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TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL CITY MANAGE% FROM: OFFICE OF THE CITY MANAGER
BY: MARK SCOTT, INTERIM CITY MANAGER
SUBJECT* RESOLUTION ADOPTING THE CLASSIFICATION SPECIFICATION AND
ESTABLISHING COMPENSATION FOR THE POSITION OF DIRECTOR OF
HUMAN RESOURCES
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A RESOLUTION OF THE CITY OF DOWNEY ADOPTING THE CLASSIFICATION
SPECIFICATION AND ESTABLISHING COMPENSATION FOR THE POSITION OF DIRECTOR OF HUMAN RESOURCES.
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James McQueen has served as the City's Director of Human Resources since February 19, 2019, and has roughly 9 years of total service work with Downey. During that time, Mr. McQueen has demonstrated advanced technical skills and capabilities, including the full range of the City's compensation, classification, recruitment, labor relations, worker's compensation, training and other human resources duties, assisted by his very capable staff. While Mr. McQueen had previously reported as a subordinate to the Assistant City Manager, his current reporting relationship is direct to the City Manager. Mr. McQueen is a department head serving at an executive level.
During the last year, it has become obvious to employers everywhere that retention of senior executives is very important to ongoing provision of public services. That has been very clear in Downey, where several senior staff have had to assume additional duties due to employee vacancies. The City Manager wishes to recognize the additional services performed by Mr. i t a�,RA Awt NJAIFAR; Director of
Human Resources. It is recommended that the Director of Human Services position be moved io the Executive Management category in the City's salary resolution and that his compensation be increased as follows:
It is proposed that Mr. McQueen be placed on Step C within that range ($16,357.28). Mr.
McQueen's current salary is $ 14,437.50 per month.
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COMPENSATION FOR THE POSITION OF DIRECTOR OF HUMAN RESOURCES • 10, 2022
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FISCAL IMPACT
The fiscal impact of the salary adjustment is estimated to be $ 17,896 for the current fiscal year (roughly 7 months). This is inclusive of salary, EPMC, PERS, Medicare and Workers Comp. contributions. It equates to $ 26,845 on an annual basis.
ATTACHMENTS
RESOLUTION NO. 22-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF DOWNEY ADOPTING
THE CLASSIFICATION SPECIFICATION AND ESTABLISHING COMPENSATION
FOR THE POSITION OF DIRECTOR OF HUMAN RESOURCES
WHEREAS, the Director of Human Resources is an executive -level position, reporting directly to the City Manager, and
WHEREAS, the position duties have grown to encompass the entire risk management function, and
WHEREAS, retention of talented professional employees requires that compensation levels be established that are competitive with the applicable labor market,
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF DOWNEY DOES HEREBY RESOLVE AS FOLLOWS:
SECTION 1. The classification specification for the Director of Human Resources is attached hereto, and by this reference is hereby transferred to the Executive Management category (Section 1A) of the Salary Resolution.
SECTION 2. The following pay range shall take effect to coincide with the start of the pay period following City Council adoption of this resolution as follows:
Classification Title Grade Monthly Pay Range
Director of Human Resources 04-077 $14,696.21 to $17,929.47 SECTION 3. The City Clerk shall certify to the adoption of this resolution.
APPROVED AND ADOPTED this 1 oth day of November, 2022.
Blanca Pacheco, Mayor
ATTEST:
MARIA ALICIA DUARTE, CMC
City Clerk
I HEREBY CERTIFY that the foregoing Resolution was adopted by the City Council of the City of Downey at a regular meeting held on the 1 oth day of November, 2022, by the following vote, to wit:
AYES:
Council Members:
NOES:
Council Members:
ABSENT:
Council Members:
ABSTAIN:
Council Members:
MARIA ALICIA DUARTE, CMC
City Clerk
City of Downey
Date Adopted: October 11, 1983
Employment Status: Regular Full-Timt�
Unit Representation: Management
FLSA Status: Exempt
Revised: In process
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Plans, supervises and directs all aspects of the City's centralized personnel program including recruitment and selection, classification and compensation administration, safety, training, affirmative action and employee relations programs.
ESSENTIAL JOB FUNCTIONS
The following examples are intended to describe the general nature and level of work performed by persons assigned to this classification. Depending on assignment, duties may include, but are not limited to, the following:
Develop and implement the goals, objectives, policies and procedures of the Auma7l Resources Office.
Administer City personnel rules, regulations and policies; consult with and advises department heads, City Manager and City Council; develop and coordinate the implementation of personnel policies, procedures, ordinances and resolutions.
Direct, coordinate and supervise the administration of the classification and compensation plan, recruitment and selection processes, employee relations, safety, training, affirmative action, employee performance rating and orientation programs; administer various personnel records.
Administer the City's self -funded insurance plans, including general liability, Workers' Compensation and medical benefits.
Represent the City in matters of concern to various recognized employee organizations; participate in negotiations during meet and confer sessions with employee organizations.
Conduct special studies; research, analyze and prepare oral and written reports to the Director of Administrative Services, City Manager, and City Council. 111111111111111 111
epare and administer the Human Resources Office budget.
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Any combination equivalent to experience and education that could likely provide the required skills, knowledge and abilities would be qualifying. A typical way to obtain the skills, knowledge and abilities would be:
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Experience: Four (4) years experience in all phases of a public personnel program, including two years in a supervisory capacity.
Knowledge of: Employment laws/regulations affecting public agencies and a sound knowledge of the principles, practices and techniques of public sector labor relations/personnel administration, including recruitment and selection; classification and compensation administration; employee relations; training, safety and affirmative action; applicable federal, state and local laws, regulations, ordinances and policies; administrative organization and the types and variety of positions common to local governments; principles and practices of organization, administration, budget and personnel management.
Ability to: Effectively communicate with City Department Heads and employees on labor relations issues Plan, organize, assign and coordinate the activities of professional, technical and clerical staff; present ideas effectively, orally and in writing; deal constructively with conflict and develop effective resolutions; plan, organize, administer and implement a risk management program; analyze risks accurately and effectively; and establish and maintain effective working relationships.
License Requirement: Due to the performance of field duties, the ability to operate a City vehicle may be required; therefore a valid California Class C Driver's License and acceptable driving record at time of appointment and throughout employment in the position is required.
California Department of Motor Vehicle (DMV) Pull Notice System: An incumbent appointed to this position is subject to enrollment in the California DMV Pull Notice Program. The Pull Notice program provides information on the incumbent's driving record and Driver's License status on a periodic 1asis to the City of Downey. An
employee assigned a City vehicle must acknowledge receipt and understanding of City Administrative Regulations covering the use of City vehicles.
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• and carrying materials that weigh less than 20 pounds. Finger dexterity is needed to access, enter • retrieve • using a computer keyboard, typewriter, • • requires sufficient hand/eye coordination to perform semi -skilled `•` • such as typing on a keyboard, filing, data entry and/or use of a personal computer or other office equipmenI •i supplies; may involve sifting • standing for prolonged periods • time.
AIIIINIVIRKSONIVM9
Assistant City Manager
SUPERVISION EXERCISED
Responsibilities include direct supervision of technical and clerical staff.