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CITY OF GLENDALE, CALIFORNIA
REPORT TO THE CITY COUNCIL
AGENDA ITEM
Report: Classification and Compensation Alignment
1. Motion to Increase the Citywide Authorized Salaried Position Count.
2. Resolution Providing for the Establishment of Classification Titles and Compensation for Employees of the City of Glendale Covered by the Glendale Management Association Memorandum of Understanding, Including Employee Relations Exempt Classifications.
3. Resolution Providing for the Establishment of Classification Titles and Compensation for Employees of the City of Glendale Covered by the Glendale City Employees’ Association Memorandum of Understanding, Including Confidential and Hourly Classifications.
4. Resolution Providing for the Establishment of Classification Titles and Compensation for Employees of the City of Glendale Represented by the International Brotherhood of Electrical Workers, Local 18.
COUNCIL ACTION
Item Type: Action Item
Approved for January 21, 2025 calendar
EXECUTIVE SUMMARY
As part of the City’s commitment to maintaining an efficient and equitable workforce, departments regularly assess their organizational structures. These evaluations sometimes result in recommendations to adjust job classifications, titles, and compensation to address inequities, align with market trends, and tackle recruitment and retention challenges. This year, we are proposing adjustments to just 2.1% of the City’s 862 job classifications – a focused and strategic approach aimed at maintaining a balanced and competitive workforce. Amendments to the Classification and Compensation Resolutions are required to implement these updates.
For the 2024-2025 Fiscal Year, the Human Resources Department, in collaboration with the City Manager’s Office, has conducted a comprehensive review of proposed changes.
These include:
•Salary adjustments to 18 classifications, 9 of which are currently vacant. •The establishment of 19 new classification titles to address evolving workforce {{section.number}}b2
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needs.
•Deleting 6% of job classifications which are obsolete and unfilled to streamline operations.
The proposed adjustments are detailed in the attached Resolutions and are guided by the following principles:
•Commitment to Fiscal Discipline: All proposed changes are budget-neutral this fiscal year, with costs absorbed within the approved FY 2024-25 budgets. •Focus on Strategic Growth: These revisions address critical workforce and operational needs, enhancing efficiency, readiness, and service delivery to the community.
•Collaboration and Transparency: The recommendations align with the City’s long-term strategic goals and reflect a thorough review to ensure alignment with Council priorities.
These changes aim to bring classifications into alignment with labor market counterparts, maintain internal equity, and strengthen the City’s ability to attract, retain, and develop talent. The proposed updates are an integral step in ensuring the City’s workforce remains prepared and well-positioned to serve the community effectively.
RECOMMENDATION
That the City Council approve the attached Motion to increase to the authorized salaried position count, as well as the Resolutions for the establishment of classification titles and compensation for the titles.
ANALYSIS
In collaboration with our employee associations, the Human Resources Department met and conferred with the bargaining groups to agree on the survey cities used for compensation alignment. The agreed-upon cities include Anaheim, Burbank, Garden Grove, Huntington Beach, Inglewood, Long Beach, Pasadena, Santa Ana, Santa Monica, and Torrance. Using this list, HR conducted a comprehensive classification and compensation analysis to measure Glendale’s compensation against these cities and identified areas where alignment with the average was needed. Before finalizing the City Manager’s decisions, HR informed the bargaining groups of the proposed adjustments, including those which Department Heads asked but were not approved, and all impacted groups expressed agreement with the decisions.
The proposed classification adjustments are outlined in the attached Resolutions, with a summary of the changes and corresponding page numbers provided. {{section.number}}b3
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City Attorney’s Office
Principal Assistant City Attorney – adjust by 6.26% ($1,130.56) for a top monthly salary step of $19,190.25.
Legal Executive Secretary - adjust by 3.59% ($272.03) for a top monthly salary step of $7,858.72.
City Treasurer’s Office
Treasury Services Technician II – adjust by 11.30% ($608.40) for a top monthly salary step of $5,991.85.
Treasury & Investment Services Operations Specialist – Adjust by 3.90% ($304.12) for a top monthly salary step of $8,098.09.
Community Development Department
Senior Housing Advisor – adjust by 5.02% ($408.58) for a top monthly salary step of $8,554.27.
Housing Analyst – adjust by 8.85% ($695.55) for a top monthly salary step of $8,554.27.
