CITY OF PACIFICA
COUNCIL AGENDA SUMMARY REPORT
7/11/2022
1 SUBJECT:
Approve New Job Classifications, Reclassifications, and Compensation Schedules RECOMMENDED ACTION:
Adopt a resolution approving new job classifications and reclassifications, including compensation schedules as detailed in the staff report.
STAFF CONTACT:
Irene Camarena, HR Manager
650-738-7303
[email protected]
Yulia Carter, Assistant City Manager
650-738-7402
[email protected]
BACKGROUND/DISCUSSION:
On June 27, 2022, the City Council adopted the FY2022-23 Operating and Capital Budget that included a number of new and reclassified position classifications to address the City's recruitment and retention capacity.
In developing budget recommendations for service changes, the City Manager identified necessary and required service change options to increase the organizational capacity, execute the City's strategic vision, and provide quality services to the community while addressing the City's increasing recruitment and retention challenges.
Article 4, Section 2-4.401 - Establishment of the Municipal Code establishes the procedures for the City Manager, as Personnel Officer, to create and revise a position classification plan. Any new or revised classification is officially established upon adoption by the City Council. If the Council approves the new job classification and salary schedule, the City will proceed with the recruitment.
The Council has already approved personnel changes presented in this report as a matter of position control as part of the Adopted FY2022-23 Budget on June 27, 2022, with the understanding that staff would bring forward job classifications and salary schedules for Council's adoption at a subsequent meeting.
Staff recommends that the Council approves the enclosed resolution to authorize the following classification changes:
1 New Classifications, including compensation schedule:
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a) Senior Accountant (Two-Year Limited Term)
b) Executive Assistant to City Manager
c) Deputy City Clerk.
2) Reclassifications, including compensation schedule:
a) Senior Civil Engineer to Engineering Manager (WWTP)
b) Ranger to Lead Ranger
c) Recreation Coordinator to Recreation Supervisor
3) Other Classification adjustments
d) Management Analyst II (FT-Permanent)
e) Deputy Public Works Director for Wastewater (internal compensation alignment) New Job Classifications
The operational needs and justifications for adding classifications listed in the table below were detailed during the budget discussions and included in the Adopted FY 2022-23 Budget. These new job classifications will result in a new organizational structure to ensure efficient and functional delivery of City services. In addition, staff believes that the new classifications would allow the City to stay competitive and attract and retain a top talent-qualified pool of candidates.
TITLE STATUS COMPENSATION
SCALE
BARGAINING UNIT
Senior Accountant* (Exhibit A) 2-Year Limited Term $8,925 - $11,131 Unrep - Management Executive Assistant (Exhibit B) FT-Permanent $6,800 - $8,430 Unrep - Confidential Deputy City Clerk (Exhibit C) FT-Permanent $6,879 - $8,529 Unrep - Confidential *Position funded under the American Rescue Plan Act included in FY2022-23 Reclassifications
The positions listed in the table below were already approved as a matter of position control and included in the Adopted FY 2022-23 Budget with the detailed justification provided during the budget presentation. Reclassifying these positions will meet the City's organizational needs and create personnel development progression and promotional opportunities within the organization to help address the City's recruitment and retention challenges. Staff completed and met in good faith and reached agreements with all affected labor groups regarding these reclassification changes.
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Other Classification Adjustments
Two other classifications need to be updated. The first is a clean-up adjustment to remove the Limited-Term designation from the Management Analyst II classification that serves Planning Department and the City Manager's Office. This position was created in 2018 as a two-year limited-term that was subsequently extended. Last year this position was included in the Base Budget together with the other permanent positions, and the proposed request to make this position permanent was noted during the budget presentation and adoption. However, the job classification also needs to be approved to reflect the permanent status of this position (Exhibit G). In addition, the position has recently become vacant, and the City is currently recruiting for permanent placement.
The second modification is related to the Deputy Public Works Director for Wastewater classification to adjust the salary range for this position to match the other existing Deputy Public Works Director classification with the current monthly salary range of $13,476 - $15,809.
