CITY COUNCIL STAFF REPORT
January 16, 2024 {{section.number}}g
ADOPTION OF “A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CORONADO, CALIFORNIA, AMENDING ITS FISCAL YEAR 2023-24 PERSONNEL AUTHORIZATION AND COMPENSATION PLAN TO INCORPORATE COMPENSATION AND BENEFIT CHANGES” RECOMMENDATION:
Adopt “A Resolution of the City Council of the City of Coronado, California, Amending its Fiscal Year 2022-23 Personnel Authorization and Compensation Plan to incorporate Compensation and Benefit Changes.”
BACKGROUND:
The Personnel Authorization and Compensation Plan (PACP) enumerates the number of authorized positions and classifications, as well as the approved pay ranges for all classifications. Adjustments are presented to the City Council when any compensation, benefit, or classification adjustments occur.
The complete PACP (Exhibit A) and the Memoranda of Understanding (MOU) for the Coronado Police Officers’ Association (CPOA), Coronado Firefighters Association’ (CFA), and American Federation of State, County and Municipal Employees (AFSCME), Local 127 can be found at:
https://www.coronado.ca.us/186/City-Employment-Salaries-Memoranda-of-Un and is available for review in the City Clerk’s office.
ANALYSIS:
The City of Coronado compensation and benefit structure undergoes regular review in light of changes in state and federal law, market conditions and organizational needs. When changes in compensation, benefit, or classifications are recommended, the PACP or applicable MOU must be approved for amendment by the City Council. This provides transparency for the community and meets CalPERS process requirements.
Since the last PACP update, new state laws have been adopted and market conditions have changed for key positions. In addition, improvements to the classification structure for organizational efficiency were identified. A summary follows of the recommended changes to the PACP, which will apply to the Self-Represented, Temporary, and Executive classifications.
Proposed Change Description
1 New classification of Temporary PartTime Pool Lifeguard I / II / III (replacing Temporary Part-Time Pool Lifeguard,
Temporary Part-Time Aquatics Instructor,
Temporary Part-Time Lead Pool
Lifeguard)
This is an administrative change to
combine three existing classifications into a
single new classification with a I / II / III
series. The consolidation allows for greater
flexibility of work assignment within a shift
and efficiency of timekeeping and payroll.
Additionally, it provides a clear growth
progression between the 3 classifications
primarily supporting the Aquatics division.
No new FTE.
2 Equity pay adjustments to the following
classifications: Permanent Beach
Lifeguard, Temporary Part-Time Pool
Lifeguard I, Temporary Part-Time Pool
Lifeguard II, Temporary Part-Time Pool
Lifeguard III
Comparative analysis of these positions
showed the classifications under market.
Salary adjustments re-position the
compensation to the market median.
3 Employees in the classification of
Permanent Beach Lifeguard holding
Emergency Response / First Aid / CPR
Instructor Certificate shall receive an
incentive pay of one and one-half (1.5)
percent of base salary hourly rate of pay.
This change incents a higher level of
emergency CPR/medical response skill
sets for our permanent lifeguards and
provide added capacity and opportunity for
permanent lifeguards to conduct training for
temporary lifeguards.
4 Employees in the classification of
Permanent Beach Lifeguard and Beach
Lifeguard Sergeant holding Rescue Boat
Operator Certificate, and successful
completion of the Field Training Guide,
shall receive an incentive pay of two and
one-half (2.5) percent of base salary
hourly rate of pay.
This change incents an expansion of skill
sets to operate the City’s public safety
vessel, enabling greater operating and lifesaving capacity. 5 Reclassification of one-half (0.5) FTE
Part-Time Office Assistant II, to Part-Time
Aquatics Coordinator.
This change reallocates an existing, vacant
0.5 FTE from an administrative role to
aquatics coordinator to expand capabilities
in the City’s aquatics center and boathouse.
No new FTE.
6 PACP Section 8 Exceeding Authorized
Number of Positions For a Classification:
Change the authority for longer period of
overlap from incumbent to incoming
employee from the City Council to the
City Manager.
Current policy requires any overlap greater
than two weeks of a departing incumbent
and a new employee in the same
classification to be approved by the City
Council. Shifting to City Manager
authorization allows more efficient
administrative management.
7 PACP Section 11 Leave: Update
Executives annual leave conversion to
match current accrual tiers, increasing
cash conversion from 80 to 120 hours for
6 to 9 years of service.
This change corrects an administrative
discrepancy between annual leave accrual
rates and cash conversion caps. It affects
one Executive within the accrual band of 6-
9 years of service.
8 PACP Section 11 Leave (Legislative
Update): Increase the amount of paid sick
leave Temporary Part-Time and Seasonal
Employees may use each year from 24
hours to 40 hours. This proposed change
is to comply with ‘Senate Bill 616 – Sick
days: paid sick days accrual and use’,
which became effective January 1, 2024
This change updates the PACP to comply
with new State law.
FTE = Full-time equivalent position
The above amendments will not result in a change in number of FTEs, as a result, the PACP will continue to reflect a total of 253.00 authorized positions.
FISCAL IMPACT:
The fiscal impact of the proposed changes to the PACP include:
If approved, the total estimated fiscal impact of $85,750 will be appropriated to the Fiscal Year 2023-24 Budget.
ALTERNATIVE:
Council may not adopt the Resolution and direct staff to take different actions.
CALIFORNIA ENVIRONMENTAL QUALITY ACT:
Not Applicable.
PUBLIC NOTICE:
No notice required.
ATTACHMENTS:
1. Resolution No. 2024-02
Submitted By: Administrative Services Department / John Kim Item Proposed Change Fiscal Impact Explanation
1 New Classification - Impacts three (3) classifications 2 Equity Adjustments $58,000 Impacts four (4) classifications Impacts two (2) classifications
Emergency Response / First Aid / CPR Instructor
Rescue Boat Operator
5 Reclassification $5,750
Reclassification to support the continued operational
improvements of the acquatics and boathouse.
6 Exceeding Authorized
Number of Positions
-
Change of authority with no direct fiscal impact
7 Annual Leave Conversion $4,000
Currently impacts one (1) Executive within the 6 to 9 years of service leave accrual tier
8 Sick Leave -
Increase the amount of paid sick leave that may be used each year from 24 hours to 40 hours. No change to sick leave earned.
TOTAL: $85,750
3 & 4 Certification Incentive $18,000