Principal Housing Advisor – adjust by 8.14% ($708.25) for a top monthly salary step of $9,409.70.
Housing Coordinator – adjust by 8.13% ($707.70) for a top monthly salary step of $9,409.70.
Senior Housing Analyst - adjust by 8.13% ($707.70) for a top monthly salary step of $9,409.70.
Fire Department
New Classification
Currently, entry-level employees are hired at the level of Fire Communications Operator, serving a one-year probation. It is proposed that the Fire Communications Operator Trainee be established as an unclassified position to provide the Department with flexibility during the examination process.
Starting new hires in the classification of Fire Communications Operator Trainee allows them to work under close supervision in a stressful, fast-paced environment before they become Fire Communications Operators. It will provide them with additional training and support and afford them a better chance of being successful. Once the Fire Communications Operator Trainee completes the one-year unclassified probation during training, the individual will be promoted to Fire Communications Operator and serve an additional one-year probation in a classified status.
Based upon the duties of the position, the Fire Department proposes the creation of the Fire Communications Trainee position, with a suggested top salary step of $7,707.87.
The Fire Department is also requesting the addition of one Emergency Services Coordinator position which will increase the full-time authorized salaried position count.
The Fire Department intends to transition the current Fire Captain who performs several Emergency Services Coordinator functions to a civilian position to allow for continuity of operations without the disruption of frequent leadership rotations of sworn Fire personnel. {{section.number}}b4
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A civilian Emergency Service Coordinator brings specialized knowledge and experience in emergency management, ensuring a focused approach to preparedness, response, and recovery. This expertise benefits the City during emergencies by creating a more effective and coordinated response, which enhances resilience Citywide. The costs associated with the addition of this position will be absorbed in the Fire Department’s current FY 2024-25 budget.
Glendale Water & Power
Electrical Field Services Supervisor – adjust by 6.00% ($847.44) for a top monthly salary step of $14,971.45.
Electrical Superintendent – adjust by 2.64% ($404.23) for a top monthly salary step of $15,720.02.
Power Engineering Manager – adjust by 14.40 % ($2,148.98) for a top monthly salary step of $17,076.07.
New Classifications
The Glendale Water & Power (GWP) Department is proposing to add the classification of Electrical Mechanic Supervisor I. This classification will be responsible for providing leadership and supervision to a group of Electrical Mechanic Assistants. Both GWP Management and IBEW recognize the need for a dedicated crew supervisor to ensure efficient operations and high standards of work. This role is essential for maintaining the safety, productivity, and quality of electrical services. The suggested top salary step for this classification is $9,677.04.
The introduction of the Utility Environmental Program Specialist classification will address the growing need for specialized knowledge in environmental programs within our utility operations. This new classification reflects the increasing complexity of regulatory compliance and environmental sustainability initiatives. The suggested top salary step for this classification is $8,728.37.
The establishment of the Utility Environmental Program Supervisor classification will formalize the supervisory responsibilities required to oversee GWP’s environmental programs effectively. This role will enable better coordination and management of environmental compliance and sustainability projects, enhancing our operational efficiency. The suggested top salary step for this classification is $12,422.72.
Human Resources Department
Safety Administrator – adjust by 16.79% ($1,735.99) for a top monthly salary step of $12,073.85.
Assistant Director of Human Resources – adjust by 7.51% ($1,252.75) for a top monthly salary step of $17,942.39.
New Classification
Human Resources Manager – this classification will replace the existing Human Resources Administrator as it more appropriately represents the functions associated with the position. The suggested top salary step for this classification is $13,020.72, which {{section.number}}b5
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is the same salary as the Human Resources Administrator.
Information Technology Department
The IT Department is requesting the creation of a Cybersecurity job series and the expansion of the existing Network Engineer job series. Regarding the Cybersecurity series, currently information security responsibilities are spread across the System and Network Engineer job series. This approach can lead to inconsistencies, gaps in security coverage, and a lack of focused expertise. Establishing a dedicated Information Cybersecurity Engineer series, ranging from levels I through III, will address these challenges and significantly enhance our security posture. This dedicated structure allows for specialized skill development and promotes a culture of security awareness. The suggested top salary steps are as follows:
Cybersecurity Engineer I - $9,698.19
Cybersecurity Engineer II - $12,005.75
Cybersecurity Engineer III - $14,089.00
For the Network Engineer series, creation of the Network Engineer I and III classifications offers several key advantages. First, it establishes a clear career path within the organization, allowing for entry-level talent (Network Engineer I) to develop skills and gain experience. Second, it provides a promotional opportunity for existing Network Engineer II staff to advance to a Network Engineer III role with increased responsibilities and leadership potential. This tiered structure fosters employee growth, improves retention, and ensures a pipeline of skilled network professionals to meet the organization's evolving needs.