The Adopted FY2022-23 Budget will cover the cost of this adjustment, so there will be no additional fiscal impact related to this action. The City has conducted several unsuccessful recruitments over the last year to fill this vacancy. Adjusting the compensation range will not only allow the City to fill this vacancy but will also improve the internal structure of the department as both positions have equal weight in the scope of responsibilities.
FISCAL IMPACT:
Salary ranges for all City positions are established by City policy, which is set at an average salary of ten (10) previously negotiated and agreed upon comparison agencies. The FY 2022- 23 Adopted Budget includes all classification changes described in this report with new positions budgeted at the top step. The actual fiscal impact will depend on the future employee's placement salary step with the organization. Based on the City's current practices, most appointments are made at the mid-range salary scale, so the actual annual cost is likely to be lower in the first few years of the position being filled.
ORIGINATED BY:
City Manager's Office
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ATTACHMENT LIST:
EXHIBIT A - Senior Accountant (PDF)
EXHIBIT B - Executive Assistant (PDF)
EXHIBIT C - Deputy City Clerk (PDF)
EXHIBIT D - Engineering Project Manager (PDF)
EXHIBIT E - Lead Ranger (PDF)
EXHIBIT F - Recreation Supervisor (PDF)
EXHIBIT G - Management Analyst I, II (PDF)
EXHIBIT H - Deputy Director of Public Works Wastewaster (PDF) Pacifica City Council 5
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RESOLUTION NO. ______
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PACIFICA
AUTHORIZING NEW JOB CLASSIFICATIONS, RECLASSIFICATIONS, AND
COMPENSATION SCHEDULES
WHEREAS, Article 4, Section 2-4.401 of the Pacifica Municipal Code establishes a civil service personnel system and procedures for the administration of personnel matters; and
WHEREAS, said Chapter requires that the City Manager, as Personnel Officer, prepare and recommend to the City Council a position classification plan, class specifications, and revisions thereto; and
WHEREAS, said Chapter requires that personnel rules and policies be adopted by resolution of the City Council; and
WHEREAS, like many Bay Area agencies, the City has been experiencing critical recruitment and retention challenges with 26 failed recruitments year-to-date and an increased number of vacancies.
WHEREAS, New Job Classifications and Reclassifications will meet the City's organizational needs to ensure efficient and functional delivery of City services while allowing the City to stay competitive and attract and retain a top talent-qualified pool of candidates to address the recruitment and retention challenges.
WHEREAS, the City completed in good faith the Meet and Confer process and reached agreements with all affected labor groups regarding these classification changes.
NOW, THEREFORE, be it resolved by the City Council of the City of Pacifica, California, that the Classification Plan is hereby amended, and the new and reclassed classification specifications, including the compensation schedule, attached hereto as Exhibits A-H and incorporated herein by this reference are hereby approved, and the City Manager is authorized to take necessary personnel actions that would align with the Classification Plan changes as summarized below:
1 New Classifications, including compensation schedule:
a) Senior Accountant (Two-Year Limited Term)
b) Executive Assistant to City Manager
c) Deputy City Clerk.
2) Reclassifications, including compensation schedule:
a) Senior Civil Engineer to Engineering Manager (WWTP)
b) Ranger to Lead Ranger
c) Recreation Coordinator to Recreation Supervisor
3) Other Classification adjustments
d) Management Analyst II (FT-Permanent)
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e) Deputy Public Works Director for Wastewater (internal compensation alignment) PASSED AND ADOPTED at a regular meeting of the City Council of the City of Pacifica, California, held on July 11, 2022, by the following vote:
AYES, Councilmembers:
NOES, Councilmembers:
ABSENT, Councilmembers:
ABSTAIN, Councilmembers:
_______________________________
Mary Bier, Mayor
ATTEST:
________________________________
Sarah Coffey, City Clerk
APPROVED AS TO FORM:
_________________________________
Michelle Marchetta Kenyon, City Attorney