City Council Agenda Report
TO: Mayor McCord and Members of the City Council
FROM: Ken Irwin, City Manager
BY: Marie Guillory Jones, Director of Human Resources
MEETING DATE: September 20, 2022
ITEM NO: 5.15
SUBJECT: Approval of the Patterson Management Mid-Management Employee Association (PMMEA) and the American Federation of State, County, and Municipal Employees (AFSCME) New Classifications and Corresponding Job Descriptions, and Revisions to Existing Job Descriptions.
RECOMMENDATION
Motion to Approve the Patterson Management Mid-Management Employee Association (PMMEA) and the American Federation of State, County, and Municipal Employees (AFSCME) new classifications and corresponding job descriptions, and revisions to existing job descriptions.
BACKGROUND
The City of Patterson contracted with Grace Consulting to conduct a classification study for AFSCME and a classification and structure review for PMMEA. The goals of the project were to clearly describe the nature of work and scope of responsibility, authority, and impact of each job; ensure that job requirements are aligned with the nature of the work and the scope of responsibility; ensure consistency in format and language used in each job description; identify career paths; ensure structure is based on internal equity considerations; and ensure that job descriptions and classification structure are in compliance with applicable regulatory requirements.
The study included approximately thirty-four (34) non-exempt clerical, administrative, technical, and maintenance classes job classifications represented by AFSCME and approximately twenty (20) mid-management, supervisory, professional, and confidential job classifications represented by PMMEA.
The project was the result of a collaborative effort between the consultant, Department Heads, Human Resources, and the respective unions to allow for review, feedback, and adjustments.
ANALYSIS
A variety of factors were considered in the data analysis and development of the job descriptions and classification structure recommendations. The factors included the concept of internal equity; the identification of job families; the overtime exemption status of each position; and market comparability.
Recommendations include title changes to clearly identify the nature and scope of the job; new job classifications to allow for future expansion of departmental structure, job families, and career progression; and revised job descriptions to accurately reflect the nature, scope, duties, and responsibilities of the actual job that is being performed.
Below is a summary of recommended title changes and new job classifications. All other classifications were revised based on the current title and structure. All job descriptions are included as attachments to this report.