The suggested top salary steps are as follows:
Network Engineer I - $9,698.19
Network Engineer III - $14,089.00
Lastly, the IT Department is requesting a salary grade adjustment for the Assistant Chief Information Officer position. Recruitment and retention in the Information Technology sector remain significant challenges, particularly for municipalities competing in a dynamic and competitive labor market. The proposed adjustment reflects the Assistant Chief Information Officer’s span of control, the complexity of their job responsibilities, and prevailing market conditions. It’s also a proactive measure to retain top talent and ensuring organizational stability. The request is to adjust the salary of the Assistant Chief Information Officer by 8.38% ($1,466.92) for a top monthly salary step of $18,982.36.
Management Services Department
New Classification
The existing Graphics Illustrator classification no longer aligns with the current demands and evolving scope of work in visual communication and design. Over the years, graphic design has transformed significantly with advancements in technology, software, and communication platforms. A modern Graphics Designer job classification better reflects the professional standards, responsibilities, and skills required for the position today. {{section.number}}b6
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The proposed Graphic Designer role will encompass a broader range of tasks, including digital media design, social media content creation, and interactive presentations, in addition to traditional print design. By adding the Graphic Designer classification, the City can attract top-tier talent and effectively communicate our mission and services to the community through modern, impactful design. The suggested top salary step for this classification is $7,568.00.
Police Department
Police Records Administrator – adjust by 12.29% ($1,461.29) for a top monthly salary step of $13,356.00 due to the addition of the Property Bureau to the scope of responsibilities.
Police Communications Administrator – adjust by 31.85% ($3,226.31) for a top monthly salary step of $13,356.00.
New Classifications
The Real Time Intelligence Center (R.T.I.C.) leverages emerging technologies to provide real-time, actionable intelligence to first responders. The R.T.I.C. integrates several cutting-edge technologies, including live-stream footage from various public cameras across Glendale, into a single, user-friendly system. The system uses robust analytical software to digest large amounts of information. That analysis generates actionable, real- time intelligence that investigators and patrol officers, supervisors, and managers can then use to deliver a safer and more efficient response to the community. The proposed classifications of Real Time Intelligence Center Operator, Real Time Intelligence Center Specialist and Real Time Intelligence Center Supervisor are intended to support the operations of the R.T.I.C. dedicated to delivering real-time intelligence to patrol officers.
The suggested top salary steps are as follows:
Real Time Intelligence Center Operator - $7,793.00
Real Time Intelligence Center Specialist - $8,374.00
Real Time Intelligence Center Supervisor - $8,969.00
Moreover, in June 2024, the City Council sanctioned the creation of the new Police Parking Operations Administrator. The title should have been listed as Parking and Police Services Administrator, but it was overlooked. The revised title is included in the applicable Resolution.
Public Works Department
Assistant Public Works Director/City Engineer - adjust by 3.93% ($746.01) for a top monthly salary step of $19,728.37.
New Classifications
The Public Works Department has been assessing current job classifications of its positions in the Traffic Maintenance and Parking Meter operations and has found that the existing class specifications are antiquated and out of alignment when compared with the actual job functions employees in those positions are now performing. Employees who {{section.number}}b7
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currently occupy the obsolete classifications will transition to the new titles after which the obsolete classifications will be eliminated.
The Department is seeking to create the classifications of Parking Meter Technician and Senior Parking Meter Technician. The classification of Parking Meter Technician will replace the current classification of Parking Meter Collector/Repairer. The new classification of Senior Parking Meter Technician will create opportunities for better succession planning within the Public Works Maintenance Services Division, bridges a salary disparity (24.6%) between the Parking Services Supervisor position and that crew supervisor’s direct reports, and serves as a deterrence for attrition to other departments or outside agencies.
