Agenda Report
Fullerton City Council
MEETING DATE: NOVEMBER 7, 2023
TO: CITY COUNCIL / SUCCESSOR AGENCY
SUBMITTED BY: EDDIE MANFRO, DIRECTOR OF HUMAN RESOURCES PREPARED BY: EDDIE MANFRO, DIRECTOR OF HUMAN RESOURCES
LAURA GIANNETTI-MERCER, HUMAN RESOURCES MANAGER II
SUBJECT: CLASSIFICATION PLAN UPDATE FOR CITY TRAFFIC ENGINEER, FACILITIES MANAGER, LANDSCAPE AND TREE MANAGER, STREETS AND SEWER MANAGER, POLICE SERVICES REPRESENTATIVE SERIES, PUBLIC INFORMATION SPECIALIST AND LIBRARY SERVICES SUPERVISOR POSITIONS
SUMMARY
Proposed amendment to the City of Fullerton personnel classification plan to create the new City Traffic Engineer, Facilities Manager, Landscape and Tree Manager, Streets and Sewer Manager, Public Information Specialist and Library Services Supervisor classifications and revise and retitle the Police Services Representative classification to Police Services Representative Series.
RECOMMENDATION
Adopt Resolution No. 2023-XXX.
RESOLUTION NO. 2023-XXX - A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF FULLERTON, CALIFORNIA, ADOPTING, UPDATING AND DELETING CERTAIN CLASS SPECIFICATIONS IN THE PERSONNEL CLASSIFICATION PLAN AND AMENDING RESOLUTION NO. 2023-053 (FULLERTON MANAGEMENT ASSOCIATION) APPENDIX A AND RESOLUTION NO. 2023-052 (FULLERTON MUNICIPAL EMPLOYEES FEDERATION) APPENDIX A
CITY MANAGER REMARKS
The City Manager recommends approval.
PRIORITY POLICY STATEMENT
This item matches the following Priority Policy Statements:
Fiscal and Organizational Stability
Public Safety.
FISCAL IMPACT
The following outlines the approximate annualized impact for Fiscal Year (FY) 2023-24 for this proposal:
City Traffic Engineer $198,700
Streets and Sewer Manager $160,300
Facilities Manager $145,200
Landscape and Tree Manager $145,200
The approximate annualized impact for FY 2023-24 for the Library totals $102,400.
The approximate annualized impact for FY 2023-24 for the Police Department results in approximately $24,100 savings.
The approved FY 2023-24 budget includes funding for these changes.
DISCUSSION
Public Works
The Public Works Department evaluated departmental organization and proposes changing staffing resources to align with operating functions within appropriate divisions with a perspective towards staff development, retention and continuity of service provided to internal and external customers.
City Traffic Engineer
The Public Works Traffic Section is significantly understaffed. The City relies on part time consultants to fill the gap, including utilizing a consultant as City Traffic Engineer. In addition, the department has no redundancy in the methods and operations. The section has only one full-time employee making it susceptible to failure with any turnover. City liability with traffic related improvements and maintenance is critical, therefore, the section should have proper staffing to ensure the City can accomplish the following duties:
Maintain a reliable and coordinated traffic signal system citywide (154 traffic signals) Review, revise and upgrade traffic circulation and progression, parking utilization, bicycle mobility and pedestrian safety measures based on changes in citywide needs and standards as necessary Seek transportation grant funding opportunities whenever available Liaison to the Transportation and Circulation Commission Review traffic impacts from private development and support development of conditions of approval Manage traffic related CIP projects, including RTTSP program with OCTA Coordinate with Fullerton School District, Police Department and residents.
Public Works has proposed restructuring the Traffic Section of the Engineering Division to include a series of traffic related classifications over the next few months, beginning with City Traffic Engineer. This position would oversee day-to-day operations of the Traffic Section including long and short-term traffic projects planning, reporting, environmental program planning and compliance, design, construction, permitting, right-of-way and other programs. Staff proposes placing this classification at salary range 675 ($128,123 - $163,522), in line with Water System Manager / Assistant City Engineer.
