) to reflect the addition of the new positions. The City Council will also consider adopting a Resolution adding new positions to the Management/Confidential Employee Group Resolution.
RECOMMENDED ACTION:
That the City Council:
a. Adopt Resolution No. 2022-062, approving the City of Corona Position Library and Compensation Plan and repealing all prior Plans, including Resolution No. 2022-054, effective June 1, 2022.
b. Authorize the City Manager, or his designee, to approve the Side Letter of Agreement modifying the 2021-2024 Memorandum of Understanding between the City of Corona and the Corona Public Service Employees Association.
c. Adopt Resolution No. 2022-065 between the City of Corona and the Management/Confidential Group Resolution to add new positions for Fiscal Year 2023.
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File #: 22-0519
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”). 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 will 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.
ANALYSIS:
Updates to the City of Corona Position Library
The Position Library has been modified to reflect newly added positions for Fiscal Year 2023:
Corona Public Service Employees Association (“CPSEA”):
1. Digital Media Specialist
2. Lead Utility Service Worker
3. Radio Technician
4. Senior Building Inspector
5. Senior Public Works Permit Technician
6. Senior Public Works Inspector
7. Social Media Specialist
Management/Confidential Group:
8. Deputy City Attorney II
9. Emergency Services Manager
10.Grant Administrator
11.Ui/Ux Digital Services Engineer
Each new position listed above for Fiscal Year 2023 has been reviewed by the Human Resources Department.
FINANCIAL IMPACT:
The changes made to the Position Library reflect the new positions included in the Fiscal Year 2023 Proposed Budget. As part of the budget process, the new positions have been reviewed and discussed at the budget workshops. Costs associated with the positions have been incorporated in the Fiscal Year 2023 Proposed Budget. Therefore, there is no financial impact to the City resulting from this recommended action.
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 City of Corona Page 2 of 3 Printed on 6/9/2022
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File #: 22-0519
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 activity is not subject to CEQA. There is no possibility that the acceptance of this report will have a significant effect on the environment.
PREPARED BY: REBECCA CHRISTOPHER, HUMAN RESOURCES SUPERVISOR REVIEWED BY: ANGELA RIVERA, CHIEF TALENT OFFICER
Attachments:
1. Exhibit 1 - Position Library and Compensation Plan - Redline Version
2. Exhibit 2 - Resolution 2022-062 Position Library and Compensation Plan
3. Exhibit 3 - Side Letter to the 2021-2024 CPSEA MOU
4. Exhibit 4 - 2021-2024 Management / Confidential Group Resolution - Redline Version
5. Exhibit 5 - Resolution 2022-065 Governing Compensation and Benefits of Non-represented Management / Confidential Group Employees
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