The proposed salary for the classification of Parking Meter Technician is $6,233.55, which is the same as the classification it is replacing. The proposed salary for the new classification of Senior Parking Meter Technician is $6,622.90.
The Department is also seeking to create the classifications of Traffic Maintenance Technician and Senior Traffic Maintenance Technician, which will result in title changes for the existing classifications of Traffic Painter and Senior Traffic Painter. The operational needs and technology for the Traffic Section have evolved extensively over the past two decades. The crew size for this operation has become smaller, but much more versatile and fluid over the years, and now utilizes a cache of computer based and new equipment technologies to perform the core duties and job functions of these operations. The proposed salaries for these classifications are $6,052.84 and $6,431.32 respectively, which are the same as the classifications they are replacing.
Additionally, the Department is seeking to create the new classification of Assistant Fleet Compliance Manager. The Fleet Services Division has, over the past four years, focused on the consolidation and designation of compliance responsibilities. Regulatory compliance for municipal fleets and fueling facilities has become increasingly complex in California and the designation of a compliance operation in this division positions the city well to handle current and future regulations. In 2023, the classification of Fleet Compliance Manager was created. The proposed classification of Assistant Fleet Compliance Manager will create a better succession planning structure for this operation and will provide the support and redundancy needed to ensure responsible operation of the City’s fleet. The suggested top salary step for this classification is $7,595.04.
SUMMARY
The above actions are brought forth in the form of amended Classification and Compensation resolutions, which are set forth in this report individually by employee group, as follows:
• GCEA/Hourly/Confidential Classifications
• GMA and GMA Employee Relations Exempt Classifications • IBEW, Local 18 Classifications
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The Resolutions also contain the new job classifications (identified by underlining), as well as the obsolete classifications proposed for elimination (identified by strikeout).
Proposed Adjustments
Classification Resolution Resolution
Page #
Assistant Chief Information Officer GMA and GMA Employee Relations Exempt Classifications
10 Assistant Director of Human
Resources
GMA and GMA Employee
Relations Exempt Classifications
10 Assistant Public Works Director/City
Engineer
GMA and GMA Employee
Relations Exempt Classifications
10 Electrical Field Services Supervisor GMA and GMA Employee Relations Exempt Classifications
12 Electrical Superintendent GMA and GMA Employee
Relations Exempt Classifications
12 Housing Analyst GMA and GMA Employee
Relations Exempt Classifications
7 Housing Coordinator GMA and GMA Employee
Relations Exempt Classifications
7 Legal Executive Secretary GCEA/Hourly/Confidential
Classifications
6 Police Communications
Administrator
GMA and GMA Employee
Relations Exempt Classifications
13 Police Records Administrator GMA and GMA Employee
Relations Exempt Classifications
13 Power Engineering Manager GMA and GMA Employee
Relations Exempt Classifications
13 Principal Assistant City Attorney GMA and GMA Employee Relations Exempt Classifications
14 Principal Housing Advisor GMA and GMA Employee
Relations Exempt Classifications
14 Safety Administrator GMA and GMA Employee
Relations Exempt Classifications
14 Senior Housing Advisor GMA and GMA Employee
Relations Exempt Classifications
9 Senior Housing Analyst GMA and GMA Employee
Relations Exempt Classifications
9 Treasury & Investment Services
Operations Specialist
GCEA/Hourly/Confidential
Classifications
10 Treasury Services Technician II GCEA/Hourly/Confidential Classifications
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New Classifications
Classification Resolution Resolution
Page #
Assistant Fleet Compliance
Manager
GCEA/Hourly/Confidential
Classifications
3 Cybersecurity Engineer I GMA and GMA Employee
Relations Exempt Classifications
7 Cybersecurity Engineer II GMA and GMA Employee
Relations Exempt Classifications
7 Cybersecurity Engineer III GMA and GMA Employee
Relations Exempt Classifications
