CITY COUNCIL STAFF REPORT
Meeting Date: May 15, 2023
TO: THE HONORABLE MAYOR AND CITY COUNCILMEMBERS
SUBJECT: ADOPT RESOLUTION NO. ___-23 APPROVING SIDE LETTER OF
AGREEMENT WITH THE MANAGEMENT PAY PLAN GROUP TO
ADD A NEW CLASSIFICATION TO THE MANAGEMENT
COMPENSATION PAY PLAN AND ALIGN THE CHIEF TECHNOLOGY
OFFICER SALARY WITH ADMINISTRATIVE SERVICE MANAGERS
SYNOPSIS
The City is continuously seeking ways to better manage operations and streamline staff work. With the help of classification and compensation experts from the Human Resources consulting firm Koff & Associates (K&A), staff looked closely at various departments within the City, including the Human Resources division. Staff is seeking Council’s authorization to create a new classification in the management group to reflect the full scope of work carried out by the Human Resources Manager. This classification will replace the Human Resources Manager classification, which currently manages all human resources functions, including recruitment and selection, safety, training and development, employee and labor relations, and compensation and classification. The Human Resources Manager also serves as the City’s Chief Labor Negotiator, Risk Manager and Diversity, Equity, and Inclusion Officer. Staff took this opportunity to look at the other Administrative Services divisions including the Information Technology division. Staff determined that the Chief Technology Officer also had significant additional duties added since 2020, most notably maintaining the extensive technology at the new library and the multiple “zoom rooms” on City property.
Adoption of the proposed resolution would authorize the City Manager to execute a side letter of agreement between the City of Pleasant Hill and the Management Pay Plan Group (MPP) to update the classification of the Human Resources Manager to reflect the current duties of the new classification of Chief Human Resources Officer (CHRO). In addition, the side letter would add the classification, CHRO, to the management compensation pay plan. Finally, the side letter of agreement would also align the salary range of the Chief Technology Officer with the other Administrative Services managers to reflect the additional scope of work and provide equity among the managers.
DISCUSSION
Background
In January 2020, the Assistant City Manager/Administrative Services Director left the City. At that time, the Human Resources Manager assumed the responsibility for the following functions:
Serve as the City’s Chief Labor Negotiator, conducting meet and confer sessions and advising the City Manager and City Council on matters involving employee relations; Serve as the City’s Risk Manager; and
Service as the Diversity, Equity and Inclusion Officer.
After a close review of the duties of the Human Resources Manager, it was determined the classification should be updated to the title of Chief Human Resources Officer to reflect the added responsibilities noted above, and the full scope of management duties, as well as modernization of the qualifications, experience and education sections.
When the pandemic struck in 2020, the City was forced to upgrade and expand its technology, including Que-Less, at home work stations, and “zoom rooms.” Additionally, beginning prior to the opening of the library in 2022, the Information Technology division began servicing the new building and its state of the art technology.
Analysis
The proposed change to add the Chief Human Resources Officer classification will more accurately reflect the scope, roles and responsibilities of the current Human Resources Manager.
There will be minimal fiscal impact, as the salary adjustment is minimal, but will account for the added responsibilities. If approved, the Chief Human Resources Officer will replace the Human Resources Manager classification in the budget. The Chief Human Resources Officer classification was sent to representatives of the Management Pay Plan (MPP) and no objections were received.
If approved, the City Manager will execute the side letter of agreement with MPP to add the classification of Chief Human Resources Officer and the incumbent will be reclassified as recommended by Koff. The proposed change to the Chief Technology Officer salary range will reflect the scope, roles and responsibilities of the incumbent and will provide equity among the Administrative Services managers.
FISCAL IMPACT
The proposed resolution will have minimal fiscal impact as the full time employee (FTE) count will not change. The impact to salary and benefits cost is approximately $24,888 annually and there is sufficient budget to absorb this change.
PUBLIC CONTACT
Public contact was made through posting of the City Council agenda on the City’s official notice bulletin board, at the Pleasant Hill Senior Center and at the Pleasant Hill Police Department. The agenda and staff report are posted on the City’s web page.
RECOMMENDED CITY COUNCIL ACTION
Approve the resolution authorizing the City Manager to execute the Side Letter of Agreement with MPP to add the new classification Chief Human Resources Officer.
ALTERNATIVES TO RECOMMENDED ACTION
Do not approve the resolution.
ATTACHMENT(S):
Proposed Resolution
Exhibit 1 – Side Letter of Agreement - MPP
Prepared by: Colleen Duran, Human Resources Analyst
Approved by: June Catalano, City Manager