CITY COUNCIL STAFF REPORT
August 20, 2024 {{section.number}}i
AMENDMENTS TO FISCAL YEAR 2024-25 PERSONNEL AND COMPENSATION PLAN
INCORPORATING COMPENSATION ADJUSTMENTS AND CLARIFYING PUBLIC SAFETY
UNIFORM ALLOWANCE AND EDUCATIONAL INCENTIVES
RECOMMENDATION:
Adopt resolutions amending the Fiscal Year 2024-25 Personnel Authorization and Compensation Plan to incorporate changes in compensation and benefits, and to clarify the annual uniform allowance and educational incentive special compensation for self-represented public safety employees.
BACKGROUND:
The Personnel Authorization and Compensation Plan (PACP) enumerates the number of authorized positions and classifications and the approved pay ranges for all classifications. When compensation, benefit, or classification adjustments are recommended, they are presented to the City Council for approval.
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 are available for review in the City Clerk’s office.
ANALYSIS:
When changes in compensation, benefits, or classifications are recommended to the CIty Council, there is a formal amendment of the PACP or applicable MOU. This presentation of the changes is important for CalPERS purposes and public transparency.
The City’s Classification and Compensation plan currently presents a total of 104 classification specifications, or job descriptions. Of the 104 classifications, 91 are subject to the City’s Civil Service Rules. The remaining 13 are unclassified Executive positions. Each of the 254.75 authorized positions in the City is allocated to a classification specification, which outlines a general statement of the level of work, objectives, examples of essential duties, and qualifications.
In August of last year, staff conducted a classification review of all administrative, technician, and analyst classifications and positions. The resulting amendments resulted in greater consistency and equity in the classifications and duties performed in these positions. As part of the City’s continued effort to review and modernize its classification structure, staff conducted a classification review of the Deputy City Clerk and non-supervisory positions under the Information Technology (IT) and Finance divisions within the Administrative Service department.
The following changes are requested as a result of the review:
1. City Clerk’s Office - Amend classification specification and salary schedule of the Deputy City Clerk. The proposed amendment will shift towards enhanced management and administrative responsibilities for independent project work and to align the role as a capable deputy. The position will be scoped to allow for the assumption of City Clerk duties as needed for business continuity with critical records, agenda and meeting management, and legally-mandated functions.
2. Administrative Services (Information Technology) – Establish IT Analyst series a. New classification of Senior IT Analyst, replacing one (1) Information Technology Network Administrator (ITNA)
b. New classification of IT Analyst, replacing two (2) ITNAs c. New classification of Associate IT Analyst, replacing one (1) ITNA The proposed IT Analyst series will provide a set of classifications within the IT division with a broad range of professional-level technical duties and responsibilities to support the City’s information systems. The series will provide clear qualifying education, training, and experience levels of the classifications and expand the position progression to enhance recruitment, advancement, and retention opportunities.
3. Administrative Services (Finance) – Establish Accountant series a. New classification of Senior Accountant, replacing one (1) Management Analyst b. New classification of Associate Accountant, replacing one (1) Management Assistant
c. New classification of Senior Accounting Technician, replacing one (1) Accounting Technician
d. Amend classification specification and salary schedule of Payroll Specialist (1) to accurately represent the position’s essential job duties and target market median compensation.
The proposed Accountant series will provide a set of classifications with a broad range of complex and professional-level administrative, technical, and analytical duties and responsibilities in support of the City’s Finance division. The series will provide clear qualifying education, training, and experience levels of the classifications and expand the position progression to enhance recruitment, advancement, and retention opportunities.
The following changes are also requested as part of the FY 2024-25 PACP amendment.
4. Section 19. Special Project Premium Pay
The Recreation Coordinator and Recreation Supervisor classifications in the Recreation and Golf Services Department are recommended to have available $25 per day of special project pay during the time that they are assigned to be on-call and are available for work.
The proposed special project pay will help to ensure that critical operations are covered and that employees have clear guidelines and support when managing various unforeseen situations that arise outside of normal working hours. Examples include the opening/closing of various recreation facilities when a scheduled employee is unable to work, operational and safety issues that require immediate assistance, and technical issues that require prompt resolution.
Due to longer operational hours and heavy dependency on seasonal temporary employees, a consistent need exists for on-call coverage and immediate assistance. For example, the Community Center and Pool are open from 5:30 A.M. to 7:00 P.M. on most days, while some of the rental programs are open until 1:00 A.M., mostly on the weekends.
If approved, one staff member will be assigned to an on-call assignment at a time and will rotate weekly among ten (10) positions under the Recreation Coordinator and Recreation Supervisor classifications.
For alignment, it is recommended to amend the Information Technology Network Administrators with new classifications of Senior IT Analyst, IT Analyst, and Associate IT Analyst for the existing special project pay of $25 per day.
5. Section 21. Uniform, Clothing, and Safety Equipment (Language inserted into the PACP) For compliance with CalPERS rules, the PACP is recommended for amendment to state the exact dollar amount of the uniform allowance being provided to the Director of Police Services, Police Captain, Police Lieutenants, Director of Fire Services, and Fire Division Chiefs. The amount is not changing from what has been provided; however, CalPERS requires that any special compensation must be defined directly in a document approved and adopted by the City Council. CalPERS expressly prohibits references to another document in lieu of disclosing the amount of the special compensation.
In addition to stating the amount of the uniform allowance for self-represented public safety employees in the PACP, for current retirees or future retirees to get CalPERS credit for uniform allowances received prior to this point, a clarifying resolution needs to be adopted (Attachment 2).
6. Section 25. Educational Incentives (Language inserted to the PACP) For compliance with CalPERS rules, the PACP is recommended for amendment to name the exact percentage amount of the educational incentive being provided to the Police Captains and Police Lieutenants. The amount is not changing from what has been provided; however, CalPERS requires that any special compensation must be defined directly in a document approved and adopted by City Council. CalPERS expressly prohibits references to another document in lieu of disclosing the amount of the special compensation.
In addition to stating the amount of the educational incentive for self-represented sworn Police employees in the PACP, for current retirees or future retirees to get CalPERS credit for educational incentives received prior to this point, a clarifying resolution needs to be adopted (Attachment 2).
The above amendments will not change the number of FTEs; as a result, the PACP will continue to reflect a total of 254.75 authorized positions.
FISCAL IMPACT:
The fiscal impact of the proposed changes to the Personnel Authorization and Compensation Plan (PACP) include:
Item Department Proposed Change Fiscal Impact
1 City Clerk Deputy City Clerk $19,500
2 Administrative Services IT Analyst Series 2,900
3 Administrative Services Accountant Series 8,200
4 Recreation and Golf Services On call compensation 11,100 5 Police and Fire Services No change -
TOTAL: $41,700
If approved, the total estimated fiscal impact of $41,700 will be appropriated to the Fiscal Year 2024-25 Budget.
ALTERNATIVE:
City Council may choose not to adopt the Resolution and direct staff to take different actions.
CALIFORNIA ENVIRONMENTAL QUALITY ACT:
Not a “project” under the California Environmental Quality Act.
PUBLIC NOTICE:
No notice required.
ATTACHMENTS:
1. Resolution No. 2024-49
2. Resolution No. 2024-50
Submitted By: Administrative Services Department / John Kim