Agenda Report
Fullerton City Council
MEETING DATE: FEBRUARY 20, 2024
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: MECHANIC I, MECHANIC II, MECHANIC III, EQUIPMENT MECHANIC LEAD WORKER AND EQUIPMENT SUPERVISOR CLASSIFICATION PLAN UPDATE
SUMMARY
Proposed amendment to City of Fullerton personnel classification plan to reassign Mechanic I, Mechanic II, Mechanic III, Equipment Mechanic Lead Worker and Equipment Supervisor classifications to higher salary ranges.
PROPOSED MOTION
Adopt Resolution No 2024-XXX
RESOLUTION NO. 2024-XXX – A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF FULLERTON, CALIFORNIA, AMENDING RESOLUTION NO. 2023-052 (FULLERTON MUNICIPAL EMPLOYEES FEDERATION) APPENDIX A AND RESOLUTION NO. 2023-053 (FULLERTON MANAGEMENT ASSOCIATION) APPENDIX A
ALTERNATIVE OPTIONS
Approve Proposed Motion
Do not adopt resolution amending Resolution No. 2023-052 Appendix A Do not adopt resolution amending Resolution No. 2023-053 Appendix A Other options brought by City Council.
STAFF RECOMMENDATION
Staff recommends the Proposed Motion.
CITY MANAGER REMARKS
The City Manager concurs with the recommendation.
PRIORITY POLICY STATEMENT
This item matches the following Priority Policy Statement:
Fiscal and Organizational Stability
FISCAL IMPACT
The annualized fiscal impact for Fiscal Year (FY) 2023-2024 totals approximately $116,200. The prorated cost for the remainder of FY 2023-2024 equals $40,235 based on a March 1, 2024 effective date. Approximately $36,611 of the $40,235 attributes to the Public Works Department and approximately $3,624 to the Police Department for one budgeted Mechanic III.
The FY 2023-2024 Operating Budget for both departments has sufficient funding for the proposed changes and requires no additional budget appropriation. The City would not fill vacant positions until completing recruitment, which would reduce the Public Works Operating Budget impact.
BACKGROUND AND DISCUSSION
The Public Works Department Equipment Division has 13 Full-Time Equivalent (FTE) personnel. Six Mechanic II, two Mechanic III and an Equipment Mechanic Lead Worker handle most fleet equipment maintenance and repair.
The Division has two Mechanic II and one Mechanic III positions filled to support all Equipment Division day-to-day operations. The Equipment Maintenance Lead Worker, who handled complex repair assignments, recently retired and the Division finds itself in a difficult position to meet preventive maintenance goals and repair schedules.
The Equipment Division has a 80 – 90 vehicles monthly preventive maintenance goal. The current staffing level can only complete 50% of scheduled vehicle maintenance. The Division experiences a significant setback in operations when personnel take sick leave or request time off given the present staffing levels The Division outsources mechanic duties to a vendor to augment the staff shortage, using one contract Mechanic from Advanced Resources. Staff contacted the vendor for additional assistance. Vendor costs have increased 20%. The Division now sends vehicles to local vendors for repairs so staff can concentrate on preventive maintenance.
Outsourcing mechanic duties can assist the Division with maintenance and repairs but does not provide an ideal solution due to inconsistent quality of work, standards and procedures and requires direct oversight compared to in-house mechanics. Division services many vehicles and equipment designated for emergency response posing a significant concern.
Human Resources conducted four recruitments to fill these vacancies has not made the appointments. Each recruitment attracted very few qualified candidates and qualified candidates rejected offers of employment due to salary concerns.
Human Resources reviewed the market compensation for comparable positions and found Fullerton 25% - 30% below the private sector market. Human Resources contracted with Koff & Associates, A Gallagher Company, in September 2023 to conduct a salary survey of comparable public agencies. This study found Mechanic II 24.3% below market. Staff reviewed this data and internal equity issues with other positions in the organization and proposes the following increases:
Position
Current Salary Range
Top Step
Proposed Salary Range
Top Step
% Increase
Equipment Mechanic Lead Worker
448
$76,296
475
$87,252
14.36%
Mech III
423
$71,096
464
$81,031
13.97%
Mech II
390
$66,165
445
$75,527
14.15%
Mech I
346
$60,351
410
$68,958
14.26%
Staff recommends adjusting the Equipment Supervisor from salary range 550 ($71,806 - $91,644) to range 585 ($77,422 - $98,812), an approximate 7.8% increase to the top step annual salary, to address compaction issues. Other Public Works positions on salary range 585 include Sewer Supervisor, Water Distribution Supervisor and Water Production Supervisor.
Equipment Supervisor and Equipment Mechanic Lead Worker have a 20.12% differential. Increasing the Equipment Mechanic Lead Worker without an Equipment Supervisor base salary adjustment would reduce the differential to 5%. The proposed increase to Equipment Supervisor pay would bring the differential to 13.25% which falls within industry best practices.
Approval of these increases would bring salaries for these positions more in line with the market for these classifications making them more attractive to candidates with the necessary skills and experience.
Attachments:
Attachment 1 – Draft Resolution No 2024-XXX
cc: City Manager Eric J. Levitt
Proposed Classification Plan Update
February 20, 2024 - Page PAGE \* MERGEFORMAT 2