Public Works Managers
This request relates to Public Works Maintenance Services Division restructuring efforts. The City has undergone significant changes with the retirement of two Maintenance Managers who combined, oversaw four divisions - Building and Facilities, Landscape, Streets and Sewer. Staff anticipates the combined division structure of these management positions will pose a challenge in recruiting a manager overseeing both Streets and Landscape and a manager overseeing both Building and Facilities and Sewer due to the unlikeliness in finding qualified candidates who possess contrasting disciplines. The City tailored current positions around specific individuals due to their unique background. The City was fortunate to have Dan Diaz and Bill Roseberry who possessed interdisciplinary skills and knowledge of these contrasting programs. The department proposes to restructure the existing Divisions and establish three new classifications , not only to increase chances of finding qualified candidates but also to improve program functions.
Staff recommends creating the Facilities Manager, Landscape and Tree Manager and Streets and Sewer Manager classifications, placing the Streets and Sewer Manager at salary range 650 ($101,239 - $129,208), equal to the salary range for the current Public Works managers. Staff recommends placing Facilities Manager and Landscape and Tree Manager at salary range 635 ($90,53 - $115,699), equal to the salary range for Equipment Superintendent.
Police Department
Police Services Representative Series
Cadets and CSO’s have historically carried out non-sworn duties and assistance to police officers. Various factors such as retaining Cadets, CSO’s and other non-sworn personnel has made hiring and retaining for these classifications a challenge and has continuously shrunk the pool of expertise that previously supported police officers in the field and in forward facing areas of the police department such as the front desk. Staffing the front desk with part-time student employees has also proved historically challenging and resulted in an inconsistent message to the community. This reclassification would allow professional non-sworn civilian staff to consistently work in vital areas in providing accurate information to the community. Staff created the concept of a unified classification of non-sworn personnel to capitalize on the existing pool of non-sworn personnel supporting police officers and community needs. A non-sworn Police Services Representative trained in a myriad of law enforcement capabilities allows for greater flexibility and use in areas of the police department including but not limited to front desk, field duties, traffic bureau duties, CSI, Property and Evidence and Community Services. Combining job classifications into one Police Services Representative classification provides a long-term career path for employees in that classification to diversify their experience and create career longevity for both the employee, the organization and the community.
Human Resources recommends revising the current Police Services Representative classification to encompass the full scope of duties performed by the classification. Staff additionally proposes a Police Services Representative II classification to recognize the additional training and certification requirements to perform court liaison and rangemaster duties. Police Services Representative I would remain at salary range 405 ($53,421 - $68,182). Staff proposes assigning Police Services Representative II to salary range 415 ($55,039 - $70,246) which represents a 3% increase over Police Services Representative I.
Public Information Specialist
The dissemination of public information is a vital to the Police Department communication of internal and external occurrences affecting the Fullerton citizens. The communication mechanisms have evolved into diverse modes of transmission through traditional media and social media. The Police Department, with Human Resources concurrence, has requested establishing a non-sworn Public Information Specialist classification to address the changing landscape of public information and public relations.
The Public Information Specialist would continuously communicate community events, public announcements, press releases and police activity, both criminal and non-criminal, through traditional forms of media communication. Additionally, the Public Information Specialist would oversee and coordinate the Police Department social media team that monitors and produces content affecting the Police Department and the Fullerton citizens.
Staff recommends establishing the Public Information Specialist classification and assigning it to salary range 478 ($69,980 - $89,315), in line with Administrative Analyst II.
Library
The Library also reviewed its operations to enhance operational efficiencies. One of the enhancements includes replacing a Library Technical Assistant II with a Library Services Supervisor.
The City removed the Library Circulation Manager position from the budget several years ago as a salary savings measure and replaced with a Library Technical Assistant II. However, over the years, it has become evident that this role needs expanding due to the complexity of the Circulation and Passport Services subprograms as well as additional services provided to the public at the Circulation counter such as California State Park Passes check-out, hot spots and (soon) Chromebooks, requiring a greater level of oversight. Hence, the need for a supervisory level position.
Staff recommends establishing the Library Services Supervisor classification and assigning it to salary range 530 ($60,644 - $77,397), in line with Parks and Recreation Supervisor I.
Attachments:
Attachment 1 – Draft Resolution No. 2023-XXX
Attachment 2 – Police Services Representative Series (redline version) cc: City Manager Eric J. Levitt
Classification Plan Update – Multiple Positions
November 7, 2023 - Page 5