7 Electrical Mechanic Supervisor I IBEW, Local 18 Classifications 2 Fire Communications Operator
Trainee
GCEA/Hourly/Confidential
Classifications
5 Graphics Designer GCEA/Hourly/Confidential
Classifications
5 Human Resources Manager GMA and GMA Employee
Relations Exempt Classifications
12 Network Engineer I GMA and GMA Employee
Relations Exempt Classifications
8 Network Engineer III GMA and GMA Employee
Relations Exempt Classifications
8 Parking Meter Technician GCEA/Hourly/Confidential
Classifications
7 Real Time Intelligence Center
Operator
GCEA/Hourly/Confidential
Classifications
8 Real Time Intelligence Center
Specialist
GCEA/Hourly/Confidential
Classifications
8 Real Time Intelligence Center
Supervisor
GCEA/Hourly/Confidential
Classifications
8 Senior Parking Meter Technician GCEA/Hourly/Confidential Classifications
9 Senior Traffic Maintenance
Technician
GCEA/Hourly/Confidential
Classifications
9 Traffic Maintenance Technician GCEA/Hourly/Confidential Classifications
10 Utility Environmental Program
Specialist
GCEA/Hourly/Confidential
Classifications
10 Utility Environmental Program
Supervisor
GMA and GMA Employee
Relations Exempt Classifications
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Obsolete Classifications to Delete
Classification Classification
Accountant III Literacy Services Coordinator
Asst GM Utility/Finance/Risk Machinist
Business Account Rep Mech Maint & Warehouse Admin
Carpenter Meter Reader
Chief Asst Gnrl Mgr/Electric Neighborhood Svcs Admin
Chief Asst Gnrl Mgr/Water Neighborhood Svcs Field Rep
Collections Specialist Neighborhood Svcs Field Tech
Community Beautification Coord Neighborhood Svcs Inspector Departmental HR Officer Neighborhood Svcs Supervisor
Deputy Dir of Plng&Nbrhd Svcs Painter
Dir of Fin/Information Tech Power Line Supervisor II
DNA Laboratory Supervisor Principal Accountant
DNA Specialist Production Artist
Electrical Test Assistant Public Education Coordinator
Equipment Painter/Body Repair Real Property Agent
Forensic Specialist Recycling Coordinator
Forensic Supervisor Revenue Protection Coordinator
Gardener Sign Painter
General Counsel Sr DNA Specialist
Graphics Illustrator Sr Forensic Specialist
Human Resources Administrator Sr Gardener
Info Services Associate Sr Graphics Illustrator
Info Services Project Manager Sr Workers Comp Technician Legal Fellow Workers Comp Adjustor I
Library Arts & Culture Admin Workers Comp Adjustor II
License Investigator Workers Comp Technician
STAKEHOLDERS/OUTREACH
Not Applicable
FISCAL IMPACT
The total cost of the proposed classification and compensation adjustments, including the addition of one position in the Fire department, is approximately $225,000 for the remainder of FY 2024-25, as outlined below. These adjustments can be absorbed within the respective departments’ budgets for this fiscal year; therefore, no new appropriation is needed. The approval of the additional position will increase the authorized salaried full-time position count from 1,643 to 1,644.
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FY 24-25 FISCAL IMPACT
Class & Comp
5.5 Months
Fire Position- 3
months
Total for FY
24-25
Annual Cost
Including
Benefits
General Fund $115,000 $50,000 $165,000 $450,909
Non-General
Fund
$60,000 $60,000 $130,909
Total $175,000 $50,000 $225,000 $581,818
General Fund Forecast
FY 2025-26 FY 2026-27 FY 2027-28 FY 2028-29
Class & Comp
General Fund
$263,455 $276,627 $284,926 $293,474
Fire General
Fund
$210,000 $220,500 $227,115 $233,928
Total $473,455 $497,127 $512,041 $527,402
ENVIRONMENTAL REVIEW (CEQA/NEPA)
Please consult with your department's attorney to fill out this section.
CAMPAIGN DISCLOSURE
This item is exempt from campaign disclosure requirements.
ALTERNATIVES TO STAFF RECOMMENDATION
Alternative 1: Do not approve the resolutions for the Establishment of Classification Titles and Compensation for Employees of the City of Glendale, and the increase to the citywide authorized position count as recommended by staff. Doing so will not provide for a competitive salary with the labor market for these positions.
Alternative 2: Consider any other alternative not proposed by staff.
ADMINISTRATIVE ACTION
Submitted by:
Paula Adams, Chief Human Resources Officer
Prepared by:
Aymee Martin, Assistant Director of Human Resources
Paula Adams, Chief Human Resources Officer
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Approved by:
Roubik R. Golanian, P.E., City Manager
EXHIBITS/ATTACHMENTS
1. Exhibit A – Class Comp Changes effective Jan 12, 2025